Influence of Colleague and Manager Autonomy Support on Work Satisfaction and Turnover Intention of Philippine Corporate Employees: A Conceptual Replication Study
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Bibliographic record
Abstract
The original study of Moreau & Mageau (2012) investigated the effects of Autonomy Support from a) colleagues and b) managers, on work outcomes (work satisfaction and intent to leave) and psychological health (subjective well-being, psychological distress, suicidal ideation) of newcomer health professionals (in the fields of dentistry, medicine, veterinary medicine) in Canada. Results indicate that Perceived Autonomy Support (from both colleagues and managers) positively predicts work satisfaction and subjective well-being, and negatively predicts intent to leave, psychological distress, and suicidal ideation. Colleague autonomy support was also found to have a more significant prediction effect compared to manager autonomy support, on work satisfaction (1%), subjective well-being (2%), and suicidal ideation (2%). This conceptual replication study seeks to investigate if support for Autonomy (of Basic Psychological Need Theory, under Self-Determination Theory) from a) colleagues and b) managers, has a similar relationship with the work-related outcome variables of work satisfaction and turnover intention when it comes to corporate professionals in the Philippines. Differences between the current replication study and the original study include focusing on the work-related outcome variables, replacement of a work-related outcome variable (turnover intention replacing intent to leave), measures (TIS-6 is used to measure turnover intention; Work Climate Questionnaire replacing Perceived Autonomy Support Scale for Employees or PASS-E), sampling methods, and characteristics of participants. Thus, this study seeks to extend the results of Moreau & Mageau (2012) to a new population, work setting, measures, and a similar work-related outcome variable (turnover intention). Results of this replication study have a possibility of differing from the original study due to characteristics of the sampled population (Filipinos instead of Canadians) and nature of work (corporate professionals instead of health professionals), as differences in culture and work setting may consequently result in differences when it comes to need for autonomy, as well as the resulting work-related outcome variables of work satisfaction and turnover intention.
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Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.002 | 0.001 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.001 | 0.000 |
| Bibliometrics | 0.001 | 0.003 |
| Science and technology studies | 0.000 | 0.003 |
| Scholarly communication | 0.000 | 0.001 |
| Open science | 0.001 | 0.001 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from it