Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs.

Christina G L Nerstad,Marjolein C J Caniëls,Glyn C Roberts,Astrid M Richardsen

doi:10.3389/fpsyg.2020.01509

Abstract

This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work.

Highlights

Technological innovations and advances have facilitated the possibility that employees may be “at work” at virtually any time
We found that gender is positively correlated with relatedness and negatively with perceived performance climate
Our research model consisted of seven latent variables—perceived mastery climate, perceived performance climate, the need for autonomy, the need for competence, the need for relatedness, emotional exhaustion, and vigor

Summary

Introduction

Technological innovations and advances have facilitated the possibility that employees may be “at work” at virtually any time. The increasing organizational emphasis on longer working hours, striving toward excellence, striving for perfection, and competition with coworkers, often resulting from globalization and technology advances, can affect the energy of employees (i.e., vigor and emotional exhaustion) at work (Nerstad et al, 2013b; Di Fabio, 2017). A sustainable organization has the capacity to be productive and endure over time and, in addition to economic and environmental aspects, requires a consideration of a human dimension of sustainability—employee energy at work (Brown, 1999; Fritz et al, 2011). We explore environmental determinants of employees’ energy—vigor and emotional exhaustion—as well as important mechanisms contributing to such processes at work. Vigor is an important dimension of work engagement—defined as a work-related positive and fulfilling state of mind—and is characterized by having high levels of mental resilience and energy while working, persistence even in the face of difficulties, and a willingness

Methods

Results

Discussion

Conclusion