Same-same But Different: Same Fit Satisfies/frustrates Different Needs. The Mediating Role Of Need Satisfaction And Need Frustration In The Relationship Between Intrinsic/ Extrinsic Goal Fit And OCB, Engagement, Organizational Commitment (affective, Continuous, Normative), Emotional Exhaustion And Counterproductive Behavior - Info and Reading Options

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Personal life goals are beliefs about a desirable state that are fundamental for our self-identity and often represent the guiding principles for our life (Schwartz, 1992). So, they are important for directing our attitudes, behavior and judgements (Deci & Ryan, 2000; Chatman, 1989, 1991). The Self-Determination Theory (SDT) distinguishes between extrinsic and intrinsic aspirations (Deci & Ryan, 2000; Kasser & Ryan, 1993 & 1996). Previous studies state that high wellbeing, turnover intentions, job satisfaction and need satisfaction are associated with intrinsic goal orientation. Therefore, they claim that the content of an employee’s personal goal matters (Vansteenkiste, Duriez, Simons & Soenens, 2003; Kasser & Ryan, 1996; Kasser & Ryan, 2001). Other researcher argue that instead of the content of goals it is the fit between personal goals and the environment which evokes positive job outcomes (Verquer, Beehr & Wagner, 2002; Kristov-Brown, Zimmerman & Johnson, 2005) and high need satisfaction (Greguras & Diefendorff, 2009). Obviously, the question arises what happens when an employee strives for extrinsic goals and this striving fits with its environment? Is the strive for extrinsic values crucial for less need satisfaction, independently of the fit? In this longitudinal study (three measurements with a 4-week interval) we will have a look at the mediating role of need satisfaction between intrinsic vs. extrinsic goal fit and positive job outcomes (organizational citizenship behavior, engagement, affective organizational commitment) as well as at the meditating role of need frustration between intrinsic vs. extrinsic goal fit and negative job outcomes (counterproductive behavior, emotional exhaustion, continuous and normative organizational commitment). The sample shall include at least 200 participants cross-sectionally.

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