Chair for Strategy and Organization, TUM School of Management, Technische Universität München, Munich, Bavaria, Germany.
Chair of Management and Digital Transformation, Gutenberg School of Management and Economics, Johannes Gutenberg University, Mainz, Germany.
PLoS One. 2018 Oct 4;13(10):e0204089. doi: 10.1371/journal.pone.0204089. eCollection 2018.
In environments experiencing fast technological change in which innovative performance is expected, work design research has found that the degree of autonomy positively predicts behavioral and attitudinal work outcomes. Because extant work design research has tended to examine the direct and mediating effects of autonomy on work outcomes such as job satisfaction, examinations of more situational elements and the degree to which the organizational context strengthens or weakens this relationship has been neglected. This study, therefore, takes a context-contingent perspective to investigate the degree to which psychological climate dimensions such as supervisor support, organizational structure and organizational innovation moderate the effects of autonomy (work scheduling autonomy, work methods autonomy, decision-making autonomy) on employee perceived innovative work behavior (IWB). Using a conjoint experiment based on 9,440 assessments nested within 1,180 employees, it was found that all autonomy dimensions had a significant direct effect on employee perceived IWB. Contrary to the Hypotheses, the multi-level analysis did not reveal any moderating effect of the climate dimensions on the relationship between autonomy and employee IWB. This study provides a context-contingent view for the features of work design and gives a more detailed analysis of autonomy, which has previously been seen primarily as a unidimensional construct.
在快速技术变革的环境中，人们期望创新表现，工作设计研究发现，自主性的程度正向预测行为和态度工作结果。由于现有工作设计研究倾向于检验自主性对工作结果（如工作满意度）的直接和中介影响，因此，忽视了对更多情境因素的考察，以及组织环境强化或削弱这种关系的程度。因此，本研究从情境相关的角度出发，考察了主管支持、组织结构和组织创新等心理气候维度在多大程度上调节了自主性（工作安排自主性、工作方法自主性、决策自主性）对员工感知的创新工作行为（IWB）的影响。该研究使用基于 9440 项评估的联合实验，这些评估嵌套在 1180 名员工中，发现所有自主性维度对员工感知的 IWB 都有显著的直接影响。与假设相反，多层次分析并未揭示气候维度对自主性与员工 IWB 之间关系的任何调节作用。本研究为工作设计的特点提供了一种情境相关的视角，并对自主性进行了更详细的分析，自主性以前主要被视为一个单一维度的结构。
