An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; MAge = 38.13) and in the Netherlands (N = 298; MAge = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace.
This study examines the three-dimensional organizational commitment (OC) concept (Meyer & Allen, 1997) in Nepal. Standardized questionnaires were administered to a heterogeneous sample of 103 employees of four different Nepalese organizations (bank, food corporation, telecommunication, and an airline). Exploratory factor and confirmatory factor analyses replicate the dimensionality of OC, i.e., the three facets of commitment (affective, normative, and continuance commitment) could be found also in a developing country with a cultural background very different from the places where the commitment concept was originally formulated. Antecedents and consequences of organizational commitment were investigated by multiple regression analyses. Continuance and normative commitment were both explained by job characteristics, i.e., by the perception of the job as interesting, affective commitment could not be explained with the set of variables used in this study. However, it is affective commitment which particularly accounts for variance in search intentions as well as in turnover intentions. 相似文献
The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social groups ranging from those that are psychologically close and smaller (family, friends, neighbors) to those that are more distal and larger (people living in Germany, humankind). We hypothesized that psychologically closer groups would be perceived as less affected by COVID-19 as well as less threatening than more psychologically distal groups. Based on social identity theorizing, we also hypothesized that stronger identification with humankind would change these patterns. Furthermore, we explored how these threat perceptions relate to adherence to COVID-19 health guidelines. In line with our hypotheses, latent random-slope modelling revealed that psychologically distal and larger groups were perceived as more affected by COVID-19 and as more threatening than psychologically closer and smaller groups. Including identification with humankind as a predictor into the threat target model resulted in a steeper increase in threat target perception patterns, whereas identification with humankind did not predict differences in threat source perceptions. Additionally, an increase in threat source perceptions across social groups was associated with more adherence to health guidelines, whereas an increase in threat target perceptions was not. We fully replicated these findings in a subgroup from the original sample (N = 989) four weeks later. We argue that societal recovery from this and other crises will be supported by an inclusive approach informed by a sense of our common identity as human beings. 相似文献