Abstract:
Despite extensive theoretical exploration, a unified conceptual framework
for work engagement remains absent, as reflected by persistently high global
disengagement levels. Research indicates that personality traits, as defined by the
five-factor model, and the fulfilment of basic psychological needs, both play vital roles
in sustaining engagement. However, limited studies have examined their combined
predictive influence on engagement, particularly from an organisational neuroscience
perspective. Addressing this gap, the present study investigated how personality traits
and basic psychological needs together predict engagement, and whether the
inclusion of psychological needs enhances explanatory power beyond personality
traits alone. Adopting a quantitative, non-experimental design, data were collected
from 118 employees of a single South African organisation via an online survey.
Instruments included the nine-item Utrecht work engagement scale, the shortened
version of the basic traits inventory, and a novel measure of basic psychological
needs. Analyses comprised exploratory- and confirmatory factor analysis, correlation
analysis, and hierarchical multiple regression analysis. The results supported a two dimensional structure of basic psychological needs, ‘joyful connection’ and
‘autonomous mastery’, which demonstrated acceptable reliability but required
refinement to improve convergent validity. Work engagement correlated positively with
extraversion, conscientiousness, openness, and agreeableness, and negatively with neuroticism. Both basic psychological need dimensions correlated positively with work
engagement and with most personality traits, except neuroticism. Regression analysis
revealed that extraversion and conscientiousness significantly predicted work
engagement, and that adding basic psychological needs significantly increased the
explained variance. ‘Joyful connection’ emerged as a strong predictor, confirming the
incremental value of need satisfaction alongside personality traits. The findings
underscore that an integrated framework considering both personality traits and basic
psychological needs offers a more comprehensive explanation of work engagement.
Practical recommendations include fostering supportive and enjoyable work settings,
promoting independence and skill development, and addressing emotional stability
through mental health support. This comprehensive approach could not only enhance
work engagement but also improve overall employee well-being, providing valuable
insights for organisational strategies. This study, therefore, bridges gaps in the
literature by integrating personality psychology with basic psychological needs within
an organisational neuroscience framework, setting a solid foundation for future
research and practical applications in enhancing work engagement
