The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.
This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.
Chung-Yan
Greg A
GA
Department of Psychology, University of Windsor, 401 Sunset Avenue, Windsor, Ontario, Canada N9B3P4. gcy@uwindsor.ca
D000328:Adult; D000368:Aged; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D008875:Middle Aged; D009518:New York; D016273:Occupational Exposure; D010549:Personal Satisfaction; D010558:Personnel Loyalty; D017009:Professional Autonomy; D012044:Regression Analysis; D011795:Surveys and Questionnaires; D055815:Young Adult