WORK AUTONOMY PROFILE OF COUNSELOR: A EDUCATIONAL BACKGROUND BASED APPROACH

Verlanda Yuca, Elrisfa Magistarina

Abstract


Autonomy at work is an important element of employee motivation and involvement in work. Autonomy provides happiness and satisfaction at work for employees so that it can lead to higher productivity. The purpose of this study in general is to describe the profile of work autonomy in the organization directing the picture of employee work autonomy in terms of educational background. In particular, it discusses the forms and patterns of autonomy that have been created and the patterns of autonomy formed based on educational background. The population in this study were counselor at Junior High Schools in West Sumatra Province using the Simple Random Sampling Technique. Data collection uses instruments adopted and modified from Perceived Autonomy Support: The Learning Climate Questionnaire (LCQ). The data analysis approach used is quantitative with descriptive data types. The benefit of this research is that there is an overview of the profile of autonomy in work in terms of educational background. The results found that the counselor's work autonomy was on average in the high category. Suggestions from the results of this study are for counselor to improve and develop the ability to work autonomy so that they can be more comfortable and satisfied with work.

Keywords


Work Autonomy, Counselor, Educational Background

Full Text:

PDF

References


Abou Elnaga, A., & Imran, A. (2014). The impact of employee empowerment on job satisfaction theoretical study. American Journal of Research Communication, 2(1), 13–26.

Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94.

Belias, D., Koustelios, A., Sdrolias, L., & Aspridis, G. (2015). Job satisfaction, role conflict and autonomy of employees in the Greek banking organization. Procedia-Social and Behavioral Sciences, 175, 324–333.

Block, P. (2016). The empowered manager: Positive political skills at work. John Wiley & Sons.

Busck, O., Knudsen, H., & Lind, J. (2010). The transformation of employee participation: Consequences for the work environment. Economic and Industrial Democracy, 31(3), 285–305.

Bysted, R. (2013). Innovative employee behaviour: The moderating effects of mental involvement and job satisfaction on contextual variables. European Journal of Innovation Management, 16(3), 268–284.

Camerino, D., Conway, P. M., & Lusignani, M. (2005). Condizioni di lavoro e intenzione di cambiare: Risultati dello studio europeo NEXT in Italia. Giornale Italiano Di Scienze Infermieristiche, 1(1), 12–25.

Camerino, D., & LM, M. S. (2010). Nurses’ working conditions, health and well being in Europe (Nurses’ Early Exit Study). Professioni Infermieristiche, 63(1), 53–61.

Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, 183–187.

Cerda, J. A., Stenstrom, D. M., & Curtis, M. (2015). The role of type of offense and work qualifications on perceived employability of former offenders. American Journal of Criminal Justice, 40, 317–335.

Cimatti, B. (2016). Definition, development, assessment of soft skills and their role for the quality of organizations and enterprises. International Journal for Quality Research, 10(1), 97.

Dugguh, S. I., & Dennis, A. (2014). Job satisfaction theories: Traceability to employee performance in organizations. IOSR Journal of Business and Management, 16(5), 11–18.

Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons.

Ernst Kossek, E., Kalliath, T., & Kalliath, P. (2012). Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship. International Journal of Manpower, 33(7), 738–753.

Fernet, C., Austin, S., Trépanier, S.-G., & Dussault, M. (2013). How do job characteristics contribute to burnout? Exploring the distinct mediating roles of perceived autonomy, competence, and relatedness. European Journal of Work and Organizational Psychology, 22(2), 123–137.

Freund, A. (2005). Commitment and job satisfaction as predictors of turnover intentions among welfare workers. Administration in Social Work, 29(2), 5–21.

Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.

Gagné, M., Forest, J., Vansteenkiste, M., Crevier-Braud, L., Van den Broeck, A., Aspeli, A. K., Bellerose, J., Benabou, C., Chemolli, E., & Güntert, S. T. (2015). The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries. European Journal of Work and Organizational Psychology, 24(2), 178–196.

Gagné, M., Tian, A. W., Soo, C., Zhang, B., Ho, K. S. B., & Hosszu, K. (2019). Different motivations for knowledge sharing and hiding: The role of motivating work design. Journal of Organizational Behavior, 40(7), 783–799.

Galletta, M., Portoghese, I., Pili, S., Piazza, M. F., & Campagna, M. (2016). The effect of work motivation on a sample of nurses in an Italian healthcare setting. Work, 54(2), 451–460.

Gelderen, M. Van. (2016). Entrepreneurial autonomy and its dynamics. Applied Psychology, 65(3), 541–567.

Goleman, D. (2017). Leadership that gets results (Harvard business review classics). Harvard Business Press.

Hackman, J. R. (1976). Oldham. Work Redesign.

Han, K., Trinkoff, A. M., & Gurses, A. P. (2015). Work‐related factors, job satisfaction and intent to leave the current job among United States nurses. Journal of Clinical Nursing, 24(21–22), 3224–3232.

Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298–306.

Haritha, K., & Reddy, C. N. (2022). IMPACT OF WORK FROM HOME CULTURE ON WORK LIFE BALANCE–AN EMPIRICAL STUDY ON IT/ITES EMPLOYEES. IJRAR-International Journal of Research and Analytical Reviews (IJRAR), 9(3), 56–60.

Hew, K. F. (2016). Promoting engagement in online courses: What strategies can we learn from three highly rated MOOCS. British Journal of Educational Technology, 47(2), 320–341.

Hollensbe, E., Wookey, C., Hickey, L., George, G., & Nichols, C. V. (2014). Organizations with purpose. In Academy of Management Journal (Vol. 57, Issue 5, pp. 1227–1234). Academy of Management Briarcliff Manor, NY.

Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332.

Kaya, C., & Ceylan, B. (2014). An empirical study on the role of career development programs in organizations and organizational commitment on job satisfaction of employees. American Journal of Business and Management, 3(3), 178–191.

Khuong, M. N., & Hoang, D. T. (2015). The effects of leadership styles on employee motivation in auditing companies in Ho Chi Minh City, Vietnam. International Journal of Trade, Economics and Finance, 6(4), 210.

Lesmana, G. (n.d.). Profile of Student Career Commitments Based On Batak Subculture. JOMSIGN: Journal of Multicultural Studies in Guidance and Counseling, 4(2), 164–176.

Mathis, R. L., & Jackson, J. H. (2006). Human resource management: Manajemen sumber daya manusia. Terjemahan Dian Angelia. Jakarta: Salemba Empat, 72.

Plester, B., & Hutchison, A. (2016). Fun times: The relationship between fun and workplace engagement. Employee Relations.

Pranata, J. A., Hendrawan, S., PUTRA RIYANTO, M. R., & Gunadi, W. (2022). The Effect of Work-Life Balance and Work Motivation towards Intention to Work from Home in the Future with Job Satisfaction as a Mediator. Revista de Cercetare Si Interventie Sociala, 78.

Rahman, F., Aminah, S., & Nurmalasari, Y. (n.d.). EFFECT OF EDUCATIONAL BACKGROUND AND WORK EXPERIENCE ON COUNSELOR’S WORK ENGAGEMENT. JOMSIGN: Journal of Multicultural Studies in Guidance and Counseling, 5(2), 97–111.

Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717–725.

Robbins, S., & Coulter, M. (2009). Foundations of planning. Management.

Robbins, S. P., & Judge, T. A. (2003). Organizational Behavior. By Pearson Education. Inc., Upper Saddle River, New Jersey.

Saragih, S. (2015). The effects of job autonomy on work outcomes: Self efficacy as an intervening variable. International Research Journal of Business Studies, 4(3).

Sharma, M. K., & Jain, S. (2013). Leadership management: Principles, models and theories. Global Journal of Management and Business Studies, 3(3), 309–318.

Taylor, F. W. (1911). The Principles of Scientific. New York.

Tubey, R., Kurgat, A., & Rotich, J. K. (2015). Employment expectations among generation y employees in Kenya. International Journal of Economics, Commerce and Management, 1(1), 13–18.

Van Laar, E., Van Deursen, A. J. A. M., Van Dijk, J. A. G. M., & De Haan, J. (2017). The relation between 21st-century skills and digital skills: A systematic literature review. Computers in Human Behavior, 72, 577–588.

Wheatley, M. (2011). Leadership and the new science: Discovering order in a chaotic world. ReadHowYouWant. com.




DOI: https://doi.org/10.17509/jomsign.v8i1.58419

Refbacks

  • There are currently no refbacks.


Copyright (c) 2024 Universitas Pendidikan Indonesia

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

View My Stats