Ronen, S., & Mikulincer, M. (2014). The Foundation of Autonomous Motivation in the Workplace: An Attachment Perspective. In M. Gagné (Ed.), The Oxford Handbook of Work Engagement, Motivation, and Self-Determination (Chapter 7). Oxford University Press.
https://books.google.gr/books?hl=en&lr=&id=1DyFAwAAQBAJ&oi=fnd&pg=PA109&dq=importance+of+autonomy+and+motivation+in+the+workplace&ots=IisRkzVQzF&sig=Ep8M0t_dWpbXovSKEQgzVFAiSdg&redir_esc=y#v=onepage&q=importance%20of%20autonomy%20and%20motivation%20in%20the%20workplace&f=false

has been cited by the following article:

• TITLE: Organizational Psychology Re-Invented—The Big Five Personality Traits Model as a Reliable Behavior Framework in the Workplace

  AUTHORS: Evangelia Dimitriou, Michael Galanakis

  KEYWORDS: Organizational Psychology, Big Five Theory, Personality, Job Performance, Management

  JOURNAL NAME: Psychology, Vol.13 No.5, May 31, 2022

  ABSTRACT: This paper presents reviews of contemporary research about the Big Five Personality Traits Model and its implementation in the working environment. Which personality traits are more predictive of job performance? Which traits should organizations take more into consideration during recruitment and selection processes? What is the meaning of Motivation in the workplace and how employers could locate individuals who can be more productive, efficient, and engaged in the organization’s goals according to the Big Five personality model? The above questions are answered through the systematic review of previous but recent studies. The findings suggest that a whole lot is still to be discovered and maybe the Big Five Personality Model is in need of major improvements in order to follow current trends and changes in the workplace.