德西和瑞恩提出来的“自我决定理论”中的自主需求具体指什么？

　　自我决定理论中的“自主需求”即个体行动的内在动因、内在需要，可以简单理解为个体对“为什么做此事”的自我认知和心理定位。

　　自我决定行为基于对人们的有机需要的认识，并且设计选择行为，这种行为在于满足人的需要。而非自我决定行为，不包含真正的选择，所以可以说是自动的，它们受外在刺激和非整合的内在因素相互作用的控制，如替代需要、机体调节或压制人们的需要结构的驱力和情绪。由于非自我决定行为是控制决定的或者是无动机的，因而它不是德西的自我决定论研究的重点。这样，自我决定理论就把所有的人类行为区分为两大类：自我决定行为和非自我决定行为。

　　根据该理论，当一个人选择来采取某项活动，而不是完成某个外部目的时，同样的活动更可能被激发或更快乐。如快乐阅读，指人们选择书或文章来阅读，而不是课堂作业。非常幽默的是，如果两位室友阅读同一本书，自己选择来阅读这本书的人，会津津有味地读；而当做作业来完成的人则会敷衍了事。

　　自我决定认知动机理论是比较完整的理论框架，它涵盖了较多的动机类型，动态地观察各种动机类型，可以有效地评估学习者的学习动机，为动机研究提供了新的方向。国内的外语研究者们到目前为止还没有利用这一理论研究中国学习者的外语学习动机。研究者可以利用这一理论对中国的外语学习者进行多方面的研究。

　　作为一种新的动机理论,自我决定理论强调人类行为的自我决定程度,将动机按自我决定程度的高低视作一个连续体其基础是有机辩证元理论,认为社会环境可以通过支持自主、胜任、关系三种基本心理需要的满足来增强人类的内部动机、促进外部动机的内化、保证人类健康成长自我决定理论虽然具有一定的局限性,但它体现了动机研究的趋向,为众多的动机理论的整合提供了基础

自我决定理论是如何解释内部奖励和外部奖励的？

自我决定理论讲：人们更喜欢感觉到他们自己可以控制的感觉； 人们做任何事情，当自己喜欢做的事情变得更像是一种义务时，而不是而不是自主选择，这种动机会被破坏动机。

外部奖励，即物质奖励，如：薪酬、奖金、补贴。 内部奖励，即精神奖励，如让工作富有乐趣。

外部奖励能够提高内在动机 ，如果人们认为自己控制了自己的行为，工作的截至日期和特定的工作标准也就能增强内在动机。 但是，如果人们认为奖励和截止日期是强制的，他们就会削弱动机

作为一种新的认知动机理论,兴起于上世纪80年代的自我决定理论获得了人们的广泛关注,显示出强劲的生命力。自我决定理论强调人类行为的自我决定程度,认为社会环境可以通过支持自主、能力、归属三种基本心理需要的满足来增强人类的内部动机、促进外部动机的内化、促使人类健康成长。本文主要对自我决定理论的四个分支理论进行阐述,并对其进行简要评价。

心理学家德西 Deci 和瑞恩 Ryan 创立的自我决定理论，认为人有三个基本心理需要：CAR

1 自主 Autonomy。

2 胜任 Competence。任务挑战程度在个体的掌控范围，能恰好适配个体的能力，能达成所期望的结果。

3 关系 Relatedness。

管理者要关心员工的这三大需求：

自管理，移除障碍，降低外部依赖，实现自主需求。

提供帮助，培训，引导，设定目标，满足胜任需求。

尊重，倾听，实现关系需求。

翻译：推动力的自我决定理论 (林炫威, 十二班毕业生) （英译中）

Translation: Self-Determination Theory on Motivations (Adam Lam, Grade 12 Graduate) (English to Chinese)

(translated and edited by: alexcwlin)

In the process of professional and academic developments, people run into uninspiring and boring tasks that they must overcome

在职业和学业发展的过程中，人们遇上一定要克服的缺乏兴趣跟沉闷的任务。

-------------------------------------------------------------------------------------------

Some of those people come through with flying colors, while others just go through the motions with mediocre results

一些人非常出色地做妥事情，同期其他人敷衍了事结果中庸。

-------------------------------------------------------------------------------------------

What distinguishes the overachievers from the underachievers in such situations

在这些情况下怎么能辨别出卓越者跟低能者？

-------------------------------------------------------------------------------------------

Self-Determination Theory (SDT) in psychological field has the answer

心理科领域的自我决定理论(简称SDT)有答案。

-------------------------------------------------------------------------------------------

SDT suggests the reason why people have motivational issues is not because they don’t have motivations

SDT建议人们有动力困难的原因不是因为他们没有动力。

Rather they simply have the wrong types

相反地他们只是有不适当的类别。

-------------------------------------------------------------------------------------------

The four types of motivations identified by SDT are: external regulation, introjected regulation, identified regulation, and intrinsic motivation

被SDT确认的四类动机是: 外在调节，摄入调节，认同调节，和内发动机。

-------------------------------------------------------------------------------------------

The first three types are extrinsic motivations, ie, reward/punishment based types, and each produces a different level of drive

首先的三类是外来的动力，也即是基于赏罚的类别，每一种产生不同程度的动力。

-------------------------------------------------------------------------------------------

External regulation produces the least amount of drive through specified rewards and/or punishments on predefined results

根据预先确定结果来断定指定的奖赏是产生最少动力的外在调节。

The pressure to attain rewards and/or avoid punishments, however, creates anxiety and discourages creativity

达到奖赏和避免惩罚的压力然而产生忧虑和阻碍创造力。

This type of regulation is most effective in a situation where instructions are clear and time investment is minimal

在指示明确和投入时间很少的情况下这种调节是最有效，

An example is promising extra tips to an Uber driver in quickly getting you from Point A to Point B

例子是答应“优步”司机额外小费快捷地把你从甲点送到乙点。

-------------------------------------------------------------------------------------------

Introjected regulation produces significantly more drive on an individual

摄入调节对一个人产生大幅度更多的动力。

Such is done through a person’s desire to maintain a positive self-image and/or avoid a guilty/shameful complex

这是经由一个人欲望维持正面自我形象和避免内疚和丢脸感觉做成。

For example, a university student may be motivated to preserve a high-achiever identity with good grades or avoid embarrassment in fumbling through a project-presentation

例子：一个大学生可能被推动因要以好学分来保持成就优秀者身份或避免因笨拙处理课题陈述而导致内疚或难堪的感觉。

Rewards/punishments in introjected regulation are implicit

摄入调节的奖罚是含蓄的。

Tarnished identity from low test scores and public humiliation from botched presentation would unlikely be glaringly apparent

因低分数而玷污形象及因搞糟报告而蒙羞不大可能会耀眼地显见。

Similar to external regulation, evoking anxiety and stifling creativity could be the downsides

类似外在调节，激发焦虑和遏制创作性会是负面。

On the positive front, individuals who care strongly how other think of them would be highly driven

正面上一些人强烈地关心别人对他们的观感会是有高度动力。

However, people who are largely indifferent to others’ opinions of them would be less motivated

然而那些人大致不理会他人对他们的意见会有较少的动力。

-------------------------------------------------------------------------------------------

Identified regulation produces the most amount of drive for extrinsic motivation

外来动力之中认同调节产生最大量的动力。

It occurs in recognizing an activity could help you fulfill deeply-felt personal values

它发生于能识别某活动能协助你满足深深感受的个人价值观。

For example, a computer scientist student who realizes effective public speaking is extremely useful in his future career would be motivated to put in lots of efforts in presenting a project

例如一个电脑系学生察觉有效公开演说对他的将来事业极端重要会有动力加倍努力陈述课题。

Similarly a biology-oriented student who acknowledges physical chemistry as a prerequisite for many grad/medical schools would be driven to score high in that subject

同样地一个意向生物学的学生在确认物理化学是许多研究所和医学所必要条件会有动力去在那科目取得高分数。

In general, people motivated by identified regulation would be highly driven to complete tasks without the drawbacks of excessive anxiety

一般来说，被认同调节推动的人们会有许多动力去完成任务而没有太多忧虑的缺点。

Such reduction in anxiety stems from an internal locus of control which originates from personal values rather than an external locus of control which originates from opinions of others

这减少忧虑缘由于私人价值观的内在控制点而不是缘由于别人意见的外来控制点。

-------------------------------------------------------------------------------------------

The most powerful type of motivation, though the least reliable, is intrinsic motivation

虽然是最不可靠，但最有力的动机类别是内发动机。

This is the desire to do something because you derive pleasure in doing it

这是欲求去做一些事因为从做它你可以得到快慰。

For example, a student does well in physics or video-making is because he enjoys doing it

例如一个学生在物理或视频制作做得好因为他喜欢做它。

In contrast, identified regulation does not necessitate task enjoyment

相对认同调节不需要有享受因素。

On the plus side, intrinsic motivation makes tasks enjoyable

正面上内发动机使做任务愉快。

On the negative side, it would be hard to intrinsically motivate yourself to perform a task which you dislike, and it’s easy to lose intrinsic motivation once you get to the finish line

负面上对做不喜欢的工作难以有内发动力，和一旦做完容易失掉内发动机。

Also you can easily lose intrinsic motivation if you are promised incentives, such as a large sum of monetary reward, to complete a task

并且你容易失去内发动机一旦你得到例如巨大奖金奖励承诺去完成任务。

-------------------------------------------------------------------------------------------

In summary, motivational issues often do not stem from a lack of motivation, but from having the wrong type

总括来说，动机困难通常不是根由于缺乏动机，而是有不适当的类别。

Most motivations are extrinsic (ie reward- or pleasure-based)

大多数的动机是外来(即基于奖励或享受)。

There are three types of extrinsic motivations, and you should try and apply the type that produces the most drives in your particular case

有三类的外来动机，你应尝试和应用在你情况下产生最多动力的类别。

Intrinsic motivation (ie feeling driven by pleasure) is also useful, but it's easily lost and difficult to create for tasks you don't enjoy

内发动机（即快慰推动的感觉）亦是有用，但容易失掉并对于你不喜欢的工作难以产生。

-------------------------------------------------------------------------------------------

References:

Deci, E L, & Ryan, R M (2014) The importance of universal psychological needs for understanding motivation in the workplace In M Gagné (Author), The Oxford handbook of work engagement, motivation, and self-determination theory (pp 13-32) New York: Oxford University Press

Gagné, M, & Deci, E L (2014) The history of Self-Determination Theory in Psychology and Management In M Gagné (Author), The Oxford handbook of work engagement, motivation, and Self-Determination Theory (pp 1-9) New York: Oxford University Press

Pink, D H (2012) Drive: The surprising truth about what motivates us New York: Riverhead Books