A longitudinal examination of nurses’ need satisfaction profiles: A latent transition analysis

Abstract

This study examined within-person and within-sample stability of need satisfaction profiles over a three-month period among a sample of 1319 nurses. This study also considered the implications of these profiles for employee functioning (vigor, need for recovery, and job satisfaction), as well as the role of perfectionism and job crafting in predicting profile membership. Results revealed four distinct need satisfaction profiles, which proved to have the same structure, and size, across measurement points. The dimensions of perfectionism and those of job crafting showed well-differentiated patterns of association with the profiles. Results also revealed that the key driver of the most adaptive functioning was the presence of balanced levels of global and specific need satisfaction of at least a moderate magnitude.

Advancing the Conceptualization and Measurement of Psychological Need States: A 3 × 3 Model Based on Self-Determination Theory

“…Instead, target loadings and model-based coefficients of composite reliability (omega coefficient; o) are typically interpreted in a more holistic manner. However, prior research on psychological need states within the bifactor ESEM framework (e.g., Gillet et al, 2020;Huyghebaert-Zouaghi et al, 2020b;Sánchez-Oliva et al, 2017;Tóth-Kiraly et al, 2018) seems to suggest that G-factors may be considered welldefined when they present target loadings approximating or exceeding .400 and a coefficient of composite reliability near or above .600. S-factors tend to be weaker in bifactor representations than in first-order models (CFA or ESEM) because bifactor models rely on two factors to explain the covariance present at the item level for each specific item (Morin et al, 2016b).…”

“…Interestingly, recent research has shown that bifactor modeling and exploratory structural equation modeling (ESEM) allow to address two multidimensionality issues that may be present in multidimensional instruments designed to measure employees' psychological need states (e.g., Gillet et al, 2020;Huyghebaert-Zouaghi et al, 2020b;Sánchez-Oliva et al, 2017). These multidimensionality issues are ignored in more traditional CFA approaches (including Structural Equation Modeling).…”

“…Job satisfaction was assessed with a single-item measure (Nagy, 2002;Wanous et al, 1997) asking participants to indicate the extent to which they were satisfied with their current job (1-dissatisfied to 4-satisfied). Prior research has provided evidence for the validity of a singleitem measure of job satisfaction (e.g., Shimazu et al, 2015), including in relation to psychological needs (Huyghebaert-Zouaghi et al, 2020b).…”

“…However, on the other hand, because S-factors reflect residual scores (i.e., what remains once the shared variance between all items has been extracted and reflected in the G-factor), they have a different conceptual underpinning than the one covered by the more typical first-order factors usually studied (e.g., Cheon et al, 2019). Moreover, the importance of the global factor in bifactor representations of psychological needs (Gillet et al, 2019;Huyghebaert-Zouaghi et al, 2020b;Sánchez-Oliva et al, 2017) limits the possibility to explore the effects associated with the specific factors. Indeed, the criteria's variability explained by the specific factors reflects what is unaccounted for by the global factor.…”

“…The second objective of the present research was to operationalize this theoretical proposal by adapting the original Psychological Need States in Sport-Scale (PNSS-S; Bhavsar et al, 2020), which tapped on all three states, to the work context and to examine the construct validity of our Psychological Need States at Work-Scale (PNSW-S). Moreover, based on recent psychometric investigations into the multidimensional structure of need states ratings, including in the work context (e.g., Gillet et al, 2020;Huyghebaert-Zouaghi et al, 2020b), the third goal of our research was to further explore the multidimensionality of ratings on the PNSW-S. The fourth and final goal of the present research was to consider these multidimensional need states simultaneously, in order to gain a better understanding of their respective relations with conceptually proposed socio-contextual antecedents (supportive and thwarting supervisory behaviors) and consequences (job satisfaction, work-related rumination, and job boredom).…”