Construct · 6 fields · 14 citations
One name. Different field. Different construct. One map.
● jingle · one name, six constructs Nearest construct by meaningconsentcompare the meaningsEvery construct on the map is compared with every other by the meaning of its definitions, and the closest one is surfaced here. The nearest construct to autonomy is consent.
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The experience of acting with a full sense of choice and endorsement of one's own behaviour, as opposed to feeling pressured or controlled. Deci and Ryan named it in 1985 as one of three innate psychological needs, with competence and relatedness, and Ryan and Deci's 2000 statement made its satisfaction the condition for intrinsic motivation and well-being. The point they repeat most is what autonomy is not: it is not independence, and a person can autonomously depend on others or follow a rule they endorse. The construct lives in the person's experience of their own motivation, and it is the only meaning on this map that is a need.[1][2]
The capacity to govern oneself by laws one gives oneself. Kant made autonomy of the will the ground of morality in 1785: a will is free only when it legislates for itself, and moral worth follows. Christman's 1988 survey of the modern literature reported that the working definition had become procedural: a person is autonomous with respect to a desire when they have reflected on it and would not reject the process by which it came about. The concept is normative and describes a condition of a person, not a feeling; whether a happy conformist is autonomous is the dispute the field exists to have.[4][5]
A patient's right to make decisions about their own body and treatment, and the clinician's duty to respect it. Beauchamp and Childress made respect for autonomy the first of four principles in 1979, alongside beneficence, non-maleficence, and justice, and defined autonomous action as intentional, understood, and free of controlling influence. The operational form is informed consent: disclosure, comprehension, voluntariness, competence, and a decision. Autonomy here is a threshold rather than a scale (a patient is or is not competent to consent) and the concept is about the clinician's obligation as much as the patient's capacity.[6]
How much of a task a machine carries out without human input, placed on an ordered scale. Sheridan and Verplank's 1978 ten levels ran from the computer offering no assistance to the computer deciding everything and ignoring the human; Parasuraman, Sheridan, and Wickens in 2000 crossed those levels with four stages of information processing (acquisition, analysis, decision, action) so that a system can be highly automated at one stage and manual at another. SAE J3016 fixed a six-level version for driving in 2014, from 0 to 5, that regulators and manufacturers now use as a vocabulary. Autonomy here is a design allocation set by an engineer, not a property the machine experiences or a right anyone holds.[7][8][9]
The independent action of an individual or team in bringing forth an idea and carrying it through, free from stifling organisational constraint. Lumpkin and Dess named it in 1996 as one of five dimensions of entrepreneurial orientation, with innovativeness, risk taking, proactiveness, and competitive aggressiveness, but Miller's older three-dimension measure left it out and most EO studies still omit it. Lumpkin, Cogliser, and Schneider built a scale in 2009 and found it separable from the other dimensions and from job autonomy. The unit is the firm's granting of freedom to its members, so the score describes an organisation, and it is a strategic posture rather than a need or a right.[13][14]
The degree to which a job gives substantial freedom, independence, and discretion in scheduling the work and choosing the procedures. Hackman and Oldham fixed it in 1975 as one of five core job characteristics in the Job Characteristics Model, the one that produces experienced responsibility for outcomes, and measured it with the Job Diagnostic Survey. Morgeson and Humphrey's 2006 Work Design Questionnaire split it into work-scheduling, decision-making, and work-methods autonomy. It is a characteristic of a job as perceived by the incumbent, and the thing it predicts is motivation and satisfaction, not whether the person feels their choices are their own.[10][11][12]
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