(Luận văn thạc sĩ) work autonomy and job involvement

MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HOCHIMINH CITY WORK AUTONOMY AND JOB INVOLVEMENT The Mediation of Participation in Decision Making and Job Satisfaction: The case of Information Technology industry MASTER THESIS HO CHI MINH CITY – 2012 MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HOCHIMINH CITY WORK AUTONOMY AND JOB INVOLVEMENT The Mediation of Participation in Decision Making and Job Satisfaction: The Case of Information Technology Industry Major: Business Management ID: 60.34.05 MASTER THESIS INSTRUCTOR: DR PHẠM QUỐC HÙNG HO CHI MINH CITY – 2012 i Acknowledgements I would like to express my most sincere appreciation to Dr Pham Quoc Hung – Faculty of Public Finance, Hochiminh City University of Economics, for his valuable advices and kind supervising on my thesis work I am also thankful for professors and lecturers from Hochiminh City University of Economics, class eMBA K18, who have given me precious background knowledge and great support during the course I am really appreciated the sharing, enthusiastic support and encouragement from my classmates at eMBA K18 I am grateful to my colleagues and my friends who helped me a lot to collect data for the dissertation Last but not least, I would like to give this study to my family and especially my sisters and boyfriend who have always been encouraging me, supporting me no matter what I to advance in life ii Abstract Research in organizational behavior has shown that autonomy and empowerment are often key factors in employee satisfaction Job autonomy creates a sense of responsibility among the employees of the organization This dissertation will examine the relationship between Work Autonomy, Job satisfaction, Participation in Decision Making, and Job Involvement in Information Technology professionals or more specially software engineers in Hochiminh City It also evaluates effecting effect of Participation in Decision Making and Job Satisfaction on relationship between Work Autonomy and Job Involvement Three hundred and three effective surveys were received from software engineering personnel After data screening, only two hundred and seventy two surveys were kept Besides, the dissertation identifies level of mediation of Job Satisfaction and Participation in Decision Making in relationship between Work Autonomy and Job Involvement The data were analyzed by reliability analysis and Confirmatory Factor Analysis, using the structural equation model to measure the relationship among the constructs The empirical results found that Work Autonomy has positive association with Job Satisfaction, Participation in Decision Making, and Job Involvement Job Satisfaction and Participation in Decision Making partially mediate relationship between Work Autonomy and Job Involvement Key words: work autonomy, job satisfaction, job involvement, participation in decision making, information technology, software engineer iii Table of Contents CHAPTER INTRODUCTION 1.1 RESEARCH BACKGROUND 1.2 RESEARCH OBJECTIVES 1.3 RESEARCH QUESTIONS 1.4 OUTLINE STRUCTURE CHAPTER LITERATURE REVIEW 2.1 CONCEPTS 2.1.1 WORK AUTONOMY 2.1.2 JOB INVOLEMENT 2.1.3 JOB SATISFACTION 2.1.4 PARTICIPATIONG IN DECISION MAKING 2.2 RELEVANT RESEARCHES 2.2.1 JOB CHARACTERISTIC MODEL 2.2.2 WORK AUTONOMY AND ITS OUTCOMES 11 2.2.3 CORRELATES OF WORK AUTONOMY OUTCOMES 14 2.3 RESEARCH MODEL 18 2.4 CHAPTER CONCLUSION 19 CHAPTER RESEARCH METHODOLODY 20 3.1 RESEARCH DESIGN 20 3.1.1 Research Approach 20 3.1.2 Research Strategy 21 3.1.3 Exploratory Studies 21 3.1.4 Descriptive Studies 22 3.1.5 Explanatory Studies 22 iv 3.2 QUESTIONNAIRE DEVELOPMENT 22 3.2.1 Structure of the questionnaire: 23 3.2.2 Translation of the questionnaire 25 3.3 SAMPLING TECHNIQUE 26 3.3.1 Target population 26 3.3.2 Sample size 26 3.3.3 Sample selection 27 3.4 DATA ANALYSIS METHOD 27 3.4.1 Data screening 28 3.4.2 Reliability checking 29 3.4.3 Confirmatory factor analysis (CFA) 29 3.4.4 Multiple regressions 29 3.5 ETHICAL CONCERNS 31 3.6 CHAPTER CONCLUSION 31 CHAPTER DATA ANALYSIS AND FINDINGS 33 4.1 DATA SCREENING 33 4.2 ANALYSIS OF BACKGROUND INFORMATION 34 4.2.1 Gender 34 4.2.2 Age 35 4.2.3 Number of years of experience 35 4.2.4 Role in the project 36 4.3 DEPENDENT AND MODERATOR VARIABLES 36 4.3.1 Level of Job Satisfaction 37 4.3.2 Level of Job Involvement 37 4.3.3 Level of Participation in Decision Making 38 4.4 INDEPENDENT VARIABLES 38 v 4.5 SCALE RELIABILITY ASSESSMENT 40 4.5.1 Work autonomy 40 4.5.2 Job Satisfaction 40 4.5.3 Job Involvement 41 4.5.4 Participation in Decision Making 41 4.6 CONFIRMATORY FACTOR ANALYSIS 42 4.7 CORRELATION ANALYSIS 45 4.8 MULTI REGRESSION 46 4.8.1 Impact of Work Autonomy on Job Involvement 46 4.8.2 Impact of Work Autonomy on Job Satisfaction 47 4.8.3 Impact of Work Autonomy on Participation in Decision Making 48 4.8.4 Impact of Participation in Decision Making on Job Involvement 48 4.8.5 Impact of Job Satisfaction on Job Involvement 49 4.8.6 Work Autonomy and Job Involvement under mediation of Participation in Decision Making and Job Satisfaction 50 CHAPTER CONCLUSIONS, DISCUSSIONS, AND RECOMMENDATIONS 52 5.1 CONCLUSIONS 52 5.2 RECOMMENDATIONS 53 5.3 LIMITATIONS 53 REFERENCES 55 ABBREVIATIONS 59 APPENDIX A: QUESTIONNAIRE 60 APPENDIX B: QUESTIONNAIRE IN VIETNAMESE 63 APPENDIX C: STATISTICS 66 vi TABLES Table Statistics for all variables 34 Table Distribution of sample – Gender 34 Table Distribution of sample – Age 35 Table Distribution of sample - Number of years of experience 36 Table Distribution of sample - role in the project 36 Table Descriptive Statistics for Job Satisfaction 37 Table Descriptive Statistics for Job Involvement 37 Table Descriptive Statistics for Participation in Decision Making 38 Table Descriptive Statistics for Criteria Autonomy 39 Table 10 Cronbach's Alpha for Work Autonomy 40 Table 11Cronbach‟s Alpha for Job Satisfaction 40 Table 12 Cronbach‟s Alpha for Job Satisfaction after eliminating JS_4 40 Table 13 Cronbach‟s Alpha for Job Involvement 41 Table 14 Cronbach's Alpha of Job Involvement after eliminating JI_5, JI_6 41 Table 15 Cronbach's Alpha for Participation in Decision Making 41 Table 16 Cronbach's Alpha for Participation in Decision Making after eliminating PDM_1 42 Table 17 Removed errors from CFA diagram 43 Table 18 Correlations analysis 46 Table 19 Model Summary for WA and JI 46 Table 20 Coefficient between WA and JI 46 Table 21 Model Summary for WA and JS 47 Table 22 Coefficients between WA and JS 47 Table 23 Model Summary for WA and PDM 48 Table 24 Coefficients between WA and PDM 48 Table 25 Model summary for PDM and JI 49 Table 34 Coefficients between PDM and JI 49 Table 27 Model Summary for JS and JI 49 Table 28 Coefficient between JS and JI 50 vii Table 29 Model Summary with PDM, JS as mediators 50 Table 30 Coefficients between WA and JI, mediated by PDM and JS 51 Table 31 Item Statistics for Work Autonomy 67 Table 32 Item Total Statistics for Job Satisfaction 67 Table 33 Item Total Statistics for Job Involvement 68 Table 34 Item-Total Statistics for Participation in Decision Making 68 Table 35 ANOVA for WA and JI 68 Table 36 ANOVA for WA and JS 69 Table 37 ANOVA for WA and PDM 69 Table 38 ANOVA for PDM and JI 69 Table 39 ANOVA for JS and JI 69 Table 40 ANOVA with PDM, JS as mediators 70 CHAPTER INTRODUCTION 1.1 RESEARCH BACKGROUND To be successful in today‟s global business environment, companies need the knowledge, ideas, energy and creativity of every employee, from front line workers to the top level managers in the executive suite Research in organizational behavior has shown that autonomy and empowerment are often key factors in employee satisfaction Job autonomy creates a sense of responsibility among the employees of the organization O‟Toole and Lawler (as cited in Gretchen, 2007)1 mention that the best organizations accomplish this by empowering their employees to take initiative without prodding, to serve the collective interests of the company without being micro-managed, and to act like owners of the business Autonomy is one of several core job design characteristics (the others are skill variety, task identity, task significance and feedback from the job) that theorists and researchers have used in order to predict and test the relationships between job design and desired work outcomes (Hackman & Oldham, 1976, p 256, 1980, p 83)2 As has been stated by Cummings and Blumberg (as cited in Parker and Wall, 2001)3, work autonomy (WA) works best in a work environment where technical uncertainty and environmental uncertainty exist, or together referred to as Gretchen Spreitzer (2007) Taking Stock: A review of more than twenty years of research on empowerment at work The SAGE Handbook of Organizational Behavior: Volume One: Micro Approaches, p.54 J Richard Hackman And Grec R Oldham (1976) Motivation through the Design of Work: Test of a Theory Organizational Behavior And Human Performance 16, 250-279 Parker, S K., & Wall, T D (2001) Work design: Learning from the past and mapping a new terrain In N Anderson, D S Ones, H K Sinangil, & C Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology (pp 90-109) London, United Kingdom: Sage Publications 56 Cordery, J L., & Wall, T D (1985) Work design and supervisory practice: A model Human Relations , 38, 425-441 Cuyper D, Mauno N, Kinnunen S et al Autonomy and Workload in Relation to Temporary and Permanent Workers‟ Job Involvement: A Test in Belgium and Finland Journal of Personnel Psychology 2010; 9(1): 40-49 Czinkota, M.R (1997) Global Business Harcourt College Publishers Dewi H Susilastuti (2003) Women‟s Education, Work And Autonomy: An Egyptian Case The Florida State University College Of Social Sciences Evans K Brian (1992), “A Hierarchical Model of Participatory Decision making, Job Autonomy, and Perceived Control”, Human Relations, Vol 45, No 11, pp 1169-1189 Gretchen Spreitzer (2007) Taking Stock: A review of more than twenty years of research 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Psychology; Spring 1999; 13, 3; ABI/INFORM Global, pg 357 Jankowicz, A.D (2005) Business Research Projects Cengage Learning EMEA 57 Judd, C M., & Kenny, D A (1981) Process analysis: Estimating mediation in treatment evaluations Evaluation Review, 5, 602-619 Katrinli A, Atabay G, Gunay G and Guneri B (2009) Exploring the Antecedents of Organizational Identification The Role of Job Dimensions, Individual Characteristics and Job Involvement Journal of Nursing Management, Vol 17, No 1, pp 66-73 Kimberly M Donovan and Erin R Fluegge Woolf Live, Laugh, Lego: understanding the Job Characteristics Model through an experiential exercise and student reactions Marcy Pollock, Nina L Colwill (1987) Participatory Decision Making in Review Leadership & Organization Development Journal, Vol Iss: pp - 10 Maslow, A H (1954) Motivation and personality New York: Harper and Row Nazir Ahmad Gilkar, Javid Ahmad Darzi (2012) Employee job involvement and sense of participation Influence on job satisfaction: an empirical evidence IJEMR August 2012-Vol Issue - Online - ISSN 2249–2585 - Print - ISSN 2249-8672 Oluwafemi, OJ (2008) Relationship Of Core Job Characteristics To Job Satisfaction And Job Involvement Of Construction Workers In Lagos Metropolis African Journal for the Psychological Study of Social Issues ISSN: 978-32184-41 Pareek Udai (1992), “HRD in India: Prospect and Retrospect”, Indian Journal of Social Work, Vol 52, No 4, pp 157-174 Parker, S K., & Wall, T D (2001) Work design: Learning from the past and mapping a new terrain In N Anderson, D S Ones, H K Sinangil, & C Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology (pp 90-109) London, United Kingdom: Sage Publications Paul F Rotenberry, Philip J Moberg (2007) Assessing the impact of job involvement on performance Management Research News, Vol 30 Iss: pp 203 215 Robson, C (2002) Real World Research: A resource for social scientists and practitioners-researchers John Wiley & Sons S F Chandra Sekhar (2001) Correlates of Work Autonomy Journal of Organizational Behavior Saunders, M.N.K., Lewis, P and Thornhill, A (2003) Research methods for business students, Third Edition Harlow: FT Prentice Hall 58 Sayed Hafizh and Syed Sohail Imam Relationship between Work Autonomy and Job Satisfaction among IT Staff: Self-Efficacy as Moderator The 6th International Postgraduate Research Colloquium IPRC Proceedings, pg 184 http://bsris.swu.ac.th/iprc/6th/17.pdf Spector, P.E (1997) Job Satisfaction: Application, Assessment, causes and consequences New York: Harper & Row Yenhui Ouyang (2009) The Mediating Effects of Job Stress and Job Involvement Under Job Instability : Banking Service Personnel of Taiwan as an Example Journal of Money, Investment and Banking ISSN 1450-288X Issue 11 Zikmund, W.G (1997) Exploring market research, Sixth Edition, Dryden Press 59 ABBREVIATIONS WA: Work Autonomy JI: Job Involvement JS: Job Satisfaction PDM: Participation in Decision Making 60 APPENDIX A: QUESTIONNAIRE Dear Sir/Madam, This questionnaire is done in the scope of Master Thesis, majoring in Master Business Administration (MBA) at University of Economics, Hochiminh City The primary purpose of this study is to examine the relationship between work autonomy, job involvement, participation in decision making, and job satisfaction of software engineers in Hochiminh City I commit that all information from this Questionnaire is just only used for the research purpose in the scope of mentionedabove Thesis Thank you very much for your help Thu Nguyen PART A In relation with your organization, to what extent you agree or disagree with the following statements? Please circle, underline or cross one suitable number for each statement: 1: Strongly disagree 7: Strongly agree Work autonomy I am free to decide to approach my job in a particular way to get it done I am free to choose how to carry out my work I am able to choose the way to go about my work in the team I can decide when to particular activities as part of my work in the team I have some control over the scheduling of my 7 7 61 work in the team I have some control over the sequencing of my activities in the team I am able to decide for myself what my objectives are I have some control over what I am supposed to accomplish in the team I can influence how I am evaluated, so I can emphasize some aspects of what I 7 7 Job satisfaction 10 Overall, I am satisfied with your main job 11 Grade your job as you feel 12 If I had the choice to make again, I would choose 7 7 7 the same occupation or type of work 13 If I had an opportunity to take a similar job at same pay in another organization, I would take it Job involvement 14 I‟ll stay overtime to finish a job even if I am not paid for it 15 For me, morning at work really fly by 16 I usually come to work a little early to get things ready 17 You can measure a person pretty well by how good a job he does 18 To me, work is a small part of who I am 19 Most things in life are more important than work 7 Participation in decision making 20 Employees need not be informed about decisions made by management (except as necessary to conduct the work) 62 21 Employees have the right to be informed after decisions are made 22 Employee must be informed in advance and give an opportunity to voice their opinions 23 Employees are consulted informally before a decision is made 24 Employees must be consulted before a decision is made 25 7 7 7 Employees participate informally with management in decision making, management (through „residual rights‟) and employees (through collective agreement) retain the right of veto over some issues 26 Employee has the final say in decision making PART B Personal information Gender: Male Female Age: 21 – 24 25-29 30-40 Others: _ Number of years of experience: 0-2 year 3-5 years Do you supervise others? No 6-8 years More than years Yes 63 APPENDIX B: QUESTIONNAIRE IN VIETNAMESE Xin chào Anh/Chị, Bảng câu hỏi thực khuôn khổ luận văn tốt nghiệp Cao Học, chuyên ngành Quản Trị Kinh Doanh trường Đại học Kinh tế Tp Hồ Chí Minh Mục đích đề tài khảo sát ảnh hưởng tự quản công việc tới mức độ thỏa mãn công việc tận tâm nhân viên công việc Tôi xin cam kết thông tin từ bảng nghiên cứu sử dụng cho mục đích nghiên cứu phạm vi luận văn nêu Chân thành cám ơn nhiệt tình hỗ trợ Anh/Chị Trân trọng Nguyễn Bá Anh Thư PHẦN A Trong trình làm việc cơng ty, xin Anh/Chị vui lịng cho biết mức độ đồng ý Anh/Chị với phát biểu Vui lòng chọn số thích hợp cho phát biểu cách khoanh trịn, gạch chân, đánh dấu chéo 1: Hồn tồn khơng đồng ý 7: Hoàn toàn đồng ý Về tự quản công việc Tôi tự tiếp cận cơng việc theo cách riêng để hồn thành Tơi tự lựa chọn cách thức thực phần việc Tơi thực cơng việc theo chun mơn Tơi định thực phần việc cụ thể nhóm Tơi quyền kiểm sốt lịch trình cơng việc nhóm Tơi quyền kiểm sốt trình tự thực cơng việc nhóm 7 7 7 64 Tơi tự định mục tiêu cơng việc Tơi có quyền kiểm sốt cơng việc mà giao nhóm 7 7 7 7 7 7 7 Tôi tác động đến việc đánh giá dựa tiêu chí gì, tơi nhấn mạnh vào lãnh vực mạnh Về thỏa mãn công việc 10 Nhìn chung, tơi hài lịng cơng việc 11 Đánh giá cơng việc Anh/Chị theo cảm nhận cá nhân 12 Nếu quyền lựa chọn lại, chọn nghề nghiệp hay công việc 13 Nếu tơi có hội làm việc công ty khác với loại công việc mức lương, tơi chọn cơng việc Về gắn bó cơng việc 14 Tơi làm ngồi để hồn thành cơng việc tơi khơng trả lương ngồi 15 Đối với tôi, buổi sáng công ty trôi qua nhanh 16 Tôi thường đến công ty sớm để đảm bảo công việc chuẩn bị sẵn sàng 17 Bạn đánh giá người dựa mức độ hồn thành tốt cơng việc người 18 Đối với tôi, công việc phần nhỏ người 19 Cuộc sống có nhiều điều quan trọng công việc Về tham gia định 20 Nhân viên không cần thơng báo định ban quan lý (ngồi trừ trường hợp cần thiết cho 65 công việc) 21 Nhân viên có quyền thơng báo sau định đưa 22 Nhân viên cần thông báo trước quyền nêu lên ý kiến 23 Nhân viên ĐƯỢC hỏi ý kiến cách khơng thức trước định ban hành 24 Nhân viên PHẢI tham khảo ý kiến trước định ban hành 25 7 7 7 Nhân viên tham gia cách khơng thức với ban quản lý q trình định Thơng qua ý kiến tập thể, nhân viên có quyền phủ vài định 26 Nhân viên có tiếng nói cuối việc đưa định PHẦN B Xin vui lịng cho biết đơi nét cơng việc thân Anh/Chị: Giới tính: Nam Nữ Độ tuổi: 21 – 24 25-29 30-40 6-8 năm Hơn năm Khác: _ Số năm kinh nghiệm cơng ty: 0-2 năm 3-5 năm Bạn có giám sát / quản lý người khác khơng? Có Khơng 66 APPENDIX C: STATISTICS Custom Table Gender Male Female Standard Error Mean Standard Error of Mean Mean of Mean WA 5.21 08 5.01 10 PDM 5.17 08 5.29 09 JS 5.25 07 5.05 10 JI 5.42 08 5.41 08 Custom Table Age 21-24 25-29 Standard Mean Error of Mean 30-40 Standard Mean Error of Mean >40 Standard Mean Standard Error of Mean Mean Error of Mean WA 5.03 10 5.06 14 5.34 09 5.41 13 PDM 5.24 09 4.96 13 5.32 14 5.69 13 JS 5.13 08 5.09 13 5.19 13 5.52 14 JI 5.31 09 5.23 13 5.73 08 5.86 13 Custom Table Experience 0-2 3-5 Standard Mean Error of Mean 6-8 Standard Mean Error of Mean >8 Standard Mean Standard Error of Mean Mean Error of Mean WA 5.08 09 4.92 17 5.39 09 PDM 5.18 09 5.02 14 5.45 09 JS 5.12 08 5.19 14 5.24 10 JI 5.31 09 5.41 14 5.60 08 67 Custom Table Supervisor Supervisor Non-supervisor Standard Error Mean Standard Error of Mean Mean of Mean WA 5.02 10 5.25 08 PDM 5.20 09 5.23 09 JS 5.19 09 5.15 08 JI 5.29 09 5.54 08 SCALE RELIABILITY ASSESMENT – ITEM STATICSTICS Item Statistics Mean Std Deviation N WA_1 5.31 1.200 272 WA_2 5.29 1.219 272 WA_3 5.47 1.009 272 WA_4 5.10 1.522 272 WA_5 5.08 1.462 272 WA_6 5.17 1.416 272 WA_7 5.18 1.313 272 WA_8 5.35 1.214 272 WA_9 5.11 1.218 272 Table 31 Item Statistics for Work Autonomy Item-Total Statistics Cronbach's Scale Mean if Item Deleted Scale Variance if Corrected Item- Squared Multiple Item Deleted Total Correlation Correlation Alpha if Item Deleted JS_1 14.96 8.061 375 273 353 JS_2 15.06 7.679 496 395 264 JS_3 15.09 7.456 403 294 315 JS_4 15.51 8.458 036 002 721 Table 32 Item Total Statistics for Job Satisfaction 68 Item-Total Statistics Cronbach's Scale Mean if Scale Variance if Corrected Item- Squared Multiple Item Deleted Item Deleted Total Correlation Alpha if Item Correlation Deleted JI_1 26.88 13.984 383 218 475 JI_2 26.75 14.002 419 258 459 JI_3 26.93 12.722 465 342 427 JI_4 26.65 14.598 402 230 472 JI_5 26.96 17.869 033 060 627 JI_6 26.70 17.326 133 069 580 Table 33 Item Total Statistics for Job Involvement Item-Total Statistics Cronbach's Scale Mean if Scale Variance if Corrected Item- Squared Multiple Item Deleted Item Deleted Total Correlation Correlation Alpha if Item Deleted PDM_1 31.23 28.236 200 053 706 PDM_2 29.98 24.527 396 210 664 PDM_3 29.79 26.461 313 138 683 PDM_4 30.01 23.365 482 247 640 PDM_5 30.11 23.777 438 244 652 PDM_6 30.13 23.692 492 253 638 PDM_7 30.55 21.621 494 315 635 Table 34 Item-Total Statistics for Participation in Decision Making MULTIPLE REGRESSION STATISTICS b ANOVA Model Sum of Squares Regression df Mean Square 38.343 38.343 Residual 221.877 270 822 Total 260.221 271 a Predictors: (Constant), WA b Dependent Variable: JI Table 35 ANOVA for WA and JI F 46.659 Sig .000 a 69 b ANOVA Model Sum of Squares Regression df Mean Square 44.752 44.752 Residual 209.913 270 777 Total 254.665 271 F 57.562 Sig .000 a a Predictors: (Constant), WA b Dependent Variable: JS Table 36 ANOVA for WA and JS b ANOVA Model Sum of Squares Regression df Mean Square 34.133 34.133 Residual 255.436 270 946 Total 289.569 271 F 36.079 Sig .000 a a Predictors: (Constant), WA b Dependent Variable: PDM Table 37 ANOVA for WA and PDM b ANOVA Model Sum of Squares Regression df Mean Square 25.959 25.959 Residual 234.262 270 868 Total 260.221 271 F 29.919 Sig .000 a a Predictors: (Constant), PDM b Dependent Variable: JI Table 38 ANOVA for PDM and JI b ANOVA Model Sum of Squares Regression df Mean Square 22.981 22.981 Residual 237.239 270 879 Total 260.221 271 a Predictors: (Constant), JS b Dependent Variable: JI Table 39 ANOVA for JS and JI F 26.155 Sig .000 a 70 c ANOVA Model Sum of Squares Regression Df Mean Square 38.343 38.343 Residual 221.877 270 822 Total 260.221 271 53.770 17.923 Residual 206.450 268 770 Total 260.221 271 Regression a Predictors: (Constant), WA b Predictors: (Constant), WA, PDM, JS c Dependent Variable: JI Table 40 ANOVA with PDM, JS as mediators F Sig 46.659 000 a 23.267 000 b ... Temporary and Permanent Workers’ Job Involvement: A Test in Belgium and Finland Journal of Personnel Psychology 2010; 9(1): 40-49 12 between autonomy and workload on the one hand, and job involvement. .. Making on Job Involvement 48 4.8.5 Impact of Job Satisfaction on Job Involvement 49 4.8.6 Work Autonomy and Job Involvement under mediation of Participation in Decision Making and Job Satisfaction... relationships between work autonomy and its outcomes, namely: job satisfaction, participation in decision making, and job involvement - To evaluate relationship between job satisfaction and job involvement