Effects Of Job Autonomy Research Articles

The impact of job satisfaction and job motivation on employee’s performance: Moderating effect of job autonomy

The impact of job satisfaction and job motivation on employee’s performance: Moderating effect of job autonomy

영상제작인력의 업무자율성이 직업만족도에 미치는 영향 - 의사소통능력과 대인갈등의 이중매개효과와 성별 조절효과분석을 중심으로 -

영상제작인력의 업무자율성이 직업만족도에 미치는 영향 - 의사소통능력과 대인갈등의 이중매개효과와 성별 조절효과분석을 중심으로 -

근로시간이 공무원의 삶의 만족도에 미치는 영향에 관한 연구: 업무자율성의 조절효과를 중심으로

근로시간이 공무원의 삶의 만족도에 미치는 영향에 관한 연구: 업무자율성의 조절효과를 중심으로

The Role of Coping Resources in the Relationship Between Mistreatment and Job Burnout: Evidence Across Two Healthcare Settings

ABSTRACTWhile research has consistently linked patient aggression to healthcare providers’ job burnout and, in turn, to poor quality of care, much less attention has been paid to exploring the factors that could protect employees from the negative effects of mistreatment. Drawing on the Conservation of Resources theory, the current study investigated the moderating role of social, task-related, and individual resources (supervisor support, job autonomy, and self-efficacy) in the relationship between mistreatment by patients and their relatives and job burnout. A cross-sectional design was used to collect data from two samples of healthcare employees: a sample of 217 nurses working in a general hospital and a sample of 234 healthcare professionals employed at a mental health hospital. Data were collected using self-reported questionnaires and analyzed using hierarchical multiple regression. Mistreatment was found to be a significant predictor of both emotional exhaustion and depersonalization. Supervisor support had a direct negative effect on emotional exhaustion in both samples and a moderating effect on the relationship between mistreatment and depersonalization in Sample 1. Surprisingly, job autonomy exacerbated, rather than weakened, the positive relationship between mistreatment and depersonalization. This finding, which was consistent across two different measures of mistreatment and hospital settings, challenges the widely held assumption concerning the buffering effect of job autonomy and suggests that job autonomy may play a more complicated role in the relationship between job stressors and outcomes than typically assumed.

The effects of job autonomy and job satisfaction on burnout among careworkers in long-term care settings: Policy and practice implications for Japan and South Korea

ABSTRACTObjectives: This study examined the effects of job autonomy and job satisfaction on burnout among careworkers in Japan and South Korea. Careworker is defined as a direct care worker in long-term care settings such as nursing homes, senior day care centers, and independent living centers who professionally provides physical and housekeeping support services for older adults who are unable to perform activities of daily living independently due to mental decline such as dementia and stroke in Japan and South Korea.Methods: Data were collected from 1152 Japanese careworkers and 319 Korean careworkers at various locations in Japan and South Korea. The primary variables included sociodemographic information, job autonomy, job satisfaction, and burnout.Results: Descriptive analyses indicated group difference between Japanese and Korean careworkers in terms of age, gender, marital status, educational level, job autonomy, job satisfaction, and burnout. Hierarchical regression analysis found that job autonomy and job satisfaction were the significant determinants of burnout risks. Also, age and marital status were significantly associated with burnout for Japanese careworkers and educational level had a significant influence on burnout for Korean careworkers.Conclusion: This study noted similarities and differences in the two careworker groups. Findings suggest the need to develop policy and practice considerations to reduce burnout risks among careworkers to improve quality of care.

The Effect of Job Autonomy on Psychological Well-Being: The Mediating Role of Personal Initiative

Employees’ psychological well-being is an important factor affecting organizational performance. Thus, through empirical study, the present article investigates the influence of employees’ job autonomy on their psychological well-being. Specifically, personal initiative will mediate this relationship. To examine a series of hypotheses we developed, online survey was used to collect data. Finally, 380 respondents were accepted. Empirical data showed that employees’ job autonomy is positively related to psychological well-being. Namely, the psychological well-being of employees will gain dramatic improvement when they possess high job autonomy. In addition, through the way of path analysis, we revealed that personal initiative plays a role of intermediary mechanism in the relationship between job autonomy and psychological well-being. In last part, we discussed the contribution, limitations, and the directions of future research.

A study on the direct and indirect effects of job autonomy on psychological stress

A study on the direct and indirect effects of job autonomy on psychological stress

Effects of Job Autonomy on Career Maturity in High School Students: Focused on the Mediation Effect of Job Satisfaction

Effects of Job Autonomy on Career Maturity in High School Students: Focused on the Mediation Effect of Job Satisfaction

The effect of Job Autonomy on Job Satisfaction

Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

The effect of Job Autonomy on Job Satisfaction: The multilevel investigation of the mediating role of Job Crafting and Work Engagement

Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

변혁적 리더십이 직무만족에 미치는 영향 : 직무자율성의 조절효과

변혁적 리더십이 직무만족에 미치는 영향 : 직무자율성의 조절효과

Relating Age, Decision Authority, Job Satisfaction, and Mental Health: A Study of Construction Workers

Job autonomy is a critical job characteristic in the construction industry, with lower levels of autonomy compared to the general working population. Moreover, there is a paucity of work on individual difference moderators, such as age, considering the effect of job autonomy in important outcomes, such as job satisfaction and mental health. The purpose of the present study was to test a model of moderated-mediation, in which the interaction between decision authority (i.e., a type of autonomy) and age affects job satisfaction, which in turn affects mental health. The model tested is significant, and as expected, decision authority increased the satisfaction of older construction workers more than their younger colleagues, which in turn increased their mental health. We discuss our results in terms of selective optimization and compensation theory and implications for organizational practices.

A Study on the Influence of Learning Agility on Commitment to Organizational Change and Moderating Effect of Job Autonomy

A Study on the Influence of Learning Agility on Commitment to Organizational Change and Moderating Effect of Job Autonomy

Work-Family Psychological Contract, Job Autonomy and Organizational Commitment

Problem statement: With the increase in dual-career couples in the wo rkforce and absence of adequate legal contracts in the form of work-fam ily policies, employees may hold expectations regarding employer's obligation based on what has b een promised by the organization regarding work- family benefits. Employees' expectations of obligat ions from an employer may depend on psychological mechanisms or psychological contracts rather than formalisms arising from laws. Despite the existence of earlier studies on psychol ogical contract, the contract has been studied as a global concept. Approach: This study had applied the global psychological co ntract concept to a more specific concept that was work-family psychological contract. Since earlier studies had established the relationship between psychological contract and organizational commitment as well as the effect of job autonomy on this contract, this study examin ed the mediating role of work-family psychological contract in the relationship between job autonomy and organizational commitment. Using self-administered data were collected from 30 7 employees in media organizations in Malaysia. Results: Results of correlation analyses revealed that job autonomy was correlated to work- family psychological contract and organizational co mmitment and work-family psychological contract was related to organizational commitment. The resul ts also indicated that work-family psychological contract partially mediated the relationship betwee n job autonomy and organizational commitment. Conclusion/Recommendations: Employees with greater freedom to make their own decisions at work would have stronger beliefs that the organization c an fulfill promises regarding work-family benefits and they can in turn be more committed to the orga nization.

The effect of job autonomy on innovation behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

The Effect of Job Autonomy on Innovation Behavior: The Mediating Effect of Job Satisfaction and Moderating Effects of Personality and Climate for Innovation

본 연구의 목적은 첫째, 직무자율성이 직무만족을 거쳐 혁신행동에 미치는 영향을 살펴보고, 둘째, 직무자율성이 직무만족에 미치는 영향에 있어서 개인특성 변인인 주도성과 개방성의 조절효과를 검증하고, 셋째, 직무만족이 혁신행동에 미치는 영향에 있어서 조직혁신풍토의 조절효과를 검증하는 데 있었다. 이를 위하여 기업 및 공공기관에서 근무하는 종업원들에게 설문조사를 실시하여 총 338명의 응답 자료를 분석에 사용하였다. 자료를 분석한 결과, 직무자율성이 높을수록 직무만족과 혁신행동이 높게 나타났다. 그리고 직무자율성이 혁신행동에 미치는 영향에 있어서 직무만족이 매개효과를 가지는 것으로 나타났다. 주도성과 개방성이 낮을 때보다 높을 때 직무자율성과 직무만족 간의 정적 관계가 더 강하게 나타났기 때문에 주도성과 개방성은 직무자율성과 직무만족 간의 관계를 조절한다는 것을 알 수 있었다. 또한 조직혁신풍토가 낮을 때보다 높을 때 직무만족과 혁신행동 간의 정적 관계가 더 강하게 나타났기 때문에 조직혁신풍토는 직무만족과 혁신행동 간의 관계를 조절한다는 것이 밝혀졌다. 이러한 연구 결과를 토대로 본 연구의 시사점 및 제한점, 추후 연구과제에 대해 논의하였다.

The Effects of Job Autonomy on Work Outcomes: Self Efficacy As An Intervening Variable

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the esti-mated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job. DOI : https://doi.org/10.21632/irjbs.4.3.203-215 Keywords: Job autonomy, Job Satisfaction, Job performance, Job Stress, Self efficacy

The Effects of Job Autonomy on Work Outcomes: Self Efficacy as an Intervening Variable

The Effects of Job Autonomy on Work Outcomes: Self Efficacy as an Intervening Variable

Impact of Practice Arrangements on Physicians' Satisfaction

This research examines the effect of practice arrangements on five dimensions of physicians' satisfaction (i.e., personal factors, resources, peer review, profession, and state regulations) and the moderating effect of job autonomy and decision making on this relationship. This research finds that physicians who work for HMOs and hospitals are more satisfied with job resources, regulatory climate, and their professions, compared with physicians who are self-employed (solo and group practices). Physicians who work for HMOs and hospitals have less autonomy and decision-making power, compared with self-employed physicians. Also, job autonomy partially moderates the relationship between organizational arrangement and physicians' satisfaction with job resources and satisfaction with the profession. Decision making does not moderate the organizational arrangement and physicians' satisfaction relationship.

The Effects of Job Autonomy, Customer Demandingness, and Trait Competitiveness on Salesperson Learning, Self-Efficacy, and Performance

Although self-efficacy has been demonstrated to be positively associated with performance-related variables, few studies have looked at its possible antecedents in the context of personal selling. Applying social cognitive theory, this study posits that while self-efficacy positively affects performance, the salesperson's learning effort directly affects self-efficacy. Furthermore, two task-related factors (perceived job autonomy and customer demandingness) and one individual difference variable (trait competitiveness) are proposed to affect salesperson learning effort and self-efficacy. Two empirical studies show consistent results regarding the positive effects of learning on efficacy and efficacy on performance as well as the influences of three exogenous constructs on learning and efficacy. Implications and future research directions are discussed.