项目来源

德国科学基金(DFG)

项目主持人

Sascha Abdel Hadi

项目受资助机构

未公开

立项年度

2024

立项时间

未公开

项目编号

541573891

项目级别

国家级

研究期限

未知 / 未知

受资助金额

未知

学科

Social Psychology,Industrial and Organisational Psychology

学科代码

未公开

基金类别

Research Grants

关键词

未公开

参与者

未公开

参与机构

未公开

项目标书摘要：Today‘s work environments are characterized by a constant increase in opportunities(but also requirements)to make work-related decisions.Many job stress models conceptualize job autonomy as a central resource with positive effects on employees’well-being(cf.Job-Demand-Control(-Support)Model;Johnson&Hall,1988;Karasek,1979,Job-Demands-Resources Model;Demerouti et al.,2001).Interestingly,however,reviews and meta-analyses point to mixed effects:Most studies found(rather small)positive effects of job autonomy(e.g.,Häusser et al.,2010).Furthermore,there is also a substantial proportion of null findings and some studies even found negative effects of job autonomy on well-being.In this project,we aim to investigate the role of supervisor support for the effects of job autonomy-especially decision-making autonomy-on well-being.Building on Self-Determination Theory,we propose a theoretical model in which we predict parallel but opposing(positive and negative)effects of decision-making autonomy on well-being through the(dis-)satisfaction of psychological needs.Specifically,we postulate that decision-making autonomy has positive effects on well-being through self-determination,while at the same time,we expect negative effects through psychological uncertainty.Furthermore,we propose that supervisor support moderates the negative indirect effect of decision-making autonomy on well-being through psychological uncertainty,that is,this effect is weakened when supervisor support is high.The theoretical model will be tested in three empirical studies using different methodological approaches.Study 1 is a longitudinal study over the course of several weeks to clarify long-term effects.Study 2 is an ecological momentary assessment study over the course of two work weeks to investigate short-term relationships.In addition,an experimental workplace simulation will clarify causal assumptions by experimentally manipulating decision-making autonomy and supervisor support.Overall,this research project can contribute to the theoretical development of our understanding of job autonomy,and provide new evidence-based recommendations for practice about job control.

Application Abstract: Today‘s work environments are characterized by a constant increase in opportunities(but also requirements)to make work-related decisions.Many job stress models conceptualize job autonomy as a central resource with positive effects on employees’well-being(cf.Job-Demand-Control(-Support)Model;Johnson&Hall,1988;Karasek,1979,Job-Demands-Resources Model;Demerouti et al.,2001).Interestingly,however,reviews and meta-analyses point to mixed effects:Most studies found(rather small)positive effects of job autonomy(e.g.,Häusser et al.,2010).Furthermore,there is also a substantial proportion of null findings and some studies even found negative effects of job autonomy on well-being.In this project,we aim to investigate the role of supervisor support for the effects of job autonomy-especially decision-making autonomy-on well-being.Building on Self-Determination Theory,we propose a theoretical model in which we predict parallel but opposing(positive and negative)effects of decision-making autonomy on well-being through the(dis-)satisfaction of psychological needs.Specifically,we postulate that decision-making autonomy has positive effects on well-being through self-determination,while at the same time,we expect negative effects through psychological uncertainty.Furthermore,we propose that supervisor support moderates the negative indirect effect of decision-making autonomy on well-being through psychological uncertainty,that is,this effect is weakened when supervisor support is high.The theoretical model will be tested in three empirical studies using different methodological approaches.Study 1 is a longitudinal study over the course of several weeks to clarify long-term effects.Study 2 is an ecological momentary assessment study over the course of two work weeks to investigate short-term relationships.In addition,an experimental workplace simulation will clarify causal assumptions by experimentally manipulating decision-making autonomy and supervisor support.Overall,this research project can contribute to the theoretical development of our understanding of job autonomy,and provide new evidence-based recommendations for practice about job control.