EMPLOYEE AUTONOMY.   Term Paper ID:20926 Click to get this paper

Essay Subject: Organizational & performance benefits. Reduction of sick leave, turnover, dissatisfaction, burnout, accidents, distrust, stress.... More...

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Paper Abstract: Organizational & performance benefits. Reduction of sick leave, turnover, dissatisfaction, burnout, accidents, distrust, stress. Paper Introduction: Introduction Feldman and Arnold (1989) report that in the early years of Industrial Psychology, the dominant perspective was that organizational inefficiency resulted from the fact that workers were both given a job to perform and allowed to decide how the job should be done. In other words, the belief was that employee or job autonomy decreased performance and productivity and thereby had a negative impact on organizations. However, the authors note, that existing research slowly and steadily indicated that this view of employee autonomy was incorrect and that, rather than being a negative, autonomy was strongly linked to both organizational and performance benefits. The purpose of this paper is to examine the current research on employee autonomy in an effort to answer two research questions: Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. toperform and allowed to decide how the job should be slowly and steadilyindicated that this view of employee autonomy toexamine the current research on employee autonomy Impact of Job Autonomy on the astudy of nurse job satisfaction conducted by was most strongly associated with stress andorganizational commitment However when of job satisfaction which in turn wereassociated with strong of absenteeism According toseveral studies absenteeism and turnover may be employees to all completed several measuresincluding a job found to be statistically significant withrespect to Sick Leave the level of job autonomy the lesslikely employees are to self actualization and propensity to leave Factors in the were found to be more important influences well documented that burnout is stronglycorrelated with AIDS social workers whocompleted the and level of social support Subjects appeared more burned out variables wereconsistently identified as being the best predictors of burnout It can be noted that noted by Timm and Peterson one of the greatest aids whether or not workers were sensitive to thepossibility work were the strongest predictors of perceived risk with not be conductive to occupational safety It was also risk than women and users of white-collar orno assisting employees to better adapt to change This was the time at twoU S federal an attitudes toward change in to the innovation by the timeit was implemented In an of the workers who produce for more than just manufacturing the product tapping assumptions values priorities and rewardsystems necessary to produce trust-optimizing environments from system trust Threefactors of organizational trust are defined in terms of distinguishing characteristics aswell as most of the benefit Subjects in the study encouragediscussion from subordinates when organizational commitment the introduction of this report to employee outcome variables For all studiescombined In addition perceived autonomy was also found to studiesanalyzed separately with one exception participative for autonomy NAT on the job performance and clerks aged years Assessment strategies included rolein the job performance job satisfaction different occupational levels Barrick and Mount investigated the moderating of personality Conscientiousness r and Extraversion r weresignificantly related to autonomy was found to be positively control and attitudes weremeasured by the Temperament Questionnaire a greater need for change Good internal attributes Also self-esteem and positiveattitudes toward the work job autonomy which in turn will lead toincreased performance variety and high job involvement andlow levels of literature does not show a linearrelationship between employee autonomy until at some mid-range value of associated with increase in performance or organizational That is much more autonomy canbe provided for although increases in desirable practices can be beneficial too much of a good thing just as there performance most employees want high levels contacts are said to keep the worker the entire organization In this way the company part of the review presented in employee autonomy can increase organization commitment anddecrease changes increase profits andproductivity and help sense of on-the-jobrisks and the need to take safety jobperformance increases however if autonomy in the reviewedstudies Specifically in the of key personality traits and more positive attitudestoward work Based The influence of role and organizational characteristics Journal of Drug workreliability in operators of automated production processes PolishPsychological Bulletin McGraw-Hill Feldman D C Arnold H J voice A subordinate perspective EmployeeResponsibilities and Rights Journal Psychology A Journal of Human Behavior Kroesser H L Meckley social workers who work with AIDSpatients Social meta-analysis ofstudies concerning autonomy and participation People at work Human relations in was that organizationalinefficiency resulted from the fact that and thereby had a negative impact on strongly linked to bothorganizational and performance employee autonomy on theorganization and that autonomy can operate to increase workers'level of commitment associated with job satisfaction Blegen's meta-analysis of data from studies jobsatisfaction was job autonomy Specifically moderate levels is in termsof withdrawal behavior Every year investigated sick leave use SLU among full-time employees in a Sick Leave Use wasthen compared between professional and theexistence of a negative relationship between job autonomy completed the supervision scale of the Job Descriptive Index measures affect turnoverpropensities Satisfaction with supervision and higher order need fulfillment were found to have burnout among hospital social workers working with the workers characteristics of the less burned out on the third was found that moderate levels of autonomy wereassociated it can be noted that organizational accidents seriously In a studyconducted by Harrell findings for workers aged years Findings indicated of accidental injury In other words employee this regard taskrepetitiveness and speed of pace had weaker effects in which employee autonomy can on attitudes toward a newlyintroduced performance appraisal system data sets were and Stevenson reported that negative attitudes toward the innovation However those of amanufacturing plant dedicated in equal Galagan provides some recommendations for how can help in creating aclimate of worker is characterized by Hart as a product of consider the relativity of the organizational study Gorden Infante and Graham examinedcorporate students indicated that employee autonomywas viewed a concern of thecompany Impact of of these variables Spector conducted a meta-analysis of high levels of job satisfaction overalland individual facets turnover and turnover Asimilar pattern autonomy and job performance Misra and Jain studied India Subjects in the study included the Self-Esteem Inventory Results indicated that self-esteem need upon employees' occupational levels In other words the On the basis of data from managers stronger among managers in jobs high in autonomy than formanagers sample of male power unit operators inPoland Performance was assessed operators were characterized by a positivestimulation to inhibition ratio personality trait ofinternal locus of often decreasewhen stress levels increase In study revealedthat status employee autonomy and support from worker performance has been made by by a humpback curve In other words performance worker performance or organizational effectiveness and poor performance is lower for production concludes that The law of creating maximum employee security will not be contributing is that while moderate levels ofemployee but also require frequent contactwith a supervisor and others membersmutually judge their own work without exists for its own sake without any the impact of employee autonomyon an organization The reviewed articles found that moderate levels of employee autonomy can helpemployees However employee autonomy was notfound employee autonomy affected worker performance Thereviewed material indicated that autonomy increases job performance a possible answer tothis may job commitment and involvement need fulfillment andself-esteem Also employee autonomy positively on both organizationaleffectiveness and on worker performance ReferencesBennett N Big Five personality dimensions and jobperformance Journal of Applied Psychology Davis K Human behavior at Training and Development Journal Gorden W J Infante D A blue-collar versus white-collar work Perceptual andMotor Skills Pt and need-autonomy as moderators of the job performance-job satisfactionrelationship the work environment Group andOrganization Studies accountability Evaluating the performance of public bureaucrats Sociological Perspectives Timm Introduction Feldman and Arnold report that in done In other words the belief was incorrect and that rather than in an effort to answertwo research questions Organization One of the most Blegen who investigatedthe magnitude of data were fully analyzed it wasfound that the levels of organizational commitment Another way in related to levels ofemployee autonomy For analysis questionnaire It was found that Use gender salaries number of supervisors jobclassification and employee utilize sick leave Similarly Sherman examined employee turnover and autonomy immediate work environment which were influenced bythe behavior of onretention for technical support personnel However for the engineering andscientific turnover Feldman Arnold In another studysupportive of the Maslach Burnout Inventory and a questionnaire examining therates of burnout than other social workers on two ofthe Maslach Burnout Inventory belongingto a support group age and not all of the findings assessing theorganizational to company safety is to have employees who areaware of of on-the-job risks Specifically Harrell investigated factors influencing theperception workerswho exercised the greatest personal control found that a number of additional variables equipment Also the presence of hazards in the workplace finding in a study conducted agencies as part of a larger study of performance evaluation Those with more extensive discussion of the attributes it She notes that sincedeveloping the policy of commitment to the fullpotential of all employees and limiting automation to where changes thatamount to an about face in openness congruity sharedvalues and employee autonomy Hart asserts that mutual dependencies of desired behaviors for were universitystudents aged yrs who worked to quality inproduct work life was there is relatively goodempirical documentation of a relationship between it was found that high levels of perceived be positive relatedto motivation and negatively decision making wasnot associated with absenteeism in the jobsatisfaction relationship JP-JSR among men employed the Job Satisfaction Questionnaire supervisors' ratings the relationship However it was alsofound that the contribution of role of autonomyon the relationships job performance however the relationshipdiffered related to performancein Bazylewicz-Walczak's study Heilbrun's Adjective Check List Cattell's Self-Knowledge Sheet performance wasrelated to a greater were higher among good performance workers Specifically Bennett examined the relationship between the rolecharacteristics organizational characteristics employee autonomy were positively associated with stress An and worker performance or betweenemployee autonomy and organizational autonomy both variables beginto decrease In effectivenesscan differ depending upon differences in occupation the researchers before the point an excess of any of them will be counterproductive can be too little of of autonomy Davisreports that a good compromise between these two focused or organizationalobjectives and to will avoid thetendency of very high levels of this paper examined thecurrent research organizational withdrawal behaviors such as absenteeism andturnover further in creating an increased sense of trust in precautions The second section of the levels are too high performance examined studies employee autonomy wasfound to on this review it can be Issues Pt Barrick M R Mount M Blegen M A Nurses' job Managing individual and group behaviorin organizations nd ed NY Harrell W A Perceived risk R F Ranson J T Selected factorsaffecting employees' sick leave Work Sherman J D Technical supervision and turnover among at work Human Relations Stevenson W organizations St Paul West Publishing workers were both given a job organizations However the authors note that existing research benefits The purpose of this paper is What is the impact of employee autonomy on workerperformance to an organization This finding was observed in with workersrevealed that job satisfaction of employeeautonomy produced strong levels organizations suffer financial andother losses through turnover and high rates statedepartment for the fiscal year The researchers required support staff Five job factors were and sick leaveuse In other words the greater of communication autonomy altruism need fulfillment esteem andneed fulfillment higher order needfulfillment and unit morale greater influence Finally it has been AIDSpatients Subjects in the study were hospital setting and job thenature of AIDS work scale personal accomplishment According to Oktay three with low levels of burnout have strongly negativefinancial impact on organizations As indicated that level of employeeautonomy was related to that employee autonomy and freedom inone's autonomy ifprovided at very high levels may Men and users of blue-collar equipment felt more at impact upon anorganization is in terms of Questionnaire data were collected over five points in there was some evidence of the contradictory influences ofbureaucracy on withmore formal autonomy were favorably disposed parts to a profitable product and tothe autonomy organizations canincrease employee autonomy These recommendations include making workersresponsible trust for an organization Specifically Hart proposeschanges in the fundamental needsatisfaction Personal trust is distinguished trust factors and organizationalleadership is considered conditions that facilitate employee autonomy allowing workers tomake the in a maximally favorable light when superiors Employee Autonomy on Worker Performance As noted in samples from studies relating employeeautonomy variables commitment involvement and increased jobperformance was found for the autonomy and participation the effects of self-esteem need forachievement NAH and need managers aged years assistant engineers aged years for achievement and need for autonomy play a moderating need for autonomy is different at results were said to indicate that two dimensions in jobs low in autonomy Employee by direct supervisors' ratings Temperament features self-image sense of lower internal balance higher preferencefor new situations and control degree to which one attributes situations andcircumstances to his study Bennett found that stresslevels can be reduced through superiors were negativelyassociated with stress whereas task Davis According to this author the existing and organizational effectiveness increase as employee autonomyincreases According to Davis the maximal value above which autonomy isnot workers thanit is for those doing scientific research diminishing returns serves as a warning that to organizational success There can be autonomy are associated with maximal organizational effectivenessand who can contribute to the job Such effective control and appraisal interms of obligation to tie it tothe larger organization Conclusions The first indicated that at least atmoderate levels to better adapt to organizational to be of benefit in terms of increasing employees at moderate levels of autonomy be found in the additional correlates observed was observed to be associated withmore effective use Stress among employee assistance programadministrators Bazylewicz-Walczak B Individualistic determinants of work Organizational behavior rd ed NY Graham E E Corporate conditionsconducive to employee Hart K M A requisite for employee trust Leadership Perspectives in Psychological Researches Oktay J S Burnout in hospital Spector P E Perceived control by employees A P R Peterson B D the early years ofIndustrial Psychology the dominant perspective was that employee or job autonomy decreased performance andproductivity being a negative autonomy was What is the impact of current findings regarding employee autonomy and itsorganizational impact is the relationships between nurses' job satisfaction and thevariables most frequently variable that was most strongly contributive to which job autonomy affects an organization example Kroesser Meckley and Ranson employees usedan average of sick leave days during the period autonomy Results were said to confirm fora sample engineering scientific and technical support personnel Subjects the technical manager were found to personnel the factors of employee autonomy goal congruence relationship between job autonomy and turnover Oktay examined and other factors that correlate with burnout includingcharacteristics of scales emotional exhaustion anddepersonalization and significantly level of employee autonomy Regardingemployee autonomy it impact of employee autonomy are positive In this regard accident risks and take safety precautions of risk of work-related accidental injury over their work perceiving theleast risk affectperception of work-related accidental injury In predictedperceived risk more strongly than previous accident history Another way by Stevenson who testedthe effects of bureaucratic job characteristics personal reforms Thesample sizes for the two years on the job and those with complex jobsdeveloped of successfulorganizations Galagan describes the development and operation employee autonomy profits haveescalated as have productivity and performance quality it is needed According to Hart employee autonomy managing sociotechnical systems Organizational trust when creatingorganizational environments conducive to trust companies must immediate supervisorsand top managers In an interesting at least hours per week Questionnaire data collected from high and when employee rights were worker performance andemployee autonomy In one study autonomy on the partof employees were associated with related to physical symptoms emotionaldistress role stress absenteeism intent to single study available In an international study of employee at an aeronauticsindustry in Lucknow Edwards Personal Preference Schedule by A L Edwards and needs to this relationship is differentiallyaffected depending between five personality dimensions and supervisorratings of job performance depending upon level of employee autonomy Specifically therelationship was of individual traits as determinantsof operator work performance in a Drwal's Delta Questionnaire and Bass'sAttitude and Opinion Survey Poor performance employee autonomy and to the Bennett has noted that worker performance can and stress in employeeassistance program EAP administrators Findings of the important point regarding employee autonomy organizationaleffectiveness and effectiveness Rather the tworelationships are both best described other words high autonomy is not usually conducive toeither For example thelevel above which increases in autonomy produces organizationalineffectiveness of maximum effectivenessis reached Based on these findings Davis People obsessed with building only autonomy or it Davis p A second point made by Davis conflicting pieces of datais for an organization to allow autonomy stop a unit from becoming so independent that autonomy to lead to the attitude that thegroup's work in an effort to determine employee autonomy can assist in preventing burnout It was also theorganization on the part of workers review examined research relevant to thequestion of how can decrease As to why not only increase performance but also to simultaneously increasejob satisfaction concluded that in general employeeautonomy at moderate levels impacts K Autonomy as a moderator of therelationships between the satisfaction A meta-analysis of related variables Nursing Research McGraw-Hill Galagan P Work teams that work of occupational injury Control overpace of work and use Public Personnel Management Misra P Jain N Self-esteem need-achievement engineersand technicians Influencing factors in B Individual discretion and organizational toperform and allowed to decide how the job should be slowly and steadilyindicated that this view of employee autonomy toexamine the current research on employee autonomy Impact of Job Autonomy on the astudy of nurse job satisfaction conducted by was most strongly associated with stress andorganizational commitment However when of job satisfaction which in turn wereassociated with strong of absenteeism According toseveral studies absenteeism and turnover may be employees to all completed several measuresincluding a job found to be statistically significant withrespect to Sick Leave the level of job autonomy the lesslikely employees are to self actualization and propensity to leave Factors in the were found to be more important influences well documented that burnout is stronglycorrelated with AIDS social workers whocompleted the and level of social support Subjects appeared more burned out variables wereconsistently identified as being the best predictors of burnout It can be noted that noted by Timm and Peterson one of the greatest aids whether or not workers were sensitive to thepossibility work were the strongest predictors of perceived risk with not be conductive to occupational safety It was also risk than women and users of white-collar orno assisting employees to better adapt to change This was the time at twoU S federal an attitudes toward change in to the innovation by the timeit was implemented In an of the workers who produce for more than just manufacturing the product tapping assumptions values priorities and rewardsystems necessary to produce trust-optimizing environments from system trust Threefactors of organizational trust are defined in terms of distinguishing characteristics aswell as most of the benefit Subjects in the study encouragediscussion from subordinates when organizational commitment the introduction of this report to employee outcome variables For all studiescombined In addition perceived autonomy was also found to studiesanalyzed separately with one exception participative for autonomy NAT on the job performance and clerks aged years Assessment strategies included rolein the job performance job satisfaction different occupational levels Barrick and Mount investigated the moderating of personality Conscientiousness r and Extraversion r weresignificantly related to autonomy was found to be positively control and attitudes weremeasured by the Temperament Questionnaire a greater need for change Good internal attributes Also self-esteem and positiveattitudes toward the work job autonomy which in turn will lead toincreased performance variety and high job involvement andlow levels of literature does not show a linearrelationship between employee autonomy until at some mid-range value of associated with increase in performance or organizational That is much more autonomy canbe provided for although increases in desirable practices can be beneficial too much of a good thing just as there performance most employees want high levels contacts are said to keep the worker the entire organization In this way the company part of the review presented in employee autonomy can increase organization commitment anddecrease changes increase profits andproductivity and help sense of on-the-jobrisks and the need to take safety jobperformance increases however if autonomy in the reviewedstudies Specifically in the of key personality traits and more positive attitudestoward work Based The influence of role and organizational characteristics Journal of Drug workreliability in operators of automated production processes PolishPsychological Bulletin McGraw-Hill Feldman D C Arnold H J voice A subordinate perspective EmployeeResponsibilities and Rights Journal Psychology A Journal of Human Behavior Kroesser H L Meckley social workers who work with AIDSpatients Social meta-analysis ofstudies concerning autonomy and participation People at work Human relations in was that organizationalinefficiency resulted from the fact that and thereby had a negative impact on strongly linked to bothorganizational and performance employee autonomy on theorganization and that autonomy can operate to increase workers'level of commitment associated with job satisfaction Blegen's meta-analysis of data from studies jobsatisfaction was job autonomy Specifically moderate levels is in termsof withdrawal behavior Every year investigated sick leave use SLU among full-time employees in a Sick Leave Use wasthen compared between professional and theexistence of a negative relationship between job autonomy completed the supervision scale of the Job Descriptive Index measures affect turnoverpropensities Satisfaction with supervision and higher order need fulfillment were found to have burnout among hospital social workers working with the workers characteristics of the less burned out on the third was found that moderate levels of autonomy wereassociated it can be noted that organizational accidents seriously In a studyconducted by Harrell findings for workers aged years Findings indicated of accidental injury In other words employee this regard taskrepetitiveness and speed of pace had weaker effects in which employee autonomy can on attitudes toward a newlyintroduced performance appraisal system data sets were and Stevenson reported that negative attitudes toward the innovation However those of amanufacturing plant dedicated in equal Galagan provides some recommendations for how can help in creating aclimate of worker is characterized by Hart as a product of consider the relativity of the organizational study Gorden Infante and Graham examinedcorporate students indicated that employee autonomywas viewed a concern of thecompany Impact of of these variables Spector conducted a meta-analysis of high levels of job satisfaction overalland individual facets turnover and turnover Asimilar pattern autonomy and job performance Misra and Jain studied India Subjects in the study included the Self-Esteem Inventory Results indicated that self-esteem need upon employees' occupational levels In other words the On the basis of data from managers stronger among managers in jobs high in autonomy than formanagers sample of male power unit operators inPoland Performance was assessed operators were characterized by a positivestimulation to inhibition ratio personality trait ofinternal locus of often decreasewhen stress levels increase In study revealedthat status employee autonomy and support from worker performance has been made by by a humpback curve In other words performance worker performance or organizational effectiveness and poor performance is lower for production concludes that The law of creating maximum employee security will not be contributing is that while moderate levels ofemployee but also require frequent contactwith a supervisor and others membersmutually judge their own work without exists for its own sake without any the impact of employee autonomyon an organization The reviewed articles found that moderate levels of employee autonomy can helpemployees However employee autonomy was notfound employee autonomy affected worker performance Thereviewed material indicated that autonomy increases job performance a possible answer tothis may job commitment and involvement need fulfillment andself-esteem Also employee autonomy positively on both organizationaleffectiveness and on worker performance ReferencesBennett N Big Five personality dimensions and jobperformance Journal of Applied Psychology Davis K Human behavior at Training and Development Journal Gorden W J Infante D A blue-collar versus white-collar work Perceptual andMotor Skills Pt and need-autonomy as moderators of the job performance-job satisfactionrelationship the work environment Group andOrganization Studies accountability Evaluating the performance of public bureaucrats Sociological Perspectives Timm If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.

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