Abstract
<p class="p1">The present study focused on self-other agreement between employees on their Need for Achievement, Need for Power and Need for Affiliation, which needs are relevant for performance and wellbeing at work. The Social Relations Model was used to examine consensus between other-raters, self-other agreement and assumed similarity (seeing others as one sees oneself) on these needs. Data were collected among 168 employees from a Dutch non-profit organization, with four employees in each of 42 teams. Consensus between other-raters occurred for all needs. Self-other agreement existed for the Needs for Achievement and Power, but not for Affiliation. Assumed similarity occurred for the Need for Achievement, but not for the other needs. Findings for the Need for Achievement demonstrate a traditional rating pattern exhibiting consensus, self-other agreement and assumed similarity. The absence of assumed similarity for the Need of Power implies that employees are able to distinguish between their own and their peers’ needs to have influence at work. The lack of self-other agreement for the Need for Affiliation may imply that improving others’ awareness of one’s need to connect is necessary to enhance one’s well-being at work. Our findings may be useful to organizations, as being knowledgeable about one’s employees’ needs is important to improve the fit between their needs and the job.
Highlights
The present study focused on self-other agreement between employees on their Need for Achievement, Need for Power and Need for Affiliation, which needs are relevant for performance and wellbeing at work
Within an organization consisting of self-governing teams, our study examined whether people’s perceptions about their own Need for Achievement, Need for Power and Need for Affiliation in the work context, agree with how they are perceived by their team members and how they perceive those others
Among 42 teams in a large non-profit organization, with each team consisting of four employees, the present study examined the extent to which consensus, self-other agreement, and assumed similarity existed for the Need for Achievement, Power, and Affiliation in the work environment
Summary
The present study focused on self-other agreement between employees on their Need for Achievement, Need for Power and Need for Affiliation, which needs are relevant for performance and wellbeing at work. Baard, Deci and Ryan (2004) argued that the intrinsic need satisfaction within organizations form a motivational basis for organizational success They were able to d emonstrate that satisfying the intrinsic needs of employees by means of a supportive work climate, predicted their well-being, vitality, and their performance evaluations. The present study takes the perspective that understanding employees’ needs at work is a prerequisite to be able to subsequently stimulate and facilitate the desired work outcomes In line with this perspective, the focus of our study is an investigation of the degree to which there is an interpersonal agreement within employees’ social work environment upon one’s Need for Achievement, Need for Power and Need for Affiliation. Given that motivation is an important determinant of work behavior (DeNisi & Pritchard, 2006), people will need feedback for selfinsight to be able to change their behavior sooner or later (DeNisi, 2011)
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