"What Goes Around Comes Around": Antecedents, Mediators, and Consequences of Controlling vs. Need-Supportive Motivational Strategies Used by Exercise Professionals.

BACKGROUND

Research into the factors associated with the use of different motivational strategies by exercise professionals is of empirical and practical utility.

PURPOSE

Grounded in self-determination theory, this study sought to analyze putative antecedents, mediators, and work-related well- and ill-being consequences of two types of motivational strategies reported by exercise professionals.

METHODS

Participants were 366 exercise professionals (193 males; experience = 7.7 ± 5.8 years). Questionnaires assessing psychological need satisfaction frustration, self-determined work motivation, motivational strategies (need-supportive vs. controlling), emotional exhaustion, and personal accomplishment were completed online. Path analysis was used to test the hypothesized model.

RESULTS

Model with good fit [χ (5) = 9.174, p> .05; CFI = .984; TLI = .936; RMSEA = .048; SRMR = .022] showed need satisfaction as positively associated with supportive strategies and personal accomplishment (β between .267 and .399) and negatively with emotional exhaustion (β = -.145). Need frustration was negatively associated with work motivation and personal accomplishment (β = -.315; -.176), and positively with controlling strategies and emotional exhaustion (β = .195; .226). Furthermore, supportive strategies and work motivation were positively associated with personal accomplishment (β = .134; .184), whereas controlling strategies were positively associated with emotional exhaustion (β = .178).

CONCLUSIONS

Findings have theoretical implications, providing evidence of need satisfaction and frustration as being differently associated with work-related motivation, type of strategies used, and work-related emotional outcomes. Practical implications convey the importance of these variables in relation to the standard of motivational strategies provided and their role on work-related well- and ill-being indicators.