Diana Malinowska1, Aleksandra Tokarz2, Anna Wardzichowska3. 1. Jagiellonian University, Kraków, Poland (Institute of Psychology, Laboratory of Psychology of Emotions and Motivation). d.malinowska@uj.edu.pl. 2. Jagiellonian University, Kraków, Poland (Institute of Psychology, Laboratory of Psychology of Emotions and Motivation). aletokarz@poczta.onet.pl. 3. Jagiellonian University, Kraków, Poland (Institute of Psychology, Laboratory of Psychology of Emotions and Motivation).
Abstract
OBJECTIVES: This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. MATERIAL AND METHODS: The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. RESULTS: The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. CONCLUSIONS: Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. Int J Occup Med Environ Health 2018;31(4):445-458. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.
OBJECTIVES: This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. MATERIAL AND METHODS: The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. RESULTS: The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. CONCLUSIONS: Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. Int J Occup Med Environ Health 2018;31(4):445-458. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.
Keywords:
motivation; occupational health; professional autonomy; work engagement; workaholism; workplace environment
Authors: Edmund Nana Kwame Nkrumah; Suxia Liu; David Doe Fiergbor; Linda Serwah Akoto Journal: Int J Environ Res Public Health Date: 2021-05-11 Impact factor: 3.390