Previous work on need fulfillment focused on the evaluation and consequences of the psychological benefits that employees derive from work, but has not fully considered the socioemotional benefits that employees acquire from working relationships. In this study, we introduce interpersonal need fulfillment as a distinct potential benefit that employees can derive from work that captures their appreciation for opportunities to connect and relate to others at work. We establish the distinctiveness of intrapersonal and interpersonal need fulfillment by identifying unique antecedents as well as show their independent contributions in predicting job attitudes and behaviors. We argue that consideration of perceptions of both intrapersonal and interpersonal need fulfillment allows for a more holistic assessment of the benefits that employees derive from work and for a better understanding of how employees' perceptions regarding the inducements that they receive at work affect their job attitudes and behavior. We conclude by discussing theoretical and practical implications and by outlining a number of venues for future research.
Intrapersonal and interpersonal need fulfillment at work: differential antecedents and incremental validity in explaining job satisfaction and citizenship behavior
Ilies, Remus
;
2018
Abstract
Previous work on need fulfillment focused on the evaluation and consequences of the psychological benefits that employees derive from work, but has not fully considered the socioemotional benefits that employees acquire from working relationships. In this study, we introduce interpersonal need fulfillment as a distinct potential benefit that employees can derive from work that captures their appreciation for opportunities to connect and relate to others at work. We establish the distinctiveness of intrapersonal and interpersonal need fulfillment by identifying unique antecedents as well as show their independent contributions in predicting job attitudes and behaviors. We argue that consideration of perceptions of both intrapersonal and interpersonal need fulfillment allows for a more holistic assessment of the benefits that employees derive from work and for a better understanding of how employees' perceptions regarding the inducements that they receive at work affect their job attitudes and behavior. We conclude by discussing theoretical and practical implications and by outlining a number of venues for future research.
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