The Forest and the Trees: Investigating the Globality and Specificity of Employees' Basic Need Satisfaction at Work.

This research assessed the underlying psychometric multidimensionality and nomological validity of 523 employees' responses to the Work-related Basic Need Satisfaction (W-BNS) scale using bifactor-exploratory structural equation modeling (bifactor-ESEM). Our results first showed the superiority of a bifactor-ESEM representation when compared to alternative representations of the data. Thus, employees' ratings of psychological need satisfaction simultaneously reflected a global need satisfaction construct, which coexisted with specific autonomy, competence, and relatedness needs satisfaction. Importantly, our findings also supported the nomological validity of employees' ratings of psychological need satisfaction in relation to measures of positive affect, negative affect, job satisfaction, perceived organizational support, organizational citizenship behaviors, work engagement, and burnout. In addition, our results also supported the presence of indirect (mediated) effects between perceived organizational support and some of the outcome variables as mediated by employees' levels of need satisfaction.

The effects of autonomous and controlled regulation of performance-approach goals on well-being: a process model.

The main purpose of the present research was to propose and test a motivational model linking achievement goal approach and self-determination theory. First, the effects of performance-approach goals and the autonomous and controlling reasons underlying their pursuit on well-being were investigated. Second, the mediating variables (i.e., effort, goal attainment, need satisfaction, and thwarting) at play in these relationships were examined based on the self-concordance model (Sheldon & Elliot, 1999). The model was tested in two studies in educational and work settings using cross sectional (Study 1) and prospective designs (Study 2). The present results revealed that considering autonomous and controlled regulations underlying performance-approach goals predicted well-being above and beyond the strength of performance-approach goals. Moreover, the mediational sequence based on the self-concordance model was supported in both studies. Theoretical implications and directions for future research are discussed.