Dörendahl Jan, Niepel Christoph, Greiff Samuel
Cognitive Science & Assessment, University of Luxembourg, Esch-sur-Alzette, Luxembourg.
Front Psychol. 2020 Aug 12;11:1740. doi: 10.3389/fpsyg.2020.01740. eCollection 2020.
The fit between employees' needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.
员工需求与在工作场所满足这些需求的机会之间的契合度是工作满意度的一个重要预测指标。为了在职业发展中充分利用这一概念，有必要对需求进行细致的评估，以便进行直接的解读。基本动机提供了一个具有理论意义的、自成体系的框架，包含16种细致的显性动机，例如社会接纳、好奇心和自主性。基于对723名德国在职人员在线样本的一系列响应面分析，我们研究了基本动机及其供给的三种不同组合对工作满意度的影响：完全契合、供给过剩和供给不足。对于供给过剩的情况，结果表明，社会接纳、地位、自主性、性和保留方面的工作满意度最高。对于高动机水平和高供给水平的契合情况，好奇心、理想主义和社会参与方面的工作满意度水平最高。关于供给不足的情况，在社会接纳、地位、性、保留、好奇心和理想主义方面观察到较低的工作满意度水平。这些结果在辅导和职业发展中可能有用，以提供有关工作满意度低的潜在原因的信息，并就如何提高工作满意度为客户提供指导。
