1
|
Zhang Y, Bu X, Zhang N. Increasing nurses' occupational well-being: the role of career shocks, job crafting and supervisor autonomy support. BMC Nurs 2024; 23:285. [PMID: 38679701 PMCID: PMC11056045 DOI: 10.1186/s12912-024-01955-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/13/2023] [Accepted: 04/19/2024] [Indexed: 05/01/2024] Open
Abstract
BACKGROUND This study aims to explore the influence of career shocks on nurses' occupational well-being through job crafting and the moderating role of supervisor autonomy support. METHOD The present study used a cross-sectional design. And the study included 714 frontline nurses in China, and we used structural equation modelling (SEM) to test our hypotheses. RESULTS Job crafting mediated both the relationship between positive career shocks and occupational well-being and the relationship between negative career shocks and occupational well-being. Supervisor autonomy support moderated the indirect relationships. CONCLUSIONS Positive and negative career shocks could increase and impair nurses' occupational well-being through job crafting, respectively. We contribute to helping nurses make sense of career shocks and preparing for career shocks, and hospital administrators and nurses' direct supervisors can help nurse better cope with career shocks in attending job crafting activities and providing more autonomy supports.
Collapse
Affiliation(s)
- Ying Zhang
- School of Economics and Management, China University of Geosciences Beijing, Beijing, 100083, P.R. China.
| | - Xing Bu
- School of Economics and Management, University of Science and Technology Beijing, Beijing, China
| | - Na Zhang
- School of Economics and Management, Beijing Information Science & Technology University, Beijing, China
| |
Collapse
|
2
|
Yun MS, Lee M, Choi EH. Job crafting, positive psychological capital, and social support as predictors of job embeddedness on among clinical nurses- a structural model design. BMC Nurs 2024; 23:192. [PMID: 38515086 PMCID: PMC10958854 DOI: 10.1186/s12912-024-01845-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/02/2023] [Accepted: 03/04/2024] [Indexed: 03/23/2024] Open
Abstract
BACKGROUND This study establishes the relationships among role conflict, positive psychological capital, social support, job crafting, and job embeddedness among clinical nurses. The results are expected to provide a basis for efficient human resource management in hospitals. METHODS Considering a 15% dropout rate, we distributed 300 copies of our questionnaire, of which 290 were returned. We used 260 responses in the final analysis after excluding 40 responses that were incomplete or showed an identical pattern in the item responses. Participants were clinical nurses with less than one year of experience in general and tertiary general hospitals in G province and D metropolitan city in South Korea. A structured questionnaire was administered from January 10 to February 28, 2022. The collected data were analyzed using SPSS 26.0 and AMOS 26.0. We assessed the statistical significance using the bootstrapping method. RESULTS The direct and total effects (both β = 0.806, p =.007) of positive psychological capital on job crafting were significant. The direct and total effects (both β = 0.451, p =.004) of social support on job crafting were significant. The direct (γ = 0.292, p =.055), indirect (γ = -. 671, p =.003), and total (γ = - 0.379, p =.008) effects of role conflict on job crafting were significant. The direct (γ = - 0.382, p =.007), indirect (γ = - 0.208 p =.003), and total (γ = - 0.589, p =.006) effects of role conflict on job embeddedness were significant. The direct and total (both β = 0.548, p =.005) effects of job crafting on job embeddedness were significant. CONCLUSIONS Nurses' job embeddedness is directly influenced by their job crafting, which is shaped by high levels of positive psychological capital and social support. When job crafting takes place, role conflict increases, and if job crafting becomes difficult because of severe role conflict, job embeddedness decreases. Therefore, to increase job embeddedness among clinical nurses, hospitals must implement support systems and programs to increase job autonomy, and positive psychological capital to promote job crafting.
Collapse
Affiliation(s)
- Mi-Soon Yun
- Department of Nursing, Andong Science College, 36616, Andong, Republic of Korea
| | - Miyoung Lee
- Department of Nursing, Woosong University, 34606, Daejeon, Republic of Korea
| | - Eun-Hi Choi
- College of Nursing, Eulji University, 11759, Uijeongbu, Republic of Korea.
| |
Collapse
|
3
|
Gonzales LL, Matos L, Van den Broeck A, Burga A. Evidence of validity and reliability of the controlling motivational style questionnaire in the work context. Heliyon 2024; 10:e25478. [PMID: 38333792 PMCID: PMC10850979 DOI: 10.1016/j.heliyon.2024.e25478] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2023] [Revised: 01/21/2024] [Accepted: 01/29/2024] [Indexed: 02/10/2024] Open
Abstract
According to the self-determination theory (SDT), leaders may adopt a controlling motivational controlling style (CMS) that forces employees to think, feel, or behave in a certain way to promote employee motivation. However, a scale has yet to be developed to measure CMS in the work environment. Usually, researchers use questionnaires adapted to different contexts or designed for another motivational style. However, whether these questionnaires capture the behaviors that represent CMS in the work context is little known. This research aimed to elaborate on and analyze the validity and reliability of the questionnaire on Controlling Motivational Style at Work (CMS-W). The study was based on a literature review of the types of controlling behaviors and a review of questionnaires used by SDT researchers who assessed the controlling motivational style in different contexts. A Peruvian sample of 1100 public sector employees participated. The results show that the short and encompassing CMS-W-11 has a one-dimensional structure with good fit indices: Robust RMSEA = 0.071 with 90 % CI from 0.064 to 0.078; Robust CFI = 0.975; Robust TLI = 0.969; SRMR = 0.025 and good reliability coefficients: Ω = 0.930 and AVE 0.630. Furthermore, it shows convergent validity with controlled motivation (r = 0.260, p < .001) and discriminant validity with autonomous motivation (r = -0.270, p < .001). Moreover, the invariance of the gender category was tested. The fit indices were adequate, and the comparative results between the models were also satisfactory. In addition, the behaviors of the CMS in a work context are conditional negative regard, judging and devaluing, control through objectives, intimidation, and intrusive authority. Therefore, labor organizations will have the CMS-W validated and tested in a work context to evaluate the CMS of leaders and study how it related to the motivation of human capital and organizational objectives.
Collapse
Affiliation(s)
| | - Lennia Matos
- Pontifical Catholic University of Peru, Lima, Peru
| | | | | |
Collapse
|
4
|
Manuoglu E. The role of perceived autonomy support and fear of failure: A weekly diary study on work-related rumination. PLoS One 2023; 18:e0291312. [PMID: 37851617 PMCID: PMC10584134 DOI: 10.1371/journal.pone.0291312] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2022] [Accepted: 08/29/2023] [Indexed: 10/20/2023] Open
Abstract
Grounded in self-determination theory, the present study examined the weekly fluctuations in different forms of work-related rumination depending on perceived autonomy support and fear of failure at the workplace. Work-related rumination has three dimensions, affective rumination (negative emotions or affect), problem-solving pondering (thinking over the actions to handle the problems), and psychological detachment (mentally distancing oneself from work during nonwork time). In total, 111 employees (Mage = 34.88, SD = 10.43) from various occupations were followed over the course of three weeks via weekly measurements, resulting in 333 matched observations. Multilevel random coefficient modeling showed that on the weeks when employees reported higher levels of perceived autonomy support from the leader, they engaged in affective rumination and problem-solving pondering less. However, weekly fluctuations in psychological detachment from work was not associated with perceived autonomy support. Moreover, on the weeks when employees experienced high fear of failure, they reported less psychological detachment from work during nonwork time. Lastly, within-and and between-person fear of failure moderated the negative link between perceived autonomy support and affective rumination. Findings showed that perceived autonomy support is a protective factor for employees high in both state and trait fear of failure in decreasing affective rumination. Directions for future research and implication for practice were discussed.
Collapse
Affiliation(s)
- Elif Manuoglu
- Department of Psychology, Palacký University Olomouc, Olomouc, Czech Republic
| |
Collapse
|
5
|
Zheng S, Ji X, Cheng L, Xu J, Cronin LD. Perceptions of the motivational climate, basic psychological needs, and life skills development in Chinese physical education students. Front Psychol 2023; 14:1232849. [PMID: 37649686 PMCID: PMC10462985 DOI: 10.3389/fpsyg.2023.1232849] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2023] [Accepted: 07/24/2023] [Indexed: 09/01/2023] Open
Abstract
Introduction Life skills can have a positive impact on young people's mental health, academic performance, and overall well-being. Physical education (PE) is viewed as a promising setting for developing students' life skills, but less is known about this in non-English speaking countries such as China. Based on the integration of Self-Determination Theory (SDT) and Achievement Goal Theory (AGT), we aimed to examine the relationships between students' perceptions of the teacher-initiated motivational climate (mastery- or performance-oriented) and their life skills development in PE, as well as the mediating role of their basic psychological needs (BPNs) (satisfaction or frustration). Methods We employed a cross-sectional survey. Chinese students (N = 533, Age range = 13-18 years) completed measures assessing these variables. We fulfilled correlational and mediational analyses. Results These findings showed that mastery climate was positively associated with needs satisfaction (r = 0.66) and eight life skills (r range = 0.44-0.61), whereas negatively associated with needs frustration (r = -0.49). Performance climate was positively related to needs frustration (r = 0.52), but negatively related to needs satisfaction (r = -0.38) and eight life skills (r range = -0.28 - -0.15). Needs satisfaction was positively (r range = 0.44-0.65), while needs frustration was negatively (r range = -0.50 - -0.34) linked with eight life skills. Furthermore, needs satisfaction positively mediated the effect of mastery climate on life skills development, but it is not found that needs frustration mediated the effect of performance climate on life skills besides goal setting, social skills, and time management. Conclusion In conclusion, our study extended the previous literature on life skills in PE, and highlighted the roles of motivational climate and BPNs on students' life skills development. In practice, PE teachers should be encouraged to create a mastery climate as well as avoid a performance climate, to foster students' BPNs satisfaction, which in turn, promote their life skills development.
Collapse
Affiliation(s)
- Shaofeng Zheng
- Department of Physical Education, The Open University of Fujian, Fuzhou, China
| | - Xiangbo Ji
- School of Physical Education and Sport Science, Nanjing Normal University, Nanjing, China
| | - Liping Cheng
- School of Physical Education and Sport Science, Fujian Normal University, Fuzhou, China
| | - Jianhua Xu
- School of Physical Education and Sport Science, Fujian Normal University, Fuzhou, China
| | | |
Collapse
|
6
|
Helping Others Results in Helping Yourself: How Well-Being Is Shaped by Agreeableness and Perceived Team Cohesion. Behav Sci (Basel) 2023; 13:bs13020150. [PMID: 36829379 PMCID: PMC9952276 DOI: 10.3390/bs13020150] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2023] [Revised: 02/05/2023] [Accepted: 02/06/2023] [Indexed: 02/12/2023] Open
Abstract
This longitudinal research explores team cohesion as a potential mediator explaining the associations between agreeableness as a personality trait and well-being. Additionally, the study examines whether the leader offering support moderates the mediating role of perceived group cohesion. The sample consists of male military personnel (N = 648) from six different units. The longitudinal design examined two time points, T1 and T2, during the soldiers' training period. The PROCESS macro for SPSS was utilized to determine the significance of the moderator and the mediation effect. The results indicate that an agreeable personality and team cohesion at T1 predicted increased well-being at T2 (two months later). In addition, the moderated mediation hypothesis was significant, indicating that when leaders offered more support, the indirect link between an agreeable personality and well-being via team cohesion was stronger than when they offered less. The findings suggest that an agreeable personality and leader support are important in the organizational domain, and these variables promote well-being. By understanding the contribution of both external and internal sources of support to soldiers' well-being, intervention plans can be developed to lessen the stressors of their mental well-being and help them reach their maximum potential.
Collapse
|
7
|
Qiu Y, Ye P. The influence of family socio-economic status on learning engagement of college students majoring in preschool education: The mediating role of parental autonomy support and the moderating effect of psychological capital. Front Psychol 2023; 13:1081608. [PMID: 36698604 PMCID: PMC9868755 DOI: 10.3389/fpsyg.2022.1081608] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2022] [Accepted: 12/15/2022] [Indexed: 01/11/2023] Open
Abstract
Objective To explore the relationship between family socio-economic status and learning engagement of college students majoring in preschool education, as well as the mediating role of parental autonomy support and the moderating role of psychological capital. Methods A sample of 986 college students majoring in preschool education from Guangdong Province and Jiangxi Province were investigated by family socio-economic status questionnaire, learning engagement questionnaire, parental autonomy support questionnaire and psychological capital questionnaire. Results First, there was a significant positive correlation between family socio-economic status and learning engagement (β = 0.09, p < 0.05). Second, parental autonomy support played a completely mediating role between family socio-economic status and learning engagement (β = 0.05, p < 0.01). Third, the relationship between parental autonomy support and learning engagement was moderated by psychological capital, and students with high psychological capital had higher learning engagement (β = 0.24, p < 0.001). Conclusion Family socio-economic status could directly affect learning engagement, and could also indirectly affect learning engagement through psychological capital level moderating parental autonomy support. Our findings highlight the importance of creating an autonomous supportive family environment and focusing on the learning of students from low socio-economic status. Meanwhile, stimulating students' psychological capital should be regarded as a part of education and teaching.
Collapse
|
8
|
Kim HJ, Choo J. Socioecological Factors Associated With Physical Activity and Sedentary Behavior Among Workers: Using the PRECEDE-PROCEED Model. Workplace Health Saf 2023; 71:22-33. [PMID: 35369827 DOI: 10.1177/21650799221079388] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
Abstract
BACKGROUND Physical inactivity is a major global health problem. Industrial automation has led to an increased number of workers who are sedentary at work. We examined whether three socioecological factors (i.e., predisposing, reinforcing, and enabling factors) derived from the PRECEDE-PROCEED model would be significantly associated with the physical activity and sedentary behavior among workers. METHODS A cross-sectional study was conducted among 539 employees at an electronic manufacturing plant in Gumi, South Korea. Physical activity variables of energy expenditure (MET-min/week) and sitting time at work (minutes/day) were measured by the International Physical Activity Questionnaire and the Workforce Sitting Questionnaire, respectively. Of the socioecological factors, a predisposing factor defined as self-determined motivation was measured by the Exercise Self-Regulation Questionnaire; a reinforcing factor defined as autonomy support was measured by the Work Climate Questionnaire; and an enabling factor defined as supportive workplace environment was measured by the Perceived Workplace Environment Scale. FINDINGS Self-determined motivation (i.e., autonomous and controlled forms of motivation), autonomy support, and a supportive workplace environment were all significantly associated with increased physical activity energy expenditure during leisure-time. However, they were not significantly associated with sitting time on working and non-working days. CONCLUSION/APPLICATIONS TO PRACTICE Three socioecological factors of the PRECEDE-PROCEED model were significantly associated with leisure-time physical activity among workers. Our findings may help occupational health nurses use a socioecological approach for designing effective workplace strategies to increase leisure-time physical activity among workers.
Collapse
Affiliation(s)
- Hye-Jin Kim
- Catholic Kwandong University.,Korea University
| | | |
Collapse
|
9
|
Neidlinger SM, Felfe J, Schübbe K. Should I Stay or Should I Go (to the Office)?-Effects of Working from Home, Autonomy, and Core Self-Evaluations on Leader Health and Work-Life Balance. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:6. [PMID: 36612327 PMCID: PMC9819704 DOI: 10.3390/ijerph20010006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/17/2022] [Revised: 12/10/2022] [Accepted: 12/17/2022] [Indexed: 06/17/2023]
Abstract
Leaders represent a high-demand group in organizations. The effects of leaders' personal and workplace resources on their health and work-life balance have often slipped under the radar, as most studies are directed outwardly and focus on follower outcomes. With this study, we closed a gap in the research and investigated the positive effects of remote work, autonomy, and leaders' core-self evaluations (CSE) on two important leader outcomes: health and work-life balance. We hypothesized that the relationship between remote work and the outcomes would be moderated by leaders' CSE and their autonomy-in such a way that leaders with lower resources benefit more from remote work and achieve better health and work-life balance the more days they spend working from home. A sample of 367 leaders reported their frequency of working from home, their autonomy, and CSE. Their health and work-life balance were assessed five months later. Results showed a moderating effect of CSE on both outcomes, indicating that leaders with low CSE benefit more in terms of health and work-life balance. There was no moderating effect of autonomy. Leaders with high resources (autonomy and CSE) had overall higher levels of health and work-life balance regardless of work location. Practitioners in organizations should consider working from home as a resource for leaders, particularly if personal resources are lower.
Collapse
|
10
|
Huyghebaert-Zouaghi T, Gillet N, Fernet C, Thomas J, Ntoumanis N. Managerial predictors and motivational outcomes of workers’ psychological need states profiles: A two-wave examination. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2127354] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
| | - Nicolas Gillet
- E.E. 1901 QualiPsy, Université de Tours, Tours, France
- IUF, Institut Universitaire de France, Paris, France
| | - Claude Fernet
- LIPROM, Université du Québec à Trois-Rivières,Trois-Rivières, Canada
| | - Jérémy Thomas
- E.A. 6291 Laboratoire C2S, Université de Reims Champagne Ardenne, Reims, France
| | - Nikos Ntoumanis
- Danish Center for Motivation and Behaviour Change, University of Southern Denmark, Odense, Denmark
- Sweden School of Health and Welfare, Halmstad University Halmstad, Sweden
| |
Collapse
|
11
|
Hutmacher D, Eckelt M, Bund A, Melzer A, Steffgen G. Uncovering the Role of Mindfulness in Autonomous Motivation across Physical Education and Leisure Time: Extending the Trans-Contextual Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:12999. [PMID: 36293586 PMCID: PMC9603215 DOI: 10.3390/ijerph192012999] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/03/2022] [Revised: 09/26/2022] [Accepted: 09/28/2022] [Indexed: 06/16/2023]
Abstract
Mindfulness is assumed to foster the ability to consistently act in line with one's authentic self; a skill which has been found to enhance students' autonomous motivated behavior in the educational context. However, evidence regarding how mindfulness can be integrated into existing conceptual frameworks such as the trans-contextual model is scarce. Therefore, the present study aimed to evaluate the role of mindfulness in students' autonomous motivation in the school and leisure time contexts. Overall, N = 1877 students (M = 14.74 years, SD = 2.63) indicated their self-reported mindfulness, their perceived need for support in physical education, their autonomous motivation during physical education and leisure time, as well as their perceived behavioral control, attitude, subjective norm, and intention toward physical activity. Physical activity was additionally measured physiologically for n = 240 students using accelerometers. Path model analyses revealed that the inclusion of mindfulness substantially improved the trans-contextual model fit. Perceived autonomy support positively predicted mindfulness, which, in turn, predicted autonomous motivation in physical education and leisure time, attitude, subjective norm, and perceived behavioral control. Furthermore, mediation analyses revealed the significant indirect effects of mindfulness on physiological and self-reported physical activity. Based on these results, mindfulness can be considered a key factor in fostering students' motivation to become physically active.
Collapse
Affiliation(s)
- Djenna Hutmacher
- Department of Behavioural and Cognitive Sciences, University of Luxembourg, Campus Belval, 11, Porte des Sciences, L-4366 Esch-sur-Alzette, Luxembourg
| | - Melanie Eckelt
- Department of Education and Social Work, University of Luxembourg, Campus Belval, 11, Porte des Sciences, L-4366 Esch-sur-Alzette, Luxembourg
| | - Andreas Bund
- Department of Education and Social Work, University of Luxembourg, Campus Belval, 11, Porte des Sciences, L-4366 Esch-sur-Alzette, Luxembourg
| | - André Melzer
- Department of Behavioural and Cognitive Sciences, University of Luxembourg, Campus Belval, 11, Porte des Sciences, L-4366 Esch-sur-Alzette, Luxembourg
| | - Georges Steffgen
- Department of Behavioural and Cognitive Sciences, University of Luxembourg, Campus Belval, 11, Porte des Sciences, L-4366 Esch-sur-Alzette, Luxembourg
| |
Collapse
|
12
|
On the global and specific nature of psychological need satisfaction and work motivation in predicting employees' wellbeing: a self-determination theory perspective. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2022.76] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
Abstract
Using data from 708 French-Canadian nurses, the present study relies on self-determination theory (SDT) and its proposed motivation mediation model to examine the associations between need satisfaction, work motivation, and various manifestations of psychological wellbeing (work satisfaction, emotional exhaustion, and turnover intentions). To increase the precision and accuracy of these analyses, we relied on analytic approaches that explicitly account for the dual global/specific nature of both work motivation and need satisfaction. Results revealed that nurses' global psychological need satisfaction, and their specific autonomy and competence satisfaction, were positively associated with their global self-determined work motivation and specific intrinsic motivation. In turn, global self-determined work motivation and specific intrinsic motivation were associated with more desirable outcome levels. Nurses' global need satisfaction and specific autonomy satisfaction were also directly associated with more desirable outcome levels. Our results provided support for a partially mediated version of SDT's motivation mediation model.
Collapse
|
13
|
Huyghebaert‐Zouaghi T, Morin AJS, Ntoumanis N, Berjot S, Gillet N. Supervisors’ Interpersonal Styles: An Integrative Perspective and A Measure Based on Self‐Determination Theory. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12423] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - Alexandre J. S. Morin
- Concordia University, Canada (Substantive Methodological Synergy Research Laboratory)
| | - Nikos Ntoumanis
- University of Southern Denmark, Denmark (Danish Center for Motivation and Behaviour Change)
- Halmstad University, Sweden (School of Health and Welfare)
| | - Sophie Berjot
- Université de Reims Champagne Ardenne, France (E.A. 6291, Laboratoire C2S)
| | - Nicolas Gillet
- Université de Tours, France (E.E. 1901, QualiPsy)
- Institut Universitaire de France (IUF)
| |
Collapse
|
14
|
Houlfort N, Cécire P, Koestner R, Verner-Filion J. Managing the work-home interface by making sacrifices: Costs of sacrificing psychological needs. MOTIVATION AND EMOTION 2022. [DOI: 10.1007/s11031-022-09971-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
|
15
|
Mokgata N, van der Vaart L, de Beer LT. Autonomy-supportive agents: whose support matters most, and how does it unfold in the workplace? CURRENT PSYCHOLOGY 2022; 42:1-16. [PMID: 35967499 PMCID: PMC9362695 DOI: 10.1007/s12144-022-03550-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 07/20/2022] [Indexed: 11/30/2022]
Abstract
Managers and colleagues satisfy others' need for autonomy, but employees can also satisfy their own need by engaging in autonomy crafting practices. Although all three sources of autonomy support can benefit employee outcomes, they may not be equally beneficial. Furthermore, their benefits may not be straightforward, but rather a psychological process unfolding. To test these assumptions, the aim of the present study was twofold: to determine whether the different sources of support explained significantly different amounts of variance in autonomy satisfaction when compared and to understand the psychological process through which autonomy support from three sources influenced performance, more specifically, whether autonomy support indirectly affected performance through perceived autonomy satisfaction and work engagement in serial. In a sample of 278 employees, autonomy support from others (especially managers) and autonomy crafting played a role in autonomy satisfaction. Furthermore, the results indicated that autonomy support was associated with performance through its serial associations with autonomy satisfaction and work engagement. The results emphasized the importance of autonomy support for performance, enabling organizations to proactively design interventions to improve engagement and performance. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-022-03550-9.
Collapse
Affiliation(s)
- Naniki Mokgata
- School of Industrial Psychology and Human Resource Management, North-West University, Potchefstroom, South Africa
- WorkWell Research Unit, North-West University, Potchefstroom, South Africa
| | - Leoni van der Vaart
- School of Industrial Psychology and Human Resource Management, North-West University, Potchefstroom, South Africa
- Optentia Research Unit, North-West University, Potchefstroom, South Africa
| | - Leon T. de Beer
- WorkWell Research Unit, North-West University, Potchefstroom, South Africa
| |
Collapse
|
16
|
Liu Y, Raza J, Zhang J, Zhu N, Gul H. Linking autonomy support and health at work: The self-determination theory perspective. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-020-00884-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
|
17
|
Organizational Well-Being of Italian Doctoral Students: Is Academia Sustainable When It Comes to Gender Equality? SUSTAINABILITY 2022. [DOI: 10.3390/su14116425] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Despite the fact that there are several researchers reporting the risks of doctoral students in terms of mental health, there is still a lack of studies exploring their well-being at an organizational level, looking at the difference between male and female PhD students. This work aims at describing gender differences in the organizational well-being of doctoral students in an Italian context. A sample of 121 Italian PhD students filled an adaption of the ANAC questionnaire (National Authority for Anti-Corruption) for an organizational well-being assessment between June and July 2021. The results show that there are a number of well-being indicators for which female PhD students have statistically lower scores than men regarding: (1) the perception of health and safety at work; (2) career development; and (3) job autonomy. Practical suggestions to improve the academic system in terms of sustainability for preventing PhD students’ organizational malaise with a particular focus on gender equality are provided.
Collapse
|
18
|
Jungert T, Gradito Dubord M, Högberg M, Forest J. Can managers be trained to further support their employees' basic needs and work engagement: A manager training program study. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1111/ijtd.12267] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | | | | | - Jacques Forest
- École des sciences de la gestion Université du Québec à Montréal (UQAM) Montréal Québec Canada
| |
Collapse
|
19
|
Uktutias SAM, Iswati S, Hadi C, Suhariadi F. Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector. Open Access Maced J Med Sci 2022. [DOI: 10.3889/oamjms.2022.9237] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022] Open
Abstract
Background: The concept of Servant Leadership has grown as a distinct management style with numerous applications in management research since its inception. It is likely one of the most successful styles for earnest management and for having a good attitude and concern for those around social organizations' well-being and quality of life. Quality human resources are essential to high commitment and satisfaction at work. Satisfy human resources who are committed will take care of the interests of the organization. Because of the practical nature of the problem among in the organization (Klinik Utama Usada Buana), Surabaya personnel, this research is expected to be conducted as an analytic study with a cross-sectional design. Methods: Therefore, data were collected using simple random sampling and then analyzed and interpreted to test the model. Result :The findings demonstrate that servant leadership styles can help people become more committed to their jobs and feel more satisfied. This model's practical and theoretical aspects have been discussed in the relevant sections of this article.
Collapse
|
20
|
How adults maltreated as children relate to work supervisors: relational patterns and processes. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02242-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
|
21
|
Goldfarb Y, Golan O, Gal E. A Self-Determination Theory Approach to Work Motivation of Autistic Adults: A Qualitative Exploratory Study. J Autism Dev Disord 2021; 53:1529-1542. [PMID: 34263411 PMCID: PMC8279381 DOI: 10.1007/s10803-021-05185-4] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/30/2021] [Indexed: 12/17/2022]
Abstract
The study explores work motivation of autistic adults through the lens of Self-Determination Theory (SDT). Twelve autistic employees (ages 28–47; 3 females) participated in semi-structured qualitative interviews about their work experience. Analysis combined inductive and deductive approaches, identifying motivational themes emerging from the interviews, and analyzing them according to SDT concepts. Two major themes emerged: (1) work motivation factors positioned on the self-determination continuum: income and self-reliance; a daily routine; social/familial internalized norms; meaning and contribution; and job interest; and (2) satisfaction of psychological needs at work, postulated by SDT: competence, social-relatedness, and autonomy and structure. Findings are discussed in relation to current literature, and practical applications are suggested for meeting the motivational needs of autistic employees and promoting employment stability.
Collapse
Affiliation(s)
- Yael Goldfarb
- Department of Occupational Therapy, University of Haifa, Haifa, Israel.
| | - Ofer Golan
- Department of Psychology, Bar-Ilan University, Ramat-Gan, Israel.,Autism Research Centre, Department of Psychiatry, University of Cambridge, Cambridge, UK
| | - Eynat Gal
- Department of Occupational Therapy, University of Haifa, Haifa, Israel
| |
Collapse
|
22
|
Ramly E, Lauver DR, Gilmore-Bykovskyi A, Bartels CM. Interactive and Participatory Audit and Feedback (IPAF): theory-based development and multi-site implementation outcomes with specialty clinic staff. Implement Sci Commun 2021; 2:58. [PMID: 34059154 PMCID: PMC8167954 DOI: 10.1186/s43058-021-00155-4] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2020] [Accepted: 05/04/2021] [Indexed: 01/14/2023] Open
Abstract
BACKGROUND Theory-based implementation strategies, such as audit and feedback (A&F), can improve the adoption of evidence-based practices. However, few strategies have been developed and tested to meet the needs of specialty clinics. In particular, frontline staff can execute cardiovascular disease (CVD) risk reduction protocols, but A&F strategies to support them are not well examined. Our objective was to develop and evaluate a theory-based approach to A&F, Interactive and Participatory A&F (IPAF). METHODS We developed IPAF informed by two complementary theories, self-regulation theory (SRT) and self-determination theory (SDT). IPAF applies concepts from these theories to inform (1) what to address with staff to improve rates of best practices (SRT) and (2) how to interact with staff to improve behaviors aligned with best practices (SDT). We promoted IPAF fidelity by developing a semi-structured guide to facilitate staff discussion of target behaviors, perceived barriers, goals, and action plans. We evaluated IPAF in the context of eight quasi-experimental implementations in specialty clinics across two health systems. Following a hybrid type 2 effectiveness-implementation design, we reported intervention outcomes for CVD risk reduction elsewhere. This paper reports implementation outcomes associated with IPAF, focusing on feasibility, appropriateness, acceptability, fidelity, and adoption. We evaluated implementation outcomes using mixed-methods data including electronic health record (EHR) data, team records, and staff questionnaire responses. RESULTS Eighteen staff participated in 99 monthly, individual, synchronous (face-to-face or phone) IPAF sessions during the first 6 months of implementation. Subsequently, we provided over 375 monthly feedback emails. Feasibility data revealed high staff attendance (90-93%) and engagement in IPAF sessions. Staff highly rated questionnaire items about IPAF acceptability. Team records and staff responses demonstrated fidelity of IPAF delivery and receipt. Adoption of target behaviors increased significantly (all P values < 0.05), and adoption or behaviors were maintained for over 24 months. CONCLUSIONS We developed and evaluated a theory-based approach to A&F with frontline staff in specialty clinics to improve the implementation of evidence-based interventions. The findings support feasibility, appropriateness, acceptability, and fidelity of IPAF, and staff adoption and maintenance of target behaviors. By evaluating multi-site implementation outcomes, we extended prior research on clinic protocols and A&F beyond primary care settings and providers.
Collapse
Affiliation(s)
- Edmond Ramly
- Department of Family and Community Medicine, School of Medicine & Public Health, University of Wisconsin-Madison, Madison, WI, USA.,Department of Industrial and Systems Engineering, College of Engineering, University of Wisconsin-Madison, Madison, WI, USA
| | - Diane R Lauver
- School of Nursing, University of Wisconsin-Madison, Madison, WI, USA
| | | | - Christie M Bartels
- Department of Medicine, School of Medicine & Public Health, University of Wisconsin-Madison, 1685 Highland Ave, Rm 4132, Madison, WI, 53705-2281, USA.
| |
Collapse
|
23
|
Lejeune J, Fouquereau E, Chênevert D, Coillot H, Chevalier S, Gillet N, Michon JM, Gandemer V, Colombat P. The Participatory Approach: A Specific French Organizational Model at the Department Level to Serve the Quality of Work Life of Healthcare Providers and the Quality of Care in Pediatric Oncology. Cancer Manag Res 2021; 13:2763-2771. [PMID: 33790650 PMCID: PMC8006951 DOI: 10.2147/cmar.s284439] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2020] [Accepted: 01/19/2021] [Indexed: 11/23/2022] Open
Abstract
Background Care providers ‘psychological health at work is an important issue because it directly affects the quality of patient care. So far, few studies have studied the psychological health at work of care providers in paediatric oncology. The participatory approach (PA) is an innovative organizational model of department specific to France and previously associated with quality of work life (QWL) and job performance. The aim of the present study was to explore the relationships between the participatory approach, care providers’ QWL and quality of care of children in pediatric oncology departments in France. Methods A multicentre survey was carried out in pediatric cancer units in France. Care providers completed a questionnaire assessing PA, QWL, consequences of QWL, and their perception of quality of care. The children or their parents completed a questionnaire assessing their perception of quality of care. Results Five hundred and ten healthcare professionals working in French pediatric oncology centres (more than 40% of the healthcare staff in paediatric oncology in France), 142 children and 298 parents responded to the survey. PA was associated with the care providers’ QWL (β = 0.274; p <0.001), work engagement (β = 0.167; p<0.001), job satisfaction (β = 0.166; p<0.001) and perception of quality of care (β = 0.236; p<0.001). PA was also related to patients’ perception of quality of care notably regarding quality of communication (β = 0.161; p<0.001) and information (β = 0.226; p<0.001). Conclusion PA is an innovative organizational model that appears to play a role in all aspects of healthcare providers’ QWL, and in the quality of care perceived by both care providers and patients.
Collapse
Affiliation(s)
- Julien Lejeune
- Service d'Onco-Hématologie Pédiatrique, Hôpital Clocheville, Tours, France
| | | | | | | | | | | | - Jean M Michon
- Département de Pédiatrie, Institut Curie, Paris, France
| | - Virginie Gandemer
- Service d'Onco-Hématologie Pédiatrique, CHU Hôpital Sud, Rennes, France
| | | |
Collapse
|
24
|
Forner VW, Jones M, Berry Y, Eidenfalk J. Motivating workers: how leaders apply self-determination theory in organizations. ORGANIZATION MANAGEMENT JOURNAL 2020. [DOI: 10.1108/omj-03-2020-0891] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Self-determination theory (SDT), offers a theoretical framework for enhancing employee motivation and stimulating positive outcomes such as commitment, well-being and engagement, in organizations. This paper aims to investigate the application of SDT among leaders and delineate practical managerial approaches for supporting basic psychological needs in the workplace.
Design/methodology/approach
Participants were 51 leaders who had personally applied SDT with their own followers. Data were collected via free-listing method and analysed to extrapolate examples of SDT-application that are both practically salient and aligned to theoretic tenets of SDT.
Findings
The findings reveal how SDT is operationalized by leaders to support basic psychological needs for autonomy, competence and relatedness in the workplace. The SDT-informed management strategies are discussed in relation to the literature and alongside case scenarios to illustrate approaches for integrating elements of SDT into day-to-day management activities.
Originality/value
Despite extensive literature support for SDT, very little empirical attention has been paid to examining how the theory is applied, interpreted and/or used by practitioners in real world settings. This research is the first to draw on the lived-experience of practitioners who have applied SDT, contributes previously unexplored strategies for supporting workers’ basic psychological needs and responds to calls for SDT research to identify a broader range of managerial behaviours that support employee motivation.
Collapse
|
25
|
Huyghebaert-Zouaghi T, Ntoumanis N, Berjot S, Gillet N. Advancing the Conceptualization and Measurement of Psychological Need States: A 3 × 3 Model Based on Self-Determination Theory. JOURNAL OF CAREER ASSESSMENT 2020. [DOI: 10.1177/1069072720978792] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Based on Self-Determination Theory (SDT), this research aimed to investigate whether employees’ psychological need states could be expanded from two (need satisfaction and frustration) to three (need satisfaction, frustration, and unfulfillment). Relying on exploratory structural equation modeling (ESEM) and bifactor-ESEM, this research also offered to test the construct validity of the Psychological Need States at Work-Scale (PNSW-S) and to explore its criterion-related validity. Results from two studies and three distinct samples of employees (French and English speaking) provided support for the unfulfillment of the needs for autonomy, competence, and relatedness to be modeled as a distinct need state when tested alongside the satisfaction and frustration of those three needs. Moreover, results indicated that the different need states appeared to stem from distinct experiences (perceived supervisors’ supportive and thwarting behaviors) and that these need states had well-differentiated effects in terms of employee functioning (job satisfaction, job boredom, and work-related rumination). Our research therefore deepens our understanding of the nature of psychological need states in the workplace and offers a multidimensional instrument allowing to simultaneously assess not only need satisfaction and frustration, but also need unfulfillment. It also indicates that SDT’s explanatory framework may be expanded from two to three need processes to explain the effect of the socio-contextual environment on individual functioning.
Collapse
Affiliation(s)
| | - Nikos Ntoumanis
- School of Psychology, Physical Activity and Well-Being Research Group, Curtin University, Perth, Australia
| | - Sophie Berjot
- Université de Reims Champagne-Ardenne, Reims, France
| | - Nicolas Gillet
- Université de Tours, Tours, France
- Institut Universitaire de France, Paris, France
| |
Collapse
|
26
|
An Investigation of Healthcare Professionals' Motivation in Public and Mission Hospitals in Meru County, Kenya. Healthcare (Basel) 2020; 8:healthcare8040530. [PMID: 33276513 PMCID: PMC7761626 DOI: 10.3390/healthcare8040530] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2020] [Revised: 11/28/2020] [Accepted: 11/30/2020] [Indexed: 01/16/2023] Open
Abstract
Strengthening health systems in developing countries such as Kenya is required to achieve the third United Nations’ Sustainable Development Goal of health for all, at all ages. However, Kenya is experiencing a “brain drain” and a critical shortage of healthcare professionals. There is a need to identify the factors that motivate healthcare workers to work in the health sector in rural and marginalized areas. This cross-sectional study aims to investigate the factors associated with the level and types of motivation among healthcare professionals in public and mission hospitals in Meru county, Kenya. Data were collected from 24 public and mission hospitals using a self-administered structured questionnaire. A total of 553 healthcare professionals participated in this study; 78.48% from public hospitals and 21.52% from mission hospitals. Hospital ownership was statistically nonsignificant in healthcare professionals’ overall motivation (p > 0.05). The results showed that sociodemographic and work-environment factors explained 29.95% of the variation in overall motivation scores among participants. Findings indicate there are more similarities than disparities among healthcare professionals’ motivation factors, regardless of hospital ownership; therefore, motivation strategies should be developed and applied in both public and private not-for-profit hospitals to ensure an effective healthcare workforce and strengthen healthcare systems in Kenya.
Collapse
|
27
|
Nordgren Selar A, Falkenberg H, Hellgren J, Gagné M, Sverke M. “It’s [Not] All ‘Bout the Money”: How do Performance-based Pay and Support of Psychological Needs Variables Relate to Job Performance? SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.16993/sjwop.107] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
|
28
|
Sandrin E, Morin AJS, Fernet C, Gillet N. A Longitudinal Person-Centered Perspective on Positive and Negative Affect at Work. THE JOURNAL OF PSYCHOLOGY 2020; 154:499-532. [PMID: 32816655 DOI: 10.1080/00223980.2020.1781033] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022] Open
Abstract
This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.
Collapse
|
29
|
Job crafting, leader autonomy support, and passion for work: Testing a model in Australia and China. MOTIVATION AND EMOTION 2020. [DOI: 10.1007/s11031-020-09850-6] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/21/2022]
|
30
|
Höld J, Späth J, Kricheldorff C. What makes them happy? Professional care-givers' job satisfaction. Z Gerontol Geriatr 2020; 53:655-662. [PMID: 32666156 DOI: 10.1007/s00391-020-01759-6] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2019] [Accepted: 06/23/2020] [Indexed: 11/29/2022]
Abstract
BACKGROUND Nurses' job dissatisfaction can be seen as an early warning indicator of occupational change and (early) termination intentions. A better understanding of job satisfaction and its determinants can help to prevent nurses from leaving their profession. AIM We assessed the impact of nurses' perception of job characteristics on their overall job satisfaction in order to identify the most relevant factors. We also investigated the potential mechanisms through which the most relevant factor influences job satisfaction. METHOD We used multiple regression analysis based on a standardized survey of about 800 registered nurses (in long-term care facilities) in both inpatient care and outpatient care in Germany as well as qualitative content analysis of about 50 semi-structured interviews with nurses. RESULTS We found that collaboration with the team and supervisor to be the most relevant factor associated with job satisfaction. A good team can create professional support and ideational support for professional caregivers and enhance their professional development and the quality of care. DISCUSSION Our results point to the importance of leadership training, team building methods and other measures for establishing and cultivating a pleasant working atmosphere with flexible shift handovers and team meetings.
Collapse
Affiliation(s)
- Janka Höld
- Catholic University of Applied Sciences - Institut für Angewandte Forschung, Entwicklung und Weiterbildung (IAF), Freiburg, Germany
| | - Jochen Späth
- Institute for Applied Economic Research, Tübingen, Germany
| | - Cornelia Kricheldorff
- Katholische Hochschule Freiburg, Catholic University of Applied Sciences, Karlstr. 63, 79104, Freiburg, Germany.
| |
Collapse
|
31
|
Lejeune J, Chevalier S, Fouquereau E, Chenevert D, Coillot H, Binet A, Gillet N, Mokounkolo R, Michon J, Dupont S, Rachieru P, Gandemer V, Colombat P. Relationships Between Managerial and Organizational Practices, Psychological Health at Work, and Quality of Care in Pediatric Oncology. JCO Oncol Pract 2020; 16:e1112-e1119. [PMID: 32539649 DOI: 10.1200/jop.19.00583] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
PURPOSE Psychological health at work for care providers is an important issue, because they are directly involved in quality of patient care. Managerial and organizational determinants have been found to be indicators of psychological health at work. The main objective of this study was to explore the relationships between the psychological health at work of pediatric oncology care workers with managerial and organizational determinants and with quality of care. MATERIALS AND METHODS We performed regression analysis between psychological health at work (quality of work life [QWL], job satisfaction, and so on), managerial determinants (transformational leadership, perceived autonomy support), organizational determinants (organizational support, organizational justice, and participatory approach), and perceived quality of care. RESULTS Participants were 510 health care professionals working in French pediatric oncology centers. No significant differences in the psychological health at work of the participants were found based on age, sex, length of employment, or professional discipline. In simple regression, significant associations were found between psychological health at work with all managerial and organizational determinants. In multiple regression, a significant link was found between QWL and perceived organizational support (β = .21; P < .001), organizational justice (β = .20, P < .001), and overall participatory approach (β = .10; P < .02). Job satisfaction was also related to perceived organizational support (β = .16; P < .01). Finally, perceived quality of care was linked to QWL (β = .15; P < .01) and job satisfaction (β = .30; P < .001). CONCLUSION These results emphasize the importance of the role of managers and the organization in psychological health at work of health care providers and also in the quality of patient care.
Collapse
Affiliation(s)
- Julien Lejeune
- Qualipsy EE 1901, Université de Tours, Tours, France.,Service d'Onco-Hématologie Pédiatrique, Hôpital Clocheville, Tours, France
| | | | | | - Denis Chenevert
- Ecole des Hautes Etudes Commerciales, Montreal, Québec, Canada
| | | | - Aurélien Binet
- Service de Chirurgie Pédiatrique, Hôpital Clocheville, Tours, France
| | | | | | - Jean Michon
- Département de Pédiatrie, Institut Curie, Paris, France
| | - Sophie Dupont
- Qualipsy EE 1901, Université de Tours, Tours, France
| | - Petronela Rachieru
- Unité Douleur-Soins de Support-Soins Palliatifs, CHU Angers, Angers, France
| | - Virginie Gandemer
- Service d'Onco-Hématologie Pédiatrique, CHU Hôpital Sud, Rennes, France
| | - Philippe Colombat
- Qualipsy EE 1901, Université de Tours, Tours, France.,Service d'Onco-Hématologie Pédiatrique, Hôpital Clocheville, Tours, France
| |
Collapse
|
32
|
Waddimba AC, Mohr DC, Beckman HB, Meterko MM. Physicians' perceptions of autonomy support during transition to value-based reimbursement: A multi-center psychometric evaluation of six-item and three-item measures. PLoS One 2020; 15:e0230907. [PMID: 32236139 PMCID: PMC7112234 DOI: 10.1371/journal.pone.0230907] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/14/2019] [Accepted: 03/12/2020] [Indexed: 11/18/2022] Open
Abstract
BACKGROUND Successive health system reforms have steadily eroded physician autonomy. Escalating accountability demands placed on physicians concurrent with diminishing autonomy plus widespread "cost cutting" endanger clinical work-life quality and, in turn, threaten patient-care quality, safety, and continuity. This has engendered a renewed emphasis on bettering physician work-life to safeguard patient care. Research indicates that autonomy support could be an effective intervention point in this dynamic, and that improving healthcare practitioners' experience of autonomy can promote better patient outcomes. New measures of autonomy support towards physicians during systemic/organizational transformation are thus needed. OBJECTIVE We investigated the validity and reliability of two versions of a brief measure of physicians' perceptions of autonomy support. DESIGN Psychometric evaluation of practitioners' responses to a theory-based, pilot-tested, multi-center, cross-sectional survey-questionnaire. PARTICIPANTS Physicians serving in California, Massachusetts, or upstate New York clinical practices implementing pay-for-performance incentives were eligible. We obtained responses from 1,534 (35.14%) of 4,365 physicians surveyed. ANALYSIS We randomly partitioned the study sample equitably into derivation and validation subsamples. We conducted parallel analysis, inter-item/point-biserial correlations, and item-response-theory-based graded response modeling on six autonomy support items. Three items with the highest (a) point-biserial correlations, (b) item-level discrimination and (c) information capture were used to construct a short-form (3-item) version of the full (6-item) autonomy scale. We utilized exploratory structural equation modeling and confirmatory factor analysis to establish the factor structure and construct validity of the full-length and short-form scales before comparing their factor invariance, reliability and interrater agreement across physician subgroups. FINDINGS All six autonomy support items loaded highly onto one factor accounting for the majority of variance and demonstrating good data fit. The three most discriminating and informative items loaded equally well onto a single factor with similar goodness-of-fit to the data. The three-item scale correlated highly with its six-item parent, showing equally high sensitivity and specificity in discriminating high autonomy support. Variability in scores nested predominantly at within- rather than between-subgroup levels. CONCLUSIONS AND IMPLICATIONS Our data supported the factor structure, construct validity, internal consistency, and reliability of six- and three-item autonomy support scales. These brief tools are easily incorporated into multi-dimensional questionnaires at relatively low cost.
Collapse
Affiliation(s)
- Anthony C Waddimba
- Baylor Scott and White Research Institute, Dallas, Texas, United States of America
- Department of Surgery, Health Systems Science, Baylor University Medical Center, Dallas, Texas, United States of America
| | - David C Mohr
- Center for Healthcare Organization and Implementation Research (CHOIR), VA Boston Healthcare System, Boston, Massachusetts, United States of America
- Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, Massachusetts, United States of America
| | - Howard B Beckman
- Departments of Family Medicine, Internal Medicine & Public Health Sciences, University of Rochester School of Medicine and Dentistry, Rochester, New York, United States of America
- Common Ground Health, Rochester, New York, United States of America
| | - Mark M Meterko
- Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, Massachusetts, United States of America
- Department of Performance Measurement, VA Office of Analytics and Business Intelligence (OABI), Washington, D.C., United States of America
| |
Collapse
|
33
|
How Does Positive Work-Related Stress Affect the Degree of Innovation Development? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17020520. [PMID: 31947589 PMCID: PMC7013452 DOI: 10.3390/ijerph17020520] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/17/2019] [Revised: 01/08/2020] [Accepted: 01/10/2020] [Indexed: 11/16/2022]
Abstract
Many studies sustain that work-related stress exerts pervasive consequences on the employees’ levels of performance, productivity, and wellbeing. However, it remains unclear whether certain levels of stress might lead to positive outcomes regarding employees’ innovativeness. Hence, this paper examines how the five dimensions of work-related stress impact on the employees’ levels of innovation performance. To this aim, this study focused on a sample of 1487 employees from six Italian companies. To test the research hypotheses under assessment, we relied on the use of the partial least squares (PLS) technique. Our results reveal that, in summary, the stressors job autonomy, job demands, and role ambiguity exert a positive and significant impact on the employees’ levels of innovativeness. However, this study failed to find evidence that the supervisors’ support–innovation and colleagues’ support–innovation links are not statistically significant.
Collapse
|
34
|
Goštautaitė B, Bučiūnienė I, Milašauskienė Ž. HRM and work outcomes: the role of basic need satisfaction and age. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1683049] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Bernadeta Goštautaitė
- Department of Management, ISM University of Management and Economics, Vilnius, Lithuania
| | - Ilona Bučiūnienė
- Department of Management, ISM University of Management and Economics, Vilnius, Lithuania
| | - Žemyna Milašauskienė
- Department of Management, ISM University of Management and Economics, Vilnius, Lithuania
| |
Collapse
|
35
|
Hicklenton C, Hine DW, Loi NM. Can work climate foster pro-environmental behavior inside and outside of the workplace? PLoS One 2019; 14:e0223774. [PMID: 31600307 PMCID: PMC6786752 DOI: 10.1371/journal.pone.0223774] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2019] [Accepted: 09/27/2019] [Indexed: 11/18/2022] Open
Abstract
Guided by self-determination theory, we investigated the potential impact of work climate on employee motivation, and pro-environmental behavior (PEB) inside and outside of the workplace. We found that in workplaces with stronger pro-environmental climates and at least moderate levels of autonomy support, employees reported higher levels of autonomous motivation to engage in PEB. In turn, autonomously motivated employees engaged in more PEBs, both inside and outside the workplace. Controlled motivation played a more limited role in predicting employee PEBs. Overall, our findings suggest work climates that support pro-environmental actions and employee autonomy may not only foster PEBs within the workplace but also lay the foundation for PEBs in other non-workplace settings.
Collapse
Affiliation(s)
- Carol Hicklenton
- School of Psychology, University of New England, Armidale, New South Wales, Australia
| | - Donald W Hine
- School of Psychology, University of New England, Armidale, New South Wales, Australia
| | - Natasha M Loi
- School of Psychology, University of New England, Armidale, New South Wales, Australia
| |
Collapse
|
36
|
Liu Y, Usman M, Zhang J, Raza J, Gul H. Making Sense of Chinese Employees' Suicide Ideation: Does Meaning in Life Matter? OMEGA-JOURNAL OF DEATH AND DYING 2019; 83:212-238. [PMID: 31046604 DOI: 10.1177/0030222819846721] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/16/2023]
Abstract
Drawing on the self-determination theory and conservation of resources, our research shed light on the linkage between organizational autonomy support and suicide ideation. Specifically, this study examined whether the negative influence of autonomy support on suicide ideation is mediated via meaning in life, and if employee's autonomy orientations constitute a boundary condition of this relationship. To test the hypothesized model, data were collected from professional employees (N = 687) across six organizations of various business sectors. The findings supported our proposed hypotheses and showed that individuals' meaning in life mediated the linkage between autonomy support and suicide ideation. As suggested, hypothesized relations were moderated by employee's disposition in such a way that autonomy support influences meaning in life of employees high on autonomy orientation, but not of employees low on autonomy orientation. The study discussed implications and future research avenues.
Collapse
Affiliation(s)
- Yuxin Liu
- Business School, University of International Business and Economics, Beijing, China
| | - Muhammad Usman
- Business School, University of International Business and Economics, Beijing, China
| | - Jianwei Zhang
- School of Humanities and Social Science, Beijing Institute of Technology, Beijing, China
| | - Jamshed Raza
- Business School, University of International Business and Economics, Beijing, China
| | - Habib Gul
- Business School, University of International Business and Economics, Beijing, China
| |
Collapse
|
37
|
Professor or manager? A model of motivational orientations applied to preferred career paths. JOURNAL OF RESEARCH IN PERSONALITY 2018. [DOI: 10.1016/j.jrp.2018.06.002] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
|
38
|
Gómez-Baya D, Lucia-Casademunt AM, Salinas-Pérez JA. Gender Differences in Psychological Well-Being and Health Problems among European Health Professionals: Analysis of Psychological Basic Needs and Job Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:E1474. [PMID: 30002335 PMCID: PMC6069286 DOI: 10.3390/ijerph15071474] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/08/2018] [Revised: 07/04/2018] [Accepted: 07/09/2018] [Indexed: 11/30/2022]
Abstract
Background: The aim was to examine the mediating role of basic psychological needs and job satisfaction in the relationship between the gender effect on health problems and psychological well-being for health professionals in Europe in 2015. Methods: Two multiple partial mediation analyses were conducted in order to test the partial mediation of both basic needs and job satisfaction, with gender as the independent variable and health problems or well-being, respectively, as the dependent variables, with a sample of health professionals. Results: Women reported lower psychological well-being and more health problems than men. The total effect of gender on both well-being and health problems was found to be significant. Regarding multiple mediation analyses: (a) the effect of gender on well-being was fully mediated by global basic need satisfaction and job satisfaction, such that gender did not present a significant direct effect and (b) the effect of gender on health problems was partially mediated by global basic need satisfaction and job satisfaction, such that the direct effect remained significant. Conclusions: The fulfillment of basic needs for autonomy, competence, and relatedness, as postulated within self-determination theory, was hypothesized to play a mediating role in the relationship between gender and well-being. Since significant gender differences in basic need satisfaction were observed, such a mediator should be controlled in order to achieve a significant relationship between gender and well-being when basic needs comes into play. The current study adds to the research emphasizing the need for satisfaction as a promising mechanism underlying for female health professionals' well-being.
Collapse
Affiliation(s)
- Diego Gómez-Baya
- Department of Social, Developmental and Educational Psychology, Universidad de Huelva, 21007 Huelva, Spain.
| | | | - José A Salinas-Pérez
- Department of Quantitative Methods, Universidad Loyola Andalucía, 41014 Sevilla, Spain.
| |
Collapse
|
39
|
Fransen K, Vansteenkiste M, Vande Broek G, Boen F. The competence-supportive and competence-thwarting role of athlete leaders: An experimental test in a soccer context. PLoS One 2018; 13:e0200480. [PMID: 29995935 PMCID: PMC6040764 DOI: 10.1371/journal.pone.0200480] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/14/2016] [Accepted: 06/27/2018] [Indexed: 12/02/2022] Open
Abstract
The aim of this experiment was to study the growth-promoting and adverse impact of athlete leaders' competence-supportive and-thwarting behavior on the motivation and performance of team members. Male soccer players (N = 144; MAge = 14.2) were allocated to ad-hoc teams of five soccer players. These teams participated in two sessions, being randomly exposed to an athlete leader who acted either competence-supportive, competence-thwarting, or neutral during the second session. When the athlete leader was competence-supportive (versus competence-thwarting), his teammates' intrinsic motivation and performance increased (versus decreased) compared with the control condition. The leader's impact on intrinsic motivation was fully accounted for by team members' competence satisfaction. These findings recommend coaches to invest in the competence-supportive power of their athlete leaders to establish an optimally motivating and performance-enhancing team environment.
Collapse
Affiliation(s)
- Katrien Fransen
- Department of Movement Sciences, KU Leuven, Tervuursevest, Leuven, Belgium
| | - Maarten Vansteenkiste
- Department of Developmental, Personality and Social Psychology, University of Gent, Henri Dunantlaan, Gent, Belgium
| | - Gert Vande Broek
- Department of Movement Sciences, KU Leuven, Tervuursevest, Leuven, Belgium
| | - Filip Boen
- Department of Movement Sciences, KU Leuven, Tervuursevest, Leuven, Belgium
| |
Collapse
|
40
|
Reer F, Krämer NC. Psychological need satisfaction and well-being in first-person shooter clans: Investigating underlying factors. COMPUTERS IN HUMAN BEHAVIOR 2018. [DOI: 10.1016/j.chb.2018.03.010] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
41
|
Promoting harmonious work passion among unmotivated employees: A two-nation investigation of the compensatory function of cooperative psychological climate. JOURNAL OF VOCATIONAL BEHAVIOR 2018. [DOI: 10.1016/j.jvb.2018.01.005] [Citation(s) in RCA: 52] [Impact Index Per Article: 8.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
|
42
|
Abstract
Leader autonomy support (LAS) refers to a cluster of supervisory behaviors that are theorized to facilitate self-determined motivation in employees, potentially enabling well-being and performance. We report the results of a meta-analysis of perceived LAS in work settings, drawing from a database of 754 correlations across 72 studies (83 unique samples, N = 32,870). Results showed LAS correlated strongly and positively with autonomous work motivation, and was unrelated to controlled work motivation. Correlations became increasingly positive with the more internalized forms of work motivation described by self-determination theory. LAS was positively associated with basic needs, well-being, and positive work behaviors, and was negatively associated with distress. Correlations were not moderated by the source of LAS, country of the sample, publication status, or the operationalization of autonomy support. In addition, a meta-analytic path analysis supported motivational processes that underlie LAS and its consequences in workplaces. Overall, our findings lend support for autonomy support as a leadership approach that is consistent with self-determination and optimal functioning in work settings.
Collapse
|
43
|
Zhang J, Yuen M, Chen G. Teacher support for career development: an integrative review and research agenda. CAREER DEVELOPMENT INTERNATIONAL 2018. [DOI: 10.1108/cdi-09-2016-0155] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to review identified key features of teacher support and its influence on students’ career decision making and development. It also examines the types of research approaches to data collection and analysis in order to provide a more in-depth evaluation of this field of study.
Design/methodology/approach
The review examined 18 studies, the majority being quantitative in design. Cross-sectional and longitudinal effects of teacher support were investigated, and differences in teacher support relative to grade level and gender were considered.
Findings
Results indicated that since 2000, there has been an increase in the number of empirical studies of teacher support in the career development field, the majority involving middle and high school students. The most commonly cited frameworks that underpin the studies are the social cognitive career theory, the career construction theory and Super’s career development theory. The most frequently used instrument for data collection was the teacher support scale (Metheny et al., 2008).
Originality/value
The review will be beneficial to researchers, teachers and policy makers seeking to optimize support systems for students’ career development. The findings contribute to further theory development and have practical implications for the career guidance field. Recommendations for future research and practice are suggested.
Collapse
|
44
|
Whipp PR, Salin K. Physical education teachers in Australia: Why do they stay? SOCIAL PSYCHOLOGY OF EDUCATION 2018. [DOI: 10.1007/s11218-018-9443-0] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
45
|
Tafvelin S, Stenling A. Development and Initial Validation of the Need Satisfaction and Need Support at Work Scales: A Validity-Focused Approach. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.16993/sjwop.30] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
|
46
|
Supervisor motivating styles and legitimacy: moderation and mediation models. JOURNAL OF MANAGERIAL PSYCHOLOGY 2017. [DOI: 10.1108/jmp-01-2017-0043] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine the mediating and moderating roles of perceived supervisor legitimacy in the association between perceived supervisor motivating styles and subordinate functioning. Specifically, based on Self-Determination Theory (SDT), two supervisory motivating styles were examined: the autonomy-supportive style, characterized by nurturing employees’ inner motivational resources, and the controlling style, in which supervisors pressure their employees to behave in specific manager-directed ways. Legitimacy was defined according to the Relational Model of Authority (RMA).
Design/methodology/approach
An online survey was administered to a sample of 252 employees. Moderation and mediation analyses were conducted to test the hypotheses.
Findings
The autonomy-supportive motivating style, but not the controlling style, was linked to employee work-related outcomes (i.e. job satisfaction, commitment, engagement, burnout, and depression) through perceived legitimacy. Legitimacy buffered the negative impact of the controlled orientation on burnout and depression.
Originality/value
Taken together, the results suggest that legitimacy as a resource may be enhanced by autonomy support and can also minimize the harmful consequences of controlling supervisory behaviors. The theoretical implications of integrating SDT with RMA and the practical implications of these findings are discussed.
Collapse
|
47
|
Jungert T, Van den Broeck A, Schreurs B, Osterman U. How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2017. [DOI: 10.1111/apps.12110] [Citation(s) in RCA: 40] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | | | - Bert Schreurs
- Maastricht University School of Business and Economics; Maastricht Netherlands
| | | |
Collapse
|
48
|
Your goals or mine? Women’s personal and vicarious eating regulation goals and their partners’ perceptions of support, well-being, and relationship quality. MOTIVATION AND EMOTION 2017. [DOI: 10.1007/s11031-017-9623-9] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
|
49
|
Transformational leadership and autonomy support management behaviors. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2017. [DOI: 10.1108/lodj-08-2015-0173] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the relationships between transformational leadership (TL), autonomy support management behaviors and employees’ psychological health.
Design/methodology/approach
A total of 512 Canadian workers assessed their immediate supervisor’s level of TL and autonomy support management behaviors. Participants also assessed their own psychological health through measures of psychological well-being and burnout at work.
Findings
Results from structural equation modeling indicate that TL is related to employee psychological well-being and burnout. This effect is fully mediated by more specific autonomy support and psychological control management behaviors. These results suggest that autonomy support and psychological control management behaviors may have a more proximal effect on employees’ psychological health than TL does. Also, managers’ leadership and behaviors appear to better predict employees’ psychological well-being at work than employee burnout.
Practical implications
Managers with a TL style employ more autonomy support and fewer psychological control behaviors, which makes employees happier and less burned out. Based on these results, leadership training programs would gain to focus on the development of more specific management behaviors among leaders, such as autonomy support, to enhance employees’ psychological health, especially their well-being.
Originality/value
This research expands understanding of the relationship between TL and the psychological health of employees by shedding light on the mediating role of autonomy support management behaviors in this relationship.
Collapse
|
50
|
Deci EL, Olafsen AH, Ryan RM. Self-Determination Theory in Work Organizations: The State of a Science. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2017. [DOI: 10.1146/annurev-orgpsych-032516-113108] [Citation(s) in RCA: 712] [Impact Index Per Article: 101.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Edward L. Deci
- Department of Clinical and Social Sciences in Psychology, University of Rochester, Rochester, New York 14627;,
- School of Business, University College of Southeast Norway, 3603 Kongsberg, Norway
- Institute for Positive Psychology & Education, Australian Catholic University, Strathfield, New South Wales 2135, Australia
| | - Anja H. Olafsen
- School of Business, University College of Southeast Norway, 3603 Kongsberg, Norway
| | - Richard M. Ryan
- Department of Clinical and Social Sciences in Psychology, University of Rochester, Rochester, New York 14627;,
- Institute for Positive Psychology & Education, Australian Catholic University, Strathfield, New South Wales 2135, Australia
| |
Collapse
|