Leadership Training to Increase Need Satisfaction at Work: A Quasi-Experimental Mixed Method Study

Area of Science:

• Organizational Psychology
• Workplace Interventions
• Self-Determination Theory

Background:

• Self-determination theory (SDT) is increasingly applied to work and organizational outcomes.
• Research is needed to determine if interventions can enhance employee need satisfaction at work.

Purpose of the Study:

• To test if training managers in autonomy, competence, and relatedness support improves employee need satisfaction, well-being, and job performance.
• To evaluate the implementation of need-supportive leadership training through qualitative data.

Main Methods:

• Quantitative analysis of data from 37 managers (rated by 538 subordinates) at three time points (pre, during, post-training).
• Experimental design with an intervention group and a control group.
• Qualitative focus group interviews to assess training experiences.

Main Results:

• No statistically significant improvements were found in managers' display of needs support.
• Employee need satisfaction, well-being, and job performance did not significantly improve based on quantitative data.
• Qualitative data revealed critical factors influencing the implementation of need-supportive leadership training.

Conclusions:

• The tested intervention did not yield significant positive outcomes in employee need satisfaction or performance.
• Implementation factors are crucial for the success of need-supportive leadership training.
• Further research should consider these implementation challenges for future interventions.