Data_Sheet_1_Actually Getting Some Satisfaction on the Job: Need–Supply Fit of Fundamental Motives at Work.docx

The fit between employees’ needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.

员工需求与职场中满足需求的机会二者间的匹配程度，是预测工作满意度（job satisfaction）的关键前置变量。为在职业发展领域充分应用这一概念，需对需求开展精细化评估，以实现直观的解读。基础动机（Fundamental Motives）提供了一个兼具理论意义与自洽性的框架，涵盖16项精细化外显动机，例如社会接纳（Social Acceptance）、好奇心（Curiosity）与自主性（Autonomy）等。本研究针对由723名德国在职人群组成的线上样本，开展了一系列响应面分析（response surface analyses），以此检验基础动机及其供给的三种不同匹配组合对工作满意度的影响：完全契合、供给过剩与供给不足。就供给过剩的情形而言，研究结果显示，社会接纳、地位（Status）、自主性、性需求（Sex）与留存动机（Retention）对应的工作满意度最高。在高动机水平与高供给水平完全契合的场景下，好奇心、理想主义（Idealism）与社会参与（Social Participation）对应的工作满意度水平最高。针对供给不足的情形，社会接纳、地位、性需求、留存动机、好奇心与理想主义对应的工作满意度均处于较低水平。本研究结果可应用于职业辅导与职业发展场景，为识别工作满意度低下的潜在诱因提供参考，并为服务对象提供提升工作满意度的针对性指导。