Asset Details
Do you wish to reserve the book?
Satisfaction of learning, performance, and relatedness needs at work and employees’ organizational identification
Hey, we have placed the reservation for you!
By the way, why not check out events that you can attend while you pick your title.
Oops! Something went wrong.
Looks like we were not able to place the reservation. Kindly try again later.
Are you sure you want to remove the book from the shelf?
Satisfaction of learning, performance, and relatedness needs at work and employees’ organizational identification
Do you wish to request the book?
Satisfaction of learning, performance, and relatedness needs at work and employees’ organizational identification
Please be aware that the book you have requested cannot be checked out. If you would like to checkout this book, you can reserve another copy
We have requested the book for you!
Your request is successful and it will be processed during the Library working hours. Please check the status of your request in My Requests.
Oops! Something went wrong.
Looks like we were not able to place your request. Kindly try again later.
Journal Article
Satisfaction of learning, performance, and relatedness needs at work and employees’ organizational identification
2016
Overview
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.
