A MODEL OF HOW MOTIVATING LANGUAGE MODERATES THE RELATIONSHIP BETWEEN JOB AUTONOMY AND WORKER OUTCOMES

摘要

Many studies have been devoted to job autonomy research, and these studies have shown that job autonomy has a strong influence on many vital workplace outcomes. But there has also been a call for further model development to aid researchers' understanding of what moderators influence the job autonomy-worker outcome link. Specifically, there is a need for a model to better understand how leader communication interacts with worker job autonomy, along with the resultant effects on worker outcomes. To build this model, we employ motivating language, a well developed theory of leader communication. As a result, this paper presents a model of how motivating language moderates the relationship between job autonomy and worker outcomes, thus giving guidance in the work place, particularly for effective management communication that facilitates critical organizational outcomes.