Oliver: An Examination of the Relationships between Autonomous Motivation and Organizational Constraints with Job Attitudes, Intention to Leave, and General Stress: A Job Demands-Resources Approach

“An Examination of the Relationships between
Autonomous Motivation and Organizational Constraints with Job Attitudes,
Intention to Leave, and General Stress: A Job Demands-Resources Approach”

Chair: Dr. Thomas W Britt
Committee: Dr. M. Taylor, Dr. D Moore, Dr.David Knox

Abstract:

The Job Demands- Resources (JD-R) model suggests that working conditions
can be distinguished using two broad categories: job demands and job
resources. This study examined the concurrent and longitudinal effects of
perceived situational constraints (seen as a demand) and autonomous
motivation (seen as a resource) on job attitudes, intention to leave, and
general stress using an applied work setting. Data were collected by
administrators at a midsized university campus over two time periods,
separated by one year. Staff members were asked to complete an online
survey that included a modified version of Ryan and Connell’s (1989)
Self-Regulation Scale for employees to rate their levels of autonomous
motivation toward their jobs, as well as measures of positive
(organizational commitment, job satisfaction, and work engagement) and
negative (intention to leave, and general stress) affective states.
Employees were also asked to rate their perceived constraints using
Spector and Jex’s (1998) Organizational Constraints Scale. Structural
equation modeling techniques were used in order to test the relationships
predicted. Results showed that higher levels of autonomous motivation
moderated the relationship between organizational constraints and turnover
intentions such that more highly motivated individuals had lower turnover
intentions at lower levels of organizational constraints. However, as
organizational constraints increased, more highly motivated individuals
experienced a sharper increase in their desire to leave the job. Further,
no significant longitudinal interactions were found. Practical
implications and limitations are also discussed.

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