Autonomy in Paid Work and Employee Subjective Well-Being
Autonomy in Paid Work and Employee Subjective Well-Being
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有偿工作自主权与员工主观幸福感
DOI：
10.1177/0730888417697232
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发表时间：
2017
影响因子：
2.9
通讯作者：
D. Wheatley
中科院分区：
文献类型：
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作者：
D. Wheatley
本文利用英国《理解社会》的调查数据，探讨了不同形式的自主性与主观幸福感之间的关系，这些自主性被归类为工作控制和进度控制。英国员工的自主程度差别很大。经理们报告说，他们拥有最大的自主权。专业人士，尤其是女性，和技能较低的职业报告的数量要少得多。面板概率、协方差分析和变化分数分析不仅证明了自主性的积极影响，而且也证明了自主性和主观幸福感之间的差异化和性别关系。工作控制，包括对任务和工作节奏的控制，可以提高工作和休闲的满意度。工作方式的自主性提高了休闲和生活满意度，但仅限于女性。非正式日程控制对工作(男性和女性)和生活(仅限男性)满意度有积极影响。
This article explores the relationship between different forms of autonomy, categorized into “job control” and “schedule control,” and measures of subjective well-being, using UK panel data from Understanding Society. Levels of autonomy differ considerably among UK employees. Managers report the greatest autonomy. Professionals, especially women, and less skilled occupations report substantially less. Panel probit, analysis of covariance, and change-score analysis evidence not only the positive impact of autonomy but also the differentiated and gendered relationship between autonomy and subjective well-being measures. Job control, including over tasks and pace of work, increases job and leisure satisfaction. Autonomy over work manner increases leisure and life satisfaction, but only among women. Informal schedule control has positive impacts on job (men and women) and life (men only) satisfaction.