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Article
Publication date: 8 February 2008

David Prottas

The purpose of this paper is to examine whether the relations between perceived job autonomy and attitudes are stronger among self‐employed than employees.

2011

Abstract

Purpose

The purpose of this paper is to examine whether the relations between perceived job autonomy and attitudes are stronger among self‐employed than employees.

Design/methodology/approach

Four samples (total n=25,974), consisting of self‐report data from working adults, were used. In each, participants were classified under three work arrangements: owners of businesses employing others, independent contractors, and employees. The perceived job autonomy for each work arrangement was determined, as were the strengths of the relationship with attitudinal variables (job satisfaction, life satisfaction, professional commitment, and stress). Correlational analysis and hierarchical regression were used to test whether the strengths of these relationships were stronger among the self‐employed.

Findings

In all four samples, both types of self‐employed reported more job autonomy than employees. In all samples and within all work arrangements, the relationships between job autonomy were statistically significant and positive with respect to desirable outcomes and negative with respect to stress. However, the strengths of these relationships were no greater among owners or independents than among employees.

Practical implications

From a career advising and planning perspective, the research indicates that self‐employment, either as an owner or independent, is an effective tactic for individuals to increase their job autonomy. However, there was no evidence that the self‐employed differ from employees with respect to the benefit they receive from the job autonomy they perceive.

Originality/value

This study adds to the literature on career choice and self‐employment by comparing the strengths of relationships between job autonomy within and across work arrangements.

Details

Career Development International, vol. 13 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 11 April 2023

Murat Özdemir, Hilal Buyukgoze, Yener Akman, Hakan Topaloğlu and Kenan Çiftçi

Teachers' expressing candid and natural emotions during teaching and learning processes is of vital importance for the quality and content of education. Because of that reason, it…

Abstract

Purpose

Teachers' expressing candid and natural emotions during teaching and learning processes is of vital importance for the quality and content of education. Because of that reason, it is necessary to explore factors that have a role in teachers' emotional labour. Therefore, the current study aims to test a novel model developed to explore the direct and indirect relations among distributed leadership, teacher autonomy and emotional labour.

Design/methodology/approach

The study data came from 1,007 teachers working at 81 state high schools located in 12 different regions in Turkey. To test the proposed model, the authors conducted a mediation analysis of structural equation modelling.

Findings

The analysis confirms that teacher autonomy is a prominent mediator in the relationship between distributed leadership and emotional labour.

Originality/value

This study is expected to contribute to the body of research focusing on the effects of leadership on teachers' emotional labour.

Details

Journal of Educational Administration, vol. 61 no. 4
Type: Research Article
ISSN: 0957-8234

Keywords

Article
Publication date: 10 August 2023

Muhammad Mustafa Raziq

This study examines the relationship between subsidiary autonomy and the MNE subsidiary initiative collaboration (i.e. entrepreneurial initiative resource support, the subsidiary…

Abstract

Purpose

This study examines the relationship between subsidiary autonomy and the MNE subsidiary initiative collaboration (i.e. entrepreneurial initiative resource support, the subsidiary seeks and receives from the MNE). It proposes some underlying mechanisms as external embeddedness, and MNE organizational structures to explain the relationship between subsidiary autonomy and the MNE subsidiary initiative collaboration. The study draws on paradox theory arguing how at both the subsidiary and the parent MNE levels certain paradoxes are handled.

Design/methodology/approach

Survey data are collected in a time-lagged fashion from 429 foreign subsidiaries in New Zealand. Data are analyzed using structural equation modeling.

Findings

Results show that the relationship between subsidiary autonomy and the receipt of MNE resource support for initiatives is positive, and this is more likely the case where the subsidiary is managed under simple structures (i.e. subsidiary reports to corporate headquarters, regional headquarters or mandated units) rather than complex structures (i.e. a matrix or a network). Furthermore, an increase in subsidiary autonomy positively influences MNE initiative resource-seeking, and this is more likely the case where the subsidiary is less embedded externally.

Originality/value

The study is one of the first of studies that has applied paradox theory to MNE–subsidiary relationships regarding autonomy and MNE collaboration on initiatives. The study extends research on MNE–subsidiary collaboration on subsidiary initiatives as existing research is limited on this domain. The study contributes by showing how external embeddedness, and the complexity of organizational structures determine the relationship between subsidiary autonomy and MNE subsidiary initiative collaboration.

Details

Cross Cultural & Strategic Management, vol. 30 no. 4
Type: Research Article
ISSN: 2059-5794

Keywords

Open Access
Article
Publication date: 11 April 2023

Tatiana Marques, Inês Carneiro e Sousa and Sara Ramos

The aging of the population is changing the composition of the workforce in most developed countries. With increasingly older and age-diverse workforces, organizations need to…

1300

Abstract

Purpose

The aging of the population is changing the composition of the workforce in most developed countries. With increasingly older and age-diverse workforces, organizations need to redesign jobs to keep their workers healthy, happy and productive across the lifespan. In the current research, the authors integrate socioemotional selectivity theory and selection, optimization and compensation theory with job design to investigate how certain job characteristics influence the work engagement of older and younger workers.

Design/methodology/approach

In a two-wave survey with age-diverse employees from multiple organizations (N = 372), the authors explore how autonomy and feedback contribute to the engagement of older and younger workers, depending on levels of task variety.

Findings

In the case of older workers the relationships between autonomy and engagement, and feedback and engagement are positive when task variety is low but non-significant when task variety is high. Conversely, in the case of younger workers the relationships between autonomy and engagement, and feedback and engagement are positive when task variety is high but non-significant when task variety is low.

Research limitations/implications

The research contributes to the growing body of knowledge on aging and work, particularly the lifespan perspective on job design. Nonetheless, the correlational design warrants caution about drawing causal inferences.

Practical implications

The findings inform managers on how to combine autonomy, feedback and task variety to design jobs that can engage the multi-age workforce.

Originality/value

The research is among the first to investigate the combined effects of different job characteristics on age-diverse employees' engagement at work.

Details

Journal of Managerial Psychology, vol. 38 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 27 June 2023

Pengzhen Yin, Wei Wang, Chuang Wang and Liang Liang

With the prevalence of enterprise social media (ESM), this study examines how the innovative and routine ESM use behaviors in the post-acceptance stage influence the quality and…

Abstract

Purpose

With the prevalence of enterprise social media (ESM), this study examines how the innovative and routine ESM use behaviors in the post-acceptance stage influence the quality and quantity dimensions of information processing (i.e. information equality and information overload), subsequently affecting employee autonomy grounded in the digital information management theoretical (DIMT) framework. This study further explores the moderating effects of communication visibility on the relationships between employee autonomy and each of the two information processing factors.

Design/methodology/approach

The proposed theoretical model was empirically validated using survey data of 266 knowledge workers that use ESM in a hybrid working context.

Findings

The results demonstrate that innovative and routine ESM use have different impacts on the quality and quantity dimensions of information processing, and information equality (quality dimension) improves employee autonomy as expected, but, surprisingly, information overloads (quantity dimension) as well. ESM communication visibility positively moderates the relationship between employee autonomy and each dimension of information processing.

Originality/value

Prior studies on ESM use widely focused on ESM's positive and negative outcomes and the mechanisms from the perspectives of employees' psychological and cognitive reactions. How ESM use behaviors in the post-acceptance stage empower employee autonomy and allow organizations to leverage the organizations' information technology (IT) investments remains unclear. Drawing on the information processing perspective, this study provides a novel angle to examine how to leverage IT values that stem from ESM use by considering the complementary roles of active and passive information processing.

Details

Industrial Management & Data Systems, vol. 123 no. 8
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 16 May 2023

Joachim Kahl, Saskia de Klerk and John Whiteoak

Empowerment is recognised as being a key to achieving organisational agility. Typically associated with a particular leadership style, implications of empowerment for management…

Abstract

Purpose

Empowerment is recognised as being a key to achieving organisational agility. Typically associated with a particular leadership style, implications of empowerment for management have remained vague in the literature. Thus, this study aims at unpacking the facets and mechanisms of empowerment in the context of organisational units (OUs).

Design/methodology/approach

First, the authors review the extant literature and discuss the crucial concepts in the context empowerment. Then, the authors analyse qualitative data from interviews conducted in four research and development (R&D) departments in the industrial manufacturing industry.

Findings

This study finds that the empowerment of business entities is crucial when operating in turbulent conditions. However, empowerment must be accompanied by a clear focus when aiming at higher agile performance. Moreover, different autonomy types and their interplay with critical factors of middle management empowerment could be identified. The research results also reveal important details about the effects of autonomy on motivation and performance and the role of OUs' dependencies.

Practical implications

The model proposed in this paper can help senior and middle managers better manage the empowerment of OUs required to enhance middle management agility and, in turn, increase overall organisational adaptability.

Originality/value

Beyond regarding empowerment as a leadership style, this paper takes a middle management perspective and unfolds the facets of empowerment in the context of OUs. Adding to the theory of self-organisation, a model is proposed to capture the key factors to determine and manage the autonomy of OUs. These insights are essential to managing autonomy successfully at the middle management level.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 10 no. 4
Type: Research Article
ISSN: 2051-6614

Keywords

Open Access
Article
Publication date: 30 May 2023

Darius-Aurel Frank, Lina Fogt Jacobsen, Helle Alsted Søndergaard and Tobias Otterbring

Companies utilize increasingly capable Artificial Intelligence (AI) technologies to deliver modern services across a range of consumer service industries. AI autonomy, however…

3673

Abstract

Purpose

Companies utilize increasingly capable Artificial Intelligence (AI) technologies to deliver modern services across a range of consumer service industries. AI autonomy, however, sparks skepticism among consumers leading to a decrease in their willingness to adopt AI services. This raises the question as to whether consumer trust in companies can overcome consumer reluctance in their decisions to adopt high (vs low) autonomy AI services.

Design/methodology/approach

Using a representative survey (N = 503 consumers corresponding to N = 3,690 observations), this article investigated the link between consumer trust in a company and consumers' intentions to adopt high (vs low) autonomy AI services from the company across 23 consumer service companies accounting for six distinct service industries.

Findings

The results confirm a significant and positive relationship between consumer trust in a company and consumers' intentions to adopt AI services from the same company. AI autonomy, however, moderates this relationship, such that high (vs low) AI autonomy weakens the positive link between trust in a company and AI service adoption. This finding replicates across all 23 companies and the associated six industries and is robust to the inclusion of several theoretically important control variables.

Originality/value

The current research contributes to the recent stream of AI research by drawing attention to the interplay between trust in companies and adoption of high autonomy AI services, with implications for the successful deployment and marketing of AI services.

Details

Information Technology & People, vol. 36 no. 8
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 13 September 2022

Yanan Yang

This paper aims to examine how Chinese multinational enterprises’ (CMNEs) autonomy-style post-merger integration (PMI) modes of managing developed-market targets evolve into…

Abstract

Purpose

This paper aims to examine how Chinese multinational enterprises’ (CMNEs) autonomy-style post-merger integration (PMI) modes of managing developed-market targets evolve into actual-form integration through the lens of ambidexterity.

Design/methodology/approach

This study adopts multi-case comparisons with content analysis. A data set was collected from 37 conversations by in-depth interviewing 29 respondents regarding four cases of Chinese acquisitions in the German market.

Findings

This study develops a three-stage framework that theorised CMNEs’ autonomy PMIs’ evolution to actual-form integration over time and the effect on acquisition value based on structural, temporal and contextual ambidexterity manifestations. The findings divide the evolutionary trajectory into two sub-trajectories, from great autonomy to autonomy-integration balanced or full integration, to illuminate the effect of different degrees of actual-form integration on value creation or value destruction.

Originality/value

The existing literature on CMNEs’ PMI discovered that CMNEs frequently grant ample autonomy when managing targets acquired from developed markets. However, long-term acquisition benefit is dependent on combining autonomy and actual-form integration; insights into how this can be accomplished are limited. The research is unique in that it reveals the evolutions of CMNEs’ PMIs on developed-market targets, from autonomy to actual-form integration through the lens of ambidexterity.

Details

Chinese Management Studies, vol. 17 no. 5
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 11 October 2022

Lisa Harris, Helena Cooper–Thomas, Peter Smith and Gordon W. Cheung

This study aims to test the propositions of socialization resources theory, specifically focusing on social capital resources and their prediction of proximal (relational…

486

Abstract

Purpose

This study aims to test the propositions of socialization resources theory, specifically focusing on social capital resources and their prediction of proximal (relational learning) and distal (job satisfaction and intent to quit) outcomes. The authors include the job design characteristic of job autonomy as a moderator of these associations.

Design/methodology/approach

Cheung et al.’s (2021) four-step SEM procedure was used to test our mediation, moderation and moderated mediation hypotheses. The sample consisted of newcomers (N = 175) measured at two time points.

Findings

The results support the proposed model. Relational learning mediates the associations between social capital resources and outcomes; the utility of these social capital resources is stronger when job autonomy is lower.

Practical implications

Organizations can use social capital resources to reduce newcomers' uncertainty during socialization, facilitating learning and positive outcomes. Organizations should also carefully consider the amount of job autonomy they grant to newcomers, as too much can be detrimental.

Originality/value

Despite the acknowledged importance of workplace resources and relationships, few studies have focused on social resources provided during socialization. Moreover, job design is rarely included in socialization research, despite its influence on workplace processes. Thus, this study provides information about two novel areas of investigation: socially-oriented socialization resources and the impact of job autonomy.

Details

Career Development International, vol. 27 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Open Access
Article
Publication date: 7 September 2022

Pauline van Dorssen-Boog, Tinka van Vuuren, Jeroen de Jong and Monique Veld

While both perceived job autonomy and self-leadership are assumed to be important for optimal functioning of healthcare workers, their mutual relationship remains unclear. This…

2597

Abstract

Purpose

While both perceived job autonomy and self-leadership are assumed to be important for optimal functioning of healthcare workers, their mutual relationship remains unclear. This cross-lagged study aims to theorize and test that perceived job autonomy and self-leadership have a reciprocal relationship, which is moderated by need for job autonomy.

Design/methodology/approach

Two-wave panel data were used to measure cross-lagged relationships over a time period of three months. Self-leadership is indicated by both self-leadership strategies and self-leadership behavior. The data were analyzed using hierarchical multiple regression (HMR).

Findings

Job autonomy was not causally nor reverse related to self-leadership strategies, but did relate to self-leadership behavior in both directions. Need for job autonomy did not influence the causal and reverse relationships between job autonomy and self-leadership (strategies and behavior). Instead, need for job autonomy discarded the influence of job autonomy on self-leadership behavior, and predicted self-leadership behavior over time.

Practical implications

For optimizing healthcare jobs, human resource management (HRM) policy makers need to consider other interventions such as training self-leadership, or developing an autonomy supportive work environment, since job autonomy does not lead to more use of self-leadership strategies.

Originality/value

This study used a cross-lagged study design which gives the opportunity to investigate causal relationships between job autonomy and self-leadership. Both self-leadership strategies and self-leadership behavior are included.

Details

Journal of Health Organization and Management, vol. 36 no. 9
Type: Research Article
ISSN: 1477-7266

Keywords

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