Self-Determination Theory (SDT) can have a significant impact on organizational commitment. When employees feel that their basic psychological needs for autonomy, competence, and relatedness are being met in the workplace, they are more likely to develop a strong sense of commitment to the organization.

 Autonomy: When employees are given the freedom to make decisions, set goals, and have a say in how their work is carried out, they are more likely to feel a sense of ownership and responsibility towards their work and the organization. This autonomy can lead to increased commitment as employees feel valued and respected for their contributions.

 Competence: Providing opportunities for employees to develop their skills and knowledge can enhance their sense of competence and confidence in their abilities. When employees feel competent in their roles and are able to grow and improve, they are more likely to be committed to the organization that supports their professional development.

 Relatedness: Building positive relationships and a sense of community within the organization can foster a strong sense of relatedness among employees. When employees feel connected to their colleagues and the organization as a whole, they are more likely to develop a sense of loyalty and commitment to the organization.

Overall, when organizations prioritize meeting employees’ basic psychological needs as outlined in SDT, they are more likely to cultivate a work environment that fosters high levels of organizational commitment among employees. This commitment can lead to increased employee retention, engagement, and overall organizational success.

mahboube mazaheri

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