PDF(1026 KB)
The Impact of Latent Profiles of Individual Traits and Job Characteristics on Employee Job Satisfaction: An Integrated Perspective of the Boundary Theory and the Self-Determination Theory
Li Xiaoyu, Li Aimei, Li Xin, Deng Silu
Journal of Psychological Science ›› 2026, Vol. 49 ›› Issue (2) : 352-365.
PDF(1026 KB)
PDF(1026 KB)
The Impact of Latent Profiles of Individual Traits and Job Characteristics on Employee Job Satisfaction: An Integrated Perspective of the Boundary Theory and the Self-Determination Theory
The pervasive integration of digital technologies in contemporary workplaces has precipitated a significant dissolution of traditional boundaries between the professional and domestic spheres, giving rise to a boundaryless work environment. This shift, characterized by frequent cross-boundary task switching, profoundly impacts employee job satisfaction, a core predictor of key organizational outcomes such as innovation and retention. While the antecedents of job satisfaction have long been a central theme in organizational research, the unique context of blurred work-nonwork boundaries necessitates a more nuanced understanding. Extant literature, largely dominated by variable-centered paradigms, has identified key individual traits, such as work-family segmentation preferences and conscientiousness, as well as job characteristics, such as leaders’ after-hours electronic communication expectations (AECE) and work autonomy, as significant factors. However, these approaches often assume homogeneity within samples and focus on linear relationships, thereby systematically neglecting the heterogeneous and configurational effects arising from the complex interplay of these factors. This limitation can lead to “one-size-fits-all” management interventions that are imprecise and ineffective. In response to calls for a more holistic perspective, this study adopts a person-centered methodology to capture this unobserved heterogeneity, identifying naturally occurring profiles based on how these traits and characteristics combine within individuals.
This investigation is grounded in an integrated theoretical framework that combines the boundary theory and the self-determination theory (SDT). The boundary theory provides the foundational lens for selecting the key antecedents, as it specifically addresses how individuals manage the boundaries between work and nonwork domains, emphasizing the interactive roles of individual traits (e.g., preferences and personality) and job characteristics (e.g., supports and demands). Building on this, the SDT is introduced to explain the underlying psychological mechanism through which these antecedent combinations influence job satisfaction. The SDT posits that well-being is a function of the satisfaction of three basic psychological needs: autonomy, competence, and relatedness. We argue that the specific configuration of an employee’s traits and job characteristics creates a unique psychosocial environment that either supports or thwarts the satisfaction of these needs, leading to differential levels of job satisfaction.
This study had three primary objectives: (1) To identify distinct, naturally occurring latent profiles based on the combination of employees’ work-family segmentation preference, conscientiousness, perceived leader AECE, and work autonomy. (2) To examine the differential relationships between these identified latent profiles and employee job satisfaction. (3) To investigate the mediating role of the three basic psychological needs (i.e., autonomy, competence, and relatedness) in explaining the relationship between profile membership and job satisfaction.
A three-wave longitudinal survey was conducted at a large, highly digitized state-owned enterprise in Guangdong, China. The final matched sample consisted of 346 employees. At Time 1 (T1), participants reported on the four individual trait and job characteristic variables, along with demographics. At Time 2 (one month later), they assessed their basic psychological needs satisfaction. At Time 3 (two months after T1), they reported their job satisfaction.
A latent profile analysis of the T1 data revealed four distinct and interpretable employee profiles. The Balanced group (56.7%) represented the largest segment, characterized by moderate levels on all four indicators, suggesting a state of equilibrium. The Active group (14.2%) was typified by high levels of both conscientiousness and work autonomy, with moderate levels on the other indicators. In stark contrast, the Conflicting group (5.9%) exhibited a detrimental combination: a high preference for work-family segmentation and high perceived leader AECE, coupled with low work autonomy. Finally, the Passive group (23.1%) was marked by low levels of conscientiousness, segmentation preference, and leader AECE, alongside moderate work autonomy. Subsequent analysis confirmed a significant relationship between profile membership and job satisfaction. The Active group reported the highest job satisfaction, followed in descending order by the Balanced, Passive, and Conflicting groups, with the last group reporting the lowest satisfaction by a significant margin.
Using the Balanced group as the reference, mediation analyses revealed distinct psychological pathways underlying these differences. The Active group’s higher job satisfaction was significantly mediated by greater competence need satisfaction. In contrast, the Conflicting group’s substantially lower job satisfaction was mediated by lower autonomy need satisfaction. Finally, the Passive group’s lower job satisfaction was explained by lower satisfaction of both competence and relatedness needs.
These findings offer significant theoretical contributions and practical implications. Theoretically, this study challenges the traditional variable-centered paradigm by demonstrating that employees’ experiences in the digital age are better understood through holistic, heterogeneous profiles rather than isolated variables. It enriches the boundary theory by empirically illustrating how traits and characteristics configure in reality and extends the SDT by revealing the specific, differentiated need-satisfaction pathways associated with these real-world configurations. Practically, the identified profiles serve as a diagnostic tool for managers. Interventions can be targeted. For Conflicting employees, efforts should focus on restoring autonomy. For Passive employees, strategies should aim to bolster competence and relatedness. By moving beyond a one-size-fits-all approach, organizations can design more precise, evidence-based interventions to enhance employee job satisfaction in an era of increasingly blurred boundaries.
latent profile analysis / individual traits / job characteristics / job satisfaction / satisfaction of basic psychological needs
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Information and communication technologies enable employees to be available anywhere and anytime, raising availability expectations of work and nonwork contacts. Building on the theory of planned behavior and the person-environment fit theory, the present study examines how others’ availability expectations predict employees’ management of work and nonwork boundaries, and how these bidirectional boundary management behaviors relate to well-being. Results of structural equation modeling with data from 401 employees collected in two waves show that availability expectations of both coworkers and nonwork contacts predict how employees manage the boundaries of work and nonwork domains. Thereby, availability expectations are negatively related to segmentation of the two domains and coworkers' expectations show an indirect effect on employee well-being. Further, our study shows that work-nonwork and nonwork-work segmentation behavior have divergent effects on employee well-being, indicating that asymmetric boundary management behavior with high work-nonwork segmentation and low nonwork-work segmentation may be beneficial. Besides, moderation analyses underline the importance of enabling individuals to align their boundary management preferences with their actual behavior, especially when individuals have high work-nonwork segmentation preferences. By integrating and unveiling distinct antecedents of work-nonwork and nonwork-work segmentation behavior and their divergent effects on well-being, the present study contributes to a comprehensive framework for investigating and understanding bidirectional boundary management in the face of technology-enabled availability.
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Education is considered one of the most critical human capital investments. But does formal educational attainment "pay off" in terms of job satisfaction? To answer this question, in Study 1 we use a meta-analytic technique to examine the correlation between educational attainment and job satisfaction (k = 74, N = 134,924) and find an effect size close to zero. We then build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress to theorize that educational attainment involves notable trade-offs. In Study 2 we develop and test a multipath, two-stage mediation model using a nationally representative sample to explore this idea. We find that, while better-educated individuals enjoy greater job resources (income, job autonomy, and job variety), they also tend to incur greater job demands (work hours, task pressure, job intensity, and time urgency). On average, these demands are associated with increased job stress and decreased job satisfaction, largely offsetting the positive gains associated with greater resources. Given that the net relationship between education and job satisfaction emerges as weakly negative, we highlight that important trade-offs underlie the education-job satisfaction link. In supplemental analyses, we identify boundary conditions based on gender and self-employment status (such that being female exacerbates, and being self-employed attenuates, the negative association between education and job satisfaction). Finally, we discuss the practical implications for individuals and organizations, as well as alternative explanations for the education-job satisfaction link. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
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In this overview, the authors use the seven studies included in the feature topic as a platform to delineate three areas that latent class procedures are particularly useful for in advancing the field of organizational research. The first topic area focuses on dealing with the need to identify and understand unobserved subpopulations in organizational research. The second topic area focuses on recognizing the unobserved heterogeneity in measurement functioning. The third topic area focuses on addressing the challenges surrounding the existence of multiple longitudinal change (both quantitative and qualitative) patterns in organizational research. The authors conclude this overview by highlighting further thoughts on the ways that latent class procedures should be utilized to advance organizational research.
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Research has identified seven characteristics-value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes-on which group members simultaneously evaluate their perceived person-group (PG) fit. Most of extant research has focused on how each characteristic or them as a composite predicts outcomes. However, these variable-centered approaches fail to address how there may be subpopulations of members who differentially combine the PG fit characteristics and how such conjunctive effects differentially relate to various work outcomes. To address these issues, we adopt a profile-based approach using latent profile analysis to understand how group members are similar to and different from each other on more holistic configurations of perceived PG fit experiences. With two widely different samples of employees working in group settings, we found seven unique profiles of PG fit: perfect fits, comfortable fits, surface-level misfits, out of syncs, social misfits, lone wolves, and total misfits. We also found in Sample 2 that these profiles differentially predicted group member outcomes commonly studied in the PG fit literature, including attitudes (satisfaction and cohesion), performance behaviors (task performance and citizenship behaviors of helping and voice), and withdrawal (social loafing and turnover). Complementing research that used variable-centered approaches, our profile-based results reveal new theoretical and practical insights of perceived PG fit, suggesting that different group members have distinct configurations of PG fit, and that higher levels of PG fit are not universally positive, and neither is every type of misfit universally negative. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
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