Stress appraisal, coping, and work engagement among police recruits: an exploratory study.

This study investigated the influence of stress appraisal and coping on work engagement levels (Absorption, Vigour, and Dedication) of police recruits. Participants were 387 men, ages 20 to 33 yr. (M = 24.1, SD = 2.4), in their last month of academy training before becoming police officers. Partially in support of predictions, work engagement was associated with Stressor control perceived, but not Stress intensity experienced over a self-selected stressor. Although the three dimensions of work engagement were explained by Stressor control and coping, Absorption was the dimension better explained by these variables. Police recruits reporting higher Absorption, Vigour, and Dedication reported using more Active coping and less Behavioural disengagement. Results showed that stress appraisal and coping are important variables influencing work engagement among police recruits. Findings suggested that future applied interventions fostering work engagement among police recruits should reinforce perceptions of control over a stressor as well as Active coping strategies

Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs

This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work

Perceived motivational climates and employee energy: The mediating role of basic psychological needs

This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work

Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs

This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work

Self-directed learning and absorptive capacity: the mediating role of trust and human capital

This chapter aims to provide a better understanding of how self-directed learning effects absorptive capacity by examining the influence of two mediators: specifically, affective trust in colleagues and human capital development climate. By using a sample of 181 participants from the creative industries sector, a sequential mediation via a three-step causal chain was conducted. This chapter contributes to human resource development and strategic management literature in showing that self-directed learning does not only have a strong effect on the organisational capability, but it also has an impact at the group-level dynamics involving trust and organisational-level climate. These findings show that organisations need to design jobs that allow discretion and autonomy from staff to shape their own learning and to cultivate an environment that recognises and rewards learning