Job resources and work engagement: the mediating role of basic need satisfaction
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Centralny Instytut Ochrony Pracy – Państwowy Instytut Badawczy / Central Institute for Labour Protection – National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
Online publication date: 2022-10-12
Corresponding author
Łukasz Kapica   

Centralny Instytut Ochrony Pracy – Państwowy Instytut Badawczy, Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy, ul. Czerniakowska 16, 00-701 Warszawa
Med Pr Work Health Saf. 2022;73(5):407-16
Background: Contemporary work psychology indicates that improving the functioning of employees and organizations takes place not only through the prevention of harmful factors but also through the development of positive attitudes towards work. According to the job demands–resources model, it can be assumed that resources are an important factor leading to work engagement. However, the authors of this concept also suggest that the role of resources is also to meet needs. In turn, according to the self-determination theory, the key to the development of intrinsic motivation and thus also work engagement is the satisfaction of basic needs. Therefore, hypotheses argue that resources in the form of the influence at work, possibilities for development, and social community at work are positively related to work engagement. And also that the satisfaction of basic needs, respectively autonomy, competence, and relatedness, are the mediators of these relationships. Material and Methods: Data were collected among 200 workers aged 18–35, employed to work in direct contact with customers. Job resources were measured with the Copenhagen Psychosocial Questionnaire (COPSOQ II) subscales. Basic psychological need satisfaction was measured with the Basic Psychological Needs Satisfaction and Frustration Scale at Work. Work Engagement was measured with the Utrecht Work Engagement Scale. Results: Regression analyses with mediation effects were performed for 3 models. It has been shown that Influence at work is a predictor of Work engagement and this relationship is mediated by Autonomy satisfaction. Possibilities for development are positively related to Work engagement, in this relationship, the mediator is Competence satisfaction. In the relationship between the Social community at work and Work engagement, the mediator is the relatedness satisfaction. Conclusions: The results have confirmed hypotheses regarding the mediating role of need satisfaction in the relationship between job resources and work engagement. Despite the limitations of the study, the results obtained confirm and develop the job demands–resources and self-determination theories. Med Pr. 2022;73(5):407–16
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