工作投入的激励性质:走向一种新的工作动机需求理论

IF 3.1 Q2 MANAGEMENT Research in Organizational Behavior Pub Date : 2017-01-01 DOI:10.1016/j.riob.2017.10.007
Paul I. Green Jr. , Eli J. Finkel , Grainne M. Fitzsimons , Francesca Gino
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引用次数: 72

摘要

我们提出的理论表明,满足员工需求满足期望的工作体验会推动工作投入。员工有需求(例如,渴望真实),他们也对自己的工作或组织如何满足自己的需求抱有期望。我们认为,确认员工需求满足期望的工作经验会产生一种积极的情绪状态,这种情绪状态是充满活力的,并且这种能量会表现在员工的工作行为中。我们的理论借鉴了对工作投入文献的回顾,其中我们确定了工作投入的三个核心特征:(a)积极的情绪状态,(b)产生能量的感觉,(c)导致积极的工作导向行为。这些关键主题为进一步的理论化提供了基础,表明工作中的互动确认或不确认员工的需求满足期望,从而导致不同程度的敬业度。我们扩展了我们的理论,认为对不同需求期望的确认或不确认将产生不同程度的情感体验,以方法为导向的需求期望的确认比以回避为导向的需求期望的确认发挥更强的作用。最后,我们回顾了组织的背景特征影响这些需求的表达,维持或破坏促进工作投入的积极情绪体验。
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The energizing nature of work engagement: Toward a new need-based theory of work motivation

We present theory suggesting that experiences at work that meet employees’ expectations of need fulfillment drive work engagement. Employees have needs (e.g., a desire to be authentic) and they also have expectations for how their job or their organization will fulfill them. We argue that experiences at work that confirm employees’ need fulfillment expectations yield a positive emotional state that is energizing, and that this energy is manifested in employees’ behaviors at work. Our theorizing draws on a review of the work engagement literature, in which we identify three core characteristics of work engagement: (a) a positive emotional state that (b) yields a feeling of energy and (c) leads to positive work-oriented behaviors. These key themes provide the foundation for further theorizing suggesting that interactions at work confirm or disconfirm employees’ need fulfillment expectations, leading to different levels of engagement. We extend our theorizing to argue that confirmation, or disconfirmation, of different need expectations will yield emotional experience of varying magnitudes, with confirmation of approach-oriented need expectations exerting stronger effects than the confirmation of avoidance-oriented need expectations. We close with a review suggesting that organizational contextual features influence the expression of these needs, sustaining or undermining the positive emotional experiences that fuel work engagement.

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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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