A metamodel approach towards self-determination theory: a study of New Zealand managers' organisational citizenship behaviours

The present study brings together the multiple dimensions of self-determination theory (SDT), the three facilitators (global aspirations, global motivation and mindfulness), the three needs (autonomy, competence and relatedness) and perceived autonomous support (PAS) towards the organisational citizenship behaviours (OCBs) of 386 New Zealand managers. SDT suggests that individuals with higher SDT dimensions will achieve greater motivation and well-being; however, few studies include more than one SDT dimension. The findings show that overall the majority of SDT dimensions were significantly correlated to OCB dimensions. Moderated regression analysis found that autonomous motivation was positively related to OCBs with controlled motivations negatively related to OCBs. PAS and most of the need satisfaction dimensions were also positively related to OCBs. Intrinsic aspirations were only related to OCBs individual. PAS was also tested as a moderator of SDT dimensions, and five significant interactions were found to influence OCBs individual and one to influence OCBs organisational. Overall, the highest levels of OCBs were reported by managers with higher than average PAS and those who rated highly on the SDT dimensions. This study provides strong and consistent support that SDT dimensions influence OCBs, and the consistent influence of PAS highlights the importance of workplace context.     

Entrepreneurial intention among University students in Malaysia: integrating self-determination theory and the theory of planned behavior

The present study endeavors to develop a deeper understanding of the motivational processes involved in intentional entrepreneurial behavior. For this purpose, it integrates the social cognitive approach of the theory of planned behavior (TPB) and the organismic theory of motivation of self-determination theory (SDT). More specifically, it tests the role of basic psychological needs of autonomy, competence and relatedness as defined in SDT in shaping university students’ attitudes and intentions toward entrepreneurship. The sample of this study consisted of 438 (Males?=?166, Females =272) 3rd and 4th year university students from four Malaysian Public Universities. The results of the study show that the model strongly explains about 71% of the variance in entrepreneurial intention. Basic psychological needs of autonomy, competence and relatedness have a strong indirect impact on entrepreneurial intention via their attitudinal antecedents: attitude, subjective norm, and perceived behavioral control. This indicates a full-mediational model, where the attitudinal factors operated as transmitters of effects from the distal constructs of SDT on entrepreneurial intention. These findings confirm that both SDT and the TPB provide complementary explanations of the motivational processes of entrepreneurial behavior. The study contributes to the existing knowledge by providing a theory-based understanding of the role of motivations in the formation of entrepreneurial intentions. It opens the way for future research to analyze how alternative motivations may affect new venture creation, survival and success.

     

Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction

Research on motivation in the public sector has used public service motivation (PSM) and self-determination theory (SDT) interchangeably. This paper compares both theories, develops hypotheses pertaining to their assumptions, and empirically tests them in two public offices in Switzerland. We then explore their relationship with job satisfaction as an indicator of predictive validity. We find that SDT and PSM display conceptual differentiation and SDT has a strongest relationship to job satisfaction. However, moderation analysis suggests that employees with high levels of PSM have more stable job satisfaction compared to their low-PSM counterparts.     

Does Pursuing External Incentives Compromise Public Service Motivation? Comparing the effects of job security and high pay

Abstract

The pursuit of both job security and high pay as main reasons for job selection, according to self-determination theory (SDT), implies that people are controlled by external conditions (i.e. external regulation) and thus unlikely to be driven by altruistic values. Conceptually, however, pursuing high pay and pursuing job security seemingly carry disparate connotations. While the former signifies the love of money, which is thought to be incompatible with public service motivation (PSM), the latter accompanies motivation crowding-in, which may correlate positively with PSM. We tested this proposition by using the data collected from 514 municipal middle managers in Taiwan, and it received strong support. Results further show that pay satisfaction moderates the negative relationship between pursuing high pay and PSM. In the conclusion, we discuss how these findings shed light on contemporary administrative reform.     

Value-creating functions,satisfaction and loyalty in business markets: a categorical variable approach using a robust methodology under structural equation modeling

This paper studies the effect of the value-creating functions on satisfaction and loyalty in business markets. The conceptual framework that depicts a direct effect of the manufacturer’s value-creating functions on the distributor’s satisfaction and loyalty also considers the existence of quadratic effects between satisfaction and loyalty. We used polychoric correlations (Br J Math Stat Psychol 48:339–358, 1995), together with a robust methodological approach, to analyze categorical variables under structural equation modeling (SEM) in EQS. The empirical results are based on a sample of 181 manufacturing companies located in Spain. By using the aforementioned efficient analytical procedure, the results provide strong empirical support that value creation, understood from a functionalist perspective, is an antecedent of satisfaction and loyalty in business-to-business contexts. Distributor satisfaction is significantly affected by the benefit, volume, and safeguard functions, and the indirect value-creating functions performed by the manufacturer. Distributor loyalty is directly influenced by the indirect value-creating functions, but there is no confirmation that the benefit, volume, and safeguard functions do so. Finally, distributor satisfaction does not exert any significant quadratic effect on distributor loyalty but it has a direct linear effect on that variable.     

Compensation,esteem valence and job performance: an empirical assessment of Alderfer's ERG theory

Improving the job performance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job performance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concerned. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on performance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order to improve their job performance.     

Self‐Determined Feedback Seeking: The Role of Perceived Supervisor Autonomy Support

We use self‐determination theory (SDT) as a framework for investigating how perceived autonomy‐supportive supervision positively influences conditions that motivate newcomer subordinates to engage in feedback seeking. Based on data collected from MBA interns at two time periods, perceived autonomy support predicted task autonomy, informal supervisor feedback, and subordinate relationship building, and the latter two mediated the relationship between autonomy support and feedback seeking. Our study provides an SDT perspective on newcomer socialization by highlighting the important role supervisor support for autonomy can play in motivating feedback seeking as a proactive socialization tactic. Organizations and human resources management professionals should consider including training around autonomy support in supervisory training programs. © 2016 Wiley Periodicals, Inc.     

Modeling IT product recall intention based on the theory of reasoned action and information asymmetry: a qualitative aspect

This study proposes an ethical model of IT product recall intention based on the theory of reasoned action considering information asymmetry. This study is one of the first to consider information asymmetry in the formation of IT ethical intention. In the proposed model, nine propositions are provided for understanding the formation of the ethical intention of IT providers. More specifically, IT product recall intention is negatively influenced by information hiding and opportunism practicing, while opportunism practicing is positively influenced by information hiding. Furthermore, both information hiding and opportunism practicing are positively influenced by information asymmetry and negatively influenced by ethical attitude and subjective ethical norm. Last, the implications and limitations are provided.     

一种新的顾客满意度指数测评模型

顾客满意度指数是近年来许多国家和地区积极开展研究和采用的一种新的经济指标。本文在已有研究的基础上,结合我国消费者行为的特点,构建了一种新的顾客满意度指数测评模型。该模型在期望不一致模式的基础上,同时考虑了公平模式和需要不一致模式,引入感知公平和感知价格变量,并为这些结构变量设计了相应的观测变量和路径关系,建立了由顾客满意、企业形象、感知价格到顾客忠诚三条路径关系,改变了传统模型中从顾客满意到顾客忠诚路径过于单一的情况。     

How supervisory support for career development relates to subordinate work engagement and career outcomes: The moderating role of task proficiency

Drawing on conservation of resources theory, this research investigates how and when supervisory support for career development relates to subordinate career outcomes. Using data collected from 228 supervisor–subordinate dyads across 3 phases, we proposed and examined a mediated moderation model in which the interaction between supervisory support for career development and task proficiency was mediated by work engagement in predicting career outcomes in terms of career satisfaction and promotability. Results showed that supervisory support for career development was positively related to career satisfaction and promotability. Results also supported the mediated moderation model. We outlined the theoretical contributions for future research and discussed the practical implications.     

The influences of internal service quality and job standardization on job satisfaction with supports as mediators: flight attendants at branch workplace

Service organizations commonly achieve job satisfaction through internal service quality (ISQ), job standardization, and enhanced customer orientation. However, unlike employees working at headquarters, branch employees do not have access to timely responses and organizational support. This study, using flight attendants working offsite as research samples, looked at how workplace supervisor and co-worker support mediate ISQ and job standardization that contribute to job satisfaction. The results indicated that ISQ and job standardization in branch offices may, directly or indirectly, affect job satisfaction through support from supervisors and co-workers, which strengthened customer orientation. ISQ had a higher impact on supervisor support than on co-worker support, and job standardization had a higher impact on co-worker support than on supervisor support. Based on these findings, a customer-oriented model was established for the branches, and a number of suggestions on theory and managerial implementation were proposed.     

网络体验和个人特征对网络服务满意度的影响—一项基于青少年网络游戏行为的实证研究

本文以青少年的网络游戏消费为研究背景,探讨了网络服务中的体验性变量和个人特征对满意度的影响.根据体验营销和顾客满意理论并结合网络游戏的相关研究提出假设模型,通过问卷调查法收集数据.结构方程模型的检验结果显示,感知可用性、有趣性和控制力体验以及个人技能会增强满意度,而感知风险和个人新奇需求会降低满意度.网络存在感(Telepresence)受到不同体验性变量和个人特征的影响,并且与满意度之间没有显著关系,但是同样能够预测游戏行为.     

The effect of autonomy,training opportunities,age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service.     

Mediating role of perceived supervisor support in the relationship between job autonomy and mental health: moderating role of value–means fit

Based on self-determination theory (SDT), this study investigates the relationship between job autonomy and mental health and the mediating role of perceived supervisor support (PSS) in that relationship. The study also examines whether employees’ work values moderate the relationships between job autonomy and PSS and mental health. Although it is well known that job autonomy has close relationships with mental health, we know little about the roles of PSS and employees’ values in these relationships. Using data from a nationally representative survey, this study found that PSS mediated the relationship between job autonomy and mental health. Furthermore, intrinsic work values positively moderated the relationships of job autonomy with PSS and mental health, whereas extrinsic work values negatively moderated these relationships. These findings support the idea of value–means fit. The findings provide important implications, beyond SDT, for how employees’ mental health can be improved and which employees benefit more from job autonomy.     

Job satisfaction and quits

We test the wealth maximization theory of quitting behavior on the German Socioeconomic Panel (1985–2003). With the interpretation of job satisfaction as an expression of the experienced preference for the present job against available alternatives, the propensity to stay in the present job is simply related to the residual of a job satisfaction equation. We show that this residual is a better predictor of quits than the overall level of satisfaction. Furthermore, we validate a dynamic extension of the economic theory of quits for which uncertainty in the expectation of future events plays a decisive role.     

The empowerment expectation–perception gap: An examination of three alternative models

Previous empowerment research has focused on subordinate perceptions of empowering leadership and its outcomes. Met‐expectations theory suggests that subordinate expectations of leader behaviours are essential in forming their a posteriori evaluations. To address the lack of investigation of individual expectations in the empowerment literature, in this study, we explore how subordinates' empowerment expectations and perceptions combine to influence their job satisfaction and psychological empowerment based on three alternative, theoretically derived met‐expectation models, namely, the disconfirmation model, the ideal‐point model, and the experiences‐only model. The results of a 2‐stage study of 114 respondents indicate that employees are more satisfied with their work when perceived empowerment exceeds expectations. However, both empowerment perceptions and expectations positively contribute to higher psychological empowerment. We then discuss implications and directions for future research.     

What satisfies younger versus older employees,and why? An aging perspective on equity theory to explain interactive effects of employee age,monetary rewards,and task contributions on job satisfaction

In light of increasingly age-diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age-related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three-way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over-rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under-reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age-dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications.     

A multi-level examination of quality-focused human resource practices and firm performance: evidence from the US healthcare industry

In today's business world, the role of quality has become ever more significant for organizations to compete in a global marketplace. Based on the quality management theory, this study empirically examines the relationship between quality-focused human resource practices (QHRP) and organizational performance outcomes. Data from 69 healthcare organizations indicate a strong support for this relationship. A Human Resource (HR) system focused on quality management was directly related to multiple dimensions of organizational performance outcomes (i.e., intangible – employee satisfaction and customer satisfaction – and tangible – profit). Specifically, two measures of QHRP, knowledge management and strategic management, were found to be positively related to the financial performance of firms implementing quality management. Process management is found to be negatively related to employee satisfaction. General Human Resources were positively related to both employee and customer satisfaction. Employee focus of the firms is also positively related to employee satisfaction. In addition, employee satisfaction is also related to both customer satisfaction and financial performance while customer satisfaction is found to be positively related to employee satisfaction. The findings indicate a generally strong positive relationship with the organizational performance outcomes. The results of this study are particularly important in showing HR's contribution to the organization's bottom line.     

Organizational work–family support as universal remedy? A cross-cultural comparison of China,India and the USA

In both industrialized and emerging countries, organizations increasingly seek to support employees’ efforts to maintain a healthy work–family balance. Research has identified two types of organizational support in this context: formal work–family programs and informal work–family cultures. This study examines the relative effects of work–family programs versus work–family culture on employees’ job satisfaction and performance in various cultural environments. Drawing on the individualism–collectivism cultural dimension introduced by Hofstede, it is argued that employees’ cultural background may affect family models, which in turn determine employees’ need for formal organizational work–family support, but are not related to employees’ need for informal support. In line with this notion, the results from comparisons of an industrialized country (the USA) with two emerging countries (China and India) show that work–family culture has positive effects in all three contexts. However, formal work–family programs positively affect job satisfaction and job performance only in India and the USA, whereas they exhibit no significant effect in the more collectivist setting of China.     

Online doctor-patient dynamic stable matching model based on regret theory under incomplete information

With the development of the Internet era, online medical community is increasingly favored by patients and health care workers. How to make a reasonable doctor-patient matching and meet patients' relevant needs through online medical platform is the key to realizing effective allocation of medical resources. This paper proposes an online doctor-patient dynamic stable matching model to deeply investigate the online doctor-patient matching problem under incomplete information. Firstly, we assign the score to each doctor based on the patient's attribute expectations and the doctor's evaluation information. Considering the difficulty of obtaining complete information in real life and different attribute representations, we propose incomplete information filling methods based on collaborative filtering algorithm. To make the filling result more reasonable, we introduce probabilistic linguistic information entropy to process the incomplete information. Secondly, considering psychological behavior, we use regret theory to calculate patients' satisfaction with doctors. Finally, with the definitions of rational matching and stable matching, we propose a doctor-patient dynamic stable matching model. This model can solve the problems like a temporary appointment and private matching and ensure the stability of matching. In addition, the model proposed in this paper considers not only patients' but also the doctors' needs. The case of online doctor-patient matching is based on “haodf.com”, and through comparative analysis can prove the effectiveness and superiority of this method.