{"title":"保持饥饿,保持愚蠢:对需求满足和个人主动性的新视角","authors":"Ying Hong , Sophia Town , Chun-Hsiao Wang","doi":"10.1016/j.jvb.2023.103878","DOIUrl":null,"url":null,"abstract":"<div><p>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 <em>self-efficacy</em> took more PI when their need for <em>competence</em> was not met. Likewise, individuals with high “energized to” proactive motivation in the form of <em>activated positive affect</em> took more PI when their need for <em>relatedness</em> 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.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":null,"pages":null},"PeriodicalIF":5.2000,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"Stay hungry, stay foolish: A novel perspective on needs satisfaction and personal initiative\",\"authors\":\"Ying Hong , Sophia Town , Chun-Hsiao Wang\",\"doi\":\"10.1016/j.jvb.2023.103878\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>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 <em>self-efficacy</em> took more PI when their need for <em>competence</em> was not met. Likewise, individuals with high “energized to” proactive motivation in the form of <em>activated positive affect</em> took more PI when their need for <em>relatedness</em> 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.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2023-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879123000386\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123000386","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
Stay hungry, stay foolish: A novel perspective on needs satisfaction and personal initiative
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.
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).