Hostname: page-component-78c5997874-t5tsf Total loading time: 0 Render date: 2024-11-10T14:01:29.220Z Has data issue: false hasContentIssue false
  • English
  • Français

Motivational Mechanisms in the Relation between Job Characteristics and Employee Functioning

Published online by Cambridge University Press:  07 August 2017

Anja H. Olafsen  and
Hallgeir Halvari
Anja H. Olafsen*
Affiliation:
University College of Southeast (Norway)
Hallgeir Halvari
Affiliation:
University College of Southeast (Norway)
*
*Correspondence concerning this article should be addressed to Anja H. Olafsen. Associate Professor. School of Business. University College of Southeast Norway. Postboks 164, 3502. Hønefoss (Norway). Phone: +47–32117188. E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. In particular, task autonomy had a positive relation to autonomy satisfaction (p < .001) and to competence satisfaction (p < .05), positive feedback had a positive relation to autonomy-, competence-, and relatedness satisfaction (p < .001), and workload had a positive relation to competence satisfaction (p < .001). Furthermore, psychological needs for autonomy, competence, and relatedness positively related to autonomous work motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p < .001). Indirect relations were also detected between the job characteristics and autonomous work motivation and between the basic needs and work performance (p < .05). Hence, when explaining autonomous work motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.

Keywords

job characteristicsmotivationpsychological needssomatizationperformance
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 20 , 2017 , E38
Copyright
Copyright © Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2017 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309–328. https://doi.org/10.1108/02683940710733115 Google Scholar
Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62, 341–356. https://doi.org/10.1016/S0001-8791(02)00030-1 Google Scholar
Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2005). The crossover of burnout and work engagement among working couples. Human Relations, 58, 661–689. https://doi.org/10.1177/0018726705055967 Google Scholar
Bartholomew, K. J., Ntoumanis, N., Ryan, R. M., Bosch, J. A., & Thøgersen-Ntoumani, C. (2011). Self-determination theory and diminished functioning: The role of interpersonal control and psychological need thwarting. Personality and Social Psychology Bulletin, 37, 1459–1473. https://doi.org/10.1177/0146167211413125 Google Scholar
Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. Managers. Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.65 CrossRefGoogle ScholarPubMed
Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95, 834–848. https://doi.org/10.1037/a0019364 Google Scholar
De Cooman, R., Stynen, D., Van den Broeck, A., Sels, L., & De Witte, H. (2013). How job characteristics relate to need satisfaction and autonomous motivation: Implications for work effort. Journal of Applied Social Psychology, 43, 1342–1352. https://doi.org/10.1111/jasp.12143 Google Scholar
Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: State of the science. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 19–43. https://doi.org/10.1146/annurev-orgpsych-032516-113108 Google Scholar
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227–268. https://doi.org/10.1207/S15327965PLI1104_01 Google Scholar
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499–512. https://doi.org/10.1037/0021-9010.86.3.499 Google Scholar
Fernet, C., Austin, S., Trépanier, S. G., & Dussault, M. (2013). How do job characteristics contribute to burnout? Exploring the distinct mediating roles of perceived autonomy, competence, and relatedness. European Journal of Work and Organizational Psychology, 22, 123–137. https://doi.org/10.1080/1359432X.2011.632161 Google Scholar
Fernet, C., Trépanier, S. G., Austin, S., Gagné, M., & Forest, J. (2015). Transformational leadership and optimal functioning at work: On the mediating role of employees’ perceived job characteristics and motivation. Work and Stress, 29(1), 11–31.Google Scholar
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobserved variables with measurement error. Journal of Marketing Research, 18, 39–50.Google Scholar
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331–362. https://doi.org/10.1002/job.322 Google Scholar
Gagné, M., Forest, J., Vansteenkiste, M., Crevier-Braud, L., Van den Broeck, A., Aspeli, A., … Westbye, , , C. (2015). The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries. European Journal of Work and Organizational Psychology, 24, 178–196. https://doi.org/10.1080/1359432X.2013.877892 Google Scholar
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250–279. https://doi.org/10.1016/0030-5073(76)90016–7 Google Scholar
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.Google Scholar
Hayduk, L. A., & Littvay, L. (2012). Should researchers use single indicators, best indicators, or multiple indicators in structural equation models? BMC Medical Research Methodology, 12(1), 159. https://doi.org/10.1186/1471-2288-12-159 Google Scholar
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118 Google Scholar
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724. https://doi.org/10.2307/256287 Google Scholar
Kroenke, K., Spitzer, R. L., & Williams, J. B. W. (2002). The PHQ-15: Validity of a new measure for evaluating the severity of somatic symptoms. Psychosomatic Medicine, 64, 258–266. https://doi.org/10.1097/00006842-200203000-00008 Google Scholar
Kuvaas, B., & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance. Human Resource Management Journal, 19, 217–236. https://doi.org/10.1111/j.1748-8583.2009.00103.x Google Scholar
Nunnally, J. C. (1978). Psychometric theory. New York, NY: McGraw Hill.Google Scholar
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903. https://doi.org/10.1037/0021-9010.88.5.879 Google Scholar
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68 Google Scholar
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315. https://dx.doi.org/10.1002/job.248 Google Scholar
Schaufeli, W. B., Taris, T. W., & van Rhenen, W. (2008). Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being? Applied Psychology: An International Review, 57, 173–203. https://doi.org/10.1111/j.1464-0597.2007.00285.x Google Scholar
Sharma, A., Rich, G. A., & Levy, M. (2004). Comment: Starting to solve the method puzzle in salesperson self-report evaluations. Journal of Personal Selling & Sales Management, 24, 135–139.Google Scholar
Trépanier, S. G., Forest, J., Fernet, C., & Austin, S. (2015). On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory. Work and Stress, 29, 286–305.Google Scholar
Van den Broeck, A., De Cuyper, N., De Witte, H., & Vansteenkiste, M. (2010). Not all job demands are equal: Differentiating job hindrances and job challenges in the job demands–resources model. European Journal of Work and Organizational Psychology, 19, 735–759. https://doi.org/10.1080/13594320903223839 Google Scholar
Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work and Stress, 22, 277–294. https://doi.org/10.1080/02678370802393672 Google Scholar
Van den Broeck, A., Vansteenkiste, M., De Witte, H., Soenens, B., & Lens, W. (2010). Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the work-related basic need satisfaction scale. Journal of Occupational and Organizational Psychology, 83, 981–1002.Google Scholar
Van Veldhoven, M., & Meijman, T. (1994). Het meten van psychosociale arbeidsbelasting met een vragenlijst: De vragenlijst beleving en beoordeling van de arbeid (vbba) [The measurement of psychosocial job demands with a questionnaire: The questionnaire on the experience and evaluation of work]. Amsterdam, The Nederlands: The Nederlands Instituut voor Arbeidsomstandigheden.Google Scholar
Warr, P. B. (1989). Work, unemployment and mental health. Oxford, UK: Oxford University Press.Google Scholar
Williams, G. C., Halvari, H., Niemiec, C. P., Sørebø, Ø., Olafsen, A. H., & Westbye, C. (2014). A self-determination theory perspective on the social-contextual and motivational origins of somatic symptom burden and its work-related correlates. Work and Stress, 28, 404–419.Google Scholar
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121–141. https://doi.org/10.1037/1072-5245.14.2.121 Google Scholar