Supervisory Mentoring and Newcomers' Work Engagement: The Mediating Role of Basic Psychological Need Satisfaction

2018 ◽  
Vol 46 (10) ◽  
pp. 1745-1760
Author(s):  
Zhenyuan Wang ◽  
Liuxu Chen ◽  
Yongjia Duan ◽  
Jianghong Du
Keyword(s):  
Work Engagement ◽  
Eastern China ◽  
Need Satisfaction ◽  
Psychological Need ◽  
Mediating Role ◽  
Coastal City ◽  
Basic Psychological Need Satisfaction ◽  
Supervisory Mentoring ◽  
Psychological Need Satisfaction

We aimed to determine the extent to which the 3 dimensions of basic psychological need satisfaction (i.e., autonomy, competence, and relatedness) explain the association between supervisory mentoring and newcomers' work engagement. Participants were 438 work newcomers living in a large coastal city in eastern China. We assessed supervisory mentoring, basic psychological need satisfaction, and work engagement in 3 time waves, each spaced 1 month apart. Findings indicated that supervisory mentoring was positively related to newcomers' work engagement, and that this relationship was mediated by the 3 dimensions (need for autonomy, competence, and relatedness) of basic psychological need satisfaction. This provides a perspective for supervisors to improve newcomers' work engagement by enhancing the satisfaction of their basic needs.

How engaging leaders foster employees' work engagement

2020 ◽  
Vol 41 (8) ◽  
pp. 1155-1169
Author(s):  
Vivi Gusrini Rahmadani ◽  
Wilmar B. Schaufeli ◽  
Jeroen Stouten
Keyword(s):  
Work Engagement ◽  
Longitudinal Design ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Content Type ◽  
Psychological Need ◽  
Basic Psychological Need Satisfaction ◽  
Psychological Need Satisfaction

PurposeThe current study investigates the mediating role of job resources (JRs) (i.e. person-–ob fit, value congruence, alignment, job control, use of skills, participation in decision-making, coworker support and performance feedback) and basic psychological need satisfaction at work (i.e. autonomy, relatedness, competence and meaningfulness) in the relationship between engaging leadership (EL) (i.e. inspiring, strengthening, empowering and connecting) and work engagement.Design/methodology/approachStructural equation analysis was used to test the mediation hypotheses, using a two-wave longitudinal design and an Indonesian sample of 412 employees from an agribusiness state-owned company.FindingsThe results show that EL at baseline 2017 (T1) predicts T1–T2 increase in work engagement (WE) directly, as well as indirectly through T1 JRs, and T1–T2 increase in basic psychological need satisfaction.Originality/valueThis research extends the job demands-resources (JD-R) model by showing the important role of ELfor fostering WE through increasing JRs and satisfying basic psychological needs at work.

scholarly journals Job attitudes as a predictor of work engagement of the lecturing staff at the University of Namibia

2019 ◽  
Vol 17 ◽  
Author(s):  
Wesley R. Pieters ◽  
Ebben Van Zyl ◽  
Petrus Nel
Keyword(s):  
Work Engagement ◽  
Job Attitudes ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Organisational Commitment ◽  
Psychological Need ◽  
Basic Psychological Need Satisfaction ◽  
The University ◽  
Psychological Need Satisfaction

Orientation: Engaged employees contribute to the success and productivity of an organisation. Satisfaction of basic psychological needs and organisational commitment (job attitudes) impact positively on work engagement of the lecturing staff.Research purpose: The purpose of this study was to investigate the effect of basic psychological need satisfaction and organisational commitment on work engagement of the lecturing staff.Motivation for the study: Organisations realise their objectives through their employees. When employees are not satisfied or committed at work, it can result in low levels of work engagement, absenteeism, exhaustion, cynicism, low productivity and turnover.Research approach/design and method: A cross-sectional survey design was used to collect data of the lecturing staff at the University of Namibia (n = 242). Cronbach’s alpha coefficients, Pearson correlation coefficient and multiple regression analyses were used to analyse the data.Main findings: This study found a positive relationship between basic psychological need satisfaction, organisational commitment and work engagement. Normative and affective commitment was found to be significant predictors of vigour, dedication and absorption (work engagement).Practical/managerial implications: Organisations need to include staff members in the decision-making process, allow employees to direct work-related activities, conduct team-building activities, provide training and development activities and regularly assess job satisfaction of the employees.Contribution/value-add: The novelty of this study in Namibia will add to knowledge within industrial or organisational psychology, encourage future research and guide the development of interventions.

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