Pub Date : 2019-10-16DOI: 10.1026/0932-4089/a000313
Elena Bender, N. Schaper, M. Schürmann
Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover.
摘要本研究探讨影响员工留任意愿的因素。因此，我们开发并分析了与自愿离职模型相关的保留模型(Allen et al.， 2010)。我们假设留任和离职的决策过程是相似的。在初始因素(离开和留下的驱动因素)上可以发现差异。我们结合了经验上明显的保留驱动因素，根据其在组织中的实现进行加权，以及来自周转模型的过程变量。采用结构方程模型对881名德国员工样本进行了检验。结果显示，挽留动机对挽留意向有显著的间接影响。关键态度、工作满意度和情感承诺对工作满意度的影响有中介作用。心理契约违约影响工作满意度与留任意愿的关系，而情感承诺与留任意愿的关系不受影响。我们将人力资源管理(HRM)的研究整合到自愿离职的框架中。
{"title":"Factors Driving Employeesʼ Intention to Stay","authors":"Elena Bender, N. Schaper, M. Schürmann","doi":"10.1026/0932-4089/a000313","DOIUrl":"https://doi.org/10.1026/0932-4089/a000313","url":null,"abstract":"Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"48 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91140719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-03DOI: 10.1026/0932-4089/A000299
Anne Traum
Zusammenfassung. Der Affekt (AV) von Bewerberinnen und Bewerbern ( N = 173) und seine Änderungen im Bewerbungsprozess wurde basierend auf der Selbstregulations-Theorie untersucht. Der Affekt wurde erstmals explizit und implizit unmittelbar vor und nach typischen Aufgaben (Stellenauswahl, Interview) in einem realitätsnah simulierten, mehrwöchigen Bewerbungsprozess erfasst. Die Auswertung erfolgte mittels 2-faktoriellem between-within-subjects-Design mit den Faktoren (UV ) Handlungskontrolle und Bewerbungsprozess. Separate Analysen zeigen signifikante Haupteffekte ( p < .001) von Bewerbungsprozess und Handlungskontrolle auf den positiven und negativen expliziten und den negativen impliziten Affekt. Handlungsorientierte Bewerberinnen und Bewerber berichten mehr positiven Affekt (explizit) und weniger negativen Affekt (explizit, implizit) als lageorientierte Bewerberinnen und Bewerber. Die Korrelation impliziten und expliziten negativen Affekts vor und nach dem Interview ähnelt der unter neutralen Bedingungen. Die Befunde sprechen für vorteilhafte Selbstdarstellung, jedoch nicht für eine Verstellung der Bewerberinnen und Bewerber. Handlungskontrolle beeinflusst den impliziten und expliziten Affekt der Bewerbenden und so ihre affektive Selbstpräsentation.
{"title":"Selbstregulation im Bewerbungsprozess","authors":"Anne Traum","doi":"10.1026/0932-4089/A000299","DOIUrl":"https://doi.org/10.1026/0932-4089/A000299","url":null,"abstract":"Zusammenfassung. Der Affekt (AV) von Bewerberinnen und Bewerbern ( N = 173) und seine Änderungen im Bewerbungsprozess wurde basierend auf der Selbstregulations-Theorie untersucht. Der Affekt wurde erstmals explizit und implizit unmittelbar vor und nach typischen Aufgaben (Stellenauswahl, Interview) in einem realitätsnah simulierten, mehrwöchigen Bewerbungsprozess erfasst. Die Auswertung erfolgte mittels 2-faktoriellem between-within-subjects-Design mit den Faktoren (UV ) Handlungskontrolle und Bewerbungsprozess. Separate Analysen zeigen signifikante Haupteffekte ( p < .001) von Bewerbungsprozess und Handlungskontrolle auf den positiven und negativen expliziten und den negativen impliziten Affekt. Handlungsorientierte Bewerberinnen und Bewerber berichten mehr positiven Affekt (explizit) und weniger negativen Affekt (explizit, implizit) als lageorientierte Bewerberinnen und Bewerber. Die Korrelation impliziten und expliziten negativen Affekts vor und nach dem Interview ähnelt der unter neutralen Bedingungen. Die Befunde sprechen für vorteilhafte Selbstdarstellung, jedoch nicht für eine Verstellung der Bewerberinnen und Bewerber. Handlungskontrolle beeinflusst den impliziten und expliziten Affekt der Bewerbenden und so ihre affektive Selbstpräsentation.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"14 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84109411","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-03DOI: 10.1026/0932-4089/A000302
A. Koch
{"title":"Bekanntes und Neues: Ein Pool erfahrungsorientierter Übungen","authors":"A. Koch","doi":"10.1026/0932-4089/A000302","DOIUrl":"https://doi.org/10.1026/0932-4089/A000302","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"113 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79416252","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-03DOI: 10.1026/0932-4089/A000298
Ute Poethke, K. N. Klasmeier, Mathias Diebig, N. Hartmann, Jens Rowold
Zusammenfassung. Ziel dieses Beitrages ist es, ein Fragebogeninstrument zur Erfassung zentraler Merkmale der Arbeit 4.0 vorzustellen. Kerndimensionen des Fragebogens sind die Digitalisierung von Arbeitsprozessen, die Flexibilisierung der Arbeit in räumlicher und zeitlicher Hinsicht, die Entgrenzung der Arbeitstätigkeit, sowie die Möglichkeit zur Mitbestimmung bei der Arbeit und deren subjektive Relevanz. Die Faktorstruktur der erfassten fünf Dimensionen erweist sich als replizierbar stabil. Die Dimensionen lassen sich mittels konfirmatorischer Faktorenanalysen von verwandten Dimensionen des Job Diagnostic Survey ( JDS) und des Copenhagen Psychosocial Questionnaire ( COPSOQ) trennen. In Bezug auf die Vorhersage von Außenkriterien besitzen die fünf Dimensionen inkrementelle Validität über den JDS hinaus. Insgesamt sprechen die Ergebnisse aus fünf unabhängig durchgeführten Erhebungen dafür, dass der Fragebogen ein kurzes, reliables und valides Instrument zur Erfassung zentraler Merkmale der modernen Arbeitswelt darstellt.
{"title":"Entwicklung eines Fragebogens zur Erfassung zentraler Merkmale der Arbeit 4.0","authors":"Ute Poethke, K. N. Klasmeier, Mathias Diebig, N. Hartmann, Jens Rowold","doi":"10.1026/0932-4089/A000298","DOIUrl":"https://doi.org/10.1026/0932-4089/A000298","url":null,"abstract":"Zusammenfassung. Ziel dieses Beitrages ist es, ein Fragebogeninstrument zur Erfassung zentraler Merkmale der Arbeit 4.0 vorzustellen. Kerndimensionen des Fragebogens sind die Digitalisierung von Arbeitsprozessen, die Flexibilisierung der Arbeit in räumlicher und zeitlicher Hinsicht, die Entgrenzung der Arbeitstätigkeit, sowie die Möglichkeit zur Mitbestimmung bei der Arbeit und deren subjektive Relevanz. Die Faktorstruktur der erfassten fünf Dimensionen erweist sich als replizierbar stabil. Die Dimensionen lassen sich mittels konfirmatorischer Faktorenanalysen von verwandten Dimensionen des Job Diagnostic Survey ( JDS) und des Copenhagen Psychosocial Questionnaire ( COPSOQ) trennen. In Bezug auf die Vorhersage von Außenkriterien besitzen die fünf Dimensionen inkrementelle Validität über den JDS hinaus. Insgesamt sprechen die Ergebnisse aus fünf unabhängig durchgeführten Erhebungen dafür, dass der Fragebogen ein kurzes, reliables und valides Instrument zur Erfassung zentraler Merkmale der modernen Arbeitswelt darstellt.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"25 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88268255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-03DOI: 10.1026/0932-4089/A000285
Maie Stein, Sylvie Vincent-Höper, N. Deci, S. Gregersen, A. Nienhaus
Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.
{"title":"Compensatory Coping Through the Extension of Working Hours","authors":"Maie Stein, Sylvie Vincent-Höper, N. Deci, S. Gregersen, A. Nienhaus","doi":"10.1026/0932-4089/A000285","DOIUrl":"https://doi.org/10.1026/0932-4089/A000285","url":null,"abstract":"Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"8 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73182196","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-03DOI: 10.1026/0932-4089/A000300
Sabine Hommelhoff
Abstract. Workplace friendships can be joyful for employees and conducive to positive organizational outcomes. However, recent research has suggested that there are also dark sides and complexities associated with workplace friendships, which are not well understood. This exploratory critical incident study of 201 employees therefore focuses on conflicts that can arise among friends when work and friendship norms clash. Incidents were coded in terms of conflicting resources and broken friendship rules. Results showed that conflicts most often revolved around the resources status and affection. That is, hierarchies and promotions collided with friendship. Moreover, two friendship rules were broken frequently, the intimacy and the third-party rule. That is, either trust was betrayed, or a friend did not act like a friend when a third person, for example, a supervisor, became involved. In demonstrating potential downsides of workplace friendships, this study aims to help employees in understanding and maintaining good workplace relationships.
{"title":"Having Workplace Friends Is Not Always Fun","authors":"Sabine Hommelhoff","doi":"10.1026/0932-4089/A000300","DOIUrl":"https://doi.org/10.1026/0932-4089/A000300","url":null,"abstract":"Abstract. Workplace friendships can be joyful for employees and conducive to positive organizational outcomes. However, recent research has suggested that there are also dark sides and complexities associated with workplace friendships, which are not well understood. This exploratory critical incident study of 201 employees therefore focuses on conflicts that can arise among friends when work and friendship norms clash. Incidents were coded in terms of conflicting resources and broken friendship rules. Results showed that conflicts most often revolved around the resources status and affection. That is, hierarchies and promotions collided with friendship. Moreover, two friendship rules were broken frequently, the intimacy and the third-party rule. That is, either trust was betrayed, or a friend did not act like a friend when a third person, for example, a supervisor, became involved. In demonstrating potential downsides of workplace friendships, this study aims to help employees in understanding and maintaining good workplace relationships.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"3 3 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80216750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：