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Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the Work‐related Basic Need Satisfaction scale
Open accessAbstract
The satisfaction of the basic psychological needs for autonomy, competence, and relatedness, as defined in Self‐Determination Theory, has been identified as an important predictor of individuals' optimal functioning in various life domains. The study of work‐related need satisfaction seems, however, hampered by the lack of a validated measure. To assist future research, the present study aimed to develop and validate a Work‐related Basic Need Satisfaction scale (W‐BNS). Using four Dutch‐speaking samples, evidence was found for the three‐factor structure of the scale, the discriminant validity, and the reliability of the three need satisfaction subscales as well as their criterion‐related and predictive validity. The W‐BNS may therefore be considered as a promising tool for future research and practice.
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“Making significant contributions at work fulfills individuals' basic need to demonstrate competence at work (Van den Broeck, Vansteenkiste, Witte, Soenens, & Lens, 2010).”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Van den Broeck, Vansteenkiste, Witte, Soenens, & Lens, 2010
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“Earlier measures of BPNT's psychological needs primarily tapped into the presence of need satisfaction, with a few items measuring the absence or deprivation of need satisfaction being reverse-scored and combined into a composite satisfaction score (e.g.Reeve and Sickenius 1994;Sheldon et al. 2001;Van den Broeck et al. 2010).”
From Basic psychological need theory: Advancements, critical themes, and future directions (2020) · cites this paper as Van den Broeck et al. 2010
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“Twelve items adopted from Van den Broeck et al. (2010) were used to measure employee psychological need satisfaction, including their need for competence (e.g., “I feel adequately prepared to perform my job during the pandemic,” α = .89), and need for relatedness (e.g., “I feel connected with other people in my organization during the pandemic,” α = .80).”
From Fostering Employee Trust via Effective Supervisory Communication during the COVID-19 Pandemic: Through the Lens of Motivating Language Theory (2022) · cites this paper as Van den Broeck et al. (2010)
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Metadata
- Authors
- Van den Broeck, A., Vansteenkiste, M., De Witte, H., Soenens, B., & Lens, W.
- Affiliations
- Ghent University (BE)
- KU Leuven (BE)
- Venue
- Journal of Occupational and Organizational Psychology
- Publisher
- Wiley
- Published
- 2010-12
- Volume
- 83
- Issue
- 4
- Pages
- 981-1002
- ISSN
- 0963-1798 (ISSN-L)
- 2044-8325
- OpenAlex
- W2009114734
- Cited by
- 1,305
- References
- 83
- Citations by year
- 2026: 102 · 2025: 114 · 2024: 117 · 2023: 110 · 2022: 114 · 2021: 110 · 2020: 138 · 2019: 96 · 2018: 79 · 2017: 66 · 2016: 53 · 2015: 62 · 2014: 49 · 2013: 43 · 2012: 33
- FWCI
- 39.17
- Type
- journal article
- Language
- en
- Open access
- bronze
- doi.org
- Locations
- Journal of Occupational and Organizational Psychology (publishedVersion)
- Lirias (KU Leuven) (submittedVersion, other-oa)
- Ghent University Academic Bibliography (Ghent University) (submittedVersion)
- Funders
- Fonds Wetenschappelijk Onderzoek
- Vlaamse regering
- Topics
- Social Sciences › Psychology › Social Psychology › Motivation and Self-Concept in Sports
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Applied Psychology › Human Behavior and Motivation
- Keywords
- autonomy, competence, relatedness, self-determination theory, scale development, psychometric validation, employee motivation
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