Abstract

Work discretion and self-direction (Autonomy), which is the degree to which employees can control and make decisions on the work activities, methods of working, and the timing of their work, has emerged over the years as a key focal area of organizational enquiry because it can be a key driver to enhancing health status of workers and, at the same time, contain burnout. This study is aimed at examining the relationship between autonomy and burnout among employees in the banking sector, guided by the Job Demands–Resources (JD-R) model. The analysis also examined the mediating roles of work engagement and well-being, as well as the moderating influence of Individual Entrepreneurial Orientation (IEO). The direct effect of autonomy on burnout (H1) was not statistically significant. The mediating role of work engagement (H2) in the autonomy burnout relationship was also not significant. Similarly, well-being did not mediate this relationship (H3). The moderation analyses also yielded non-significant results. IEO did not moderate the direct relationship between autonomy and burnout (H4) or the indirect effects of autonomy on burnout via well-being (H5) or engagement (H6). Essentially, the findings show that in settings with high job demands and institutional limitations, autonomy, work engagement, and well-being could not be useful tools for reducing burnout. …víceméně