Work Autonomy Research Articles

Consequences of forced conjunction: Social work’s struggles for independence from sociology in mainland China

This article critically reviews the relationship between social work and sociology in mainland China, focusing on the reconstruction period from 1988 to the present. The forced conjunction of social work and sociology, initiated by governments and sociologists, has created significant barriers for social work education, research, and practice. Given the proliferation of the field of social work in mainland China, and sociology’s substantial influence on social work, this article emphasizes the crucialness of discipline autonomy of social work and sheds lights on potential solutions including strengthening social work practices at multiple levels and making efforts in promoting social work science.

Unlimited Employee Autonomy over Working Time? The Potentially Empty Notion of Autonomous Workers in EU law

Digital technology is often associated with greater working time autonomy: in theory at least, digitalisation can result in workplaces where employees are less subordinate to their employers in terms of working time. Article 17(1) of Directive 2003/88/EC on certain aspects of the organisation of working time acknowledges that certain working time measures do not apply in case of ‘autonomous workers’. However, the Court of Justice of the European Union has interpreted this exception strictly, excluding from its scope workers who enjoy only partial autonomy over their working time. The aim of this study is to explore whether the EU concept of autonomous worker meets practical requirements or needs to be amended. In section 2, I argue for a more permissive interpretation, as a predominantly autonomous schedule could still justify some flexibility as regards working time rules. This interpretation would also better fit the dual system of subordinated employees and self-employed workers who enjoy more flexibility in the determination of the working hours. Under section 3, the article explores the various methods that employers use to maintain control over the organisation of working time in non-standard work environments. Research shows that the combination of different controlling measures can ensure that employers have a decisive influence over the measure and schedule of working time, even in nominally flexible working arrangements. Consequently, while a broader understanding of the concept of autonomous workers is suggested, it shall be carefully assessed in each case whether the worker actually enjoys autonomy in respect of working time.

Peran job autonomy terhadap work engagement pada karyawan

Work engagement refers to the positive feelings employees have towards their tasks, characterized by full awarenessduring work and perseverance in the face of challenges. Job autonomy involves how employees organize their work, setsuccess targets, make decisions, and choose methods provided by the company. This research aims to determine theimpact of job autonomy on employee work engagement. It employs a causal-comparative research method. The study’spopulation consists of employees, with a sample of 384 participants selected using purposive sampling techniques. Dataanalysis was conducted using simple linear regression to examine the relationship between the work autonomy variableand the work engagement variable. The results indicate a significant influence of work autonomy on work engagement,with a p-value of p < 0.05.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

State civil apparatus performance model: The role of transformational leadership, work autonomy, and work involvement

The performance of local government employees plays an important role in carrying out government functions and providing quality public services. This study aims to analyze the relationship between Transformational Leadership and Job Performance, focusing on the mediating role of Work Engagement and moderating Job Autonomy in the context of employees of the Sumenep Regency Government. Although the Sumenep Regency Government achieved an Unqualified Opinion (WTP) on the financial report, challenges in the form of ethical violations and low productivity remain. The research method used a questionnaire to collect data from 81 employees with the Slovin sampling technique, ensuring the representativeness of the results. The results of the analysis showed that Job Autonomy had a significant effect on Job Performance (O = 0.555; T = 5.551; p = 0.000), while Transformational Leadership did not contribute directly to Job Performance (O = 0.038; T = 0.468; p = 0.320). This study is expected to provide new insights into the mechanisms that affect employee performance in the public sector and suggest the application of the transformational leadership model as a strategy to increase employee work engagement and performance, as well as increase accountability and transparency in the management of public resources.

The Relationship Between Ethical Leadership and Emotional Exhaustion in a Virtual Work Environment: A Moderated Mediation Model

The role of ethical leadership in virtual settings is not yet clearly defined, but it may be the key to addressing employees’ emotional exhaustion. In addition, to prevent emotional exhaustion, it is important to determine the role of work autonomy and teleworking intensity. The present research examined how and when ethical leadership influences emotional exhaustion through work autonomy and teleworking intensity. Data collected from 448 workers in the Colombian electrical sector were analyzed using a SEM moderated mediation model. The results indicate a positive relationship between ethical leadership and emotional exhaustion mediated by work autonomy. The results also show that teleworking intensity moderates the mediation process. Specifically, the positive impact of ethical leadership on emotional exhaustion stopped when teleworking intensity was high. Likewise, high teleworking intensity intensified the positive relationship between ethical leadership and work autonomy. Finally, high teleworking intensity dampened the positive relationship between work autonomy and emotional exhaustion. In conclusion, working virtually five days a week is a strategy that amplifies the leader-member relationship and becomes an advantage to effectively combat emotional exhaustion. The results obtained in this research are particularly relevant because they show for the first time that ethical leadership can have opposite effects on employees’ emotional exhaustion, both positive and negative, depending on the number of days teleworked, thus contributing to a new understanding of the characteristics of the ethical leader in a virtual environment.

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Benevolent authoritarianism, paternalism and religious humanitarianism in Sri Lanka: a dependent or autonomous HR?

This article examines the cases of five Sri Lankan export-oriented companies, each situated within global production networks (GPN) with British companies at the apex. In examining their managerial practices, a strong similarity to the practices associated with Anglo-Saxon paternalism is identified. However, these observed parallels are a product of local circumstances and the particular location within the GPN rather than a consequence of any emulation of British practices. The resulting system reflects a high power-dependency relationship that employers hold over ­employees. In this sense, the emergent HR system is partly dependent on the position in the GPN and partly autonomous. The system is characterised by a gendered division of labour and by the proximity of managerial oversight over the issue of worker autonomy. The factory setting has lower levels of worker autonomy and dependency compared to tea harvesting. One outlying exception to the general paternalistic approach, in one of the companies studied, is where the religious and ethnic makeup of the workforce is not shared with management, leading to increased conflict with the unionised workforce. The nature of Sri Lankan paternalism is specific and endogenous, but the conditions creating this paternalism are likely to be replicated elsewhere.

The examining the relationship of telework intensity and work-family conflict: Work autonomy as moderator

Purpose: While telework offers many advantages during the COVID-19 pandemic, it can also increase pressure and lead to greater work-family conflict for workers. Work autonomy plays a key role in moderating the relationships of telework and work-family conflict. The purpose of this study was to examine the influence of work autonomy on the relationship between telework intensity and work-family conflict. Method: This study involved participants from various e-commerce companies in Indonesia with a total of 86 workers who meet the criteria of working telework, married and having children under 18 years. The data of this study were analysed using hierarchical regression analysis that to assess the moderator role of work autonomy in the relationship between the telework intensity and work-family conflict. Result: The study found telework increases work-family conflict, moderated by work autonomy, with higher autonomy reducing conflict. Gender and period of work also known to influence work-family conflict. Conclusion: Based on the findings of this research, companies can help their workers to manage work-family conflict by giving more job autonomy within their telework systems.

Systematic Literature Review on Gig Economy: Power Dynamics, Worker Autonomy, and the Role of Social Networks

This study explores the dynamics of the collective agency among gig workers in the digital platform economy, focusing on three key research questions. First, it examines power dynamics, worker autonomy, and the role of social networks in mitigating power imbalances imposed by digital platforms. Second, it investigates how algorithmic management affects gig workers’ agency and their capacity for collective action. Lastly, it proposes directions for future research to address power imbalances and enhance worker empowerment. Using a systematic literature review (SLR) and bibliometric analysis of 59 scholarly articles, this study reveals that gig workers, despite the control exerted by opaque algorithms, leverage social networks to enhance their autonomy and bargaining power. These networks enable information sharing, negotiation strategies, and collective actions that challenge platform-driven power asymmetries. The study proposes a comprehensive framework illustrating the interplay of economic, technological, social, and regulatory forces affecting gig workers. These insights offer practical implications for policymakers and platform developers aiming to foster a more equitable gig economy. Future research should explore the long-term impacts on worker well-being and assess the effectiveness of regulatory interventions in addressing power imbalances.

Pharmaceutical Neuroenhancement in the Quest for Worth at Work

This article examines the use of psychoactive substances for cognitive enhancement in the context of work. By drawing upon existing qualitative research and sociological theories on meaningful work, valuation, and human agency, I explore cultural and institutional processes encouraging individuals to engage in such practices and argue that pharmaceutical neuroenhancement aids them in navigating contemporary workplaces characterized by increasingly more fragile autonomy, dignity, and recognition. Simultaneously, dominant criteria of worth generate individual worth based on achievement, self‐reliance, and material success. This interplay between institutional orders and public culture creates conditions of possibility for future‐oriented agency that resorts to pharmaceuticals as an instrument of anticipating and mitigating risks such as failure to perform, job loss due to inadequate performance, or accidents and mistakes. Often, they are attributed to individual workers' imperfections rather than to prolonged working hours or a stressful work environment. I conclude that, in the context of fragile meaningful work at the organizational level, pharmaceutical neuroenhancement becomes a tool to struggle for meaningfulness—work autonomy, dignity, and recognition—at the agent level.

Work autonomy and exit-voice choice: the role of skill utilization, learning from colleagues and future time orientation

PurposeUnderpinned by the exit-voice and work design models, this study investigates how work autonomy reduces employee turnover intentions and promotes voice behavior via the mediator of skill utilization and how this mediation process is moderated by social (learning from colleagues) and personality (future time orientation) characteristics.Design/methodology/approachThe hypothesized moderated mediation model was tested using regression analysis based on two-wave survey data of 350 Chinese employees.FindingsThe relationships between work autonomy on the one hand and voice behavior and turnover intentions on the other were mediated by skill utilization. Furthermore, such mediated relationships were intensified by collegial learning and future time orientation.Practical implicationsAdopting empowering HR practices (e.g. autonomous work teams and job rotation) that give employees job control and learning opportunities is important to encourage employee voice and reduce turnover.Originality/valueThe paper identifies collegial learning and future time orientation as boundary conditions that regulate the effects of work autonomy. This reconciles the contradictory findings in prior research testing the relationship between autonomy and exit-voice decisions.

The Difference Between Passive Subjects and Autonomous Actors: Proposing an Orientation Toward Consent in Library and Information Science

To participate in most aspects of society, individuals are constantly required to share their data. From students in LIS courses to patients forced to enter information into third party software to check into medical appointments, we all have to “consent” to live our lives. While we are presented with consent forms full of legalese constantly, opportunities to opt out are rare. This critical essay posits that to prepare our students to become ethical members of information professions, LIS educators must center consent as a core ethical value. Using a scoping review approach, we explore consent as a distinct topic in LIS literature. We then propose an orientation towards consent that can center human rights, individual autonomy, and care in LIS work.

‘Pain free if I ever will be’: lived experience of workers seeking care for pain attributed to musculoskeletal disorders

BackgroundPain attributed to musculoskeletal disorders are a significant hinderance to work ability and economic growth, especially in developing countries. Quality of life and lived experience of workers with musculoskeletal disorders have not been explored enough to determine whether person-centred care is provided. There is a wealth of evidence for using the biomedical approach in the management of workers with musculoskeletal disorders, which has proved ineffective in reducing absenteeism and symptoms experienced by workers. The purpose of this study was to explore the lived experience of workers seeking care for musculoskeletal disorders and how their pain attitudes and beliefs influenced their experience.MethodsA qualitative approach with thematic analysis was used. Purposive sampling was used to recruit six participants for semi-structured interviews. All participants were either experiencing pain attributed to a musculoskeletal disorder or had received care for a musculoskeletal disorder.ResultsPain attitudes and beliefs of workers with a musculoskeletal disorder and healthcare professionals greatly influenced the care and recovery process of musculoskeletal disorders. There is a primary biomedical lens informing care of workers with musculoskeletal disorders received. Workers expect healthcare professionals to explore their concerns further, but the focus of care for most participants was their presenting complaint. There is also a need for the autonomy of workers to be preserved, and communication between healthcare professionals and workers with musculoskeletal disorders needs to improve.ConclusionsMany stakeholders are involved in the recovery process from musculoskeletal disorders. There is a need for a biopsychosocial informed practice to improve return-to-work (RTW) in workers with musculoskeletal disorders. Change is needed at all healthcare system levels to reduce the negative experiences of workers and maladaptive pain beliefs that is associated with persisting symptoms and extended absenteeism.

How management support and diversity factors affect employee performance within the digital workplace

PurposeWe aimed to determine how remote management support (MS) practices and staff diversity influenced employee performance (EP) within the digital workplace (DW) during the COVID-19 pandemic. The article highlights the challenges managers face in achieving EP in the DW compared to traditional work environments.Design/methodology/approachWe developed a theoretical model (MS→DW→EP) and tested it based on the computer-assisted web interview (CAWI) conducted in mid-2022. Factors of primary, secondary and organizational diversity moderated the relationship between the variables. We purposely selected a sample of 1,000 respondents with remote working experience.FindingsThe results show that the DW partially mediates the relationship between MS and EP. The greater the uncertainty in managing people, the more flexibility, trust and job satisfaction required in the DW to achieve EP. Organizational diversity influenced the model more (i.e. teamwork vs individual work) than the primary and secondary diversity (i.e. gender and education).Research limitations/implicationsAlthough the sample size was large, we cannot consider it statistically representative.Practical implicationsZoomers and Millennials reflect full mediation in the model that supports EP.Social implicationsBroader work autonomy, smaller organizations and teams as well as hybrid work arrangements, reduce the necessity for in-person meetings with superiors.Originality/valueSupervisors had to reduce control over the DW while expanding organizational citizenship behavior (OCB) to enhance job satisfaction and thus ensure the expected EP during the pandemic. We may consider allowing an employee to postpone work as a new managerial activity within MS.

The Effect of Transformational Leadership and Job Autonomy on Employee Performance: The Mediating Role of Innovative Work Behavior

This research explores the effect of transformational leadership and work autonomy on employee performance through the role of innovative work behavior as a mediator. This study uses a quantitative approach with data collection through a survey involving 45 marketers from various industries as respondents in this study. The questionnaire results were then analyzed using PLS-SEM software. The findings show that transformational leadership positively and significantly influences employee performance and this influence can be explained through the mediating effect of innovative work behavior. However, the opposite result was found between work autonomy and employee performance where work autonomy did not positively and significantly influence employee performance. Managers can enhance marketing personnel performance by implementing transformational leadership. This leadership style fosters innovative work behavior which is very useful for overcoming problems and challenges at work.

Old Wine in New Bottles, or Novel Challenges? A Labour History Perspective on Digital Labour

Abstract A growing body of literature is challenging techno-fetishistic perspectives on digital capitalism, as well as claims of the start of a new era characterized by total automation. This article contributes to the ongoing debate on the implications of digital technology for the future of labour by reading Moritz Altenried's The Digital Factory (2022) through the lens of labour history. The use of digital factory and digital Taylorism as integrative tools significantly improves empirical evaluations of different digital labour environments. However, because of their high degree of abstraction, there are a number of limitations when applying these concepts to describe wildly disparate work environments. To illustrate these limits, I use examples from twentieth-century debates on technology and work autonomy, and (1) argue that a labour history perspective warns us against overgeneralizing the effects of technology on labour control and worker autonomy, and (2) broaden the discussion to larger issues of labour control before and during digitalization, incorporating new theoretical questions such as our understanding of classical Taylorism and, by extension, capitalism.

Collaborative activities and flexible working

Digitalization and globalization have radically affected work organization and interaction between workers in the course of performing job duties. Co-creation activity on digital labour platforms is a new phenomenon that has been little studied. The paper aims to explore collaboration as a driving force in the evolution of work organization patterns and investigates its main effects on the labour market. Theory of cooperation and organizational theory constitute the methodological basis of the study. The research methods used are evolutionary analysis, statistical and regression analysis. The empirical evidence is comprised of open data from the European Social Survey (ESS) Round 10 (2020/23). The study identifies the directions for altering the forms of collaborative activities: the key ones are associated with the enhancement of individual value, accumulation of human capital and a rise in worker autonomy. It is shown that organization of work, which is also undergoing significant changes, promotes flexible working practices. The empirical analysis indicates that high-frequency Internet use among self-employed workers significantly increases the probability of engaging in co-creation activities, particularly as education levels rise. The growing intrinsic motivation of participants to such activities leads to higher labour productivity. The findings highlight a critical issue regarding the lack of human resource management practices in platform employment. Designing a new (flexible) model of work organization aligned with the characteristics and effects of co-creation activities can serve as a promising direction for further research.

Automation and Workplace Democracy: Autonomy, Recognition, and Meaningful Work

Building on the philosophical literature on the importance of workplace democracy, the article proposes a tripartite framework to conceptualise an ethically desirable course of automation. Three groups of argument are invoked: arguments from autonomy, interpersonal recognition, and meaningful work. These three groups of arguments are applied to analyse automation: whether automation extends or limits workers’ autonomy, interpersonal recognition, and meaningfulness of work. The last section of the article illustrates the tripartite framework with contemporary literature on automation and technological change.

Healthy, healthier, hybrid work: the burnout-reducing potential of remote work and the mediating effect of work autonomy

PurposeWith the continuing transition to hybrid working models, companies are confronted with new challenges. Location- and time-flexible working offers employees considerable advantages regarding work success and, in particular, personal well-being and health. The separate effects of remote work and work autonomy on the degree of perceived burnout have already been sufficiently investigated. The influence of hybrid work, the combination of remote and in-office work together with work autonomy, on perceived burnout has yet to be investigated. Against this background, the present study examines the impact of hybrid work on perceived burnout.Design/methodology/approachThe empirical study uses data from N = 779 German office employees. Drawing on the conservation of resources theory, the data is evaluated using regression and mediation analysis.FindingsThe results indicate a negative impact of remote work and work autonomy on perceived burnout. In addition, the effect of remote work on perceived burnout is partially mediated by work autonomy. This shows that hybrid work overall has a burnout-reducing effect.Practical implicationsConsidering the workforce’s health, the results suggest that organisations should focus on hybrid working. Thus, employees should continuously be allowed to work remotely. In addition, workflows and processes should be designed to provide employees work autonomy. If organisational constraints require office presence, then the results underline the need for stress-reducing adaptation of offices.Originality/valueThe study offers first empirical results on the combined impact of remote work and work autonomy on perceived burnout. Furthermore, it provides implications for designing hybrid working environments and orientation in the ongoing return to office debate.