Capturing autonomy, competence, and relatedness at work: further examining and validating an English language version of the work-related basic need satisfaction scale.

Self-Determination Theory (SDT) maintains that the satisfaction of the basic psychological needs for , , and is associated with optimal individual functioning, including in the workplace. A self-report instrument, the Work-related Basic Need Satisfaction scale (W-BNS), has previously been developed and validated in Dutch and Italian. We aimed to validate an English version of the W-BNS.

Efficacy of the iJobs Web-Based Psychoeducational Intervention to Improve Job Search Behavior and Promote Mental Health Among Unemployed People: Protocol for a Waitlist Randomized Controlled Trial.

Background: Unemployment affects millions of people worldwide and, beyond its economic impact, has severe implications for people's well-being and mental health. Different programs have been developed in response to this phenomenon, but to date, job-search interventions have proved to be most effective, especially the JOBS II program. The JOBS II program proved not only to be effective for re-employment but also has a positive impact on beneficiaries' mental health (ie, reduces anxiety or depression).

Interpersonal supports for basic psychological needs and their relations with motivation, well-being, and performance: A meta-analysis.

People's motivational processes, well-being, and performance are likely to be facilitated through the support of others. Self-determination theory argues that interpersonal supports for autonomy, competence, and relatedness are crucial to achieve these outcomes. In the present study, we provide a comprehensive examination of this formulation based on a meta-analytic database consisting of 4,561 effect sizes from 881 independent samples ( = 443,556).

Evidence of validity and reliability of the controlling motivational style questionnaire in the work context.

According to the self-determination theory (SDT), leaders may adopt a controlling motivational controlling style (CMS) that forces employees to think, feel, or behave in a certain way to promote employee motivation. However, a scale has yet to be developed to measure CMS in the work environment. Usually, researchers use questionnaires adapted to different contexts or designed for another motivational style.

iJobs - An online implementation of the JOBS II program for fostering reemployment: A feasibility and acceptability study.

The current study aimed to test the feasibility and acceptability of iJobs, an online adaptation of the JOBS II program (Curran et al., 1999). iJobs is a two-week internet intervention for the unemployed, consisting of five modules.

A pilot randomized controlled trial on motivational interviewing in return to work after work disability.

Purpose: Does 15-minute consult using Motivational Interviewing (MI) have a positive effect on (1) time until return to work (RTW) and relapse after work resumption for patients who have been work disabled for longer than 3 months, and (2) can psychological variables (i.e., work-related motivation, work-related psychological needs, quality of life and work ability) explain these results?

Methods: 265 patients were included in a pilot randomized controlled trial, parallel and single blind, with an allocation ratio of 1:1 comparing the consult with MI with the consult as usual group (CAU).

Motivational Profiles in Unemployment: A Self-Determination Perspective.

In general, being unemployed has negative implications for the individual and the mental health of the public as a collective. One way to escape this situation is to search for a job. However, following self-determination theory (SDT), unemployed people's different reasons (i.

Does motivation predict return to work? A longitudinal analysis.

Objectives: Motivation for return to work (RTW) reflects the degree of willingness to resume work activities and has been shown to be a crucial factor in long-term work disability. The satisfaction of basic psychological needs and motivation as described by the Self-Determination Theory (SDT) yield associations with outcomes such as quality of life and job satisfaction. The current study is the first study to examine whether motivation and basic psychological needs are predictive for RTW outcomes at 1-year follow-up.

Basic Psychological Needs in the Work Context: A Systematic Literature Review of Diary Studies.

According to the self-determination theory, individuals' basic psychological needs for autonomy, competence, and relatedness should be satisfied for optimal psychological growth. The satisfaction of these needs seems to vary due to changes in a person's social context, and the outcomes of the satisfaction of these needs also vary along with the needs. Despite several studies investigating daily and weekly variations in need satisfaction and its correlates, no systematic investigation exists.

A Corporate Purpose as an Antecedent to Employee Motivation and Work Engagement.

It is generally assumed that a corporate purpose aiming to benefit all stakeholders has a positive effect on employee motivation and engagement, but no empirical studies into these specific effects were found. To examine this assumption, a corporate mission and vision matching the definition of a higher purpose were tested in two subsequent studies. The first study ( = 270) was a cross-sectional self-report study.

Motivation in the return to work process: a self-determination cluster approach.

Purpose: Motivation may predict return to work (RTW), yet the measurement of motivation needs more scientific evidence. We adopt a dimensional approach, based on the self-determination theory (SDT), distinguishing between amotivation, controlled and autonomous motivation. We seek to explore the presence of these dimensions in sick-disabled patients, and are interested in associations with quality of life, depression, patient's predictions of RTW, and health care provider estimations of patient's motivation.

The Implementation and Evaluation of the South African Adaptation of the JOBS Program.

No validated intervention that specifically addresses the psychosocial needs of unemployed people exists in the South African context. This study intends to evaluate an evidence-based job-search program, called the JOBS intervention, that is aimed at the self-efficacy, amotivation, and self-esteem related to participants searching for jobs. A quasi-experimental research design was used.

An Explorative Study on the Relationship between Learning Opportunities at School and at Work and Adolescents' Mental Health.

Based on the Job Demands-Resources model, this study examined the association of learning opportunities of adolescents at school and work with their mental health, operationalized in terms of life satisfaction and depression. Intrinsic motivation at school and at work were studied as potential mediators. Within a representative sample of adolescents (n = 474), the results supported within domain relationships in the sense that learning opportunities at school and at work were positively related to intrinsic motivation at school and at work, respectively, which in turn were related to higher levels of life satisfaction and lower levels of depression.

"I Just Can't Take It Anymore": How Specific Work Characteristics Impact Younger Versus Older Nurses' Health, Satisfaction, and Commitment.

Given the increasing shortage of active nurses in industrialized countries throughout the world, it is of utmost importance to protect their health, satisfaction, and commitment so that they can continue working in their healthcare institution. Building upon the proposed pattern of specific relationships developed by Houkes et al. (2003), we investigated a model of relationships among working conditions (quantitative, emotional, and physical demands), labor relations (quality of interpersonal relations and psychological support), work content (meaning of work, influence at work), and employment conditions (opportunities for development) on the one hand, and health, job satisfaction, and institutional affective commitment on the other hand, for younger versus older nurses.

How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.

Is it wise to be authentic, that is, to express your inner thoughts and feelings, in a team context? Although authenticity can be argued to benefit teamwork as authentic team members contribute their unique perspectives, it can also hinder teamwork if those unique perspectives are not heard and integrated. Using theory on groups as information processors, we propose that when team members both contribute their own unique perspectives (team mean authentic living), and try to understand each other's contributions (team mean perspective taking), a process of information elaboration occurs at the team level, which in turn leads to team performance. Study 1 tested these assumptions in 67 teams of students ( = 247), whereas Study 2 used 37 teams of employees ( = 194).

Job Demand, Job Control, and Impaired Mental Health in the Experience of Workplace Bullying Behavior: A Two-Wave Study.

Workplace bullying is an extreme social stressor at work leading to a severe deterioration of health amongst its targets. Research has revealed two important orders of factors that may trigger workplace bullying: Poor working conditions and individual factors such as impaired mental health that determine a personal psychological vulnerability to bullying. However, research has rarely investigated their role simultaneously.

The Reciprocal Relationship Between Gratitude and Life Satisfaction: Evidence From Two Longitudinal Field Studies.

Gratitude and life satisfaction are associated with several indicators of a good life (e.g., health, pro-social behavior, and relationships).

Who is more susceptible to job stressors and resources? Sensory-processing sensitivity as a personal resource and vulnerability factor.

This study aimed to investigate whether people scoring higher (compared to lower) on sensory-processing sensitivity respond differently to the work environment. Specifically, based on the literature on sensory-processing sensitivity and the Job Demands-Resources model, we predicted that the three components of sensory-processing sensitivity (i.e.

Experiences, Attitudes, and Behaviors of the Unemployed: The Role of Motivation and Psychological Needs.

Alleviating the psychological burden of unemployment and preventing the unemployed from withdrawing from the labor market remains a priority for unemployment researchers and practitioners alike. Job search motivation and the differential relationships with experienced psychological need satisfaction (and need frustration) potentially induce different well-being (i.e.

Do Self-Enhancing and Affiliative Humor Buffer for the Negative Associations of Quantitative and Qualitative Job Insecurity?

The present study examines an important contemporary stressor: Job insecurity, both in terms of losing one's job as such (i.e. quantitative job insecurity) and losing one's valued job aspects (i.

Poor work design begets poor work design: Capacity and willingness antecedents of individual work design behavior.

Few studies have systematically considered how individuals design work. In a replication study ( = 211, Study 1), we showed that students naturally tend to develop simplified, low variety work. In 2 further simulation studies, we quantitatively assessed participants' work design behaviors via 2 new measures ("enriching task allocation" and "enriching work strategy selection").

Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors.

Studies investigating both work- and individual-related antecedents of workplace bullying are scarce. In reply, this study investigated the interaction between workload, job insecurity, role conflict, and role ambiguity (i.e.

When and Why Does Materialism Relate to Employees' Attitudes and Well-being: The Mediational Role of Need Satisfaction and Need Frustration.

Materialistic values may be detrimental for people's well-being. However, we know little about (i.e.

Not Extent of Telecommuting, But Job Characteristics as Proximal Predictors of Work-Related Well-Being.

Objectives: This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, and cognitive stress complaints), as well as to test whether job characteristics act as explanatory mechanisms underlying this relationship.

Methods: A sample of 878 employees from an international telecommunication company with a long history of telecommuting participated in a survey on psychosocial risk factors and well-being at work. Mediation path analyses were conducted to test the hypotheses.

Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships: An Analysis Across Sectors.

Objective: The aim of this study was to gain insight in the importance of job demands and resources and the validity of the Job Demands Resources Model across sectors.

Methods: We used one-way analyses of variance to examine mean differences, and multi-group Structural Equation Modeling analyses to test the strength of the relationships among job demands, resources, burnout, and work engagement across the health care, industry, service, and public sector.

Results: The four sectors differed in the experience of job demands, resources, burnout, and work engagement, but they did not vary in how (strongly) job demands and resources associated with burnout and work engagement.