Do individual differences in need strength moderate the relations between basic psychological need satisfaction and organizational citizenship behavior?

An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; MAge = 38.13) and in the Netherlands (N = 298; MAge = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace

A Cock in the Henhouse:Relations Between Dark Triad, Jealousy, and Sex Ratio

The present study's primary aim was to examine the effect of an imbalanced sex ratio on the Dark Triad traits, three types of jealousy, and their relations. For this purpose, data were collected in the Netherlands (n = 297) and Cura'ao (n = 199). Cura'ao is a constituent part of the Netherlands, but has, contrary to the Netherlands, a highly imbalanced sex ratio. We expected the Dark Triad traits to be positively related to anxious and preventive jealousy, but not to reactive jealousy (Hypothesis 1), and, in addition, these relations to be more pronounced in Cura'ao than in the Netherlands (Hypothesis 2). Furthermore, it was expected that Cura'aoan men would score higher on the Dark Triad traits than Dutch men (Hypothesis 3), and that Cura'aoan men and women would, overall, report higher levels of jealousy than Dutch men and women (Hypothesis 4). Results largely supported Hypotheses 1, 2, and 4, but not Hypothesis 3. Results are discussed in relation to the role of sex ratio and the cultural beliefs that may accompany it. The current study's findings may provide new insights into the role of the Dark Triad traits in mating psychology

Taxonomy of Hungarian personality traits:Replication and refinement

We aim to replicate the previously published structure that was based on a taxonomy of traits according to psycho-lexical principles (Szirmák & De Raad, 1994). Method: The original list of 561 trait terms was used and ad-ministered to 1,503 participants, in part through using a paper version, and in part using an online version of the list. The participants provided self-ratings on these traits, and in addition filled out five questionnaires for purposes of validation and as an aid in identification of thelexically derived factors. Additional analyses were done using the joint sample of the present 1,503 participants and the previously used sample of 400 participants.Results: On ipsatized data, principal components analyses were performed, resulting in a sixfactor solution considered as the most adequate one. The factors were identified as the Big Five plus an Integrity-Honesty related factor. The analyses using the joint data set strengthened the adequacy of the six-factor solution.Conclusion: The previously published structure was ap-proximately replicated in a new sample of participants. Moreover,the results gave rise to a re-labeling of the previous Integrity factor into Narcissis

The Link Between Employees' Sense of Vitality and Proactivity:Investigating the Moderating Role of Personal Fear of Invalidity

Proactive behavior has emerged as a key component in contemporary views of individual work performance. Hence, a central question in the literature is how to enhance employees' proactive behavior. We investigated whether the more that employees experience a sense of vitality (i.e., energizing positive affect), the more likely they are to show proactive behavior at work, and whether this applies only to employees with a low personal fear of invalidity [(PFI) i.e., the inclination to be apprehensive about the risks/negative consequences of making errors]. Experimental (N= 354) and cross-sectional field (N= 85) studies provided consistent evidence for a positive relation between employees' sense of vitality at work and their self-rated proactivity. The predicted moderation effect was observed only for manager-rated proactivity. We conclude that feeling energized in the workplace is not necessarily associated with observable proactive behavior. It is only when employees experiencing a sense of vitality at work are not prone to fearing the risks/negative consequences of making errors that they are more likely to show observable proactive behavior in an organization