Data_Sheet_1_Psychological need satisfaction across work and personal life: an empirical test of a comprehensive typology.docx

IntroductionA comprehensive typology of the satisfaction of psychological needs at work and in personal life was developed and tested. The typology proposes five scenarios (Enriched, Middling, Impoverished, Work-Fulfilled, and Personal Life-Fulfilled) accounting for various profiles of employees showing distinct configurations of global and specific levels of need satisfaction at work and in personal life.
MethodsThe scenarios were tested in a sample of 1,024 employees.
ResultsUsing latent profile analysis, five profiles were identified that were consistent with four or the five scenarios, either aligned (Globally Satisfied, Globally Unsatisfied) or misaligned (Globally Satisfied at Work with High Relatedness, Globally Satisfied in Personal Life with High Autonomy, and Globally Satisfied in Personal Life with Low Autonomy) across domains. No profile corresponding to the Middling scenario was observed.
DiscussionThe results indicate that perceived job and individual characteristics predicted membership in distinct profiles. More importantly, unlike the profile Globally Unsatisfied, the profile Globally Satisfied contributed substantially to higher well-being (vitality and lower psychological distress), and to more favorable job attitudes (job satisfaction and lower turnover intentions) and behaviors (self-rated job performance and lower absenteeism, presenteeism, and work injuries). Furthermore, two of the misaligned profiles were also substantially associated with highly desirable outcome levels.

一、引言
本研究开发并验证了一套覆盖工作与个人生活场景的心理需求满足综合类型学。该类型学提出五类情境：富足型（Enriched）、中庸型（Middling）、匮乏型（Impoverished）、工作满足型（Work-Fulfilled）与个人生活满足型（Personal Life-Fulfilled），可用于刻画员工在工作与个人生活中，整体及特定维度心理需求满足的差异化构型。
二、研究方法
本研究以1024名员工为样本，对上述五类情境开展了实证检验。
三、研究结果
通过潜在剖面分析（latent profile analysis），本研究共识别出五类员工画像，这些画像与四类或全部五类预设情境相符，且可按跨领域匹配性划分为两类：匹配型（整体满足型（Globally Satisfied）、整体不满足型（Globally Unsatisfied））与不匹配型（工作领域整体满足且归属感（Relatedness）水平较高、个人生活领域整体满足且自主性（Autonomy）水平较高、个人生活领域整体满足但自主性水平较低）。未观测到对应中庸型情境的员工画像。
四、讨论
研究结果表明，个体感知到的工作与个人生活特征可预测员工所属的画像类别。尤为重要的是，与整体不满足型画像相比，整体满足型画像可显著提升个体的幸福感（活力水平更高且心理困扰程度更低），并带来更积极的工作态度（工作满意度更高、离职意向更低）与更优异的工作行为（自我报告的工作绩效更佳，缺勤率、在岗怠工率与工伤发生率更低）。此外，两类不匹配型画像也与多项理想的结果指标存在显著关联。