Work autonomy and work effort under perceived performance-contingent reassignment/dismissal policies: parallel affective pathways in the UAE

Abstract

This study examines whether work autonomy is associated with work effort in the context of perceived performance-contingent reassignment/dismissal policies, that is, employees’ perceptions that inadequate performance evaluations may lead to reassignment to other positions or dismissal. Drawing on Job Demands–Resources theory and Affective Events Theory, we propose that autonomy functions as a key job resource that is associated with employees’ affective reactions to potentially threatening performance management policies. Data were collected from 286 employees working in UAE public and semi-public organizations who reported that their organization applies such policies. Using a bootstrapped parallel–serial mediation model, we examined whether positive and negative affective reactions operated as parallel mediators, with happiness at work as a subsequent mediator and work effort as the outcome. Results showed that autonomy was positively related to positive affective reactions and happiness at work, and negatively related to negative affective reactions. The total indirect effect of autonomy on work effort was significant. Importantly, the sequential indirect effect through reduced negative affect and happiness at work was significant, whereas the corresponding pathway through positive affect was not. Findings suggest that the asymmetry emerged in the downstream affective pathway: autonomy was positively associated with positive affective reactions, but the sequential pathway through positive affect and happiness at work was not significant. By contrast, autonomy was indirectly associated with work effort through lower negative affective reactions and higher happiness at work.