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Nurses’ satisfaction and work engagement have been linked to patient outcomes. Nightshift nurses provide healthcare to the population and experience unique challenges in performing their healthcare tasks. Therefore, the current study aimed to investigate the daily basic needs satisfaction and work engagement of nightshift nurses in accordance with the satisfaction of three basic psychological needs as indicated by the Self-Determination Theory. A quantitative, ‘shortitudinal’ design (diary study; over a few days) with a multi-level research approach using a daily diary survey method was completed by a convenience sample of nurses working the nightshift in a public hospital (n = 33). The results revealed that the daily need for autonomy and need for relatedness did not significantly predict variance in daily work engagement. However, need for competence did significantly predict variance in daily work engagement, and general emotional load explained significant variability in daily need satisfaction of competence. Lastly, general role clarity had a negative impact on the daily variability in work engagement. This study provides healthcare organisations with explanations for variance in nursing performance and suggests possible interventions to address nursing outcomes in accordance with the three basic needs of nightshift nurses in daily activity.

Because self-regulated learners do better in university and tend to be successful students, many authors consider that the development of self-regulatory learning skills in students has to become a priority for higher education. The present study aimed to investigate the explanatory role of psychological capital, as a personal resource, over and above teacher support and needs satisfaction, in relation to students' preference for self-regulating their learning (i.e., using cognitive strategies and self-regulation in academic learning). Data were collected from a convenience sample made up of 236 Romanian first-year students of psychology. Hierarchical multiple regressions indicated that psychological capital has an important role, over teacher support and the need for competence satisfaction, in the explanation of the students' preference for self-regulating their learning. From the practical perspective, research findings support educational practice interventions in enhancing self-regulation learning, because all three explored variables are changeable or malleable and can be fulfilled or improved through training.

We investigated how the Slovak pre-retiree participants (N = 450, 50 to 62 years; M = 54.9) conceptualize retirement. We used the Retirement Lifestyles Questionnaire for measuring retirement concepts, The Passion Scale, Attitudes toward Gains and Losses in Retirement, and Basic Need Satisfaction in the General Scale for measuring variables that could help us shed light on retirement concepts. Exploratory factor analysis of the retirement conceptualizations derived from Hornstein and Wapner's framework set aside the Transition to the old age concept and endorsed the New Start and Imposed Disruption concepts. The Continuation concept was split into two: Continuation in Activities and Life Without Change. Correlation analyses corroborated the connections between the concept of New Start and the perception of gains in retirement and the connections between the concept of Continuation in activities and the basic psychological needs satisfaction and gains in entering retirement. No connections were found with the concept of Life Without Change. The Imposed Disruption concept was connected to retirement losses and obsessive work passion. The new retirement concepts questionnaire seems to be a prospective tool for detecting adjustment problems in retirement transition, above all in the case of the retirement concept of Imposed Disruption.

The present study integrates self-determined needs satisfaction into a relationship between product design (eg, aesthetic, functional, and symbolic design) and consumer behavior (eg, willingness-to-pay [WTP] a premium and negative word-of-mouth [WOM]) and to explore whether gender can differentiate the effects of aesthetic, functional, and symbolic product designs on self-determined needs satisfaction. To this end, participants from Pakistan and China were recruited, and the hypotheses for this study were tested using structural equation modeling and SPSS-PROCESS. The effects of three product designs on self-determined needs satisfaction were significantly positive across samples. The results further show that self-determined needs satisfaction had the strongest positive effect on WTP a premium and the strongest negative effect on vindictive WOM for Pakistanis. Self-determined needs frustration had the strongest negative effect on the WTP a premium for Chinese participants and an equivalent magnitude effect on vindictive WOM for Pakistani and Chinese participants. The cross-cultural gender-specific findings revealed that Pakistani men are more aesthetic and hedonic than women in Pakistan. Surprisingly, Chinese women resemble Pakistani men in the sense that they prefer aesthetically pleasing products. Chinese men resemble Pakistani women in terms of little interest in symbolic products, whereas Chinese women and Pakistani men respond similarly regarding their decisions to choose symbolic products. To the best of the authors' knowledge, the present study is one of the initial attempts to integrate self-determined needs into the relationship between product design and consumer WTP a premium and WOM, and further explore cross-cultural gender-specific differences across Pakistan and China. The findings of the present study may help international marketers in terms of segmenting, targeting, and positioning their markets.

This study investigated how needs–supportive and needs–thwarting coaching behaviors, basic need satisfaction (BNS), and basic need frustration (BNF) are positively or negatively related to collegiate athletes’ generalization of psychosocial skills in competitive sports. Japanese collegiate athletes (N = 228, Mage = 19.7 years) completed the measures to assess the study variables. Structural equation modeling for the hypothesized models of associations among the variables showed that needs–supportive coaching behavior positively influenced BNS, which, in turn, positively affected the generalization of all 10 psychosocial skills in competitive sports. Moreover, needs–thwarting coaching behavior had a positive influence on BNF, which, in turn, negatively affected the following skills: generalization of stress management, appreciating others, communication, and maintaining etiquette and manners. These findings highlight that coaches and life skills educational supporters should display needs–supportive behaviors that help to improve participants’ BNS and promote generalization of the psychosocial skills for life skills development through competitive sports. Furthermore, they should prevent needs–thwarting behaviors that frustrate their basic needs in competitive sports.

Introduction/Main Objectives: The purpose of this research is to examine the relationship between empathetic leadership and employees' job satisfaction and the intention to leave with needs’ satisfaction as a mediating variable among millennials in a start-up business. The number of millennials will only continue to grow, and by 2025 it is expected that 75% of the global workforce will be millennials. In particular, empathetic leadership will be required to manage and control this generation if the organizations they choose to work for are to be successful, as this generation’s members have different characteristics compared to those of the older generations. Design/methodology/approach: Following a cross-sectional research design, this research collected data from 137 millennial employees of start-up companies in Indonesia. A structural equation modeling technique was used for the data’s analysis. Findings: The results reveal that empathetic leadership has a direct and positive relationship with employees' job satisfaction and has a direct and negative relationship with the intention to leave. Needs’ satisfaction partially mediates these relationships. Originality: This study makes a novel contribution to the existing literature by first providing empirical evidence that among the three dimensions of needs’ satisfaction only the relatedness dimension passed the measurement test in the structural equation modeling. Second, empathetic leadership is proven to increase job satisfaction and reduce the intention to leave among millennials, considering their unique characteristics. Research limitations/implications: The research was conducted during COVID-19 pandemic. Circumstances related to that pandemic might influence the result of this study. It is, therefore suggested to conduct the study again under normal circumstances. Policy and Practical implications: The findings of this study suggest managers should develop an empathetic leadership style in order to better manage the millennials. Leaders can be nurtured, but disciplined efforts have to be invested in their creation.  

The present study investigated whether satisfaction and frustration of the psychological needs for autonomy, relatedness, and competence, as identified within Basic Psychological Need Theory (BPNT; Deci and Ryan, Psychol Inquiry 11:227–268, 2000 ; Ryan and Deci, Psychol Inquiry 11:319–338, 2000 ), contributes to participants’ well-being and ill-being, regardless of their cultural background and interpersonal differences in need strength, as indexed by either need valuation (i.e., the stated importance of the need to the person) or need desire (i.e., the desire to get a need met). In Study 1, involving late adolescents from Belgium and China (total N  = 685; Mean age = 17 years), autonomy and competence satisfaction had unique associations with well-being and individual differences in need valuation did not moderate these associations. Study 2 involved participants from four culturally diverse nations (Belgium, China, USA, and Peru; total N  = 1,051; Mean age = 20 years). Results provided evidence for the measurement equivalence of an adapted scale tapping into both need satisfaction and need frustration. Satisfaction of each of the three needs was found to contribute uniquely to the prediction of well-being, whereas frustration of each of the three needs contributed uniquely to the prediction of ill-being. Consistent with Study 1, the effects of need satisfaction and need frustration were found to be equivalent across the four countries and were not moderated by individual differences in the desire for need satisfaction. These findings underscore BPNT’s universality claim, which states that the satisfaction of basic needs for autonomy, relatedness, and competence represent essential nutrients for optimal functioning across cultures and across individual differences in need strength.

Purpose – In today’s scenario when loyalty can no longer be demanded from employees, the extent of organizational identification (OID) of employees predicts outcomes of organizational interest. It is therefore essential for organizations to foster the sense of oneness in employees. Since, need satisfaction lies at the core of human motivation, the purpose of this paper is to test if satisfaction of learning, performance, and relatedness needs at workplace could influence employees’ identification with the organization. Design/methodology/approach – For this study, the authors collected data from 365 professionals representing diverse work backgrounds and analysed it using structural equation modelling approach. Findings – Results suggest that OID is positively influenced by satisfaction of these three needs and about 45 per cent of its variance is explained by these needs. Originality/value – The study corroborates the relevance of the three needs in organizational context. Although not a part of design of the study, nonetheless the study sheds light on methodological and theoretical possibilities of salience of needs. Therefore to the best of awareness, this study stands apart from other studies exploring relationship of disparate needs with OID. The authors believe the study enriches social identity theory literature in indicating that researchers should not only consider focusing on relationship of needs variables with OID but also the dynamics of interaction between various needs among themselves as well as on their differential relationship with OID.

Most work-related studies of self-determination theory (SDT) have focused either on satisfaction of basic psychological needs or on types of work motivation when studying motivational processes at work. The few studies that have considered both mechanisms have usually assumed that satisfaction or frustration of basic psychological needs is a prerequisite of different types of work motivation. Nevertheless, the directionality of this relation has not been explicitly tested in previous studies of the workplace. The current study explored the relations among managerial need support, basic psychological need satisfaction at work, and work motivation. It tested competing sets of hypotheses regarding the directionality of these three core constructs within SDT’s model of work motivation. A longitudinal analysis suggested that managerial need support was positively directly related to basic psychological need satisfaction but not directly related to work motivation. Further, results indicated that basic psychological need satisfaction was related to work motivation over time and not the other way around. In addition, it was found an indirect relation between in managerial need support and in work motivation through in basic psychological need satisfaction. These findings have important implications for future SDT research testing process models in the workplace.

Although research on teleworking dates back about a decade, much remains unknown with regard to how teleworking impacts employees’ experience at work. Based on self-determination theory, this research seeks to understand the dynamics underlying the impact of teleworking on employees’ job satisfaction. The study was conducted in an organization with a formal teleworking program; 448 respondents (211 teleworkers and 237 office workers) completed an online questionnaire. The results of structural equation model analysis indicate that teleworking is a better way of meeting workers’ psychological needs for autonomy, competence, and relatedness. In addition, our results indicate that there is a moderating effect on the relationship between these three types of psychological needs and employees’ job satisfaction, supporting the idea that the satisfaction of psychological needs does not operate in the same way for teleworkers and office workers.