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... A number of studies have examined this association between basic needs satisfaction and positive affect and negative affect. These studies examined the association across differing populations, such as employees (e.g., Vandercammen, Hofmans, & Theuns, 2013), athletes (e.g., Podlog, Lochbaum, & Stevens, 2010), students (e.g., Tian, Chen, & Huebner 2014Martela & Ryan, 2016), in samples with high percentages of men (e.g., Kim, 2016) or women (e.g., Kashdan, Mishra, Breen, & Froh 2009), and in samples with young (e.g., Tian, Chen, & Huebner, 2014) or older (e.g., Sylvester et al., 2014) mean ages. When assessing basic needs satisfaction, these studies have used varied measures such as the Basic Psychological Needs Scale (Gagne, 2003) or the Balanced Measure of Psychological Needs and in the assessment of affect through measures such as Positive Affect Negative Affect Scale (Watson, Clark, & Tellegen, 1998) and the Questionnaire on the Experience and Evaluation of Work (Van Veldhoven & Meijman, 1994). ...
Self Determination Theory proposes that psychological needs satisfaction is associated with high positive affect and low negative affect. The present study consolidated effect sizes from previous research on the relationship of satisfaction of autonomy, competence and relatedness needs with positive affect and negative affect, and identified moderators of the relationships. The basic need satisfaction and positive affect meta-analyses included 16 samples for autonomy, 16 for competence, and 16 for relatedness, with 7335, 6832, and 6710 participants, respectively. Across studies, higher positive affect was significantly associated with greater autonomy satisfaction (r=.39), competence satisfaction (r=.45), and relatedness satisfaction (r=.39). The basic need satisfaction and negative affect meta-analyses included 11 samples for autonomy, 13 for competence, and 11 for relatedness, with 5114 participants, 5481 participants, and 5114 participants, respectively. Across studies, lower negative affect was significantly associated with greater autonomy satisfaction (r=-.30), competence satisfaction (r=-.33), and relatedness satisfaction (r=-.30). Moderator analyses found that gender composition, sample type, and basic need satisfaction measure were related to the strength of associations.
To reconcile the inconsistencies and complexities in the relationship between team diversity and performance, our meta‐analysis takes a more nuanced approach to the relationship between team deep‐level diversity and team performance. We examine the type of deep‐level diversity (personality, values, culture), task complexity, and executive team status as moderators of the relationship between team deep‐level diversity and positive emergent states, positive team processes, and team conflict. In addition, we examine the mediating role of positive team emergent states, positive team processes, and team conflict in explaining how team deep‐level diversity relates to team performance. We test our hypotheses with a meta‐analytic database of 94 papers reporting 280 effect sizes based on 24,425 teams. Findings show that team deep‐level diversity is associated with fewer positive emergent states and positive team processes and more team conflict. There is an indirect relationship between team deep‐level diversity and team performance through each of the mediators: positive emergent states, positive team processes, and team conflict. Implications for theory and practice are discussed.
