How challenging was your work today? The role of autonomous work motivation

Vujčić, Maja Tadić; Oerlemans, Wido G.M.; Bakker, Arnold B.

doi:10.1080/1359432x.2016.1208653

Cited by 49 publications

(33 citation statements)

References 74 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The literature in this area is dominated by the self‐determination theory (Deci et al ., ) and developed into scales through which workers are invited to report their perceptions over the decision latitude, the personal initiative, the degree of participation in strategic decisions, etc. (Tadić Vujčić et al ., ). Such scales, usually applied to regular workers, may be very relevant for independent professionals.…”

Section: From Independence To Autonomymentioning

confidence: 97%

Autonomy at work in the gig economy: analysing work status, work content and working conditions of independent professionals

Pichault¹,

McKeown²

2019

New Technol Work Employ

View full text Add to dashboard Cite

This paper offers a critical perspective on the debate surrounding autonomy at work for a specific category of non‐standard workers: independent professionals. The increasing numbers now working this way as well as their spread into all sectors, industries and occupations, mean that their work arrangements can no longer be dismissed as non‐standard or atypical. Defining them by what they are not is quite simply no longer an option. Our paper examines the various components intertwined behind the taken‐for‐granted concept of autonomy. Drawing on debates from the legal through to the sociological and HR literatures, we identify three underlying dimensions to autonomy. When combined, they provide the basis for an analytical matrix that may assist policy makers, practitioners and individual workers to understand the challenges and opportunities linked to new ways of working.

show abstract

Section: From Independence To Autonomymentioning

confidence: 97%

Autonomy at work in the gig economy: analysing work status, work content and working conditions of independent professionals

Pichault¹,

McKeown²

2019

New Technol Work Employ

View full text Add to dashboard Cite

show abstract

“…Challenge demands are work demands such as time pressure and high workload that are stressful but also produce positive feelings and can foster psychological resources such as self-efficacy (Cavanaugh et al, 2000). Challenge demands are positively related to autonomous work motivation, which is when employees choose to work because they enjoy it and gain meaning from it (Tadić Vujčić, Oerlemans, & Bakker, 2017). It has been suggested that individuals who enjoy their work and find their work interesting may engage in problem-solving pondering (Cropley & Zijlstra, 2011).…”

Section: Work-related Antecedents Of Recovery Experiencesmentioning

confidence: 99%

“…Problem-solving pondering refers to thinking about solutions for work-related problems during nonwork time and is negatively related to psychological detachment (Querstret & Cropley, 2012). Greater challenge demands are also associated with higher positive affect at the end of the day (Tadić Vujčić et al, 2017). Although high positive affect can be beneficial, it typically involves higher levels of activation.…”

Section: Work-related Antecedents Of Recovery Experiencesmentioning

confidence: 99%

Recovery from work‐related effort: A meta‐analysis

2017

Self Cite

View full text Add to dashboard Cite

Summary This meta‐analytic study examines the antecedents and outcomes of four recovery experiences: psychological detachment, relaxation, mastery, and control. Using 299 effect sizes from 54 independent samples (N = 26,592), we extend theory by integrating recovery experiences into the challenge–hindrance framework, creating a more comprehensive understanding of how both after‐work recovery and work characteristics collectively relate to well‐being. The results of meta‐analytic path estimates indicate that challenge demands have stronger negative relationships with psychological detachment, relaxation, and control recovery experiences than hindrance demands, and job resources have positive relationships with relaxation, mastery, and control recovery experiences. Psychological detachment after work has a stronger negative relationship with fatigue than relaxation or control experiences, whereas control experiences after work have a stronger positive relationship with vigor than detachment or relaxation experiences. Additionally, a temporally driven model with recovery experiences as a partial mediator explains up to 62% more variance in outcomes (ΔR2 = .12) beyond work characteristics models, implying that both work characteristics and after‐work recovery play an important role in determining employee well‐being.

show abstract

“…Time pressure represents a challenge stressor characterized as growth-promoting (Rodell & Judge, 2009;Tadić Vujčić, Oerlemans, & Bakker, 2017). Critically, the high activation that arises from challenge stressors can make detachment and relaxation difficult as employees continue to think about work issues (Bennett et al, 2016(Bennett et al, , 2018Kinnunen et al, 2011;Sonnentag et al, 2017).…”

Section: Antecedents Of Profiles Of Daily Recovery Experiencesmentioning

confidence: 99%

Unplugging or staying connected? Examining the nature, antecedents, and consequences of profiles of daily recovery experiences.

Chawla¹,

MacGowan²,

Gabriel³

et al. 2020

Journal of Applied Psychology

146

131

View full text Add to dashboard Cite

Research on workplace recovery recognizes that employees must restore lost resources after work in order to improve their subsequent well-being and performance. Scholars have also noted that employees' recovery experiences-psychological detachment, relaxation, mastery, and control-vary day-today , yielding crucial implications for the aforementioned outcomes. Yet, despite these important theoretical and empirical insights, researchers to date have not comprehensively examined multiple daily recovery experiences in conjunction, instead studying the unique effects of only one or two experiences in isolation. Using a person-centric view of employees' recovery experiences, the current study examines whether profiles of daily recovery experiences occur for employees, and how these profiles (a) vary in membership from one day to the next, (b) are differentiated by daily job demands and resources experienced at work, and (c) predict employee well-being and discretionary behaviors during the subsequent workday. Using experience sampling data from 207 full-time employees, results revealed five profiles of daily recovery experiences that exhibited distinct relations with within-person antecedents and outcomes. As such, the current investigation represents a necessary first step in understanding how employees jointly experience recovery in relation to their daily work and well-being.

show abstract

How challenging was your work today? The role of autonomous work motivation

Cited by 49 publications

References 74 publications

Autonomy at work in the gig economy: analysing work status, work content and working conditions of independent professionals

Autonomy at work in the gig economy: analysing work status, work content and working conditions of independent professionals

Recovery from work‐related effort: A meta‐analysis

Unplugging or staying connected? Examining the nature, antecedents, and consequences of profiles of daily recovery experiences.

Contact Info

Product

Resources

About