| Abstract [eng] |
This study aimed to investigate the relationship between associations between intensification of demands, different forms of autonomy with employee motivational aspects. The total number of respondents in this study was 212, but 206 subjects were selected for data analysis. The subjects were recruited from a variety of workplaces, both private and public sectors. The participants were 166 (80,6 %) women and 40 men (19,4 %). The age of the respondents ranged from 21 to 66 (M = 38,91; SD = 12,06). Convenience, non-probability sampling was used to select the subjects. A correlational study was carried out using the Intensification of Job Demands Scale, Information Overload Scale, Utrecht Work Engagement Scale, Autonomy scales measuring job and work organization autonomy, and Intrinsic Motivation Scale. The results revealed that work engagement was significantly predicted by intensified knowledge-related learning demands, intensified skill-related learning demands, and autonomy at work, with influence at work emerging as the strongest predictor. Intrinsic motivation was significantly predicted by influence at work. In addition, information overload was negatively associated with both work engagement and intrinsic motivation, whereas intensified job-related planning and decision-making demands, intensified knowledge-related learning demands, and intensified skill-related learning demands showed positive associations with these outcomes. Furthermore, a statistically significant moderating effect of influence at work was found in the relationship between intensified job-related planning and decision-making demands and intrinsic motivation. |
