在工作和个人生活中满足心理需求:对综合类型学的经验测试
Claude Fernet1, Alexandre J S Morin2, Marcus B Mueller3
1Département de gestion des ressources humaines, École de Gestion, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada.
一个新的类型识别了员工的心理需求满足概况. "全球满意"的个人资料显著提高了福利,工作满意度和工作表现,而其他个人资料显示的结果不尽相同.
科学领域:
- 心理学 心理学 心理学
- 组织行为 组织行为
- 工作场所的幸福 工作场所的幸福
背景情况:
- 了解员工的心理需求满足对于福利和工作态度至关重要.
- 现有的类型可能无法完全捕捉工作和个人生活领域需求满足的细微差别.
研究的目的:
- 开发和测试心理需求满足在工作和个人生活中的综合类型学.
- 根据这些满意度水平来确定不同的员工个人资料.
- 检查这些个人资料与员工成果之间的关系.
主要方法:
- 提出了五种场景的类型学:富裕,中等,贫困,工作充实和个人生活充实.
- 隐性个人资料分析用于识别1,024名员工样本中的员工个人资料.
- 分析了个人资料成员的预测因素,以及与福利,工作态度和行为的关联.
主要成果:
- 确定了五个员工配置文件,与五个拟议的场景中的四个结合:全球满意,全球不满意,全球满意的工作与高相关性,全球满意的个人生活与高自主性,和全球满意的个人生活与低自主性.
- "全球满意"的个人资料与明显更高的幸福感 (活力,更低的痛苦),更好的工作态度 (满意度,更低的营业额意图) 和更好的工作行为 (表现,更低的缺勤/出席率) 相关.
- 两种错误的配置文件也显示了与理想结果的实质性关联.
结论:
- 开发的类型学有效地分类了员工的心理需求满足.
- 实现全球需求满足与积极的员工成果密切相关.
- 针对特定需求满足概况的定位可能为提高员工福祉和绩效提供了途径.
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