The ‘I think - you work’ management style failed to support psychological
motivation of employees. A socially responsible society should change this practice to
avoid the present neoliberal crisis. The purpose of this study was to measure selfdetermination
and self-esteem of employees, e.g. in Slovenia in order to determine the
level of both constructs and relationship between them. Both concepts are elaborated
within the self-determination theory, which is linked to motivation, satisfaction (at
work), personality development, well-being, happiness, well-being induces personal and
social, but also economic benefit, and supports social responsibility. Self-determination
assumes three basic psychological needs (autonomy, competence and relatedness)
which are essential also for achieving well-being. Self-esteem in work organizations
derives from signals sent by the environmental structures, significant others and
individual’s feelings of efficacy and competence and is dependent on selfdetermination.
Data was collected from the sample of 320 organizations in Slovenia.
Four hypotheses were formulated and tested with qualitative and quantitative research
methods. We established that self-determination of employees in Slovenia impacts
positively on their self-esteem. The data provides greater understanding of motivation
behind employees’ work performance in Slovenia. With this information human
resource managers can support employees’ holism and well-being and thus work
towards better results for their organizations.
Keywords: Autonomy, competence, economic benefit, employees, eudaimonic
tradition, happiness, holism, human resource management, motivation,
productivity, psychological needs, psychological well-being, relatedness, selfdetermination,
self-determination theory, self-esteem, slovenia, social
responsibility, subjective emotional well-being, well-being.
