The Bright and Dark Sides of Job Autonomy

Kubicek, Bettina; Paškvan, Matea; Bunner, Johanna

doi:10.1007/978-3-319-54678-0_4

Cited by 75 publications

(74 citation statements)

References 71 publications

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“…Contrary to expectations, we did not find the expected associations between change in job autonomy and changes in emotional engagement and exhaustion. These findings may be explained by research suggesting that change in job autonomy may not only have beneficial consequences but can also pose challenges to employee well‐being (Kubicek, Paskvan, & Bunner, ; Putnam, Myers, & Gailliard, ). These positive and negative effects of increased job autonomy may cancel each other out and result in an overall weak effect on occupational well‐being.…”

Section: Discussionmentioning

confidence: 99%

“…For instance, research on the so‐called autonomy paradox suggests that when employees are provided with greater autonomy, they may work more intensely and feel more constrained in their jobs (Mazmanian, Orlikowski, & Yates, ; Putnam et al, ). Moreover, an increase in job autonomy may result in more work‐related demands and responsibilities, which require self‐regulatory effort and may negatively affect occupational well‐being (Kubicek et al, ; Li et al, ; Mazmanian et al, ). Further research is needed to better understand such potential “double‐edged sword” effects of increases in job autonomy on occupational well‐being.…”

Section: Discussionmentioning

confidence: 99%

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Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support

et al. 2018

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Researchers have neglected dynamic effects of proactive behavior on occupational well-being.We investigated effects of change in personal initiative over 6 months on changes in emotional engagement and exhaustion over the following 6 months. On the basis of the control-process theory on affect, we hypothesized that changes in positive and negative moods mediate these effects conditional upon employees' level of perceived organizational support. On the basis of action regulation theory, we assumed that change in job autonomy also acts as a mediator. Data came from 297 employees who responded to 3 surveys separated by 6-month intervals. Results of latent change score modeling showed that change in personal initiative negatively predicted change in positive mood and, when perceived organizational support was low, positively predicted change in negative mood. In addition, change in personal initiative positively predicted change in job autonomy. Change in personal initiative had negative indirect effects on change in emotional engagement, and positive indirect effects on change in emotional exhaustion through changes in positive and negative moods (but not through change in job autonomy). A reverse causal model did not yield significant indirect effects. Overall, these findings suggest that an increase in proactive behavior can have detrimental effects on occupational well-being.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support

et al. 2018

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“…Several studies have considered the positive outcomes of job autonomy as greater job satisfaction, proactivity, and increased well-being, supporting personal motivation, innovation and increase self-esteem [18,[32][33][34][35][36][37]. Similarly, high levels of job autonomy also relate to low levels of stress outcomes such as burnout, anxiety, and irritability, among other symptoms [38].…”

Section: Job Autonomymentioning

confidence: 99%

How Does Positive Work-Related Stress Affect the Degree of Innovation Development?

Albort-Morant

Ariza-Montes

Leal-Rodríguez

et al. 2020

IJERPH

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Many studies sustain that work-related stress exerts pervasive consequences on the employees’ levels of performance, productivity, and wellbeing. However, it remains unclear whether certain levels of stress might lead to positive outcomes regarding employees’ innovativeness. Hence, this paper examines how the five dimensions of work-related stress impact on the employees’ levels of innovation performance. To this aim, this study focused on a sample of 1487 employees from six Italian companies. To test the research hypotheses under assessment, we relied on the use of the partial least squares (PLS) technique. Our results reveal that, in summary, the stressors job autonomy, job demands, and role ambiguity exert a positive and significant impact on the employees’ levels of innovativeness. However, this study failed to find evidence that the supervisors’ support–innovation and colleagues’ support–innovation links are not statistically significant.

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“…In the workplace, autonomy, also referred to as job control is measured in terms of how much freedom an individual has to make decisions, either for the company or on how a task becomes accomplished, how much creativity and innovation an employee can express, and how much external influence affects an employee's work [35][36]. Work autonomy, which is a job resource, is an essential predictor of proactive outcomes for employees [37][38]. Autonomy expressed through authority, independence, and leadership is one of the traditional masculine traits and can be linked to the patriarchal rules of society.…”

Section: Grc and Work Autonomymentioning

confidence: 99%

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

Oke¹

2019

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Empirical research suggests that gendered job-segregation have effects on men in the workplace consequent upon bias evaluations stemming from social norms regarding acceptable gender roles. These biases are capable of inducing workplace stressors that may affect the psychological well being of men engaged in female-dominated occupations. This study investigates the moderating role of work autonomy in the relationship between perceived gender discrimination and gender role conflict for men in atypical occupations. A cross-sectional survey method was used to collect data from a sample of 150 men in the occupations of nursing, librarian, and primary school teaching, and a hierarchical regression test analyzed hypotheses. Regression analysis demonstrated that perceived discrimination and work autonomy were significant predictors of gender role conflict (β = .60, p < .001), and β = -.62, p < .001, respectively). A moderated regression analysis was also conducted to test the assumption that job autonomy moderates the relationship between perceiving a discriminatory work environment and workers' gender role conflict. The analysis indicated that 79% of the variation in the dependent variable could be explained by the main effects and the interaction effects, F (4, 145) =140.58, p < .05). This interaction effect, although significant, accounted for a minimal incremental effect above and beyond the direct effects of perceived gender discrimination and work autonomy (∆R2 = .008, F (1, 145) = 5.48, p < .05). Research implications and suggestions for future research are discussed.

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The Bright and Dark Sides of Job Autonomy

Cited by 75 publications

References 71 publications

Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support

Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support

How Does Positive Work-Related Stress Affect the Degree of Innovation Development?

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

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