5. Alderfer's ERG Theory

5.     Alderfer's ERG Theory

The universality of the need system, or the idea that everyone's hierarchy of fundamental requirements is the same, is emphasized by Maslow's hierarchy of needs theory (Maslow, 1943). By keeping the need hierarchy while allowing for flexibility in the requirements' order, Alderfer (1969) produced the ERG theory, which softens Maslow's rigid assumptions (Robbins, 1998). According to ERG theory, there are three primary wants that drive human behavior: the desire to expand by satisfying one's growth need, the need to ensure one's life by securing needs for food, water, and safety, and the need to maintain relationships with others.

Existence, relatedness, and growth are the three categories of needs that Alderfer identified (Furnham, 2008). Since this theory defines demands as a spectrum rather than as a hierarchy, it is very adaptable. These categories of needs are described below.

Existence needs: These include the most basic necessities. It encompasses, in essence, a person's physical and physiological safety requirements.

Relatedness needs: People seek out public fame and recognition and need meaningful relationships (whether with family, friends, or superiors). They also need to feel loved and like they belong. Maslow's social needs and the outward esteem need component are included in this category of needs.

Growth needs: Needs for personal development, progress, and improvement fall under this category. Maslow's demands for self-actualization and the intrinsic elements of esteem are included in this category.

An additional benefit of the ERG theory is that it may be used to investigate job-specific work motivations in workplace settings (Arnold & Feldman, 1982). This makes need theories applicable to its use in work settings for turnover intention and employee retention. As a result, we carefully consider how some needs satisfaction may act as latent triggers in affecting employees' turnover intention within the threshold, and we use the ERG theory as a conceptualization framework to investigate the impact of three needs gratification on turnover intention of public employees. 

We aim to investigate the impact of existence (E), relationship (R), and growth (G), three sets of fundamental core requirements, on the intention of turnover among public employees based on Alderfer's ERG theory. Using the framework offered by the ERG theory, we categorize diverse workplace characteristics experienced by employees into existential, relational, and growth needs and examine the correlation between each aspect and intention to leave the company (Acquah, et al., 2021).

References

Acquah, A., Nsiah, T. K., Antie, E. N. A. & Otoo, B., 2021. LITERATURE REVIEW ON THEORIES MOTIVATION. EPRA International Journal of Economic and Business Review, 9(5), pp. 25-29.

Alderfer, C. P., 1969. An empirical test of a new theory of human needs. Organizational Behavior, 4(2), p. 142–175.

Arnold, H. J. & Feldman, D. C., 1982. A multivariate analysis of the determinants of job turnover. The Journal of Applied Psychology, 67(3), p. 350–360.

Furnham, A., 2008. Personality and Intelligence at Work. London: Routledge.

Maslow, A. H., 1943. A theory of human motivation. Psychological Review, 50(4), p. 370–396.

Robbins, S. P., 1998. Organizational behavior: Concepts, controversies, applications. Prentice-Hall: s.n.

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