Workers' intrinsic work motivation when job demands are high: The role of need for autonomy and perceived opportunity for blended working |
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| Affiliation: | 1. NHH Norwegian School of Economics, Helleveien 30, NO-5045 Bergen, Norway;2. Buskerud University College, School of Business Administration and Social Sciences, Postboks 164 Sentrum, NO-3502 Hønefoss, Norway;1. School of Psychological Science, La Trobe University, Bundoora, Victoria 3086, Australia;2. Institute for Medical Sociology, Medical Faculty, University of Duesseldorf, Universitatstrasse 1, Duesseldorf 40255, Germany;1. Wake Forest Baptist Medical Center, Winston-Salem, North Carolina;2. Penn State Milton S. Hershey Medical Center, Penn State College of Medicine, Hershey, Pennsylvania;1. IFSTTAR-LVMT, University of Paris-East, 6-8 avenue Blaise Pascal, 77455 Marne-la-Vallée cedex 2, France;2. Marsouin, Telecom Bretagne, CS 83818, 29238 Brest Cedex 3, France;3. RITM, Paris-Sud University, 54, Boulevard Desgranges, 92330 Sceaux, France;1. University of Thessaly, Karyes, 42100, Trikala, Greece;2. Department of Business Administration, T.E.I. of Thessaly, 41110, Larissa, Greece;1. Logica Working Tomorrow, Meander 901, 6825 MH Arnhem, Netherlands;2. Radboud University Nijmegen, Institute for Management Research, P.O. Box 9108, 6500 HK Nijmegen, Netherlands |
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| Abstract: | Work overload or work pressure may undermine workers' intrinsic motivation. In the present research, we tested the conditions under which this may (not) occur, including the perceived opportunity to blend on-site and off-site working through the effective use of computers and modern information and communication technology. Our sample consisted of 657 workers (51% female) representing a variety of industries. As hypothesized, it is not high job demands per se, but high demands in combination with a high need for autonomy and a lack of perceived opportunities for blended working that undermines intrinsic work motivation. When workers high in need for autonomy perceived opportunities for blended working, their intrinsic work motivation was not negatively affected by increasing job demands. This main finding suggests that, particularly for workers high in need for autonomy, the perceived opportunity for blended working is an effective, contemporary resource to cope with the increasing job demands typically observed in today's workplace. Theoretically, these findings contribute to the refinement and extension of influential demands-resource models and Person-Job Fit theory. Practically, our findings may show managers how to effectively keep workers intrinsically motivated and productive in their jobs when job demands are high. |
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| Keywords: | ICT Flexible work arrangements Job control Workstress Job resources Person-environment fit |
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