This study addressed the lack, in the work context, of a comprehensive time-lagged examination of the core constructs (interpersonal behaviors, psychological need states, and motivation) underlying Self-Determination Theory (SDT). Specifically, this research relied on person-centered analyses to gain a better understanding of how the distinct components of psychological need states (satisfaction, frustration, and unfulfillment of the needs for autonomy, competence, and relatedness) combine to produce distinct profiles of employees. We also documented the stability of these profiles over time and their associations with theoretically-relevant predictors (supervisors’ supportive, thwarting, and indifferent behaviors) and outcomes (work motivation). Questionnaire surveys were completed twice over the course of three months by a sample of 590 French employees. Six profiles characterized by distinct configurations of global and specific need constructs were identified and found to be stable over time. Supervisors’ supportive, thwarting, and indifferent behaviors showed well-differentiated patterns of association with these profiles. Finally, employees’ global levels of self-determination and specific levels of motivational regulations differed as a function of profile membership. Altogether, results from this research suggest that SDT’s explanatory framework may be expanded to encompass the key role played by need indifferent behaviors and employees’ experiences of need unfulfillment.