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Autonomy-supportive agents: whose support matters most, and how does it unfold in the workplace?
Naniki Mokgata1,2, Leoni van der Vaart1,3, Leon T de Beer2
1School of Industrial Psychology and Human Resource Management, North-West University, Potchefstroom, South Africa.
Current Psychology (New Brunswick, N.J.)
|August 15, 2022
Summary
Employees gain autonomy satisfaction through support from managers and self-initiated autonomy crafting. This support indirectly boosts performance via increased satisfaction and work engagement, highlighting the importance of autonomy for organizational success.
Area of Science:
- Organizational Psychology
- Workplace Behavior
- Employee Well-being
Background:
- Autonomy is crucial for employee motivation and performance.
- Autonomy can be supported by external sources (managers, colleagues) and internal practices (autonomy crafting).
- The differential impact and psychological pathways of these autonomy sources require further investigation.
Purpose of the Study:
- To compare the variance in autonomy satisfaction explained by different sources of autonomy support.
- To examine the serial mediating role of autonomy satisfaction and work engagement in the relationship between autonomy support and performance.
Main Methods:
- Survey data collected from 278 employees.
- Statistical analysis to assess the relationships between autonomy support, autonomy satisfaction, work engagement, and performance.
- Mediation analysis to test the indirect effects.
Main Results:
- Autonomy support from others (particularly managers) and autonomy crafting significantly contribute to autonomy satisfaction.
- Autonomy support indirectly influences performance through a serial pathway involving autonomy satisfaction and work engagement.
- Both external support and self-initiated practices are vital for fostering employee autonomy.
Conclusions:
- Organizations should prioritize fostering autonomy through both managerial support and empowering employees in autonomy crafting.
- Interventions aimed at enhancing autonomy satisfaction and work engagement can lead to improved employee performance.
- Understanding the psychological mechanisms linking autonomy support to performance is key for effective organizational strategies.
Keywords:
Autonomy-supportive behaviorsPerformanceSelf-determination theorySerial indirect effectSmall-medium enterprisesWell-beingMore Related Videos
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