Tiphaine Huyghebaert

Examining the Roles of Work Autonomous and Controlled Motivations on Satisfaction and Anxiety as a Function of Role Ambiguity.

ABSTRACT Past research in the self-determination theory has shown that autonomous motivation is associated with positive outcomes (e.g., work satisfaction), whereas controlled motivation is related to negative outcomes (e.g., anxiety). The purpose of the present research was to examine the moderating function of role ambiguity on the relationships between work autonomous and controlled motivations on the one hand, and work satisfaction and anxiety on the other. Six hundred and ninety-eight workers (449 men and 249 women) participated in this study. Results revealed that autonomous motivation was most strongly related to satisfaction when ambiguity was low. In addition, controlled motivation was most strongly related to anxiety when ambiguity was high. In other words, the present findings suggest that the outcomes associated with each form of motivation may vary as a function of role ambiguity. The present study thus offers meaningful insights for organizations, managers, and employees.

Investigating the Longitudinal Effects of Surface Acting on Managers’ Functioning Through Psychological Needs.

This study is based on the premise that managers are expected to regulate their emotions in the form of surface acting. More specifically, drawing on self-determination theory, we explored the role of psychological needs for autonomy, competence, and relatedness in explaining the influence of surface acting on supervisors’ job satisfaction and work engagement over time. Data were collected at 2 time points, over a 3-month period, from a sample of 435 French managers working in the health care industry. Results revealed that surface acting negatively predicted managers’ job satisfaction and work engagement over time, through the satisfaction of their psychological needs. However, managers’ need thwarting did not explain these positive outcomes. Overall, these findings provide insight into the longitudinal adverse effects of managers’ surface acting on their functioning and corroborate the distinct role of psychological need satisfaction and thwarting. Theoretical contributions and perspectives, as well as implications for practice are discussed.

Effects of workload on teachers' functioning: A moderated mediation model including sleeping problems and overcommitment

This study investigated the mediating role of sleeping problems in the relationship between workload and outcomes (emotional exhaustion, presenteeism, job satisfaction, and performance), and overcommitment was examined as a moderator in the relationship between workload and sleeping problems. We conducted an empirical study using a sample of 884 teachers. Consistent with our predictions, results revealed that the positive indirect effects of workload on emotional exhaustion and presenteeism, and the negative indirect effects of workload on job satisfaction and performance, through sleeping problems, were only significant among overcommitted teachers. Workload and overcommitment were also directly related to all four outcomes, precisely, they both positively related to emotional exhaustion and presenteeism and negatively related to job satisfaction and performance. Theoretical contributions and perspectives and implications for practice are discussed.

Psychological Safety Climate as a Human Resource Development Target: Effects on Workers Functioning Through Need Satisfaction and Thwarting

The Problem This article seeks to identify a new lever to act on employee burnout, work–family conflict (WFC), affective commitment to the organization (ACO), and work engagement. It examines whether psychosocial safety climate (PSC) can affect these outcomes. Furthermore, this empirical article addresses the psychological mechanisms that could explain such effects, and explores the mediating role of need satisfaction and need thwarting in these relationships. The Solution We conducted a study to examine whether need satisfaction and thwarting mediated the effects of PSC on burnout, WFC, ACO, and work engagement. Results from structural equation modeling revealed that the effects of PSC on employee adaptive and maladaptive functioning were partially mediated by psychological need satisfaction and thwarting, respectively. The Stakeholders Implications for human resource development (HRD) are offered, including recommendations to promote PSC and foster need satisfaction, while preventing experiences conducive to need thwarting.