Theoretical Evidence and Empirical Investigation of the Impacts of Women’s Psychological Needs on the Environment, Well-Being, and Performance at Work
Keywords:JD-R Model, Self-determination Theory, Well-being at Work, Women’s Psychological Needs, Work Performance
Purpose: This paper assesses how the satisfaction or frustration of women’s psychological needs (PN) influences their performance and well-being within their workplace, both in terms of positive effects and negative effects.
Theoretical framework: We explored how basis PN at work mediate the relationships between work demands–resources characteristics, well-being, and performance at work.
Design/Methodology/Approach: We conduct an electronics survey among 205 Saudi women workers and we do a multivariate analyzes with structural equations and tests with three specified models.
Findings: Job resources are positively related to satisfying women’s PN but negatively relate to any frustration of these needs. Job challenges also positively relate to the satisfaction of PN, while job hindrances are negatively related with satisfaction and positively related with the frustration of needs for autonomy, competence, and social affiliation. The satisfaction of PN is positively associated with engagement at work and good performance but negatively associated with burnout. Unsurprisingly, any frustration of PN is positively related to workplace deviance and burnout.
Research, Practical & Social implications: It is important to integrate self-determination theory at work with solid and credible scientific support. Leadership must provide a work environment in which women can tackle challenges and access sufficient resources to satisfy their basic psychological needs. They should reduce negative experiences that frustrate needs and promote positive experiences.
Originality/Value: The study contributes significantly to work and organizational psychology and human resource management by highlighting the nuances between job challenges and hindrances and distinguishes between satisfying and frustrating the women’s PN.
Karasek, R. (1979). Job demand, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24(2), 285–308. https://doi.org/10.2307/2392498.
Maitlo, A. A., Memon, S. B., & Kumar, M. (2020). The mediating role of networking orientation between entrepreneurial personality characteristics and entrepreneurial intentions. Advances in Business-Related Scientific Research Journal, 11(1), 48-65. https://www.absrc.org/publications/absrj-2020-volume-11-number-1-maitlo/
Rodell, J. B., & Judge, T. A. (2009). Can «good» stressors spark «bad» behaviors? The mediating role of emotions in links of challenge and hindrance stressors with citizenship and counter-productive behaviors. Journal of Applied Psychology, 94(6), 1438–1451. https://doi.org/10.1037/a0016752.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471.
Shirom, A., & Melamed, S. (2006). A comparison of the construct validity of two burnout measures in two groups of professional. International Journal of Stress Management, 13(2), 176–200. https://doi.org/10.1037/1072-5245.13.2.176.
Stewart, S. M., Bing, M. N., Davison, H. K., Woehr, D. J., & McIntyre, M. D. (2009). In the eyes of the beholder: A non-self-report measure of workplace deviance. Journal of Applied Psycholoogy, 94(1), 207–215. https://doi.org/10.1037/a0012605.
Trépanier, S. G., Fernet, C., & Austin, S. (2016). Longitudinal relationships between workplace bullying, basic psychological needs, and employee functioning: a simultaneous investigation of psychological need satisfaction and frustration. European Journal of Work and Organizational Psychology, 25(5), 690-706. https://doi.org/10.1080/1359432X.2015.1132200.
How to Cite
Copyright (c) 2023 Ashoor Wafa, Harizi Riadh, Musa Gismelseed Abdelrahim Abbas
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.
Authors who publish in this journal agree to the following terms: the author(s) authorize(s) the publication of the text in the journal;
The author(s) ensure(s) that the contribution is original and unpublished and that it is not in the process of evaluation by another journal;
The journal is not responsible for the views, ideas and concepts presented in articles, and these are the sole responsibility of the author(s);
The publishers reserve the right to make textual adjustments and adapt texts to meet with publication standards.
Authors retain copyright and grant the journal the right to first publication, with the work simultaneously licensed under the Creative Commons Atribuição NãoComercial 4.0 (http://creativecommons.org/licenses/by-nc/4.0/), which allows the work to be shared with recognized authorship and initial publication in this journal.
Authors are allowed to assume additional contracts separately, for non-exclusive distribution of the version of the work published in this journal (e.g. publish in institutional repository or as a book chapter), with recognition of authorship and initial publication in this journal.
Authors are allowed and are encouraged to publish and distribute their work online (e.g. in institutional repositories or on a personal web page) at any point before or during the editorial process, as this can generate positive effects, as well as increase the impact and citations of the published work (see the effect of Free Access) at http://opcit.eprints.org/oacitation-biblio.html