Is job autonomy a double-edged sword? The role of supervisor support and psychological needs

• Applicant: Dr. Sascha Abdel Hadi
• Subject Area: Social Psychology, Industrial and Organisational Psychology
• Term: since 2024
• Project identifier: Deutsche Forschungsgemeinschaft (DFG) - Project number 541573891

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.

• DFG Programme: Research Grants
• Co-Investigator: Professor Dr. Jan A. Häusser