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Introduction

Employee engagement has been shown to have a significant impact on organizational performance and employee well-being. One theoretical framework that has gained popularity in the study of employee engagement is Self-Determination Theory (SDT). SDT posits that individuals have three basic psychological needs – autonomy, competence, and relatedness – that when satisfied, lead to higher levels of motivation and engagement.

This thesis aims to examine the constructs of Self-Determination Theory and their relationship to employee engagement. By investigating how autonomy, competence, and relatedness influence engagement in the workplace, this study seeks to provide insights for organizations on how to foster a more engaged workforce.

Chapter 1: Introduction
1.1 Introduction
1.2 Background of study
1.3 Problem Statement
1.4 Objective of study
1.5 Limitation of study
1.6 Scope of study
1.7 Significance of study
1.8 Structure of the Thesis
1.9 Definition of terms

Chapter 2: Literature Review
2.1 Theoretical Framework: Self-Determination Theory
2.2 Autonomy and Employee Engagement
2.3 Competence and Employee Engagement
2.4 Relatedness and Employee Engagement
2.5 The role of leadership in fostering employee engagement
2.6 The impact of organizational culture on employee engagement
2.7 Measurement of employee engagement
2.8 Previous empirical studies on SDT and employee engagement
2.9 Gaps in the literature
2.10 Conceptual framework

Chapter 3: Research Methodology
3.1 Research design
3.2 Participants
3.3 Data collection methods
3.4 Instruments
3.5 Data analysis techniques
3.6 Ethical considerations
3.7 Validity and reliability
3.8 Limitations of the methodology

Chapter 4: Discussion of Findings
4.1 Descriptive statistics
4.2 Analysis of autonomy and employee engagement
4.3 Analysis of competence and employee engagement
4.4 Analysis of relatedness and employee engagement
4.5 Comparison of findings with existing literature
4.6 Implications for practice
4.7 Recommendations for future research

Chapter 5: Conclusion and Summary
5.1 Summary of findings
5.2 Contributions to the field
5.3 Practical implications
5.4 Limitations of the study
5.5 Directions for future research
5.6 Conclusion

Thesis Overview

Employee engagement is a crucial aspect of organizational success, as engaged employees are more motivated, productive, and committed to their work. Self-Determination Theory (SDT) provides a theoretical framework for understanding the psychological needs that drive engagement in the workplace. This thesis aims to examine the constructs of SDT – autonomy, competence, and relatedness – and their impact on employee engagement.

Chapter 1 provides an introduction to the study, outlining the background, problem statement, objectives, limitations, scope, significance, and structure of the thesis. Chapter 2 presents a comprehensive literature review on SDT, autonomy, competence, relatedness, leadership, organizational culture, measurement of employee engagement, previous empirical studies, gaps in literature, and the conceptual framework.

Chapter 3 details the research methodology, including the research design, participants, data collection methods, instruments, data analysis techniques, ethical considerations, validity, reliability, and limitations. Chapter 4 offers a discussion of the findings, including descriptive statistics, analysis of autonomy, competence, relatedness, comparisons with existing literature, implications for practice, and recommendations for future research.

Lastly, Chapter 5 presents the conclusion and summary of the thesis, summarizing the findings, contributions to the field, practical implications, limitations of the study, directions for future research, and a final conclusion. Through this comprehensive examination of SDT constructs and employee engagement, this thesis aims to provide valuable insights for organizations seeking to enhance employee engagement and ultimately improve organizational performance.

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