Self-actualization in modern workplaces— time-lagged effects of new job demands and job resources on motivation, meaning and self-efficacy at work

Abstract

Effects of novel job demands and matched resources on self-actualization at work were examined longitudinally (1 month) in a sample of N = 732 employees. At both measurements, cross-sectional correlations showed positive relationships between requirements for learning and self-regulation (except for temporal flexibility requirements, as hypothesized) with indicators of self-actualization (work motivation, meaning in work, occupational self-efficacy). Job resources selected to match these demands (qualifi-cation options, job autonomy, boundary control) were positively related to indicators of self-actualization. Results of longitudinal path analysis (controlled for age, sex, position, education, and self-actualization at baseline) revealed positive time-lagged effects of learning requirements on occupational self-efficacy, of qualification options on meaning in work, as well as an augmenting effect of the interaction between learning requirements and qualification options on work motivation. Due to the short measurement interval and high autocorrelation of indicators, cross-lagged effects are weak. Further limitations and implications for research and practice are discussed.