Basic need satisfaction, work motivation, and job performance in an industrial company in Iran

Arshadi, Nasrin

doi:10.1016/j.sbspro.2010.07.273

Cited by 61 publications

(60 citation statements)

References 22 publications

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“…SDT has, however, been employed in other areas as a way to increase job satisfaction. Arshadi () supports the use of SDT with autonomy support in the workplace as a way to increase job satisfaction and intrinsic motivational needs and ultimately work motivation and job performance. We found this to be the case in our study, in that our findings suggest that if basic psychological needs are met this leads to positive work outcomes and increase job satisfaction.…”

Section: Discussionmentioning

confidence: 99%

“I love being a midwife; it's who I am”: A Glaserian Grounded Theory Study of why midwives stay in midwifery

Bloxsome

Bayes

Ireson

2019

Journal of Clinical Nursing

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Aims and objectives To understand why Western Australian (WA) midwives choose to remain in the profession. Background Midwifery shortages and the inability to retain midwives in the midwifery profession is a global problem. The need for effective midwifery staff retention strategies to be implemented is therefore urgent, as is the need for evidence to inform those strategies. Design Glaserian grounded theory (GT) methodology was used with constant comparative analysis. Methods Fourteen midwives currently working clinically area were interviewed about why they remain in the profession. The GT process of constant comparative analysis resulted in an overarching core category emerging. The study is reported in accordance with Tong and associates’ (2007) Consolidated Criteria for Reporting Qualitative Research (COREQ). Results The core category derived from the data was labelled—“I love being a midwife; it's who I am.” The three major categories that underpin the core category are labelled as follows: “The people I work with make all the difference”; “I want to be ‘with woman’ so I can make a difference”; and “I feel a responsibility to pass on my skills, knowledge and wisdom to the next generation.” Conclusion It emerged from the data that midwives’ ability to be “with woman” and the difference they feel they make to them, the people they work with and the opportunity to “grow” the next generation together underpin a compelling new middle‐range theory of the phenomenon of interest. Relevance to clinical practice The theory that emerged and the insights it provides will be of interest to healthcare leaders, who may wish to use it to help develop midwifery workforce policy and practice, and by extension to optimise midwives’ job satisfaction, and facilitate the retention of midwives both locally and across Australia.

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Section: Discussionmentioning

confidence: 99%

“I love being a midwife; it's who I am”: A Glaserian Grounded Theory Study of why midwives stay in midwifery

Bloxsome

Bayes

Ireson

2019

Journal of Clinical Nursing

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“…Organizmik entegrasyon kuramı, motivasyonel süreçlerle ilgili olarak, insanların kendilerini daha özerk, kontrolde ve yeterli hissetmelerine yardımcı olan bir varsayını ortaya atar (Ryan ve Connell, 1989, s. 751). Süreçte dışsal motivasyonlarla güdülenen bireylerin içsel motivasyonlarla güdülenebilmeleri için kendileri ile barışık olmaları, işlevsel davranışlara sahip olmaları ve çevreleri ile uyumlu olmaları (Deci ve Ryan, 2000, s. 54) ÖBK alan yazınında temel psikolojik ihtiyaçların pozitif ve negatif duygular ve psikolojik iyi oluş (Ryan & Deci, 2000, Baard, Deci, & Ryan, 2004, motivasyon (Gagne ve Deci, 2005) ve tatminkarlık (Arshadi, 2010;Sexton, 2013) ile ilişkili olduğu bulgulanmıştır. Sheldon, Kasser, Smith ve Share'in (2002, s. 27) RDDT ve ÖBK unsularının bileşkesinin bir ifadesi olarak üç temel psikolojik ihtiyaç (özerklik, yeterlilik ve aidiyet ihtiyacı) irrasyonel inanışlarının pozitif ve negatif duygudurum üzerinde etkili olduğu ortaya konulmuştur.…”

Section: Sonuçunclassified

Predicting Positive and Negative Affect in Adolescents: The Roles of Irrational Beliefs of Basic Psychological Needs

Artiran

2019

Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi

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Öz Belirleme Kuramı, motivasyonu belirleyici olan değişkenlerin insanların yeterlilik, özerklik ve aidiyet temel psikolojik ihtiyaçları olduğunu iddia eder. Bu araştırmada irrasyonel ve işlevsiz düşünsel süreçler üç temel psikolojik ihtiyaç bağlamında pozitif ve negatif duygular ile birlikte sınanmıştır. Veri seti 207 katılımcının katılımıyla oluşturulmuştur. Bulgular temel psikolojik ihtiyaçlar irrasyonel inanışlarının negatif duygular ile orta derecede, pozitif duygular ile zayıf derecede ilişkili olduğunu ortaya koymuştur. Sonuçlar özerklik, yetkinlik ve aidiyet irrasyonel inanışlarının negatif duyguları, özerklik ve aidiyet psikolojik ihtiyaçları irrasyonel inanışlarının da pozitif duyguları yordadığını göstermektedir. Yetkinlik irrasyonel inanışlarının ise pozitif duyguları yordamadığı bulgulanmıştır. Sonuçlar temel psikolojik ihtiyaçların irrasyonel inanışlarının psikoloji alanında diğer değişkenlerle araştırılmasının gerekliliğini ortaya koymuştur.

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“…The study found that they were not influenced by motivational factors to the same degree as those in other institutions. Arshadi's (2010) established that self-sufficiency anticipates the fulfilment of three emotional requirements predicted by job inspiration and task execution in an industrial company in Iran. Ayeni and Popoola (2007) proved a correlation rapport amongst felt stimulus, work fulfilment and allegiance.…”

Section: Introductionmentioning

confidence: 99%

Structural Determinants of Job Satisfaction: The Mutual Influences of Compensation Management and Employees' Motivation

Adeoye

Atiku

Fields

2016

JEBS

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The importance of job satisfaction as an antecedent to employeesâ€™ productivity and firm outcomes cannot be overrated in the world of business, especially in the service industry. This paper adds to the understanding of job satisfaction in insurance business by investigating the structural causes of task fulfilment. The mutual influences of compensation administration and employeesâ€™ motivation on job satisfaction was assessed using multivariate analysis. This research embraced a quantitative method and 212 employees were drawn using a convenience sampling technique. Three propositions were tested employing inferential statistical analyses run through SPSS statistics version 23 and SPSS Analysis of Moment Structures (AMOS) version 23. AMOS was used to structurally determine job satisfaction through structural equation modelling (SEM). SPSS statistics version 23 was instrumental in assessing the psychometric properties via exploratory factor analysis and Cronbachâ€™s alpha coefficients. The results indicate a substantial affiliation between reward administration and motivation. Statistically, this study found that compensation management exerts more direct influence on employeesâ€™ job satisfaction than the indirect tie through motivation. There may be a need to redesign human resource practices in the industry to improve the degree of employeesâ€™ gratification and duty fulfilment.

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Basic need satisfaction, work motivation, and job performance in an industrial company in Iran

Cited by 61 publications

References 22 publications

“I love being a midwife; it's who I am”: A Glaserian Grounded Theory Study of why midwives stay in midwifery

“I love being a midwife; it's who I am”: A Glaserian Grounded Theory Study of why midwives stay in midwifery

Predicting Positive and Negative Affect in Adolescents: The Roles of Irrational Beliefs of Basic Psychological Needs

Structural Determinants of Job Satisfaction: The Mutual Influences of Compensation Management and Employees' Motivation

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