The four studies presented throughout this thesis represent three important and distinct contributions. First, they contribute to the psychological work climate literature by suggesting that the motivational climate is an essential determinant of employee motivation, attitudes, well-being and performance outcomes (cf., Kuenzi & Schminke, 2009; Parker et al., 2003).
Second, the findings add to the organizational climate literature (i.e., group level of analysis) by clarifying important antecedents of the motivational climate (Carr, Schmidt, Ford, & DeShon, 2003; L. R. James et al., 2008; Kuenzi & Schminke, 2009).
Third, the findings contribute to AGT by suggesting that the motivational climate: (1) is an important predictor of employee outcomes (e.g., work performance and well-being); (2) is capable of shaping employees’ goal orientations, health, and well-being over time; (3) is a stronger predictor of health and well-being than goal orientations; (4) interacts with goal orientations in predicting work performance, health and well-being. These findings are supportive of previous findings from other domains of achievement, including sports (Ntoumanis & Biddle, 1999; Valentini & Rudisill, 2006). The findings also align with some of the expected predictions presented in the organizational AGT literature (DeShon & Gillespie, 2005; Payne, Youngcourt, & Beaubien, 2007).
In light of these contributions the four articles strongly suggest that organizations and their leaders should facilitate a mastery climate at work in order to enhance beneficial employee outcomes (e.g., well-being and higher performance). Directions for future research are presented throughout the thesis.