Journal of Occupational Health Psychology, Vol 30(4), Aug 2025, 227-254; doi:10.1037/ocp0000403
In occupational health psychology, understanding working conditions has traditionally relied on two approaches: appraisal and structural. While both focus on stressors—differentiating between types (e.g., challenge vs. hindrance vs. threat) and examining their appraisals—the role of appraisal in understanding resources is underexplored. This study therefore investigates job autonomy, a key job resource, through both approaches. Among over 700 German employees who were recruited with the help of an online panel provider, we examined job autonomy and its appraisal as a resource, challenge, hindrance, or threat across four measurement waves spanning 2.5 years. We analyzed cross-sectionally how actual autonomy, combined with individuals’ desired levels of autonomy, influenced their appraisals. We also explored longitudinally how both actual autonomy and its appraisals impacted work-related well-being, including job satisfaction, resignation, and cognitive and emotional irritation. Results revealed that higher autonomy was associated with more resource and challenge appraisals, whereas lower autonomy led to more hindrance and threat appraisals. This pattern was particularly evident when actual autonomy levels aligned with desired levels or if desired levels were high. Conversely, a mismatch between actual and desired autonomy reduced the perceived benefit of autonomy. Combining autonomy levels and appraisals enhanced the predictability of well-being outcomes over time, both at the between-person and the within-person level of analysis. In conclusion, this study underscores the importance of integrating appraisal into structural approaches to understanding job resources and advocates for broader consideration of appraisal in future research. (PsycInfo Database Record (c) 2025 APA, all rights reserved)