Does organizational reciprocity improve employees’ motivation? The mediating role of basic psychological need satisfaction

Liu, Yuxin; Zhu, Nan; Zhang, Jianwei; Raza, Jamshed

doi:10.1007/s12144-020-00984-x

Cited by 12 publications

(10 citation statements)

References 60 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…However, a comprehensive account of how need satisfaction is understood by Chinese working adults today has been under-researched. We identified that most Chinese researchers measure need satisfaction using Maslow's (1943) hierarchy of needs;McClelland's (1965) research on achievement, affiliation, and power needs; and Deci and Ryan's (2000) self-determination needs, similar to other countries (e.g., Chen et al, 2015;Lin & Chan, 2020;Liu et al, 2020;M. Tang et al, 2020).…”

Section: The Psychology Of Working Theory and Work Need Satisfaction In Chinamentioning

confidence: 99%

Validation of Work Need Satisfaction Scales Among Chinese Working Adults: A Psychology of Working Theory Perspective

Yan

Wang

et al. 2021

Journal of Career Assessment

View full text Add to dashboard Cite

This study translated the Work Need Satisfaction Scales (WNSS), which was conceptualized in the Psychology of Working Theory (PWT), and tested the reliability and validity of the Chinese version (WNSS-C). In Study 1 ( N = 423), the WNSS was translated into Chinese, and an exploratory factor analysis yielded a five-factor solution representing needs related to survival, social contribution, competence, relatedness, and autonomy. In Study 2 ( N = 425), confirmatory factor analyses found no significant differences between the correlated five-factor, higher-order, and higher-order self-determination needs models. The results suggest the effectiveness of using a flexible five-factor model. Then, configural, metric, and scalar invariance models were tested, demonstrating that the WNSS-C is equivalent across gender, age, education level, and job position. Finally, we tested the concurrent, convergent, and discriminant validity of the WNSS-C and demonstrated that WNSS-C is a useful tool in the Chinese context.

show abstract

Section: The Psychology Of Working Theory and Work Need Satisfaction In Chinamentioning

confidence: 99%

Validation of Work Need Satisfaction Scales Among Chinese Working Adults: A Psychology of Working Theory Perspective

Yan

Wang

et al. 2021

Journal of Career Assessment

View full text Add to dashboard Cite

show abstract

“…Further, it suggests that the PA practices at the MoE should not only enhance the productivity and performance of the employees Kuvaas, (2006) in Liu et al, (2020) but well-designed PA system may also gain commitment of the employees and may positively affect their attitudes and behaviour. It is further supported empirically that there is a significant relationship effect between PA practices and organizational commitment and employee attitudes.…”

Section: Discussionmentioning

confidence: 99%

Employees’ Attitude and Implementation of Performance Appraisal System in the Ministry of Education in Nairobi City County, Kenya

Boruett¹,

Kisirikoi²,

Dimba³

et al. 2021

ijird

View full text Add to dashboard Cite

Performance appraisal (PA) is a critical element in the performance management system and a key human resource management function which is used to track individual contribution and work performance against organizational goals and to identify individual strengths and opportunities for future improvements. However, in the Ministry of education, performance appraisal seems not to be effective mainly due to the perceptions the employees hold towards the implementation of performance appraisal that it is a bureaucratic process, with little relevance on improving performance and accountability, which consequently led to the less importance and emphasis attached to it. This study determined the effects of employee attitude on the implementation of performance appraisal system among the employees in the Ministry of Education in Nairobi City County, State Department of Early Learning and Basic Education. The study adopted the concurrent mixed methods design where quantitative and qualitative methodologies were employed, simultaneously. The researcher used stratified sampling method to select the samples of the study by stratifying the staff into Education officers and Quality Assurance and Standards officers (QASOs). Semi-structured questionnaires and interview guides were used to collect data from the respondents. The study recommends that "Appraisal training by MoE"; and "Perceived organization support by MoE"; are the main critical factors that need to be seriously addressed to improve employees' Attitude on the implementation of Performance Appraisal System. The anticipated key beneficiaries of the findings include human resources department of the Ministry of Education, the Public service management, other institutions and future researchers.

show abstract

“…Firstly, psychological contracts act as a framework, explaining relationships between employee and employer and then explaining the fulfillment or breach of the contracts between employee and employer (Robinson & Rousseau, 1994;Shore & Tetrick, 1994). Secondly, the contemporary social exchange theory emphasizes the operationalization of social exchange as a form of interpersonal relationship by postulating a valid mediator to explain the relationship between justice and employee outcomes (Colquitt et al, 2015;Liu et al, 2020). Psychological contracts are critical to this relationship because they rationalize the terms of the exchange relationship from the employee's point of view (López Bohle et al, 2017).…”

Section: Psychological Contract Breach As a Mediator Between Organiza...mentioning

confidence: 99%

The Conceptual Review on the Impact of Organizational Justice on Workplace Deviance and the Mediating Role of Psychological Contract Breach

Chaudhary¹,

Bhatti²,

Cipran³

et al. 2022

IJOL

View full text Add to dashboard Cite

The prevalence of deviant behavior such as fraud, robbery, withholding effort, hostile acts, and sexual harassment in the workplace is a major problem for organizations. For good reasons, it is highly significant for executives and researchers to avoid deviant activity in the workplace. A recent report revealed that employees are found to be more involved than customers in deviant activities at the workplace. One in every fifteen employees steals from their employer." The study finds that 33 to 75% of all workers have participated in deviant behaviors, and as many as 42% of women have been sexually abused at work. This article aims to analyze the phenomena of workplace deviance and destruction caused by workplace deviance in the form of huge psychological and financial losses to organizations. First, we discuss the need for research on workplace deviance, especially in the collectivistic culture, by reviewing previous studies from deviance literature. Next, we present the role of organizational justice in triggering workplace deviance. Then we also propose a new mediating variable in the form of a Psychological Contract Breach between Organizational justice and Workplace deviance. This paper also contributes significantly to the dimensions/facets of Organizational Justice. The presented theoretical framework can be useful for conducting future empirical research. Finally, we present the conclusion and future research in conducting cross-national research with respect to workplace deviance.

show abstract

Does organizational reciprocity improve employees’ motivation? The mediating role of basic psychological need satisfaction

Cited by 12 publications

References 60 publications

Validation of Work Need Satisfaction Scales Among Chinese Working Adults: A Psychology of Working Theory Perspective

Validation of Work Need Satisfaction Scales Among Chinese Working Adults: A Psychology of Working Theory Perspective

Employees’ Attitude and Implementation of Performance Appraisal System in the Ministry of Education in Nairobi City County, Kenya

The Conceptual Review on the Impact of Organizational Justice on Workplace Deviance and the Mediating Role of Psychological Contract Breach

Contact Info

Product

Resources

About