scholarly journals Need satisfaction at work, job strain, and performance: A diary study.

2018 ◽  
Vol 23 (3) ◽  
pp. 361-372 ◽  
Author(s):  
Sara De Gieter ◽  
Joeri Hofmans ◽  
Arnold B. Bakker
Keyword(s):  
Job Strain ◽  
Need Satisfaction ◽  
Diary Study ◽  
And Performance

Need Satisfaction at Work, Job Strain, and Performance Diary

2018 ◽  
Author(s):  
Sara De Geiter ◽  
Joeri Hofmans ◽  
Arnold B. Bakker
Keyword(s):  
Job Strain ◽  
Need Satisfaction ◽  
And Performance

Facilitating interns’ performance

2018 ◽  
Vol 23 (4) ◽  
pp. 382-396 ◽  
Author(s):  
Jessica van Wingerden ◽  
Daantje Derks ◽  
Arnold B. Bakker
Keyword(s):  
Work Engagement ◽  
Need Satisfaction ◽  
Job Resources ◽  
Content Type ◽  
Basic Need Satisfaction ◽  
Path Analyses ◽  
Optimal Functioning ◽  
Central Hypothesis ◽  
Basic Need ◽  
And Performance

PurposeThe purpose of this paper is to report a study in which central propositions from the job demands-resources (JD-R) theory and self-determination theory (SDT) are used to examine the antecedents of performance during practical internships. The central hypothesis of this study was that job resources foster performance through basic need satisfaction and work engagement (sequential mediation).Design/methodology/approachAn empirical multi-source study among Dutch interns and their supervisors in various occupational sectors. The interns reported their level of resources, basic needs satisfaction and work engagement, whereas supervisors rated interns’ task performance (n=1,188 unique supervisor–intern dyads).FindingsThis study integrates insights of the JD-R theory – by examining the relations between job resources, work engagement and performance – with a central premise of the SDT – which maintains that basic need satisfaction is the fundamental process through which employees’ optimal functioning can be understood. The outcomes of the path analyses revealed that satisfaction of needs indeed accounted for the relationship between job resources and work engagement as supposed in the SDT (Deci and Ryan, 2000). Further, the sequential mediated relation between job resources and performance through basic need satisfaction and work engagement corroborates the JD-R theory (Bakker and Demerouti, 2014).Originality/valueAs far as the authors know, this is the first study that examined the sequential mediation from job resources to performance via basic need satisfaction and work engagement, among a large sample of intern–supervisor dyads, including the objective performance rating of their (internship) supervisors.

scholarly journals Compensating need satisfaction across life boundaries: A daily diary study

2017 ◽  
Vol 90 (2) ◽  
pp. 270-279 ◽  
Author(s):  
Rebecca Hewett ◽  
Verena C. Haun ◽  
Evangelia Demerouti ◽  
Alma Maria Rodríguez Sánchez ◽  
Janne Skakon ◽  
...  
Keyword(s):  
Daily Diary ◽  
Need Satisfaction ◽  
Diary Study ◽  
Daily Diary Study

scholarly journals It Takes Partners to Create Solutions Management Wants

2019 ◽  
Vol 63 (1) ◽  
pp. 889-893
Author(s):  
Cristina G. Banks ◽  
Kathleen L. Mosier ◽  
Kriss J. Kennedy ◽  
Christopher Miller ◽  
Andrew S. Imada
Keyword(s):  
Human Performance ◽  
Perceived Value ◽  
Well Being ◽  
Need Satisfaction ◽  
Annual Conference ◽  
Employee Wellbeing ◽  
Effective System ◽  
Organizational Problem ◽  
And Performance ◽  
Habitat Design

The notion of interdisciplinarity is inherent in the principles of human factors and ergonomics. HFE can be described as a multi-disciplinary, user-centric ‘bundling science,’ in that it applies theory, principles, and data from many relevant disciplines to the design of work systems, taking into account the complex interactions between the human and other humans, the external environment, tools and equipment, and technology to enhance human performance and well-being (Wilson, 2000). The 2017 HFES Annual Conference panel addressed how to increase management’s perceived value of HFE by changing the focus of HFE from risk to enhanced employee wellbeing, performance and productivity. This panel furthers this discussion by addressing how HFE can increase its perceived value by partnering with other disciplines to solve a critical organizational problem. We use the example of the Mars spacecraft habitat design to illustrate how HFE and other disciplines can intersect to create a living, working and recreational space that supports astronaut health, wellbeing and performance. First, Mosier describes HFE’s increasing role in interdisciplinarity. Mosier also discusses habitat design from the perspective of team and psycho-social factors. Kennedy describes how architectural and engineering factors affect astronauts’ physiological and psychological well-being. Miller discusses the role automation and technology will play in habitat functioning to keep astronauts safe and healthy. Banks adds concepts of psychological need satisfaction through habitat design to maintain astronaut health and well-being. Imada closes the panel with the role of HFE in the design of suitable human interfaces and consideration of how all elements function together as an effective system. The audience will be invited to contribute their own ideas for how these different disciplines can work together with HFE to create a healthy and productive habitat.

Civilian Job Strain and Performance in Army National Guard Members

2013 ◽  
Author(s):  
Erik S. Rosenman ◽  
Kathryn E. Dutille ◽  
Lewis Pepper ◽  
Susan P. Proctor
Keyword(s):  
Job Strain ◽  
National Guard ◽  
Army National Guard ◽  
And Performance

Gamification of Human Resource Processes

2016 ◽  
pp. 108-139 ◽  
Author(s):  
Jared Z. Ferrell ◽  
Jacqueline E. Carpenter ◽  
E. Daly Vaughn ◽  
Nikki M. Dudley ◽  
Scott A. Goodman
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Operant Conditioning ◽  
Real World ◽  
Need Satisfaction ◽  
Potential Effectiveness ◽  
Goal Setting Theory ◽  
Setting Theory ◽  
And Performance ◽  
Game Elements

Gamification promises to deliver more motivating, engaging, and, ultimately, effective human resource (HR) processes. The following chapter presents an overview of key motivational theories supporting the potential effectiveness of gamifying HR processes. Key motivational theories underpinning the success of gamification include Need Satisfaction Theories, Operant Conditioning, Flow, and Goal Setting Theory. After providing a theoretical framework supporting the effectiveness of gamification, emphasis will shift to an examination of key game elements used to improve four large categories of HR processes: recruitment, selection, training, and performance management. Case studies will be leveraged to provide real-world examples of organizations using gamification to improve HR initiatives. Finally, the chapter will cover key considerations and best practices that should be followed when developing and implementing gamified HR initiatives.

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