Dental hygienists’ biopsychosocial beliefs and giving autonomy support in treatment of patients: A self-determination theory perspective

Objectives Self-determination theory posits that managers’ autonomy-supportive behaviour and employees’ autonomy causality orientation are motivation constructs to explain internalization of values, functioning and wellness at work. Hypothesis 1 tested whether profiles comprising perceived dental clinic managers’ autonomy-supportive, as opposed to their controlling interpersonal style, and dental hygienists’ autonomy, as opposed to their control and impersonal, causality orientations at baseline, would be positively related to dental hygienists’ biopsychosocial (BPS) beliefs and giving autonomy support in treatment of patients after 18 months. Hypothesis 2 tested whether dental hygienists’ BPS beliefs in treatment of patients will be positively associated with their autonomy-supportive behaviour given to patients after 18 months. Material and methods A prospective cohort design with 299 (Mage = 42.71; SDage = 12.62) dental hygienists completed an online survey at baseline and after 18 months. Results Latent profile and correlational analyses supported the hypotheses. Effect sizes were moderate to large. Conclusions Both perceived managerial styles and dental hygienists’ causality orientations are important for dental hygienists’ BPS beliefs and autonomy-supportive behaviours when working with dental patients.publishedVersio

Benefits of Psychological Detachment from Work: Does Autonomous Work Motivation Play a Role?

Research has shown that psychological detachment from work during non-work time is beneficial for various aspects of employee well-being and job performance. However, it is uncertain whether psychological detachment is equally important to all. The purpose of the current study was to examine whether psychological detachment is less important for employees who experience autonomous motivation for their job. The study was conducted in two different samples of knowledge workers in Norway. Latent profile analysis was used to identify different subgroups within the samples. In addition, the BCH method was used to examine possible differences between the profiles on distal outcomes. In both samples, two distinct profiles were found: “Lower involvement employees” (Low-IE; higher detachment and lower autonomous regulation) and “Higher involvement employees” (High-IE; lower detachment and higher autonomous regulation). The results revealed that the High-IE profile was significantly higher in positive affect, life satisfaction, work effort, and work quality, while significantly lower on emotional exhaustion compared with Low-IE. These results indicate that being low in detachment from work does not seem to be detrimental when combined with high levels of autonomous motivation. The study contributes to knowledge about the benefits of unwinding from work for employees with different motivational profiles

Causality Orientations in the Work Setting: Scale Development and Validation

The purpose of this study was to develop and validate the Causality Orientations at Work Scale, which is based on self-determination theory. Bank employees (N = 201) and dental hygienists (N = 299) completed measures of autonomy-, control-, and impersonal orientations, as well as criterion-related measures including need satisfaction, autonomous work motivation, controlled work motivation, and work-related outcomes. Consistent with self-determination theory, results showed support for a three-factor structure representing autonomy, control, and impersonal causality orientations. This structure was supported for both samples for all levels of measurement invariance, and the three subscales proved to have satisfactory reliability. Moreover, the pattern of results with common correlates and outcomes supported the predictive/criterion validity of the new scale. The current study introduces a valid measurement instrument to assess a core construct of self-determination theory. This instrument will facilitate future studies in organizational psychology regarding all three causality orientations as a part of the motivational process based on the theoretical framework of self-determination theory

Sosiale mediers rolle i jobbsøkingsprosessen : #Facebook #LinkedIn #Instagram #Snapchat #Twitter

Sosiale medier er ikke lenger bare en del av den private sfære, men også noe bedrifter bruker aktivt til å promotere seg. Blant annet ser man store muligheter ved bruk av sosiale medier for en rekke HR-funksjoner, inkludert rekruttering. Det vi imidlertid vet mindre om, er arbeidssøkers bruk av sosiale medier i jobbsøking. Denne studien studerer potensielle arbeidstakeres bruk av sosiale medier i jobbsøking. Vi har intervjuet 20 økonomistudenter fra Norge og Canada om deres antakelser om, syn på og praksis rundt bruk av sosiale medier i jakten på sin fremtidige arbeidsgiver. Resultatene viser at informantene i denne studien ikke bruker sosiale medier aktivt i sin orientering om aktuelle arbeidsgivere. Allikevel ser det ut til at eksponering gjennom sosiale medier indirekte påvirker potensielle arbeidstakeres oppfatning av ulike bedrifter. Sosiale medier ser ut til å være mest hensiktsmessig som en del av arbeids­giveres merke­varebygging for arbeidsgivere (employer branding)-strategi. Rekruttering kan derfor ikke sees på i snever forstand

The Basic Psychological Need Satisfaction and Need Frustration at Work Scale: A Validation Study

The aim of the present study was to adapt and validate the Basic Psychological Need Satisfaction and Frustration Scale within self-determination theory (SDT) within the work domain. Confirmatory factor analyses of three Norwegian samples and one English sample as well as multi-group analyses to examine measurement invariance were performed. The results showed that the adapted work-related scale with its six-factor structure fitted the data well in all four samples, and partial measurement invariance was obtained across samples and languages. Furthermore, internal consistencies for the subscales were acceptable and the subscales predicted work-related correlates as expected, demonstrating the criterion validity of the scale. The current study contributes to a unifying measurement for future research on one of the central underpinnings of SDT within the work domain

The basic psychological needs satisfaction and frustration scale at work: A validation in the Polish language

The aim of this research project was to validate the work-related version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS) into the Polish language and culture. Although studies have demonstrated the benefits associated with basic psychological need satisfaction and the costs associated with need frustration at work, the concept of needs has been neglected both in Polish scientific research and in practical organizational studies. The adaptation of the BPNSFS-Work Domain may change this situation and stimulate research in the Polish community. The scale has been validated in a sample consisting of three occupational groups: healthcare workers, education staff and customer service workers (N = 1315, Mage = 43.8). The findings suggest that the Polish scale has robust psychometric features. The CFA analysis proves that the scale has a six-dimensional structure similar to the original scale. These dimensions show satisfactory to high Cronbach’s α and McDonalds ω reliability, and high criterion validity is shown by association of the six need dimensions with correlates of both positive (i.e., engagement, job crafting and self-efficacy) and negative aspects of work (i.e., burnout and stress). The structure of the scale is the same in all three occupational groups, although the regression weights and covariances are only partially invariant. The validated version of the BPNSFS-Work Domain can be used in future basic and applied studies in the paradigm of self-determination theory

Self-tracking behaviour in physical activity: a systematic review of drivers and outcomes of fitness tracking

Advances in technologies (e.g. smartphones, wearables) have resulted in the concept of ‘self-tracking’, and the use of self-tracking technologies in physical activity (i.e. fitness tracking) is on the rise. For example, many people track and monitor their fitness-related metrics (e.g. steps walked, distance ran, and calories burned) to change their behaviours or keep themselves active. Despite the widespread application of self-tracking in fitness, relatively little is known about its drivers and outcomes. To address this gap, the current paper provides an overview of the literature (empirical papers) on self-tracking with a focus on the drivers and outcomes of fitness tracking behaviour and offers four important contributions. First, it identifies 19 drivers of fitness tracking technology usage. Second, it discusses four main outcomes of fitness tracking behaviour. Third, by drawing on the existing studies conducted across various fitness tracking technologies (e.g. fitness trackers, apps) and user groups (e.g. patients, seniors, and females), it provides valuable insights that can be generalisable to other settings (e.g. other types of users and fitness tracking products). Finally, the current paper provides important practical implications and addresses avenues for future research

Self-tracking behaviour in physical activity: a systematic review of drivers and outcomes of fitness tracking

Advances in technologies (e.g. smartphones, wearables) have resulted in the concept of ‘selftracking’, and the use of self-tracking technologies in physical activity (i.e. fitness tracking) is on the rise. For example, many people track and monitor their fitness-related metrics (e.g. steps walked, distance ran, and calories burned) to change their behaviours or keep themselves active. Despite the widespread application of self-tracking in fitness, relatively little is known about its drivers and outcomes. To address this gap, the current paper provides an overview of the literature (empirical papers) on self-tracking with a focus on the drivers and outcomes of fitness tracking behaviour and offers four important contributions. First, it identifies 19 drivers of fitness tracking technology usage. Second, it discusses four main outcomes of fitness tracking behaviour. Third, by drawing on the existing studies conducted across various fitness tracking technologies (e.g. fitness trackers, apps) and user groups (e.g. patients, seniors, and females), it provides valuable insights that can be generalisable to other settings (e.g. other types of users and fitness tracking products). Finally, the current paper provides important practical implications and addresses avenues for future research

Proximity dimensions and dynamics within an organisation: experiences from a change process

Proximity between actors within an organisation can be relevant for interactive learning and innovation because it promotes collaboration and knowledge exchange. However, proximity has mainly been studied as a characteristic of the relationships between actors belonging to different organisations. In this paper, a case study of a faculty at a university is used to investigate proximity within this organisation and related to a change process. Based on 23 interviews and a self-ethnographic approach, we offer a detailed micro-perspective on how the geographic, cognitive, and social dimensions of proximity influence interactive learning and innovation between employees within the organisation. We also identify two distinct proximity configurations that have emerged during the change process. Finally, we analyse how the proximity dimensions are balanced within these configurations and offer two propositions explaining their influence on interactive learning and innovation. We thereby contribute to the existing theory on proximity by extending the insight into proximity from an inter-organisational to an intra-organisational level and by adding new knowledge to the understanding of proximity dynamics

https://onlinelibrary.wiley.com/doi/10.1002/jts5.93

According to the job demands–resources model, job demands (or hindrances) can drain energy and yield physiological and psychological costs by requiring sustained physical and/or mental effort at work. Using self-determination theory, the current study examined the associations among role conflict (as a proxy for job demands), frustration of the basic psychological needs for autonomy, competence, and relatedness, mindfulness, and employees’ health and work-related functioning. In line with hypotheses, the results revealed an indirect effect of role conflict on burnout, somatic symptom burden, and turnover intentions through basic psychological need frustration. Further, these indirect effects were moderated by mindfulness, such that the mediation by basic psychological need frustration was less evident among individuals who reported higher levels of mindfulness. Taken together, these findings contribute to a small but growing literature on the benefits of mindfulness in organizational settings.acceptedVersio