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Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

ABSTRACT: The fit between employees' needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.

SUBMITTER: Dorendahl J

PROVIDER: S-EPMC7437360 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

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Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

Dörendahl Jan J Niepel Christoph C Greiff Samuel S

Frontiers in psychology 20200812

The fit between employees' needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response ...[more]

PMID: 32903512

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Project description:This cross-sectional correlational study aimed to understand nurses' perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a public comprehensive tertiary hospital in China. Cross-sectional correlational study. The study was conducted in a public comprehensive tertiary hospital in China. The specific location is not disclosed. 584 nurses participated in the study, with a completion rate of 97.3%. The average age of participants was 34.8±6.7 years, with 96.4% being women. 67.8% held a bachelor's degree or higher, and 71.6% had over 5 years of work experience. The Scale of Perceived Overqualification was used to assess nurses' perceptions of their qualifications, demonstrating a high level of reliability with a Cronbach's alpha coefficient of 0.832. Utrecht Work Engagement Scale was used to assess nurses' work engagement, showing internal consistency coefficients (Cronbach's alpha) of 0.683 for the vigour dimension, 0.693 for the dedication dimension and 0.834 for the absorption dimension. Minnesota Satisfaction Questionnaire was used to evaluate nurses' job satisfaction, with internal consistency coefficients (Cronbach's alpha) of 0.765 for the intrinsic satisfaction scale and 0.734 for the extrinsic satisfaction scale. The primary outcome measures included perceived overqualification, work engagement and job satisfaction. The average scores for perceived overqualification, work engagement and job satisfaction were 26.38±3.44, 65.36±14.92 and 74.29±15.04, respectively. Perceived overqualification showed negative correlations with work engagement (r=-0.562, p<0.05) and job satisfaction (r=-0.674, p<0.05). However, work engagement was positively correlated with job satisfaction (r=0.519, p<0.05). Path analysis indicated that perceived overqualification had both a direct (β=-0.06, p<0.001) and an indirect effect (β=-0.35, p=0.015) on job satisfaction, with work engagement partially mediating this relationship. The perception of overqualification among nurses shows a significant correlation with both their work engagement and job satisfaction. This finding suggests that hospital administrators should pay attention to nurses' perceptions of their qualifications and take measures to enhance their job satisfaction. Furthermore, work engagement acts as a mediator between the perception of overqualification and job satisfaction, emphasising the importance of increasing work engagement. Overall, hospitals can improve nurses' work engagement and job satisfaction by providing career development opportunities, establishing feedback mechanisms and fostering work-life balance. Comprehensive management measures focusing on nurses' career development opportunities and levels of work engagement are necessary. Future research could expand the sample size, employ more diverse research designs and integrate qualitative research methods to further explore the factors influencing nurses' job satisfaction and happiness.

Dataset Information

Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

Publications

Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

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