Effects Of Job Autonomy Research Articles

The Effect of Job Autonomy on Work Passion

The Effect of Job Autonomy on Work Passion

The effect of job autonomy on the indirect relationships among expatriates’ cultural intelligence, psychological availability, and work outcomes

The effect of job autonomy on the indirect relationships among expatriates’ cultural intelligence, psychological availability, and work outcomes

The effects of job autonomy and customer service self-efficacy on negative mood following customer aggression: A trajectory perspective.

The effects of job autonomy and customer service self-efficacy on negative mood following customer aggression: A trajectory perspective.

Job Autonomy on Innovative Behaviour with Work Engagement as a Mediating Variable

The purpose of this study was to examine: (1) The effect of job autonomy on innovative behaviour in Whiz Prime Hotel Padang employees. (2) The effect of job autonomy on work engagement of Whiz Prime Hotel Padang employees. (3) The effect of work engagement on innovative behaviour of Whiz Prime Hotel Padang employees. (4) The effect of job autonomy on the innovative behaviour of Whiz Prime Hotel Padang employees through work engagement. The population in this study were all employees at Whiz Prime Hotel Padang totaling 61 people. While the number of samples in this study was determined by using the total sampling method, namely making the entire population in the study a sample, so that the number of samples obtained was 61 people. The analytical technique used is SEM analysis using smart PLS3.
 The results of this study indicate that: (1) job autonomy has a positive and significant effect on innovative behaviour in Whiz Prime Hotel Padang employees. (2) Job autonomy has a positive and significant effect on work engagement for Whiz Prime Hotel Padang employees. (3) Work engagement has a positive and significant effect on the innovative behaviour of Whiz Prime Hotel Padang employees. (4) Job autonomy has a significant effect on the innovative behaviour of Whiz Prime Hotel Padang employees with work engagement as a mediating variable

Intention to Quit of Proactive Health Workers: The Intervening Role of Employee Engagement and the Moderated Mediating Effect of Job Autonomy

As a necessary condition for the sustainability and success of teaching hospitals, maintaining proactive health personnel with the ability to be high performers is acknowledged. A few studies have logically clarified and empirically simplified the relationship between proactive employees and intention to quit, which signifies an engaged, proactive tendency to establish actual turnover behavior. However, this study target to resolve these research gaps. This paper predicted that the correlation between proactive health workers and intention to quit was likely mediated by employee engagement and job autonomy as a center point mechanism of motivation. Job autonomy (JA) as a significant framework is expected to buffer the link between proactive health employee and employee engagement. The present article developed a moderated mediated model that incorporates these variables. This study was consistent with previous studies carried out on health workers in Nigerian teaching hospitals. The results of this research help to expose the attrition intentions displayed by conscientious health workers.

The Effects of Job Autonomy, Learning Culture, and Organizational Cynicism On Learning Transfer in MBA

The Effects of Job Autonomy, Learning Culture, and Organizational Cynicism On Learning Transfer in MBA

THE IMPORTANCE OF JOB AUTONOMY AS A DRIVER OF ORGANIZATIONAL COMMITMENT THROUGH WORK - LIFE BALANCE FOR EMPLOYEES IN A LIFE INSURANCE COMPANY

This study aimed to figure out the effects of job autonomy, work-life balance, organizational commitment, and job satisfaction as mediating variables. This research was conducted with a survey using a digital questionnaire distributed in June -July 2020 to 170 employees who work in the life insurance industry. Data were analyzed using the Structural Equation Model (SEM). This study showed that good job autonomy increased work-life balance. It also increased job satisfaction. Good work-life balance increased job satisfaction and good work-life increased organizational commitment through job satisfaction. Keywords: job autonomy, job satisfaction, life insurance industry, organizational commitment, work-life balance

Research shows offering excellent compensation and job security makes South Korean employees much less likely to quit jobs

Purpose The researcher wanted to study the effect of HRM practices on turnover in a South Korean context. Previous studies have focused on Western contexts. Design/methodology/approach The author collected data from 310 white-collar and knowledge workers from Seoul. A set of five hypotheses were tested Findings The results showed that offering excellent compensation and job security made employees much less likely to leave. However, the indirect effect of job autonomy was not found to be significant. Originality/value The study has theoretical implications for workplaces. First, the findings show compensation satisfaction is of crucial importance and HR retention strategies should focus on how employees perceive their pay, benefits and pay policies. Second, the results show that HR managers and top-level executives should make job security a primary concern. For example, they should provide accurate and honest information” about the causes and actions.

Work\u2013Family Conflict and Job Outcomes Among Prison Officers in Ghana: A Test of Mediation and Moderation Processes

This study examines the mediating effect of job stress and the moderating effect of job autonomy on the relationship between work-to-family conflict (WFC) and job satisfaction and organizational commitment. It uses cross-sectional data from 1062 prison officers sampled from 31 prison establishments in Ghana. The results of structural equation modelling (SEM) analysis showed that WFC was negatively associated with job satisfaction and organizational commitment. Job stress significantly mediated the influence of WFC on job satisfaction and organizational commitment. The negative influence of WFC on job satisfaction and organizational commitment was less for prison officers with higher levels of job autonomy than for those with lower levels of autonomy. These findings suggest the need for correctional organizations to adopt family-friendly measures that facilitate officers’ ability to integrate their work and family responsibilities.

The Effects of Job Autonomy, Organizational Learning, and Work Environment on Organizational Commitment of Public Sector Employees in the Ashanti Region of Ghana

Many employers and researchers across the globe have, over the years, adopted different approaches that can ensure employees' commitment to an organization. In this study, we seek to find a linkage between Job Autonomy, Organizational Learning, and Work Environment towards Organizational Commitment of public sector employees in Ghana. Data were obtained from three hundred and thirty (330) employees of five (5) Metropolitan, Municipal and Districts Assemblies (MMDAs) in the Ashanti Region of Ghana through the use of simple random probability sampling. However, three hundred and fifteen (315) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). The findings revealed that organizational learning has the greatest outcome on organizational commitment and was statistically significant at p< 0.05. This finding provides useful suggestions for institutions, employers, and policymakers to promote organizational learning among employees through in-service trainings, knowledge distribution, and group behavior. The result can serve as a practical tool to boost organizational commitment towards achieving organizational goals.

Effects of job autonomy on workplace loneliness among knowledge workers

PurposeGiven its detrimental implications for employees’ well-being and work performance, this paper seeks to understand how workplace loneliness occurs by focusing on a job-related antecedent, job autonomy. Drawing on role identity theory and situational strength theory, the purpose of this paper is to propose that job autonomy relates to workplace loneliness via perceived insider status, a process moderated by perceived clan culture.Design/methodology/approachA two-wave survey served to collect data from 430 knowledge workers in 17 enterprises from several major cities in Eastern China.FindingsJob autonomy relates to workplace loneliness via the mediation of perceived insider status. Specifically, job autonomy impacts positively on perceived insider status, which further reduces workplace loneliness. Besides, the relationship between perceived insider status and workplace loneliness is conditional on perceived clan culture – perceived insider status decreases workplace loneliness more effectively in the case of higher perceived clan culture. Furthermore, perceived clan culture moderates the mediating effect of perceived insider status.Originality/valueThis paper is among the few attempts to offer a comprehensive framework in which job and organizational characteristics combine to explain workplace loneliness. Moreover, the findings illustrate that perceived insider status and perceived clan culture complement each other in alleviating workplace loneliness.

공공봉사동기가 공무원의 조직시민행동에 미치는 영향: 직무만족과 조직몰입의 매개효과 및 직무자율성의 조절효과를 중심으로

본 연구는 공공봉사동기와 조직시민행동의 관계를 분석하고, 공무원의 ‘직무동기→직무태도→직무행동’ 가정 하에서 직무만족과 조직몰입의 매개효과를 검증하고자 하였다. 또한 조직으로부터 부여받은 직무자율성 수준이 조직구성원마다 다르므로 공무원의 직무동기와 직무행동 간 관계를 직무자율성이 조절할 것이라는 가설을 설정해 실증 분석하였다. 분석결과, 공공봉사동기가 조직시민행동에 직·간접적으로 긍정적 영향을 미치는 것을 확인하였다. 간접적 영향력은 직무만족과 조직몰입이 이 둘 간의 관계를 매개하여 발생한 것으로, 비교하면 직무만족의 매개효과가 좀 더 크게 나타났다. 그리고 직무자율성이 공공봉사동기와 조직시민행동 간의 긍정적 관계를 약화시키는데 직무자율성이 낮을수록 공공봉사동기에 의한 조직시민행동이 더욱 강하게 발현되는 것이다. 이는 조직에서 부여한 직무자율성이 높을수록 직무결과에 대한 개인적 책임감도 커지므로 공공봉사동기 수준이 높더라도, 공무원 개인의 노력과 시간, 에너지 투입의 우선순위를 다른 조직구성원의 업무를 도와주는 것보다 본인이 맡은 직무수행에 설정할 가능성이 높기 때문으로 추론된다. 또 다른 추론은 직무자율성이 낮은 경우, 엄격한 명령·감독 체계 하에서 표준화된 규칙·규정·절차에 따라 직무수행 시 공공봉사동기가 조직시민행동의 도구적 동기를 유발시켜 이 둘 간 관계가 약화될 수 있다는 것이다. 이러한 연구결과를 토대로 공무원의 조직시민행동을 형성·촉진하기 위한 인사관리의 실무적 함의를 제시하였다.

Effects of Job Autonomy on Innovative Behaviors by Mediating Self-Directed Learning

Effects of Job Autonomy on Innovative Behaviors by Mediating Self-Directed Learning

Effect of Job Autonomy, Workload and Organizational Support on Job Satisfaction: A comparison of public & private sector employees in Pakistan

Effect of Job Autonomy, Workload and Organizational Support on Job Satisfaction: A comparison of public & private sector employees in Pakistan

Managing One’s Career: The Joint Effects of Job Autonomy, Supervisor Support, and Calling

In the contemporary work environment, which is characterized by change and uncertainty, employees must proactively manage their careers to develop and maintain their competitiveness. Drawing on self-determination theory, this study developed an interactive model that uses job autonomy, supervisor support, and calling to predict career self-management. With a sample of 245 full-time employees in China, the time-lagged survey showed that job autonomy has a direct effect on career self-management, which is moderated by supervisor support and employees’ calling. Furthermore, the three-way interaction indicated that the moderating effect of supervisor support on the relationship between job autonomy and career self-management is stronger when calling is low. Finally, the implications, limitations, and future research directions are discussed.

Job characteristics and perceived cultural novelty: exploring the consequences for expatriate academics’ job satisfaction

Drawing from the Job Characteristics Model, this study elucidates the joint effects of job autonomy and job clarity on expatriate academics’ job satisfaction and explores if the combined effects of job autonomy and job clarity vary depending on perceived cultural novelty. Based on a sample of 428 expatriate academics, we test our hypotheses using moderated polynomial regression and response surface analysis. Findings show that job satisfaction was highest when both job autonomy and job clarity were pronounced. In a situation of imbalance, higher levels of job satisfaction were found when job clarity exceeded job autonomy, indicating that job clarity is more important than job autonomy. Further, analyses provide tentative support for the moderating role of perceived cultural novelty, thus, showing that the relative importance of job clarity for job satisfaction increased/decreased when perceived cultural novelty was high/low.

The “Too-Much-of-a-Good-Thing” Effect of Job Autonomy and Its Explanation Mechanism

The “Taylorian” management thinking of the outside control in the past has been unable to adapt to the current Internet era. The external control has changed to the flexible management of self-control, and the increase of job autonomy has become a trend. Job autonomy refers to the discretion of an organization to allow employees to complete tasks when, where, in what order and in what manner. In the past, the mainstream theoretical models and empirical studies have found that the job autonomy has a positive impact on employees. But currently the new research has found that the excessive job autonomy can have a negative impact on employees, and there is a “too-much-of-a-good-thing” effect. This article mainly expounds the “too-much-of-a-good-thing” effect of the job autonomy, and then, explains the effect by the two types mechanisms, “additive benefit and cost” and “interactive motivation and opportunity”. Finally, this article puts forward some issues that should be paid attention to future researches.

팀 성과에 대한 직무 자율성의 다수준 효과

직무 자율성에 대한 많은 선행연구들이 주로 개인수준에서 조직성과에 긍정적으로 기여할 수 있는 종업원의 직무태도와 행동을 어떻게 이끌어 낼 것인가에 대한 관심으로 진행되어, 조직 내에서의 직무자율성의 다양한 효과에 대한 심도 깊은 이해는 제한적이었다. 이러한 기존연구의 한계점에 착안하여, 본 연구에서는 개인수준의 직무자율성이 팀 성과에 미치는 영향을 검증하고, 이들 관계를 보다 잘 이해할 수 있는 집단맥락(상황)적 요소를 추가하여 다 수준 접근을 실시하였다. 직무의 자율성인식 수준을 결정하는 주체는 개인이지만, 개인은 동시에 집단의 일원임으로 보다 상위 수준인 집단의 특성에 영향을 주고받는 것은 자명한 사실이다. 따라서 본 연구에서는 직무자율성과 인지된 팀 성과와의 관계에서 팀의 집단자율성 수준과 팀원 간 심리적 안정성 수준의 분화정도를 조절변수로 설정하고 이를 검증하였다. 국내 제조 및 서비스 기업에 종사하는 총 42개 작업집단의 176명의 종업원으로부터 설문데이터를 수집하여 위계적 선형모형(HLM: Hierarchical Linear Modeling)을 이용한 다 수준 분석을 실시하였다. 분석결과 개인수준의 직무자율성은 팀 성과에 긍정적인 유의한 영향을 미쳤다. 또한 집단자율성분위기는 높을수록, 집단 심리적 안정성의 분화정도는 낮을수록, 개인의 직무자율성이 팀 성과에 이르는 과정을 긍정적으로 확대하는 것으로 나타났다. 본 연구는 직무자율성의 효과에 대한 다 수준접근을 통해 기존연구의 결과를 확장하였으며, 개인의 직무자율성이 팀 성과에 이르는 과정에서 집단자율성분위기와 팀원 간 심리적 안정성의 분화정도가 중요한 맥락(상황)적 요소로 작용함을 입증함으로, 조직 내 직무자율성의 효과를 이해하는데 유용한 이론적, 실무적 시사점을 제공하였다.

호텔 종사자의 감정고갈이 직무만족에 미치는 영향 : 직무자율성의 조절효과를 중심으로

본 연구는 호텔종사자의 감정고갈이 직무만족에 미치는 영향을 파악하고, 감정고갈과 직무만족과의 관계에서 직무자율성의 조절효과를 규명하고, 호텔종사자의 직무만족도 향상을 위한 방안을 모색하기 위하여 설계되었다. 본 연구는 첫째, 호텔종사자의 감정고갈이 직무만족에 미치는 영향을 파악하고, 둘째, 호텔종사자의 감정고갈과 직무만족 관계에서 직무자율성의 조절효과를 확인하는 것을 목적으로 하였다. 2017 년 5 월 1 일부터 6 월 30 일까지 서울의 특1 급 호텔에 종사하는 종사자를 대상으로 2 개월 동안 자기기입식 설문조사를 실시하였으며, 최종적으로 314명의 응답이 분석에 사용되었습니다. 본 연구는 직무만족을 종속변수로, 업무고갈과 일상고갈을 독립변수로, 직무자율성과의 상호작용을 조절변수로 하여 위계적 회귀모형을 사용한 횡단적 실증조사연구이다. 분석결과 업무고갈과 일상고갈은 각 각 직무만족에 유의한 부(-)의 영향을 미치는 것으로 확인되었다. 직무자율성은 업무고갈과 상호작용을 일으킬 때 직무만족에 유의한 정(+)의 조절효과를 보이지만 일상고갈과는 조절효과를 보이지 않았다. 호텔종사자의 직무만족 향상을 위해서는 업무처리를 스스로 결정할 수 있는 권한을 부여하고, 업무수행에 대한 개인적 판단을 허용하며, 자유롭고 독립적으로 업무를 수행할 수 있는 기회를 제공하여야 할 것이다.

호텔의 내부마케팅과 직무만족이 근로자의 잔류의도에 미치는 영향 : 직무자율성을 조절효과로

본 연구는 호텔 근로자를 위한 내부마케팅과 직무만족이 잔류의도에 어떠한 영향을 미치는지 관계를 밝히고자 하였다. 또한, 그 관계 사이에서 직무자율성이 조절효과를 나타내는지 분석하였다. 연구목적을 위해 서울지역 특급호텔의 근로자를 대상으로 SNS를 통해 설문을 실시하여 305개의 수집된 자료가 분석에 사용되었다. 연구 표본의 인구 통계적 특성 파악을 위하여 빈도분석, 기술통계를 시행하였고, 타당성 검증하기 위하여 요인 분석을 시행하였다. 내부마케팅, 직무 만족이 잔류의도에 미치는 영향을 알아보기 위해 다중 회귀분석을 실시하였으며 직무자율성이 내부마케팅, 직무 만족이 잔류의도 사이에 미치는 조절관계를 알아보기 위해 위계적 회귀분석을 실시하였다. 분석 결과 내부마케팅 중 근무지원, 직무융통성, 복지혜택이 잔류의도에 유의한 영향을 미치는 것으로 나타났고, 직무만족 또한 잔류의도에 유의한 결과가 있는 것으로 증명되었다. 직무자율성은 내부마케팅 중 근무지원과 복지혜택이 잔류의도 간의 관계를 조절하는 것으로 판명되었다. 또한, 직무자율성은 직무만족과 잔류의도 간의 관계를 조절하는 것으로 확인되었다. 이러한 연구를 통해 호텔기업에서 중요한 인적자원관리에 도움이 되고 더 나아가 고객을 만족시키는 서비스를 제공함으로써 호텔기업의 경영성과에도 기여할 수 있을 것이다.