The role of teacher support, students’ need satisfaction, and their psychological capital in enhancing students’ self-regulated learning

Abstract

Because self-regulated learners do better in university and tend to be successful students, many authors consider that the development of self-regulatory learning skills in students has to become a priority for higher education. The present study aimed to investigate the explanatory role of psychological capital, as a personal resource, over and above teacher support and needs satisfaction, in relation to students' preference for self-regulating their learning (i.e., using cognitive strategies and self-regulation in academic learning). Data were collected from a convenience sample made up of 236 Romanian first-year students of psychology. Hierarchical multiple regressions indicated that psychological capital has an important role, over teacher support and the need for competence satisfaction, in the explanation of the students' preference for self-regulating their learning. From the practical perspective, research findings support educational practice interventions in enhancing self-regulation learning, because all three explored variables are changeable or malleable and can be fulfilled or improved through training.

Psychological Capital and Family Satisfaction among Employees: Do Occupational Stressors Moderate the Relationship?

“…The work-home enrichment model suggests that resources in the work domain can increase personal resources, which can be then utilized in the family domain [11,32]. Previous research has found that a higher level of psychological capital is associated with increased cognitive skills such as self-regulation [33] and improved work-family enrichment [54]. The observed association between psychological capital and family satisfaction may be explained by a work-home enrichment process in which resources generated by psychological capital (e.g., cognitive skills) in the work domain can be transferred to the family role.…”

“…According to the work-family enrichment model, psychological capital may mobilize other personal resources such as cognitive skills at work, which may, in turn, be transferred to the family domain and lead to an improvement in family satisfaction. Sava et al [33] found that psychological capital contributed to improved self-regulation, suggesting that psychological capital could mobilize cognitive skills that could be utilized in the family domain. On the other hand, a high level of psychological capital may enable individuals to marshal other resources to perform well at work, and therefore promote their positive effects, which, in turn, may improve their performance in the family domain and hence increase family satisfaction.…”

“…Additionally, occupational stressors may moderate the association between psychological capital and family satisfaction. Although it is suggested that psychological capital could mobilize resources for task completion [11,26,33], occupational stressors may interfere with this process. Findings in the field of neuroscience revealed that stress could impair the function of the prefrontal cortex, which plays a key role in cognitive abilities [40,41].…”

Specific Features Of Self-Realization In Students With Different Levels Of Self-Control

“…The theory of selfdetermination (Weinstein et al, 2011) also describes how managed self-control positively affects a person by making him or her more energetic when it comes to developing their capabilities. Also, self-control is considered as a psychological resource for the success of university education (Borzova & Mosunova, 2020;Sava et al, 2020) and further professional activity (Fomina et al, 2020;Halama, 2017;Pilotti et al, 2019).…”

Psychological needs matter more than social and organizational resources in explaining organizational commitment

“…The SDT postulates three basic psychological needs: the need for relatedness, the need for autonomy, and the need for competence (Deci & Ryan, 2000). The authors argue that psychological need fulfillment in a work environment is a personal resource because need satisfaction can be energizing and sustain human behaviors (Gagné & Deci, 2005; Sava, Vîrgă & Paloș, 2020), thus might be increasing organizational commitment.…”