Orientation: Engaged employees contribute to the success and productivity of an organisation. Satisfaction of basic psychological needs and organisational commitment (job attitudes) impact positively on work engagement of the lecturing staff. Research purpose: The purpose of this study was to investigate the effect of basic psychological need satisfaction and organisational commitment on work engagement of the lecturing staff. Motivation for the study: Organisations realise their objectives through their employees. When employees are not satisfied or committed at work, it can result in low levels of work engagement, absenteeism, exhaustion, cynicism, low productivity and turnover. Research approach/design and method: A cross-sectional survey design was used to collect data of the lecturing staff at the University of Namibia ( n = 242). Cronbach’s alpha coefficients, Pearson correlation coefficient and multiple regression analyses were used to analyse the data. Main findings: This study found a positive relationship between basic psychological need satisfaction, organisational commitment and work engagement. Normative and affective commitment was found to be significant predictors of vigour, dedication and absorption (work engagement). Practical/managerial implications: Organisations need to include staff members in the decision-making process, allow employees to direct work-related activities, conduct team-building activities, provide training and development activities and regularly assess job satisfaction of the employees. Contribution/value-add: The novelty of this study in Namibia will add to knowledge within industrial or organisational psychology, encourage future research and guide the development of interventions.

中文翻译：

---

工作态度是纳米比亚大学讲师工作投入的预测指标

方向：敬业的员工为组织的成功和生产力做出贡献。基本的心理需求和组织承诺（工作态度）的满足对讲课人员的工作投入有积极影响。研究目的：本研究的目的是调查基本的心理需求满意度和组织承诺对讲课人员工作投入的影响。学习动机：组织通过员工实现目标。当员工对工作不满意或不投入时，会导致工作投入水平低，旷工，精疲力尽，愤世嫉俗，生产力低下和人员流动。研究方法/设计和方法：横断面调查设计用于收集纳米比亚大学讲课人员的数据（n = 242）。使用Cronbach'sα系数，Pearson相关系数和多元回归分析来分析数据。主要发现：这项研究发现基本的心理需求满意度，组织承诺和工作投入之间存在正相关关系。发现规范性和情感性承诺是充满活力，奉献和专心（工作投入）的重要预测指标。实际/管理上的影响：组织需要在决策过程中包括员工，允许员工指导与工作相关的活动，开展团队建设活动，提供培训和发展活动，并定期评估员工的工作满意度。贡献/增值：这项纳米比亚研究的新颖之处将增加工业或组织心理学领域的知识，