Stay hungry, stay foolish: A novel perspective on needs satisfaction and personal initiative

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED
Ying Hong , Sophia Town , Chun-Hsiao Wang
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引用次数: 1

Abstract

In a workforce marked by telecommuting, decentralization, and automation, the need for employees to take personal initiative (PI) is greater than ever before. The model of proactive motivation suggests that people need to experience proactive motivational states to engage in PI. Self-determination theory suggests that people must have their needs satisfied to engage in PI. In this work, we combine these two perspectives by considering if sometimes needs thwarting can improve the relationship between proactive motivational states and PI. Analyses of multi-source and multi-wave data indicated that individuals with high “can do” proactive motivation in the form of self-efficacy took more PI when their need for competence was not met. Likewise, individuals with high “energized to” proactive motivation in the form of activated positive affect took more PI when their need for relatedness was not met. Further, PI mediated the relationships between individual proactive motivation states and individual promotability (which benefits the self) and OCB towards coworkers (which benefits others). This reinforces the important role of PI as a constituent of individuals' in-role and extra-role performance at a time of increasing flexibility and collaboration at work.

保持饥饿,保持愚蠢:对需求满足和个人主动性的新视角
在以远程办公、分散化和自动化为特征的劳动力中,员工采取个人主动性(PI)的需求比以往任何时候都要大。主动动机模型表明,人们需要经历主动动机状态才能参与个人行为。自我决定理论认为,人们必须满足自己的需求,才能从事个人行为。在这项工作中,我们通过考虑是否有时需要挫折可以改善主动动机状态和PI之间的关系,将这两种观点结合起来。多源、多波数据分析表明,以自我效能感为表现形式的“能做”主动性动机高的个体,在能力需求未得到满足时,其主动性主动性表现较高。同样,具有高“激励到”主动性动机的个体,当他们的亲缘需求没有得到满足时,他们的PI值更高。此外,个人主动性动机状态与个人可晋升性(对自己有利)和对同事的组织行为(对他人有利)之间存在中介关系。这加强了在工作中增加灵活性和协作性时,个人身份作为个人角色内和角色外表现的组成部分的重要作用。
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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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