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Perceived job autonomy and turnover intention – The moderating role of perceived supervisor support

机译：感知到的工作自主权和离职倾向 - 感知到的主管支持的调节作用

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摘要

Perceived job autonomy has been recognized as a central tenet of work design, leading to a range of positive outcomes. Still, scholars have rightfully questioned its predictive role for several outcomes, including turnover intention as the two have been found to be virtually unrelated. In line with calls for more complex research on the predictive role of perceived job autonomy on employee outcomes, the purpose of this study was to investigate whether the relationship between perceived job autonomy and turnover intention may be prone to contextual influences. Two cross-sectional surveys among 680 Norwegian employees from different public service organizations showed that the relationship between perceived job autonomy and turnover intention was moderated by perceived supervisor support. In support of our hypothesis, the form of the moderations revealed that perceived job autonomy was negatively related to turnover intention only for employees reporting high levels of perceived supervisor support. Implications for practice and directions for future research are discussed.
机译：感知到的工作自主性已被认为是工作设计的核心原则，从而带来了一系列积极成果。不过，学者们正确地质疑了它对几种结果的预测作用，包括离职意向，因为发现两者实际上无关。与对感知到的工作自主性对员工成果的预测作用进行更复杂研究的呼吁相一致，本研究的目的是调查感知到的工作自主性与离职意向之间的关系是否容易受到情境的影响。在来自不同公共服务组织的680名挪威员工中进行的两项横断面调查显示，在上级主管的支持下，工作自主性与离职意向之间的关系得到了缓解。为了支持我们的假设，调节的形式表明，仅对于报告了上级主管支持水平较高的员工，感知的工作自主性与离职意向呈负相关。讨论了对实践的意义以及对未来研究的方向。

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