Acceso usuarios
Ashoor Wafa
, Harizi Riadh, Musa Gismelseed Abdelrahim Abbas
Purpose: This paper assesses how the satisfaction or frustration of women’s psychological needs (PN) influences their performance and well-being within their workplace, both in terms of positive effects and negative effects.
Theoretical framework: We explored how basis PN at work mediate the relationships between work demands–resources characteristics, well-being, and performance at work.
Design/Methodology/Approach: We conduct an electronics survey among 205 Saudi women workers and we do a multivariate analyzes with structural equations and tests with three specified models.
Findings: Job resources are positively related to satisfying women’s PN but negatively relate to any frustration of these needs. Job challenges also positively relate to the satisfaction of PN, while job hindrances are negatively related with satisfaction and positively related with the frustration of needs for autonomy, competence, and social affiliation. The satisfaction of PN is positively associated with engagement at work and good performance but negatively associated with burnout. Unsurprisingly, any frustration of PN is positively related to workplace deviance and burnout.
Research, Practical & Social implications: It is important to integrate self-determination theory at work with solid and credible scientific support. Leadership must provide a work environment in which women can tackle challenges and access sufficient resources to satisfy their basic psychological needs. They should reduce negative experiences that frustrate needs and promote positive experiences.
Originality/Value: The study contributes significantly to work and organizational psychology and human resource management by highlighting the nuances between job challenges and hindrances and distinguishes between satisfying and frustrating the women’s PN.
