Can job autonomy attenuate the effect of depression on employees’ well-being? It may depend on culture

Li, Liman Man Wai

doi:10.1080/09638237.2018.1466043

Cited by 12 publications

(9 citation statements)

References 44 publications

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“…Despite being able to relate to other PwD, it was observed that being considered a homogenous group, leads to a feeling of discontentment, as they are assigned to the same work and compensation, despite the diversity in PwD talent and skill (Friedner, 2015). Job autonomy is observed to play a significant role in improving employee well-being, as established in a study that sampled cross country data (Li, 2018).…”

Section: The Individual Perspectivementioning

confidence: 99%

Workplace disability inclusion in India: review and directions

Suresh

Dyaram

2020

MRR

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Purpose This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies. Design/methodology/approach The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends. Findings Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors. Research limitations/implications This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD. Originality/value In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.

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Section: The Individual Perspectivementioning

confidence: 99%

Workplace disability inclusion in India: review and directions

Suresh

Dyaram

2020

MRR

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“…Job autonomy refers to the extent to which the job allows the worker flexibility, independence, and choice in arranging work and selecting the technique to be employed in performing it out [35]. Autonomy is also identified as a key psychological need in self-determination theory [36] which can reduce the harmful influence of depression on employees' well-being [37].…”

Section: Autonomymentioning

confidence: 99%

Impact of JD-R Model on Psychological Well-Being of Gig Workers

Woon¹,

Sze²,

Ying³

et al. 2022

Proceedings of the 3rd Annual Conference of Education and Social Sciences (ACCESS 2021)

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In the digital era, the gig economy has recently emerged as a key theme independent review of current work patterns. There is a variety of jobs in Malaysia's gig economy and the number of gig workers keeps increasing. Gig workers are facing many challenges. However, there is only a little research on psychological wellbeing among gig workers in Malaysia. The Job Demands-Resources (JD-R) model is one of the most widely used frameworks to examine well-being. This paper aims to uncover the gig worker's working conditions by adopting the widely recognized and well-established JD-R theory to examine the psychological well-being of gig workers. The early JD-R model was concerned primarily with work-related factors. However, the current JD-R model integrates personal resource as a determinant of employees' well-being. Psychological capital may help gig workers to reduce stress and enhance well-being. Many gig workers mainly join the gig economy because of the autonomy to decide their workload, working time, and job content. However, gig workers have high time pressure and workload as they only get paid after providing the service. The more order they make, the more earning they get. Furthermore, gig workers are performing on online platforms and feeling isolated from the social environment. Social support from family is important to workers. Hence, this conceptual paper seeks to develop a conceptual model of how job demands, job resources, and personal resources affect gig workers' psychological well-being.

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“…Empirical findings pertaining to variation in job autonomy and its effects across cultures are far from being unequivocal. Some studies have found that Chinese, Japanese, and Indian workers have similar or even more job autonomy than American or British workers (Hirst et al, 2008; Li, 2019). Moreover, positive impacts of job autonomy have also been observed in Eastern societies, which are remarkably greater than those in Western countries in terms of job satisfaction (Liu et al, 2007) and alleviating job strain, depression, and emotional exhaustion (Charoensukmongkol, 2021; Nauta et al, 2010).…”

Section: Introductionmentioning

confidence: 99%

Culture and the way of granting job autonomy: Goal or execution?

Jiang

et al. 2023

J Occupat & Organ Psyc

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Researchers have assumed that Westerners exercise higher job autonomy than Easterners. However, recent studies have reported mixed and even contradictory findings. The authors distinguish between two types of job autonomy, namely goal and execution autonomy, to examine the relevant cultural differences. The former denotes participation in setting work goals and making plans for meeting those goals, while the latter denotes the ability to complete tasks flexibly. Four studies with a total sample of 1192 participants working in financial or insurance companies were conducted. Study 1a generated items for a new measure of the two types of job autonomy and explored its factor structure. Studies 1b and 1c verified its construct validity and predictive capacity. Study 2 confirmed the structural and metric equivalence of the measure between samples from the United Kingdom and China. The results of Study 2 suggested that the Chinese workers were likely to have high execution autonomy but low goal autonomy, whereas the British workers tended to have high goal autonomy but low execution autonomy. The theoretical and practical implications of job autonomy in cross‐cultural contexts are discussed.

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Can job autonomy attenuate the effect of depression on employees’ well-being? It may depend on culture

Abstract: Job autonomy was found to be an effective way to reduce the negative impact of depression on employees' well-being, a finding that should be considered when organizations develop their work policies.

Cited by 12 publications

References 44 publications

Workplace disability inclusion in India: review and directions

Workplace disability inclusion in India: review and directions

Impact of JD-R Model on Psychological Well-Being of Gig Workers

Culture and the way of granting job autonomy: Goal or execution?

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