The more, the better? Curvilinear effects of job autonomy on well-being from vitamin model and PE-fit theory perspectives.

Abstract

In organizational psychology research, autonomy is generally seen as a job resource with a monotone positive relationship with desired occupational outcomes such as well-being. However, both Warr's vitamin model and person-environment (PE) fit theory suggest that negative outcomes may result from excesses of some job resources, including autonomy. Thus, the current studies used survey methodology to explore cross-sectional relationships between environmental autonomy, person-environment autonomy (mis)fit, and well-being. We found that autonomy and autonomy (mis)fit explained between 6% and 22% of variance in well-being, depending on type of autonomy (scheduling, method, or decision-making) and type of (mis)fit operationalization (atomistic operationalization through the separate assessment of actual and ideal autonomy levels vs. molecular operationalization through the direct assessment of perceived autonomy (mis)fit). Autonomy (mis)fit (PE-fit perspective) explained more unique variance in well-being than environmental autonomy itself (vitamin model perspective). Detrimental effects of autonomy excess on well-being were most evident for method autonomy and least consistent for decision-making autonomy. We argue that too-much-of-a-good-thing effects of job autonomy on well-being exist, but suggest that these may be dependent upon sample characteristics (range of autonomy levels), type of operationalization (molecular vs. atomistic fit), autonomy facet (method, scheduling, or decision-making), as well as individual and organizational moderators. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and their Implications for Employee’s Well-Being

“…In addition, empirical studies showed that an excess of autonomy seems to have negative effects on employee well-being (Stiglbauer & Kovacs, 2018;Wielenga-Meijer et al, 2011).…”

“…Consequently, researchers have begun to argue that (a) not all demands are created equal and (b) job resources can have detrimental effects as well (Stiglbauer & Kovacs, 2018;Wielenga-Meijer et al, 2011).…”

Psychosocial working conditions and depressive disorder: disentangling effects of job control from socioeconomic status using a life-course approach

“…There is a strong correlation between education and job control, with increasing educational levels associated with higher job control [78,79]. Some studies have suggested that there are non-linear associations between influence at work and well-being, and that more influence may no longer be associated with better well-being at the highest levels [80]. It is possible, that such non-linearity may explain that the associations in the present study were limited to lower educational levels.…”

Lost in Autonomy – Temporal Structures and Their Implications for Employees’ Autonomy and Well-Being among Knowledge Workers

“…Taken together, it seems that the beneficial role of global autonomy in working life has become less evident, while information processing and the project-type nature of current jobs has highlighted the importance of mutual interdependencies and time-synchronies in autonomous work. However, most previous research has focused on global job autonomy using predefined quantitative scales without intending to analyze the ambivalence or psychological burden arising from the tension between autonomous status and strong temporal/social interdependence (Parker et al 2014;Stiglbauer and Kovacs 2018). It seems likely that this tension can cause feelings of insufficiency and stress (Mazmanian et al 2013).…”

“…Interrelatedness and Autonomy in Knowledge Work Several influential models of occupational stress and well-being have defined work autonomy as a central factor (e.g., Carayon 1993;Demerouti et al 2001;Frese 1989;Hackman andOldham 1975, Karasek Jr. 1979). In these models, autonomy is assumed to have the potential to ensure motivation and performance as well as well-being (Stiglbauer and Kovacs 2018). Most of these frameworks were developed during the era of a strong industrial sector and when rather pre-structured office jobs were increasing in Western countries.…”