Abstract
In order to explore the specific path of the influence of job autonomy on the satisfaction of knowledge employees, the current study deduced and established a Chain Mediation Model, which was based on the Resource-Gain-Development Model and the Conservation of Resources Theory. Primary data were gathered through questionnaire surveys at several cities in China by using a professional platform named “Wenjuanxing.” The target populations were employees with a bachelor’s degree or above, who were engaged in higher knowledge content and have mastered certain professional knowledge and skills, including technical R & D personnel, management personnel, professionals (such as accountants, lawyers, and medics) and other personnel generally recognized by the academic community. In order to improve the reliability of the sample and reduce the error caused by regional differences, the questionnaires were disseminated to involve as many cities in China as possible, such as Tianjin, Beijing, Chengdu, Wuhan, and Guangzhou. SPSS24.0 and Aoms24.0 were used as multivariate data analysis tools for statistical analysis. The results showed that job autonomy can significantly improve the satisfaction of knowledge employees; however, it cannot affect the satisfaction of knowledge employees through self-efficacy. The findings of the study also revealed that job autonomy has a positive impact on both resource source domain satisfaction and resource acceptance domain satisfaction through work-family enrichment, especially the positive emotions in the resource source domain. Job autonomy improves the self-efficacy of knowledge employees, which, in turn, improves their overall satisfaction through the work-family enrichment path.
Highlights
Drucker (1999), a renowned master of management, was the first to realize that employees with the ability to apply knowledge can create greater value for the organization
The results showed that, in Hypothesis 3-1, the job autonomy of knowledge employees had a positive impact on job satisfaction through the work-family enrichment path, and the job autonomy had a positive impact on the work-family enrichment, which indicates that knowledge employees can make full use of the resources in the work domain to achieve the cross-border enrichment path, and the more work-family enrichment they will have
The results showed that the job autonomy of knowledge employees first affected their inner self-efficacy, and improved their job satisfaction through the path of work to family enrichment
Summary
Drucker (1999), a renowned master of management, was the first to realize that employees with the ability to apply knowledge can create greater value for the organization. Work-Family Enrichment and Job Satisfaction rapid changes in economic development, industrial transformation, and aging These changes have put enormous pressures on knowledge employees, both within work and family domains, which deteriorated their satisfaction and, in turn, impacted and affected their work performance. Enterprises themselves are, faced with the never-ending task of finding ways to improve the satisfaction and stability of their knowledge employees in order to achieve higher performance levels and to realize their maximum capabilities. This has become a problem that the enterprises have placed emphasis on, and have paid special attention to, a problem that they urgently need to solve
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