Psikolojik ihtiyaçların görev performansına etkisinde işe tutulmanın aracılık rolü: Kosova bir kamu örgütü örneği

Öz-Belirleme Teorisi çerçevesinde yürütülen bu çalışmanın temel amacı, psikolojik ihtiyaçların görev performansına olan etkilerini ve işe tutulmanın bu süreçteki aracılık rolünü belirlemektir. Araştırmanın katılımcıları Kosova posta ve telekomünikasyon alanında iş yapan kamu firmalarıdır. Kolayda örnekleme yöntemiyle farklı birimlerde çalışan toplan 394 çalışandan veri toplanmıştır. Elde edilen sonuçlar, diğeri arasından yetkinlik ihtiyacının görev performansıyla anlamlı ve aynı yönlü ilişkisinin olduğunu göstermiştir. İşe tutulma alt-boyutları açısından, ilişkililik ihtiyacının dinç olma, işe adanma ve kendini işe kaptırma boyutlarıyla; otonomi ihtiyacının ise dinç olma ve işe adanma boyutlarıyla anlamlı ve aynı yönlü ilişkilerinin olduğu tespit edilmiştir. Çalışmada ayrıca iş tutulmanın psikolojik ihtiyaçlar ile görev performansı arasındaki ilişkilerde aracılık rolünün olmadığı belirlenmiştir. Ancak, sonuçta yetkinlik ihtiyacının, tüm iş tutulma alt boyutları olan dinç olma, işe adanma ve kendini işe kaptırma ile birlikte görev performansıyla anlamlı biçimde açıkladığı belirlenmiştir. Çalışmanın katkıları, sınırlılıkları ve tavsiyeler tartışılmıştır.

Anahtar Kelimeler:

Psikolojik ihtiyaçlar, İşe tutulma, İş performansı, Kosova

The effect of psychological needs on task performance with the mediating role of work engagement: A sample from a public organization in Kosovo

Based on the Self Determination Theory (SDT), the main purpose of this study is to determine the effect of psychological needs on task performance with the mediating role of work engagement. The participants of this research are from public companies operating in post and telecommunication area in Kosovo. With the convenience sampling method, the data were collected from 394 employees working in different positions. The results showed that amongst others merely competence need has significant positive relationship with the task performance. For the engagement sub-dimensions, relatedness need has significant positive relationship with vigor, dedication and absorption, and autonomy need has significant positive relationship with vigor and dedication. It’s also found that engagement has not a mediating role in between psychological needs and task performance. However, the results presented that competence need has a significant explaining power together with all three engagement sub-dimensions of vigor, dedication absorption on the task performance. The contributions, limitations and suggestions are discussed.

Keywords:

Psychological needs, Work engagement, Job performance, Kosovo,

PDF

___

Baard, P. P., Deci, E. L. & Ryan, R. M. (2004). Intrinsic need satisfaction: a motivational basis of performance and well-being in two work settings, Journal of Applied Social Psychology, 34(10), 2045-2068.
Bagozzi, R. P. & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current directions in psychological science, 20(4), 265-269.
Bakker, A. B. & Bal, M. P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of occupational and organizational psychology, 83(1), 189-206.
Bakker, A. B. & Leiter, M. P. (2010). Work engagement: A handbook of essential theory and research. Psychology press.
Bakker, A. B., Demerouti, E. & Verbeke, W. (2004) Using the Job Demands-Resources Model to Predict Burnout and Performance. Human Resource Management, 43, 83-104.
Baumeister, R. F. & Leary, M. R. (1995). The need to belong: desire for interpersonal attachments as a fundamental human motivation. Psychological bulletin, 117(3), 497.
Brislin R. W., Lonner W. J. & Thorndike R. M. (1973) Cross‐Cultural Research Method. New York: Wiley.
Deci, E. L. & Moller, A. C. (2005). The concept of competence: A starting place for understanding intrinsic motivation and self-determined extrinsic motivation. In, A. J. Elliot & C. J. Dweck (Eds.), Handbook of competence and motivation (pp. 579–597). New York: Guilford Press.
Deci, E. L. & Ryan, R. M. (1980). Self-determination theory: When mind mediates behavior. The Journal of mind and Behavior, 1(1), 33-43.
Deci, E. L. & Ryan, R. M. (1995). Human autonomy: The basis for true self esteem. In, M. Kernis (Ed.), Efficacy, agency, and self-esteem (pp. 31–49). New York: Plenum.
Deci, E. L. & Ryan, R. M. (2000). The ‘‘what’’ and ‘‘why’’ of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227–268.
Deci, E. L., Olafsen, A. H. & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43.
Deci, E. L., Ryan, R. M., Gagné, M., Leone, D. R., Usunov, J. & Kornazheva, B. P. (2001). Need satisfaction, motivation, and well-being in the work organizations of a former eastern bloc country: A cross-cultural study of self-determination. Personality and social psychology bulletin, 27(8), 930-942.
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56(3), 218.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American psychologist, 44(3), 513.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
Kaiseler, M., Passos, F., Queirós, C. & Sousa, P. (2014). Stress Appraisal, Coping, and Work Engagement among Police Recruits: An Exploratory Study. Psychological Reports, 114(2), 635–646.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
Motowidlo, S. J., Borman, W. C. & Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance. Human Performance, 10, 71-83.
Ryan, R. M. (1993). Agency and organization: Intrinsic motivation, autonomy and the self in psychological development. In J. Jacobs (Ed.), Nebraska symposium on motivation: Developmental perspectives on motivation (Vol. 40, pp. 1–56). Lincoln: University of Nebraska Press.
Ryan, R. M. (1995). Psychological needs and facilitation of the integrative process, Journal of Personality, 63(3), 397-427.
Ryan, R. M. & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary educational psychology, 25(1), 54-67.
Ryan, R. M. & Moller, A. C. (2016). Competence as a necessary but not sufficient condition for high quality motivation: A self-determination theory perspective. In, A. J. Elliot, C. Dweck & D. Yaeger (Eds.), Handbook of competence and motivation (pp. 313-333). New York: Guilford.
Schaufeli, W. B. & Bakker, A. B. (2003). UWES–Utrecht work engagement scale: test manual. Unpublished Manuscript: Department of Psychology, Utrecht University.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. Work engagement: A handbook of essential theory and research, 12, 10-24.
Shapiro, D. (1981). Autonomy and rigid character. New York: Basic.
Shuck, B., Reio, T. G. & Rocco, T. S. (2011). Employee Engagement: An Examination of Antecedent and Outcome Variables. Human Resource Development International, 14(4), 427–445.
Tims, M., Bakker, A. B. & Xanthopoulou, D. (2011). Do transformational leaders enhance their followers' daily work engagement? The Leadership Quarterly, 22(1), 121-131.
White, R. W. (1959). Motivation reconsidered: The concept of competence. Psychological Review, 66, 297–333.
Williams, L. J. & Anderson, S. E. (1991). Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors. Journal of Management, 17, 601-617.