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1 – 10 of over 26000
Article
Publication date: 3 April 2017

Neerpal Rathi and Kidong Lee

The purpose of this paper is to investigate the association of the satisfaction of the basic psychological needs for competence, autonomy, and relatedness with affective…

Abstract

Purpose

The purpose of this paper is to investigate the association of the satisfaction of the basic psychological needs for competence, autonomy, and relatedness with affective commitment and turnover intentions among retail employees in India while also examining the mediating role of job satisfaction in these associations.

Design/methodology/approach

Research hypotheses were tested using a cross-organizational sample of 244 employees. Existing, established scales were used to measure the research constructs.

Findings

The results of this study show that the satisfaction of the needs for competence, autonomy, and relatedness was positively related to affective commitment and negatively related to turnover intentions. Moreover, the results indicate that job satisfaction mediated the association of basic psychological need satisfaction with affective commitment and turnover intentions.

Practical implications

This study highlights the significant role of basic psychological need satisfaction in retaining employees in a rapidly growing economy that is experiencing very high employee turnover. The findings of this study may be helpful for organizational leaders in taking appropriate actions to create working conditions that facilitate the satisfaction of employees’ basic psychological needs. Satisfaction of employees’ basic psychological needs at work may help in retaining them in the current economic scenario, which is witnessing very high employee turnover.

Originality/value

This research tested the applicability of basic psychological need satisfaction to Eastern collectivistic cultures, particularly to India. Recent socio-economic changes, unique workforce demographics and a predominantly collectivistic culture make India distinct from western and European countries, where most of the earlier research on understanding the nature, antecedents, and consequences of basic psychological need satisfaction has been conducted. This research provides an important contribution not only to basic psychological need satisfaction theory, but also to international business literature.

Details

Asia-Pacific Journal of Business Administration, vol. 9 no. 1
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 28 November 2022

Ziyao Zhang, Guodong Ni, Han Lin, Zongbo Li and Zhipeng Zhou

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

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Abstract

Purpose

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

Design/methodology/approach

Drawing upon the self-determination theory (SDT), a conceptual model was developed and then empirically tested using a cross-sectional survey of 435 project members in Chinese construction projects.

Findings

The results fully support the research hypotheses proposed in the study, illustrating the positive impacts of empowering leadership on work-related well-being and project citizenship behavior, the mediating role of basic psychological needs satisfaction, and the positive association between work-related well-being and project citizenship behavior.

Practical implications

This research determines the utility of empowering leadership in the context of construction projects, especially in enhancing individual outcomes (i.e. work-related well-being and project citizenship behavior). Therefore, construction project managers can apply empowering leadership to meet the basic psychological needs of subordinates to increase project members' work-related well-being and project citizenship behavior.

Originality/value

To our knowledge, the present study first explores the micro-level impacts of empowering leadership in the construction context. Additionally, this study enriches the understanding of the mediating mechanism between empowering leadership and individual outcomes from a self-determination perspective.

Details

International Journal of Managing Projects in Business, vol. 16 no. 2
Type: Research Article
ISSN: 1753-8378

Keywords

Article
Publication date: 18 September 2023

Yuan Sun, Zhu Mengyi and Anand Jeyaraj

This paper aims to investigate whether and how enterprise social media (ESM) affordances affect employee agility.

Abstract

Purpose

This paper aims to investigate whether and how enterprise social media (ESM) affordances affect employee agility.

Design/methodology/approach

Adopting self-determination theory (SDT), this study examines a model in which the four ESM affordances (i.e. visibility, association, editability and persistence) impact employee agility through the three basic psychological needs satisfaction (i.e. perceived autonomy, perceived relatedness and perceived competence) of employees. Mplus 7.4 was used to analyze survey data gathered from 304 employees who used ESM in the workplace.

Findings

The authors’ findings show that all four ESM affordances contribute to perceived relatedness and perceived competence; visibility and association affordances also have positive impacts on perceived autonomy; and all three psychological needs satisfaction positively impact employee agility.

Originality/value

First, this study adapted SDT to explore how ESM influences employee agility. Second, this study enriches the relevant research on the antecedents of employee agility and also provides new evidence and theoretical support for employee agility. Third, this study effectively expands the antecedents and outcomes of employee basic psychological needs satisfaction in the domain of ESM and agility.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 29 June 2018

Ieva Urbanaviciute, Jurgita Lazauskaite-Zabielske, Tinne Vander Elst and Hans De Witte

The purpose of this paper is to test two hypotheses. First, an indirect relationship between qualitative job insecurity and turnover intention through basic psychological need

2009

Abstract

Purpose

The purpose of this paper is to test two hypotheses. First, an indirect relationship between qualitative job insecurity and turnover intention through basic psychological need satisfaction was investigated. Second, a moderated mediation analysis was conducted to explore potential sectoral differences in this indirect relationship.

Design/methodology/approach

A cross-sectional design was used to collect and analyze the data. In total, 358 employees participated in the study (private sector n=178, public sector n=180). The data were collected through an online survey platform.

Findings

Qualitative job insecurity was indirectly related to turnover intention through the satisfaction of the basic psychological needs for autonomy, competence and relatedness. The indirect relationships were more salient in the private sector.

Research limitations/implications

Basic psychological needs may explain the relationship between qualitative job insecurity and turnover intention. Furthermore, sector differences may exist in the way job insecurity is responded to. However, a longitudinal study is necessary to confirm the sequential effects.

Originality/value

The study provides a constructive replication of the findings on basic psychological need satisfaction as a mediator between job insecurity and employee outcomes. A novel aspect is the authors’ focus on sector differences, which draws attention to contextual factors that may shape the way employees respond to job-insecure situations.

Details

Career Development International, vol. 23 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 February 2021

Jiuming Chen, Haiying Kang, Ying Wang and Mingjian Zhou

Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the…

Abstract

Purpose

Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.

Design/methodology/approach

Two studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.

Findings

The results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.

Originality/value

This study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

Details

Personnel Review, vol. 50 no. 7/8
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 24 November 2020

Abderrahim Benlahcene, Amrita Kaur and Rosna Awang-Hashim

The purpose of this paper is to examine the associations between students' basic psychological needs satisfaction, including novelty satisfaction, and the four aspects of student…

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Abstract

Purpose

The purpose of this paper is to examine the associations between students' basic psychological needs satisfaction, including novelty satisfaction, and the four aspects of student engagement.

Design/methodology/approach

Data were collected from a total sample of 743 undergraduate students from three public universities in northern Malaysia. Structural equation modelling (SEM) was used to analyse the data.

Findings

Competence and relatedness were positively related to the four aspects of student engagement, while autonomy satisfaction was found to relate to agentic engagement. Novelty satisfaction, on the other hand, is related positively with behavioural, emotional and cognitive engagement.

Research limitations/implications

The results provide a new understanding on the importance of novelty satisfaction alongside existing needs in self-determination theory (SDT) in enhancing student engagement.

Practical implications

Educators are encouraged to develop strategies to provide novelty support and facilitate students' basic needs satisfaction in order to establish a motivational learning environment that vitalises students' engagement.

Originality/value

This study breaks new ground by testing the unique relationships of novelty satisfaction along with the psychological needs for autonomy, competence and relatedness, with the four aspects of student engagement in higher education.

Details

Journal of Applied Research in Higher Education, vol. 13 no. 5
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 16 June 2022

Ana Sabino, Elizabete Basilio, Silvia Lopes, Maria José Chambel, Paulo C. Dias and Francisco Cesário

This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction

Abstract

Purpose

This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction, considering the moderating role of age groups.

Design/methodology/approach

A cross-sectional survey design with a sample of 350 individuals was used in this study.

Findings

A cross-sectional survey design with a sample of 350 individuals was used in this study.

Originality/value

By addressing the moderating role of age, this study is original and has practical implications for age diversity management.

Objetivo

Este estudo tem como objetivo estudar a relação entre a sobrequalificação, a empregabilidade, a insegurança no trabalho percebidas e satisfação das necessidades psicológicas globais, considerando o papel moderador dos grupos etários.

Design/metodologia/abordagem

Foi utilizado neste estudo um desenho de pesquisa transversal com uma amostra de 350 indivíduos.

Resultados

A sobrequalificação percebida, a empregabilidade percebida e a insegurança no trabalho percebida estão, em geral, significativamente relacionadas com a satisfação das necessidades psicológicas globais. No entanto, essas relações diferem entre as faixas etárias. Ou seja, para os indivíduos mais jovens, foi observada uma relação negativa entre a perceção de sobrequalificação e a satisfação das necessidades psicológicas globais, e para os indivíduos de meia-idade, a empregabilidade percebida está positivamente relacionada à satisfação das necessidades psicológicas globais, enquanto a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais. Finalmente, para os indivíduos mais velhos, a insegurança no trabalho percebida e a sobrequalificação percebida estão negativamente relacionadas à satisfação das necessidades psicológicas globais.

Originalidade

Ao abordar o papel moderador da idade, este estudo é original e tem implicações práticas para a gestão da diversidade em função do grupo etário.

Objetivo

Este estudio examina la relación entre la sobrecualificación percibida, la empleabilidad percibida, la inseguridad laboral percibida y la satisfacción de las necesidades psicológicas globales, considerando el papel moderador de los grupos de edad.

Diseño/metodología/enfoque

En este estudio se utilizó un diseño de encuesta transversal con una muestra de 350 individuos.

Resultados

La sobrecualificación percibida, la empleabilidad percibida y la inseguridad laboral percibida estaban, en general, significativamente relacionadas con la satisfacción de las necesidades psicológicas globales. Sin embargo, estas relaciones difieren entre los grupos de edad. En concreto, para los individuos más jóvenes, se observó una relación negativa entre la sobrecualificación percibida y la satisfacción de las necesidades psicológicas globales, y para los individuos de mediana edad, la empleabilidad percibida se relacionó positivamente con la satisfacción de las necesidades psicológicas globales, mientras que la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales. Finalmente, para los individuos de mayor edad, la inseguridad laboral percibida y la sobrecualificación percibida se relacionaron negativamente con la satisfacción de las necesidades psicológicas globales.

Originalidad

Al abordar el papel moderador de la edad, este estudio es original y tiene implicaciones prácticas para la gestión de la diversidad de edad en el contexto de las políticas de RRHH de las organizaciones.

Article
Publication date: 6 January 2020

Valérie Boudrias, Sarah-Geneviève Trépanier, Annie Foucreault, Clayton Peterson and Claude Fernet

Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work…

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Abstract

Purpose

Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships.

Design/methodology/approach

This cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested.

Findings

As expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention.

Research limitations/implications

The results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment.

Practical implications

Perceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication).

Social implications

By promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group.

Originality/value

Although past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

Details

Employee Relations: The International Journal, vol. 42 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 13 March 2024

Cédric Plessis and Emin Altintas

The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job…

Abstract

Purpose

The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, the aim of this study is that it is important to help people develop better cognitive resources to face adversity.

Design/methodology/approach

The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, it is important to help people develop better cognitive resources to face adversity. In this study, we administered a questionnaire to 250 employees to determine the variables that could help them build cognitive resources. These variables included the satisfaction of basic psychological needs (autonomy, competence and affiliation), psychological capital, motivation regulation (within the self-determination theory) and well-being (assessed by self-esteem, positive emotions, positive automatic thoughts and vitality). The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital.

Findings

The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital.

Originality/value

Highlight the importance of consequences of the Great Resignation and the need to internationalize this concept.

Details

Journal of Organizational Change Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 22 October 2020

Chris Giebe and Thomas Rigotti

This study investigated a mechanism by which challenge stressors may affect employee well-being outcomes. This study tested a within-person longitudinal model in which the effects…

Abstract

Purpose

This study investigated a mechanism by which challenge stressors may affect employee well-being outcomes. This study tested a within-person longitudinal model in which the effects of challenge demands relate to basic psychological need satisfaction/thwarting and worker well-being outcomes. In particular, basic psychological need satisfaction and thwarting were hypothesized to mediate challenge demands and outcomes at the intraindividual level.

Design/methodology/approach

Data from 84 employees from a weekly survey across four weeks (308 observations) were used in Bayesian multilevel path analyses to test hypotheses.

Findings

Although significant indirect effects showed that basic psychological needs mediate between demands and worker outcomes, only a few specific indirect effects (e.g. the path from time pressure via thwarting the need for autonomy to emotional exhaustion) operated as hypothesized. Interestingly, in this study, time pressure was only mediated via thwarting the need for autonomy when considering undesirable worker outcomes (i.e. increased emotional exhaustion, decreased job satisfaction). Job complexity, however, led to decreased emotional exhaustion via the need for competence satisfaction. Implications for need satisfaction and thwarting as mechanisms in the challenge–hindrance framework are discussed.

Originality/value

This study (1) extends the challenge–hindrance framework to include basic psychological needs as a mechanism, (2) expands basic psychological needs to include need thwarting and (3) may enhance our understanding of stressor categories.

Details

Journal of Managerial Psychology, vol. 37 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

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