Autonomy In The Workplace

Autonomy refers to a characteristic of task that has a huge impact on employees’ psychological states, for example, a feeling of responsibility for job satisfaction and the work outcomes (Hackman & Oldham, 1980; Podsakoff et al., 2000). Every individual have the ability to seek the opportunities towards growth and development. It is not matter whether they are fail or success, but it depends on the features of the context, which they may looking forward as an opportunity that will help to develop themselves (Jarrod Haar and Roche 2010).

Autonomy also may act as a factor to enhance employees motivation to give more effort into their work (Chen and Chiu,2009). It is because, Employees who are given the autonomy will have more liberty to control and regulate the pace of work and its processes and also be able to evaluate the procedures of work. (Naqvi et.al, 2013) . Job autonomy also
In comparison with those who have little job autonomy, those who with more job autonomy will show more satisfaction with variation aspects of the work context (Oldham & Hackman, 1981), positive affect, self confidence and internal motivation (Hackman & Oldham,1976). Besides, it enables employee to expand their creativity (Oldman & Cummings,1996) and less emotional dissonance (Abraham 2000). Having jobs with adequate autonomy in the organization could equip employees to experience more engagement as autonomy helps to decrease emotional dissonance (Karatape, 2012). On the other hand, as job autonomy is important towards employee wellbeing, it gives employees more opportunities to adapt themselves with stressful situation and assist them to make decisions on how and when to respond to job demands. With such benefits, employee will face less burnout (Bakker and Demerouti