Self-determination, control, and reactions to changes in workload: A work simulation.

Abstract

The objective of this experimental study is to capture the dynamic temporal processes that occur in changing work settings and to test how work control and individuals' motivational predispositions interact to predict reactions to these changes. To this aim, we examine the moderating effects of global self-determined and non-self-determined motivation, at different levels of work control, on participants' adaptation and stress reactivity to changes in workload during four trials of an inbox activity. Workload was increased or decreased at Trial 3, and adaptation to this change was examined via fluctuations in anxiety, coping, motivation, and performance. In support of the hypotheses, results revealed that, for non-self-determined individuals, low work control was stress-buffering and high work control was stress-exacerbating when predicting anxiety and intrinsic motivation. In contrast, for self-determined individuals, high work control facilitated the adaptive use of planning coping in response to a change in workload. Overall, this pattern of results demonstrates that, while high work control was anxiety-provoking and demotivating for non-self-determined individuals, self-determined individuals used high work control to implement an adaptive antecedent-focused emotion regulation strategy (i.e., planning coping) to meet situational demands. Other interactive effects of global motivation emerged on anxiety, active coping, and task performance. These results and their practical implications are discussed.

Individual Control over the Physical Work Environment to Affect Creativity

“…In fact as suggested by previous studies personal control over the work environment is necessary for individual well-being (Brager et al, 2004;Huang et al, 2004). Empirical studies also have indicated that the availability of choices in the physical environment will lead to better outcomes for employees, such as better performance and improved mood (Paciuk, 1990, Parker et al, 2013, Veitch and Gifford, 1996bGalasiu and Veitch, 2006). Based on the broaden-and-build theory of positive emotions, positive and good feelings change people's bodily systems and predict healthier mental and physical outcomes such as reducing stress and physical pain; it also modify people's perception and insight (Fredrickson, 2001;Fredrickson and Branigan, 2005).…”

Is WDLR (Wish for Decision Latitude Reduction) Linked to Work Engagement? An Exploratory Study Among Knowledge Workers

“…Supervisors may provide assistance, for instance, by minimizing the number of project assignments per employee, developing standard operating procedures, and other auxiliary means in order to reduce WDLR. Findings from a recent study suggest that the decent level of control is linked to individual factors such as self-determination (Parker, Jimmieson, & Amiot, 2013). Therefore, decision latitude and decision authority of individual employees should be well balanced and enhanced according to individual competences, particularly in knowledge intensive work processes (Pfaff et al, 2010;Stieler-Lorenz et al, 2011).…”

Regulatory focus moderates the relationship between task control and physiological and psychological markers of stress: A work simulation study

“…Trials consisted of 5 emails to be completed within 10-min. Previous research has validated this level of workload and time pressure as representative of moderately high task demands (Parker et al, 2013a(Parker et al, , 2013b. Task instructions conveyed to participants that their objective was to:…”

“…The inbox activity used email content developed for previous work simulation experiments by Parker et al (2013a) and Parker et al (2013b). Participants were asked to adopt the role of a HR Manager at a department store, in responding to employee emails.…”

“…Indeed, prior research demonstrates that low work control is stress-buffering for individuals' who are non-self-determined (Parker et al, 2013a) or lower on desire for control (Parker et al, 2009 Many occupational stress researchers focus on collecting correlational data in work contexts to infer associations between demand, control, and employee health (de Lange et al, 2003). Other researchers utilize experimental paradigms, which involve participants completing work simulations under manipulated levels of demand and control (e.g., Flynn and James, 2009;Häusser et al, 2011;Terry, 1997, 1999;Parker et al, 2009Parker et al, , 2013aParker et al, , 2013b. Work simulations establish temporal precedence between predictors and outcomes, offering strong causal interpretation.…”