Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector

Abstract

This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.