Bibliographic Details
| Title: |
Are employee self-management and organizational self-management related to work engagement or burnout? Evidence from two studies. |
| Authors: |
Morikawa, Merit1 (AUTHOR) merit.morikawa@aalto.fi, Martela, Frank1 (AUTHOR), Hakanen, Jari J2 (AUTHOR) |
| Source: |
Business Research Quarterly. Apr2025, Vol. 28 Issue 2, p386-398. 13p. |
| Subject Terms: |
*JOB involvement, *PERSONNEL management, *EMPLOYEE well-being, *EMPLOYEE participation in management, *EMPLOYEE benefits |
| Abstract: |
Self-managing organizations, characterized by flat hierarchies and decentralized power, are expected to empower and engage employees. In contrast, critics argue that a lack of structure could cause confusion and increased stress and burnout. However, neither assumption has been quantitatively tested. Furthermore, the concept of self-management remains ambiguous, and validated scales have been lacking. Addressing this, we conducted two quantitative studies, one with employees from several organizations (N = 425) and another with a nationally representative sample (N = 2,000). First, we distinguish between organizational and employee self-management and develop validated scales for both. Next, we examine their relations to work engagement and burnout, finding that both types of self-management are positively related to work engagement and negatively to burnout. Both types of self-management were also indirectly related to work engagement and burnout via job challenges and job hindrances. Our study clarifies and quantifies what self-management is and suggests it can benefit employee well-being. JEL CLASSIFICATION: M12 Personnel Management [ABSTRACT FROM AUTHOR] |
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Copyright of Business Research Quarterly is the property of Asociacion Cientifica de Economia y Direccion de la Empresa (ACEDE) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) |
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