Mokgata Naniki, van der Vaart Leoni, de Beer Leon T
School of Industrial Psychology and Human Resource Management, North-West University, Potchefstroom, South Africa.
WorkWell Research Unit, North-West University, Potchefstroom, South Africa.
Curr Psychol. 2022 Jul 30:1-16. doi: 10.1007/s12144-022-03550-9.
Managers and colleagues satisfy others' need for autonomy, but employees can also satisfy their own need by engaging in autonomy crafting practices. Although all three sources of autonomy support can benefit employee outcomes, they may not be equally beneficial. Furthermore, their benefits may not be straightforward, but rather a psychological process unfolding. To test these assumptions, the aim of the present study was twofold: to determine whether the different sources of support explained significantly different amounts of variance in autonomy satisfaction when compared and to understand the psychological process through which autonomy support from three sources influenced performance, more specifically, whether autonomy support indirectly affected performance through perceived autonomy satisfaction and work engagement in serial. In a sample of 278 employees, autonomy support from others (especially managers) and autonomy crafting played a role in autonomy satisfaction. Furthermore, the results indicated that autonomy support was associated with performance through its serial associations with autonomy satisfaction and work engagement. The results emphasized the importance of autonomy support for performance, enabling organizations to proactively design interventions to improve engagement and performance.
The online version contains supplementary material available at 10.1007/s12144-022-03550-9.
管理者和同事能满足他人对自主权的需求，但员工也可以通过自主塑造行为来满足自身对自主权的需求。虽然自主权支持的这三种来源都能使员工受益，但它们的益处可能并不相同。此外，它们的益处并非直接显现，而是一个逐步展开的心理过程。为了验证这些假设，本研究有两个目的：一是比较不同来源的支持在解释自主权满意度的差异时是否存在显著不同；二是了解三种来源的自主权支持影响绩效的心理过程，更具体地说，自主权支持是否通过感知到的自主权满意度和工作投入度依次间接影响绩效。在一个由278名员工组成的样本中，来自他人（尤其是管理者）的自主权支持和自主塑造行为在自主权满意度方面发挥了作用。此外，研究结果表明，自主权支持通过与自主权满意度和工作投入度的依次关联而与绩效相关。这些结果强调了自主权支持对绩效的重要性，使组织能够积极设计干预措施来提高员工的投入度和绩效。
在线版本包含可在10.1007/s12144-022-03550-9获取的补充材料。
