How Does Job Autonomy Influence Job Performance? A Meta-analytic Test of Theoretical Mechanisms

2019 ◽  
Vol 2019 (1) ◽  
pp. 14632
Author(s):  
Simeon Muecke ◽  
Anja Iseke
Keyword(s):  
Job Performance ◽  
Job Autonomy

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

scholarly journals The Effects of Leadership and Job Autonomy on Vitality: Survey and Experimental Evidence

2016 ◽  
Vol 38 (3) ◽  
pp. 355-377 ◽  
Author(s):  
Lars Tummers ◽  
Bram Steijn ◽  
Barbara Nevicka ◽  
Madelon Heerema
Keyword(s):  
Job Performance ◽  
Experimental Evidence ◽  
Public Administration ◽  
Large Scale ◽  
Job Characteristics ◽  
Positive Energy ◽  
Job Autonomy ◽  
Lower Stress ◽  
Psychology Perspective ◽  
Large Scale Survey

Vitality refers to the experience of having energy available to one’s self. Vital employees are full of positive energy when they work, and feel mentally and physically strong. Such employees often show higher job performance and lower stress than their less vital colleagues. Despite the importance of vitality, few public administration studies have studied vitality. More generally, by focusing on vitality, we aim to bring a “positive psychology” perspective into the domain of public administration. We analyze whether two important job characteristics (leader’s task communication and job autonomy) affect vitality. We use a multi-method design. A large-scale survey ( N = 1,502) shows that leader’s task communication and job autonomy are positively related to vitality. A lab experiment ( N = 102) replicated these findings, showing cause-and-effect relationships. In conclusion, public organizations can potentially increase employee vitality (a) by increased task communication from leaders and (b) by providing employees with greater job autonomy.

The Effect of Primary Nursing Job Design Dimensions on Caregiving Technology and Job Performance in Nursing Homes

1994 ◽  
Vol 7 (4) ◽  
pp. 271-281 ◽  
Author(s):  
Andrea Streit ◽  
Diane Brannon
Keyword(s):  
Job Performance ◽  
Design Research ◽  
Long Term Care ◽  
Job Design ◽  
Job Autonomy ◽  
Term Care ◽  
Primary Nursing ◽  
Task Variability ◽  
Technology Perceptions

Primary nursing job design, ie permanent assignment and increased job autonomy and communication, has been suggested as especially appropriate for long-term care. The present study examined its effects on nursing home assistants' (N=248) job performance and technology perceptions. Job design was found to have a significant effect on caregiving technology, even after controlling for individual differences. In particular, increased autonomy was significantly related to increased task variability which suggests that nursing assistants who have more job autonomy provide more customized care. Unexpectedly, increased duration of assignment was significantly related to increased homogeneity of tasks. Suggestions for future job design research in long-term care are made.

scholarly journals Innovative Esteem: Antecedents and Relationship with Job Performance

2020 ◽  
Vol 23 (4) ◽  
pp. 137-151
Author(s):  
Ch. Mahmood Anwar
Keyword(s):  
Job Performance ◽  
Goal Orientation ◽  
Self Esteem ◽  
Job Autonomy ◽  
Organizational Setting ◽  
Time Data ◽  
Personal Innovativeness ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Over Time

This study aims to present and validate a new psychological construct, i.e. innovativeness-based self-esteem or shortly “innovative esteem” which reflects that innovative individuals evaluate their innovative capabilities to determine their significance, successfulness, and worthiness in organizations. Innovative esteem reflects attributes and capacities manifested by individual’s innovativeness specific feelings and evaluations about self. Standard procedures were followed to test construct and predictive validity for the new construct. Testing 546 paired responses from subjects working in hi-tech and R&D sectors, this study empirically identified that personal innovativeness, organization-based self-esteem, learning goal orientation, and job autonomy significantly contribute to innovative esteem in organizational setting. Test of theory of interaction revealed that learning goal orientation and job autonomy interact with each other to determine innovative esteem. In addition, this research correlated innovative esteem with employee job performance by considering it as independent index. Innovative esteem is found to be significantly and positively correlated to employee job performance. The study further applied regression analysis to strengthen the finding, and found that innovative esteem significantly predicted employee job performance in time lagged setting. To establish evidence of stability of innovative esteem over time, data were collected again after one year. The test-retest reliability correlation provided the evidence of stability of innovative esteem over time. Present study proposed that innovative works can best be performed by employees high in innovative esteem which could be further confirmed empirically. It is suggested that organizations can outperform if managers consider innovative esteem of employees along with other dispositional factors. It is further suggested that significance of innovative esteem should be explored further in personality psychology and organizational behaviour.

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