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The moderating role of autonomous motivation in the job demands-strain relation: A two sample study

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Abstract

Although job demands are known to be detrimental to employees’ psychological health, research suggests that certain individual characteristics moderate this relationship to some extent. This two-sample study investigated whether autonomous motivation moderates the relationship between specific job demands (role overload, role ambiguity, and role conflict) and psychological distress. Hierarchical multiple regression analyses showed clear moderating effects, indicating that highly autonomously motivated employees experience less psychological distress in the presence of job demands than their less autonomously motivated counterparts. Theoretical and practical implications are discussed in light of the job demands–strain perspective and self-determination theory.

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Notes

  1. Supplementary analyses were conducted regrouping all three job demands into a single equally-weighted variable. Results from hierarchical regression analysis revealed a significant interaction (β = −.58, t(351) = −3.26, p < .001). The effect of job demands was greater for employees with low autonomous motivation (β = .52, p < .001) than for highly autonomously motivated employees (β = .22, p < .001).

  2. Based on the SDT literature, autonomous motivation may also mediate the job demands–strain relation (e.g., Rubino et al. 2009). Supplementary analyses were conducted to test this alternate role and results revealed that autonomous motivation partially mediated the relationship between all three job demands and psychological distress.

  3. As in Study 1, the mediating role of autonomous motivation in the relationship between job demands (role overload and role ambiguity) and psychological distress was tested. Results indicated that autonomous motivation partially mediated both relationships. The mediating role of autonomous motivation between role conflict and psychological distress was not tested in Study 2 given that role conflict (predictor) was not significantly correlated to autonomous motivation (mediator), which is a prerequisite for testing mediation (Baron and Kenny 1986).

  4. Supplementary analyses were conducted regrouping all three job demands into a single equally-weighted variable. Results from hierarchical regression analysis revealed a significant interaction (β = −.31, t(272) = −3.40, p = .001). The effect of job demands was greater for employees with low autonomous motivation (β = .63, p < .001) than for highly autonomously motivated employees (β = .31, p < .001).

  5. In Study 2, the proposed moderating effect of motivation was also tested using two distinct indictors (autonomous motivation [IM + ID] and controlled motivation [EX + IJ]). Results from hierarchical regression analyses reveal a similar pattern of results as obtained with the relative autonomy index. In terms of autonomous motivation (IM + ID), results revealed that the role overload-autonomous motivation interaction was significant (β = −.12, t(272) = −2.13, p = .03) [low autonomous (β = .60, p < .001) vs. high autonomous (β = .39, p < .001)]. The role conflict-autonomous motivation interaction was also significant (β = −.13, t(272) = −2.36, p = .02) [low autonomous (β = .53, p < .001) vs. high autonomous (β = .26, p = .001)]. As for the interaction between role ambiguity and autonomous motivation, it was marginally significant (β = −.11, t(272) = −1.83, p = .07) [low autonomous (β = .47, p < .001) vs. high autonomous (β = .28, p = .003)]. In terms of controlled motivation, the role overload-controlled motivation was significant (β = .17, t(272) = 3.12, p = .002) [high controlled (β = .64, p < .001) vs. low controlled (β = .21, p < .001)]. The role conflict-controlled motivation interaction was also significant (β = .15, t(272) = 2.64, p < .001) [high controlled (β = .54, p < .001) vs. low controlled (β = .25, p < .001)]. The interaction between role ambiguity and controlled motivation was not significant (β = .04, t(272) = 0.81, p = .42) [high controlled (β = .47, p < .001) vs. low controlled (β = .39, p < .001)].

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  1. Department of Psychology, Université du Québec à Trois-Rivières (U.Q.T.R.), 3351, boul. des Forges, C.P. 500, Trois-Rivières, QC, G9A 5H7, Canada

    Sarah-Geneviève Trépanier

  2. Department of Management, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada

    Claude Fernet & Stéphanie Austin

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Trépanier, SG., Fernet, C. & Austin, S. The moderating role of autonomous motivation in the job demands-strain relation: A two sample study. Motiv Emot 37, 93–105 (2013). https://doi.org/10.1007/s11031-012-9290-9

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