How Job Autonomy Promotes Employee’s Sustainable Development? A Moderated Mediation Model

Abstract

In the rapidly changing business world, improving employee’s self-development level is of great importance for organizations to pursue sustainable development. The purpose of this study is to examine how and when job autonomy promotes employee’s self-development. Drawing from self-determination theory, we examined the effect of job autonomy on employee’s self-development, and the mediation role of intrinsic motivation in this relationship. Moreover, we argued that team connectivity strengthened the relationship between job autonomy and intrinsic motivation, and further moderated the indirect effect of job autonomy and self-employment via intrinsic motivation. Using a two-wave panel design, we collected data from a sample of 473 employees in China. The results indicated that job autonomy predicted employee’s self-development, and employee’s intrinsic motivation fully mediated this relationship. Team connectivity positively moderated the relationship between job autonomy and intrinsic motivation, and further moderated the mediation effect of intrinsic motivation. The theoretical and practical implications of this research are discussed along with the limitations and further research directions.

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“…"Employees are valuable resources to promote the sustainable development of organisations" [11]. Job performance is determined not only by qualifications or other contextual characteristics, but also by internal organisational factors such as job commitment [4,12], job autonomy and other job characteristics [13], leadership style [14] or focus on the wellbeing and the quality of life of individuals in terms of a new sustainable psychological perspective of working relationships, relationships of groups, communities and relationships with nature [15,16].…”

“…Job autonomy is becoming an important factor in increased job performance [13,35] due to the efficient use of human capital. Many researchers use the Job Characteristic Model (JCM) to examine job autonomy, according to which workers perceive the job according to five core job dimensions: skill variety, task identity, task significance, autonomy and feedback [11,36,37]. Today's organisations should focus mainly on building a workplace where employees feel satisfied with the possibility of self-realisation, the delegation of responsibilities and the creation of job autonomy [4].…”

“…Thus, there is an urgent need for their theoretical, methodological and practical confrontation and their integration into the new challenges of the world of work [26,44,45]. Engagement, autonomy and self-development as important motives leading to job satisfaction represent those new challenges [11]. Job autonomy has been reported in many studies as a significant predictor of job satisfaction, positive job attitudes and higher labour productivity [46,47].…”

İş Özerkli̇ği̇ni̇n Çok Yönlü Kari̇yer Tutumu Üzeri̇ndeki̇ Etki̇si̇ni̇ Beli̇rlemeye Yöneli̇k Bi̇r Alan Araştirmasi

“…Günümüz esnek, dinamik ve geçirgen iş dünyası çalışanların hareketliliğini ve kariyer tanımlamalarını değiştirmiş ve günümüzde iş hayatında yaşanan belirsizlik ve kariyerlerin hareketliliği yeni kariyer tutumlarının ortaya çıkmasına neden olmuştur (Gubler, Arnold ve Coombs, 2014 (Deci ve Ryan, 1985b). Ayrıca, iş özerkliği psikolojik gelişim kuramlarına da dayandırılarak bireylerin psikolojik gereksinimlerini karşıladığı için bireylerin öz belirleme davranışlarını şekillendirerek, onların gelişmelerine katkı sağlayabilir (Zhou, Li ve Gong, 2019;. Tüm bunlardan hareketle bu çalışmada, öz belirleme kuramı çerçevesinde bireylerin iş özerkliğine sahip olduğunda, bunun yanı sıra onların değer ve yönelimi de desteklenirse çok yönlü kariyer tutumu oluşacağı düşünülmüştür.…”

“…Within the framework of self-determination theory, it is claimed that individuals with autonomy are more identified with the job and have more positive attitudes (Deci and Ryan, 1985b). Because work autonomy meets the psychological needs of individuals based on psychological development theories, it can contribute to their development by shaping individuals' self-determination behaviours (Zhou, Li and Gong, 2019;Deci and Ryan, 2000). With this study, it was thought that when individuals have job autonomy within the framework of self-determination theory, and if the values and orientation of the individual are supported, a protean career attitude will be formed.…”