Using self-determination theory (Deci & Ryan, 2008) as the guiding theoretical framework, the present study tested a model that incorporates workers' perceptions of organizational support and supervisor autonomy support, global and domain specific (i.e., work) motivation, work satisfaction, and turnover intentions. The hypothesized model was tested using a sample of 735 workers (362 men and 373 women). Results revealed that work motivation was significantly related to both intraindividual (global motivation) and contextual factors (organizational support and supervisor autonomy support). In addition, perceived organizational support and work autonomous motivation were positively related to work satisfaction, whereas turnover intentions were negatively related to perceived organizational support and work autonomous motivation, and positively related to work controlled motivation. The present results underscore the importance of understanding the mechanisms through which higher turnover intentions and lower worker satisfaction take place, eventually leading to appropriate interventions.

The aim of this article is to briefly review the literature on stigmatization and more generally identity threats, to focus more specifically of the way people appraise and cope with those threatening situations. Based on the transactional model of stress and coping of Lazarus and Folkman (1984), we propose a model of coping with identity threats that takes into accounts the principle characteristic of stigma, its devaluing aspect. We present a model with specific antecedents, a refined appraisal phase and a new classification of coping strategies based on the motives that may be elicited by the threatening situation, those of protecting and/or enhancing the personal and/or social identity.