Higher Order Need Research Articles

Effect of Perceived Risk and Travel Motivation on Tourists’ Decisions in a Crisis Context: A Domestic Tourist Perspective

The significance of tourists’ perceived risk and travel push motivation as need-driven factors has not been extensively examined within a crisis context. This study aims to evaluate their combined effect on tourists’ attitudes and behaviors, focusing on travel satisfaction and travel willingness. The study used Maslow's theory of needs as the underpinning theory, survey data collected from a sample of 278 domestic tourists in Vietnam, and the partial least squares structural equation modeling for data analysis. The results showed that perceived risk negatively affected tourists’ travel satisfaction during the pandemic, but it did not influence their travel willingness after the pandemic. In contrast, travel push motivation had a positive impact on tourists’ travel satisfaction and their willingness to travel postpandemic. Perceived risk had a greater effect on tourists’ satisfaction compared to travel push motivation. This result implies that domestic tourists would be more concerned about safety needs (a lower order need) while traveling in this particular pandemic context. However, travel push motivation (a higher order need) is more powerful in encouraging tourists to travel. Based on the results obtained, several implications are suggested for destination managers to attract and satisfy tourists in the context of a crisis.

Reframing teacher well-being: a case study and a holistic exploration through a Chinese lens

ABSTRACT This research aims to explore the meaning and value of teacher well-being by delving into the intricate and dynamic of education, focusing on in-service teachers at a Beijing school. Leveraging an in-depth analysis of primary data, the study outlines the working conditions and work-life balance of these teachers, shedding light on the supportive conditions vital for fostering and maintaining their professional well-being. By examining positive outcomes and experiences at the case school, we identify key elements of teacher well-being at the individual, school, and societal levels. We assert that well-being, viewed as a dynamic balance between the self and environment, is not just a higher-order need for teachers, but also a legitimate right and persistent pursuit. The PERMA well-being framework, encompassing positive emotion, engagement, relationships, meaning, and accomplishment, serves as the analytical lens to explore teachers’ well-being. Embedded within these five dimensions is the profound impact of Chinese culture, which greatly contributes to the realisation of substantial and enduring spiritual rewards in teachers’ career.

Daha Fazla Güç Talebi Ölçeği nin Geçerlik ve Güvenirlik Çalışması (Validity and Reliability Study of Higher Order Need Strength Scale)

Purpose - The aim of this study was to adapt the Higher Order Need Strength Scale developed by Warr, Cook and Wall (1979) to Turkish and to make the validity and reliability of the scale. Design/methodology/approach – In this study, the method proposed by Brislin (1970) in the translation and adaptation of the scale into Turkish, the scale content validity rate and index statistics by using the opinions of the expert group in ensuring the validity of the scale, the explanatory and confirmatory factor analyzes in checking the construct validity of the scale, and the Cronbach alpha coefficient related to the reliability analysis. item analysis was used. In the analyzes made, the opinions obtained from ten experts and the data obtained as a result of the application to 296 academicians working at foundation universities in Ankara and Mersin provinces were used. Findings - At the end of the study; according to the results obtained from the explanatory factor analysis, the KMO value was 0.853 and the scale was unidimensional, the factor loads were between 0.379-0.849, and 59.853% of the total variance was explained; according to the statistics obtained from the confirmatory factor analysis, it was determined that the values of goodness of fit were Chi-square: 54,774, RMSEA: 0.026, CFI: 0.95, SRMR: 0.035, TLI: 0.917, and they were all within the reference values. In addition, the value of the Cronbach’s alpha coefficient obtained from the reliability analysis was found to be 0,834. Discussion - The values found in the light, Higher Order Need Strength Scale is valid in studies conducted in Turkey has reached and the results can be used in a reliable way.

Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

Background and aim: Nurses are working in different healthcare organizations; each healthcare organization has different organizational resources. Therefore, factors affecting nurses’ work motivation are varied among nurses in different healthcare organizations. The aim of this study was to identify factors affecting nurses’ work motivation levels at a governmental hospital in Saudi Arabia.Methods: A cross-sectional design was used and recruited registered nurses (n = 280) who worked for at least one year of experience. The survey was distributed among registered nurses working in one governmental hospital in the Kingdom of Saudi Arabia to measure nurses' work motivation level and to identify the affecting factors.Results: This study showed that nurses' work motivation level is affected by several personal and organizational factors. A positive relationship was found between higher order need strength and shared values and nurses' work motivation (intrinsic and extrinsic). This study revealed that there is a positive relationship between pay, promotion, supervision, fringe benefits, contingent rewards, co-workers, nature of work, communication and working conditions and nurses' work motivation level.Conclusions: There is a need to enhance and promote the motivational strategies within the current study setting by providing satisfactory remuneration, equitable benefits increase the chances of promotion and encourage supportive supervision. Additionally, there is a need to create healthy workplace environment that support co-workers relationship.

Talent Management, Employee Recognition and Performance in the Research Institutions

Abstract This paper aims to provide insight into talent management and employee recognition variables, in an effort to understand if these management practices are, in a way, implemented in the Research Institutions in Qatar. It also aims to examine the link of these two constructs to employee performance and to suggest a pathway to improve the current practices, if any, in order to enhance the work performance. The sample of the study consisted of 180 full time employees who were randomly selected and surveyed using an online personalized questionnaire. The results of the empirical research uncover that talent management and employee recognition can significantly affect the level of employee performance, as well contributing to the organizational success and positioning. This study also found that talent management and employee recognition are interrelated variables that affect employee performance. Talent Management and employee performance are seen as strategic tools to implement strategic objectives and to enhance employees and organization’s performance. The study concludes with a set of recommendations for both practitioners and researchers working in Qatar and beyond. The results of the study emphasize the importance of managing employee recognition in shaping work performance. It seems to be individuals’ need for recognition, esteem and social status continues to be a higher order need irrespective of time and context. This paper is the first paper in Qatar and the Middle East that examines the role of talent management and employee recognition in shaping employee performance in the context of research institutions.

2PI effective action at four loop order inφ4theory

It is well known that perturbative pressure calculations show poor convergence. Calculations using a two particle irreducible (2PI) effective action show improved convergence at the 3 loop level, but no calculations have been done at 4 loops. We consider the 2PI effective theory for a symmetric scalar theory with quartic coupling in 4-dimensions. We calculate the pressure and two different non-perturbative vertices as functions of coupling and temperature. Our results show that the 4 loop contribution can become larger than the 3 loop term when the coupling is large. This indicates a breakdown of the 2PI approach, and the need for higher order $n$PI approximations. In addition, our results demonstrate the renormalizability of 2PI calculations at the 4 loop level. This is interesting because the counterterm structure of the 2PI theory at 4 loops is different from the structure at $n\le 3$ loops. Two vertex counterterms are required at the 4 loop level, but not at lower loop order. This unique feature of the 2PI theory has not previously been verified numerically.

Spaceflight-relevant stem education and outreach: Social goals and priorities

This paper is based on a presentation and conference proceedings paper given at the 65th International Astronautical Congress. The paper addresses concerns in education and public outreach (EPO) in science, technology, engineering and mathematics (STEM). The author serves as a Director of a US statewide NASA-funded Space Grant Consortium, with responsibilities to coordinate funding for undergraduate scholarships, graduate fellowships, and program awards. Space Grant is a national NASA network of STEM EPO programs including over 1000 higher education, outreach center, science museum, local government, and corporate partners. As a Space Grant Director, the author interacts with a variety of levels of STEM literacy and sophistication among members of the public. A number of interactions highlight the need for STEM EPO leaders to speak directly to a variety of social goals and priorities. Spaceflight is largely seen as an appealing and potentially desirable STEM application. However, members of the public are often unclear and ill-informed regarding relative expense, relative benefit, and relative breadth of domains of expertise that are relevant to the spaceflight enterprise. In response (and resulting in further disconnects between STEM specialists and the public), focused STEM professionals frequently over-emphasize their own technical specialty and its priority in general because of its importance to that professional. These potential divides in the attempt to share and connect STEM related goals and priorities are discussed as an elaboration of invitations to discuss spacefaring in “futures forum” contexts. Spaceflight can be seen as addressing a combination of “actualization” and “aspirational” goals at social and societal levels. Maslow׳s hierarchy of needs distinguishes between “basic needs” and “actualization” as a higher–order need. Another aspect of spaceflight is aspirational—it speaks to hopes and desires for levels of flexibility and capability at the societal level. One analogy is the marketing of premium brand luxury items, at lower cost and larger volumes, to larger segments of the population. STEM EPO activities should not be directed solely at the “rocket science” applications of technology and engineering capabilities. Additional effort is needed to connect spaceflight experiences and examples to broader STEM needs, social priorities, and local contexts.

The impact of incongruity between an organization's CSR orientation and its employees' CSR orientation on employees' quality of work life

Corporate social responsibility (CSR) has emerged as an important topic. The focus of this research is on the impact of incongruity between an organization's CSR orientation and its employees' CSR orientation on two dimensions of employees' quality of work life (QWL)—lower- and higher-order need satisfaction. The sample consists of employees of six companies selected from different sectors in Thailand. The results indicate that incongruence between employee's and firm's CSR orientation is negatively associated with both lower- and higher-order need satisfaction.

Natural resource scarcity and the closed‐loop supply chain: a resource‐advantage view

PurposeThis research aims to provide a theoretical framework for exploring how firms can respond to the growing threat of natural resource scarcity. Specifically, the role of closed‐loop supply chain management is examined as a means for creating resource advantages that can lead to marketplace competitive advantages.Design/methodology/approachThe research extends previous theoretical research, integrating natural resource scarcity and closed‐loop supply chain management for the first time. Resource‐advantage theory is employed as the theoretical lens for the research model and propositions.FindingsThe findings deepen understanding of the forces that create natural resource scarcity conditions in the supply chain, and highlight the need for higher order closed‐loop capabilities that have the ability to mitigate natural resource scarcity.Research limitations/implicationsThe theoretical model and six research propositions suggest relationships between natural resource scarcity, closed‐loop capabilities, and firm level performance that need to be tested empirically. Future research opportunities and methodologies are suggested.Practical implicationsGrowing natural resource scarcity is already having a major impact on many firms and industries; therefore, this research has significant managerial implications due to supply risks and potential disruptions caused by insufficient natural resources in current and future supply chains.Originality/valueThis paper seeks to increase discussion about natural resource scarcity and bring it into focus as a relevant supply chain topic related to closed‐loop supply chain capabilities and the internal firm level resources needed to ensure performance in a changing world.

Uncovering Relationships Between Emotional States and Higher-Order Needs

The purpose of the study is to examine the effects of emotional states on higher-order need attainment in the computer-mediated environment. A survey data were collected from 404 adult visitors within the Second Life of virtual worlds. The findings suggest that the emotional states exert significant effects on attainment of higher-order needs (i.e. belongingness, esteem and self-actualization); the flow emotional state exerts a greater effect on attaining higher-order needs than the remaining emotional states of anxiety, confusion and apathy. Companies with presence in the Second Life of virtual worlds will be able to make more informed decisions when directing their efforts to enhance visitors’ emotional experiences in their virtual islands.

The Validity of Herzberg’s Dual-Factor Theory on Job Satisfaction of Political Marketers

An avalanche of studies has been conducted to determine the level of job satisfaction, and determinants thereof, among political marketers – including political party supporters. Majority of these studies utilized the Maslow theory, which is based on a hierarchy of needs. Maslow’s theory has severally been criticized on philosophical, methodological and hierarchical grounds. The theory argues that human needs are ordered, i.e. they range from lower-order to higher-order needs. As one need is adequately or partially fulfilled, the individual moves to the next higher-order need. By so doing, an individual is said to derive his job satisfaction. But Herzberg’s two-factor theory (also called motivation /Hygiene theory) has been suggested as a more plausible alternative to the Maslow’s Theory for studying job satisfaction, and in evaluating the previous research efforts on political marketers which are mainly rooted in Maslow’s theory. The purpose of this paper is to present the result of an empirical investigation of the validity of the motivation – Hygiene Theory in the Nigerian political environment. The result should prove useful in evaluating the theory as an alternative to Maslow’s theory when studying job satisfaction. Key words: Motivation, Job satisfaction, Political marketers, Herzberg‘s Theory

The role of individual differences in employee adoption of TQM orientation

While total quality management (TQM) has emphasized organizational-level factors in achieving successful implementation, human capital theory and person-environmental fit models suggest individual difference factors may also be useful. Accordingly, the ability of organizational commitment, trust in colleagues, and higher order need strength to explain variation in TQM adoption, after inclusion of organizational-level factors, is assessed using longitudinal data from a manufacturing setting. These three individual differences collectively explain 7–19% of incremental variation in TQM adoption and are found to be relatively better predictors of TQM adoption than organizational-level factors. The findings support increased consideration of individual differences in order to implement TQM and other forms of organizational change more effectively.

Leader Role Inversion as a Corollary to Leader-Member Exchange

Based on the work of Graen and Graen and Scandura on role-making processes in leader-member dyads and the leader-member exchange (LMX) paradigm, this investigation proposes a new direction for research. The findings reported demonstrate that leader role inversion positively affects a number of important work-related attitudinal and behavioral outcomes. These included higher order need fulfillment, accountability, intrinsic motivation, propensity to leave, and job satisfaction: work and supervision. The theoretical discussion presented in this article explains how leader role inversion results in a reconfiguration of role pressures. This reconfiguration of role pressures is hypothesized to affect the work-related attitudinal and behavioral outcomes. The results are tested for generalizability across plants and occupational categories.

Innovativeness and initiative as mediators between achievement orientation and venture performance

A central question in entrepreneurship research is how to predict venture performance. In prior research, psychological characteristics of the entrepreneur and entrepreneurial behaviours have been more or less found to be able to distinguish between successful and unsuccessful entrepreneurs. The aim in this study was to extend earlier research and to test a model in which innovativeness and initiative are mediators between achievement orientation (including the psychological characteristics: self-efficacy, higher order need strength, need achievement, and internal locus of control) and venture performance. Data from 201 entrepreneurs were analysed with structural equation modelling to test the mediation model. The results suggest that innovativeness is a mediator between achievement orientation and venture performance, whereas initiative could not be confirmed as a mediator.

Helping to improve suggestion systems: predictors of making suggestions in companies

Predictors of submitting suggestions and their quality were studied in a Dutch company with a well-developed suggestion system (n=207 blue collar workers). A model with person variables (initiative at work, higher order need strength, control aspirations, and interest in work innovation), work characteristics (control and complexity), motives (better work, reward), self-efficacy, and system factors (system inhibitors, system responsiveness, and supervisor support) was developed and tested. They are related to the three process variables, deemed to be important in making a suggestion: having ideas, submitting suggestions and quality of the suggestions. A path analysis revealed that the most important factors related to these process variables were initiative at work, higher order need strength, self-efficacy, expected improvements in work and suggestion inhibitors (negatively). Copyright © 1999 John Wiley & Sons, Ltd.

The use of personality measures in cross-cultural research: A test of three personality scales across two countries.

This study explored the measurement equivalence of 3 commonly used psychological measures across samples of U.S. and Indian male and female respondents. Multiple groups structural equations modeling indicated that locus of control was measured equivalently across U.S. and Indian male and female groups, whereas measurement equivalence of a self-esteem scale and a higher order need strength scale was observed across U.S. men, U.S. women, and Indian men. Baseline models for self-esteem and for higher order need strength failed to fit in the Indian female sample, suggesting basic differences in how respondents from this group conceptualized scale items. The results underscore the potential importance of culture as a factor that may moderate the types of inferences that can be made from test scores in cross-cultural research applications.

Work Satisfaction and Stress in the First and Third Year of Academic Appointment

Introduction Organizations within and outside of academe have become increasingly interested in the training and socialization of successful professionals. Interest has been fueled by growing evidence that the socialization process exercises important effects on a host of work-related variables, for example, work commitment, motivation, performance, productivity, stress, satisfaction, and turnover |for example, 11, 15, 16, 23, 24, 26~. Schein and others have identified a spiral syndrome, according to which early career successes generate both the opportunities and the desire for later success |34~. Work on organizational demography has suggested that early socialization experiences are important because of the heightened receptivity of the individual to the norms and values of the organization and profession and the lasting effects of socialization over the course of a career (cohort effects) |31~. Various arguments for the importance of early adaptation and achievement can be found in the literature on higher education as well |for example, 3, 4, 10~. Moreover, scholarly arguments appear to be buttressed by the first-hand impressions of both faculty and administrators who perceive faculty's ability to hit the ground running as critical to later success and satisfaction within academe |36, 39~. The faculty development literature shows that the early years of a faculty appointment, in particular, the first three years, are a period of intense socialization |4, 18~. Retrospectively, faculty report the early years to be the most difficult period of an academic career, a time of high stress and low satisfaction |3~. Yet, it remains unclear precisely what lessons faculty learn during their first years, what professional hurdles remain, and what issues pose the most significant threat to future satisfaction and success |4, 18~. We know a fair amount about the kinds of satisfactions, dissatisfactions and stresses faculty experience overall, but have little understanding of the specific sources of stress and satisfaction that shape faculty development at different career stages or how these stresses and satisfactions interact. Given evidence in the literature of a perceptibly weakened morale among faculty and a declining pool of faculty applicants, the question of how junior faculty successfully adapt and even manage to excel in the first years of appointment would seem to be particularly critical at the present time |6~. Intrinsic and Extrinsic Rewards of a Faculty Career The intrinsic rewards of an academic career have traditionally been viewed as central to faculty satisfaction |1, 5, 6, 18, 30~. Intrinsic rewards have been variously defined but, in general, pertain to the nature of the work itself |1~. Hackman and Lawler cite as examples of intrinsic rewards, the opportunity for independent thought and action, feelings of worthwhile accomplishment, opportunities for personal growth and development, and job-related self-esteem |20~. Internal rewards are particularly salient for professionals, like academics, who experience higher order need satisfaction (e.g., needs for personal growth and development or for feelings of worthwhile accomplishment) on a continuing basis without the strength of desire for additional satisfaction of these needs diminishing. Indeed, it may be that additional satisfaction of higher order needs actually increases their strength (Alderfer, 1969). This is an important possibility since it suggests that the opportunity for the development of continuing (and even increasing) motivation is much more a reality when higher order needs are engaged than is the case for more easily satisfied lower order needs |20, p. 262~. Empirical work indicates that new recruits to a profession may actually experience substantial dissatisfaction and higher rates of turnover when their work fails to provide them with a sense of opportunity, challenge, and accomplishment |14~. …

Combined Effects of Intrinsic and Extrinsic Rewards on Motivation

Contrasting predictions from expectancy valence and cognitive evaluation theories were tested in a 2 × 2 factorial design in which intrinsic and extrinsic rewards were independently manipulated. Based on critiques of earlier research, several relevant factors were considered in the present design: type of extrinsic reward, measure of intrinsic motivation, and use of moderator variables, such as higher order need strength. 94 college students worked on either an interesting or boring task for a low or high extrinsic reward. The primary measure of intrinsic motivation was subjects' return rate to a second experimental session. Results support the expectancy valence hypothesis that intrinsic and contingent extrinsic rewards have an additive effect on motivation. Both types of rewards show significant main effects. There were no significant moderator effects. Differences between this study and research supporting cognitive evaluation theory are discussed.

Correlates of Need for Cognition Total and Subscale Scores

In two samples, the total 34-item Need for Cognition scale (Cacioppo and Petty, 1982) and three subscales identified by Tanaka, Panter, and Winborne (1988) were intercorrelated and, in Study 1, correlated with gender, sex-role orientation, composite ACT, and cumulative grade point average. Coefficient alpha reliability estimates were consistent with previously reported values. The inter-correlations among the three subscales were generally in the .40 to .60 range and were consistent with the subscales being facets of a higher-order need for cognition construct. Osberg's (1987) finding that the 34-item Need for Cognition scale was related to masculine, but not feminine, sex-role orientation was replicated using a different measure of sex-role orientation. The subscales showed a similar pattern of relationships to sex-role orientation. The Need for Cognition total score had low, but significant, relationships to composite ACT and cumulative grade point average.

Technical Supervision and Turnover Among Engineers and Technicians

In a study of engineering, scientific, and technical support personnel, factors in the immediate work environment which are influenced by the behavior of the technical manager were found to affect turnover propensities. Satisfaction with supervision, higher order need fulfillment, and unit morale were found to be more important influences on retention for technical support personnel. However, for the engineering and scientific personnel, factors such as autonomy, goal congruence, and higher order need fulfillment were found to have greater influence. The results suggest the importance of management training for technical managers as a potentially effective strategy to reduce turnover.