scholarly journals Trust Profiles: Associations With Psychological Need Satisfaction, Work Engagement, and Intention to Leave

2021 ◽  
Vol 12 ◽  
Author(s):  
Marita Heyns ◽  
Sebastiaan Rothmann
Keyword(s):  
Work Engagement ◽  
Need Satisfaction ◽  
The Other ◽  
Cross Sectional Survey ◽  
Satisfaction Scale ◽  
Convenience Sample ◽  
Intentions To Leave ◽  
Psychological Need ◽  
Behavioral Trust ◽  
Psychological Need Satisfaction

The study aimed to identify trust profiles in the work domain and to study how these patterns related to psychological need satisfaction, work engagement, and intentions to leave. A cross-sectional survey with a convenience sample (N = 298) was used. The Behavioral Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale, and the Turnover Intention Scale were administered. The results showed four trust profiles: skeptic, reliance-based, moderately cautious, and optimistic trustors represented participants' responses on behavioral trust. Skeptic and optimistic trustors (who represented about 50% of the sample) differed primarily regarding their reliance and disclosure intensity. The other two trust profiles (representing the other 50% of the sample) reflected higher reliance and lower disclosure or lower reliance and higher disclosure. Psychological need satisfaction (comprised of autonomy, competence, and relatedness satisfaction) and work engagement were the strongest and intentions to leave the weakest for optimistic trustors (compared to skeptic trustors).

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

2019 ◽  
Vol 50 (1) ◽  
pp. 24-38 ◽  
Author(s):  
Fathima Essop Mahomed ◽  
Sebastiaan Rothmann
Keyword(s):  
Survey Design ◽  
Intention To Leave ◽  
Training And Development ◽  
Need Satisfaction ◽  
Direct Effects ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Psychological Need ◽  
Psychological Need Satisfaction

This study investigated the relationships among strength use, training and development, psychological need satisfaction, thriving, and intention to leave of academics in higher education institutions. A cross-sectional survey design was used, with a convenience sample of 276 academic employees from three universities of technology in South Africa. The Strength Use Scale, the High-Performance Human Resource Practices questionnaire, the Basic Psychological Need Satisfaction and Frustration Scale, the Thriving at Work Scale, and the Intention to Leave scale were administered. Strength use had direct effects on autonomy, competence, and relatedness satisfaction of academic employees. Training and development had a direct effect on autonomy satisfaction. Furthermore, autonomy satisfaction, strength use, and training and development had direct effects on thriving, while low autonomy satisfaction and inadequate training and development had direct effects on intention to leave. Strength use, as well as training and development, had indirect effects on thriving and intention to leave via autonomy satisfaction.

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.

Basic Psychological Need Satisfaction Scale--Chinese Version

2015 ◽  
Author(s):  
Beiwen Chen ◽  
Maarten Vansteenkiste ◽  
Wim Beyers ◽  
Liesbet Boone ◽  
Edward L. Deci ◽  
...  
Keyword(s):  
Need Satisfaction ◽  
Chinese Version ◽  
Satisfaction Scale ◽  
Psychological Need ◽  
Basic Psychological Need Satisfaction ◽  
Psychological Need Satisfaction

Bevlogenheid en werkverslaving

2014 ◽  
Vol 27 (4) ◽  
Author(s):  
Ilona van Beek ◽  
Ilse Kranenburg ◽  
Gaby Reijseger ◽  
Toon Taris ◽  
Wilmar Schaufeli
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Need Satisfaction ◽  
Equation Modeling ◽  
Psychological Need ◽  
Heavy Work ◽  
Psychological Need Satisfaction

Work engagement and workaholism. The role of psychological need satisfaction and consequences for performance Work engagement and workaholism. The role of psychological need satisfaction and consequences for performance Based on Deci and Ryan’s Self-Determination Theory, this study examined possible antecedents of work engagement and workaholism. Furthermore, it examined how these two types of heavy work investment relate to different aspects of job performance (in-role and extra-role performance, counterproductive behavior, and turnover intention). In total 275 health care employees in the Netherlands filled out an online questionnaire. Structural Equation Modeling showed that satisfaction of the psychological need for autonomy and relatedness was associated with work engagement, whereas failure to satisfy the psychological need for autonomy and competence was associated with workaholism. Furthermore, these two types of heavy work investment were positively related to extra-role behavior, and work engagement was negatively related to turnover intention. In addition, the analyses revealed that need satisfaction showed direct relationships with different aspects of job performance. This study offers practical suggestions for promoting work engagement and reducing workaholism, and for optimizing job performance.

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.

Volitional Trust, Autonomy Satisfaction, and Engagement at Work

2017 ◽  
Vol 121 (1) ◽  
pp. 112-134 ◽  
Author(s):  
Marita Heyns ◽  
Sebastiaan Rothmann
Keyword(s):  
Employee Engagement ◽  
Autonomy Support ◽  
Structural Model ◽  
Survey Design ◽  
Need Satisfaction ◽  
Cross Sectional Survey ◽  
Satisfaction Scale ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Mediation Analyses

This study tested a structural model that identifies the nature of relationships between trust, autonomy satisfaction, and personal engagement at work. A cross-sectional survey design with a convenience sample ( n = 252) was used. The Behavioral Trust Inventory, Work-Related Basic Need Satisfaction Scale, and Work Engagement Scale were administered. While reliance-based trust did not have a significant influence on engagement, disclosure-based trust in a focal leader was found to predict satisfaction of autonomy needs and employee engagement. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes. More specifically, disclosure (a dimension of trust) impacted engagement via autonomy satisfaction. Overall, the model explained 44% of total variance in engagement, to which the variables proportionately contributed as follows: autonomy satisfaction = 79.58%, disclosure = 18.22%, and reliance = 2.20%. The findings provide possible directions for how leaders can leverage trust to facilitate autonomy support and higher levels of engagement.

scholarly journals Solitude, Psychological Need Satisfaction and Self-construals Among University Students

2020 ◽  
Vol 8 (18) ◽  
Keyword(s):  
University Students ◽  
Personal Information ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Need Satisfaction ◽  
Satisfaction Scale ◽  
Psychological Need ◽  
Cultural Variables ◽  
Self Construal ◽  
Psychological Need Satisfaction

Today, it is seen that solitary times are becoming more important which individuals take time to their interests, become aware of feelings and problem solving. In order to constructive experience of solitude, related variables must be investigated. The present study aims to investigate the relationships between the solitude of university students the psychological need satisfaction, the types of solitude experiences and self-construal. 662 (Female= 474, 71.6%, Male= 161, 24.3%) university students comprised the sample of the study. The average age of the participants is 20.58 (Sd= 2.10). In study, Personal Information Form, Preference for Solitude Scale, Types of Solitude Experiences Scale, Need Satisfaction Scale, and Related-Individualistic-Collectivistic Self Scale were used. As a result of Multiple Linear Regression analysis, it was found that the types of solitude, psychological need satisfaction and self-construal variables predicted 21% of the participants' preference for solitude. According to the results, individuals who experience positive types of solitude and have individualistic self-construal prefer to solitude more, while individuals who meet the relatedness psychological need prefer to solitude at a low level. This study is thought to contribute to the literature regarding the way individuals’ preference for solitude in the context of personal, environmental and cultural variables. Keywords Solitude, psychological need satisfaction and self-construal

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