The basic psychological needs satisfaction and frustration scale at work: A validation in the Polish language

Abstract

The aim of this research project was to validate the work-related version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS) into the Polish language and culture. Although studies have demonstrated the benefits associated with basic psychological need satisfaction and the costs associated with need frustration at work, the concept of needs has been neglected both in Polish scientific research and in practical organizational studies. The adaptation of the BPNSFS-Work Domain may change this situation and stimulate research in the Polish community. The scale has been validated in a sample consisting of three occupational groups: healthcare workers, education staff and customer service workers (N = 1315, Mage = 43.8). The findings suggest that the Polish scale has robust psychometric features. The CFA analysis proves that the scale has a six-dimensional structure similar to the original scale. These dimensions show satisfactory to high Cronbach’s α and McDonalds ω reliability, and high criterion validity is shown by association of the six need dimensions with correlates of both positive (i.e., engagement, job crafting and self-efficacy) and negative aspects of work (i.e., burnout and stress). The structure of the scale is the same in all three occupational groups, although the regression weights and covariances are only partially invariant. The validated version of the BPNSFS-Work Domain can be used in future basic and applied studies in the paradigm of self-determination theory.

Need satisfaction and frustration scale (NSFS): adaptation and validation for Brazilian gig work context

“…This six-factor solution for NSFS was also observed in previous studies with NSFS (Alexe et al , 2022; Longo et al , 2018). In addition, the six-factor structure was also observed in studies that adapted the Basic Psychological Need Satisfaction and Frustration scale (BPNSFS) (Chen et al , 2015) to English, Norwegian (Olafsen et al , 2021) and Polish (Szulawski et al , 2021) work contexts, although in the Polish BPNSFS version autonomy satisfaction and competence satisfaction, as well as competence frustration and relatedness frustration were not very well differentiated (Szulawski et al , 2021). Nevertheless, the similarity of results regarding the factor structure of these two distinct scales intended to measure both BPNS and BPNF in the work context reinforce the need to consider and assess satisfaction and frustration of each need as separate and independent constructs instead of two parts of a continuum (Alexe et al , 2022; Bartholomew et al , 2011b; Cordeiro et al , 2016b; Longo et al , 2018; Longo et al , 2016; Olafsen et al , 2021; Szulawski et al , 2021).…”

“…Additionally, the studies that adapted BPNSFS for work contexts (Olafsen et al , 2021; Szulawski et al , 2021) have also used measures of well-being and ill-being to investigate their associations with the satisfaction and frustration of each need. The analysis of zero-order correlations in the Polish sample indicates that satisfaction of needs is more strongly associated with both engagement (positive) and stress (negative) when compared to frustration (Szulawski et al , 2021). Moreover, in English and Norwegian samples, the associations were investigated only with well-being (i.e.…”

Job resources and work engagement: the mediating role of basic need satisfaction

“…Satysfakcja przynależności obejmuje poczucie bycia związanym z osobami ze swojego środowiska pracy (np. współpracownikami, klientami, kierownictwem), natomiast frustracja oznacza poczucie samotności, ostracyzmu lub odrzucenia [15].…”

“…Z uwagi na to, że poszczególne potrzeby są zaspokajane przez doświadczanie sytuacji i stanów odpowiadających danej potrzebie, np. relacje społeczne zaspokajają potrzebę przynależności [15], przyporządkowano zasoby do konkretnych potrzeb podstawowych, z którymi mogą być powiązane, i postawiono następujące hipotezy badawcze: ■ H1: zasoby w pracy -poczucie wpływu, możliwości rozwoju i klimat społeczny między współpracownikami -są dodatnio związane z zaangażowaniem w pracę. ■ H2: w związkach tych zmiennymi pośredniczącymi są satysfakcje potrzeb podstawowych.…”

“…Skala ta została zaadaptowana do warunków polskich przez Szulawskiego i wsp. [15]. Polska wersja skali BPNSF -Work Demain cechuje się dobrymi właściwościami psychometrycznymi.…”