Workplace autonomy has been seen as a specialized form of the more general concept of control.
[1] Workplace autonomy is the freedom of a person to determine what he or she does at work, and how.
[3] A meta-analysis of 1986 found an association of high levels of perceived control with "high levels of job satisfaction […], commitment, involvement, performance and motivation, and low levels of physical symptoms, emotional distress, role stress, absenteeism, intent to turnover, and turnover".
[6] Increasing job control is an intervention shown to help counteract exhaustion and cynicism in the workplace, which are two symptoms of occupational burnout.
[7] Job control has also been linked to the meaningfulness and the manageability components of salutogenesis.