Pub Date : 2021-09-30DOI: 10.5771/0935-9915-2021-3-182
Nils Backhaus, C. Steidelmüller
Structural changes in the world of work are accompanied by changes in work content and working conditions, such as an increase in autonomy with respect to work tasks, working time and workplace. It is assumed that these aspects have a positive effect on health and satisfaction at work, but they may also blurry the boundaries of work and private lives and lead to self-endangering work behaviour. As leadership behaviour is particularly important for the safety and health of employees, we assume that it can also help to mitigate possible harmful effects of autonomy. Based on data from the European Working Conditions Survey, we found that working time autonomy and working from home are positively associated with temporal boundarylessness. The construct mediates the association between working from home and unfavourable health outcomes. With respect to working time autonomy, it only mediates the relationship with both health outcomes when constructive leadership is low. Thus, the two autonomy facets can be beneficial but might also deteriorate employees’ health by blurring the boundaries between private and work lives. In supporting employees by means of respect and guidance orientation and supporting employees, leaders can mitigate potentially detrimental effects of working time autonomy.
{"title":"How Leadership Can Help to Mitigate the Dark Side of Autonomy: Results Based on the German Sample of the European Working Conditions SurveyDate submitted: December 23, 2019Date accepted after double-blind review: March 3, 2021","authors":"Nils Backhaus, C. Steidelmüller","doi":"10.5771/0935-9915-2021-3-182","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-3-182","url":null,"abstract":"Structural changes in the world of work are accompanied by changes in work content and working conditions, such as an increase in autonomy with respect to work tasks, working time and workplace. It is assumed that these aspects have a positive effect on health and satisfaction at work, but they may also blurry the boundaries of work and private lives and lead to self-endangering work behaviour. As leadership behaviour is particularly important for the safety and health of employees, we assume that it can also help to mitigate possible harmful effects of autonomy. Based on data from the European Working Conditions Survey, we found that working time autonomy and working from home are positively associated with temporal boundarylessness. The construct mediates the association between working from home and unfavourable health outcomes. With respect to working time autonomy, it only mediates the relationship with both health outcomes when constructive leadership is low. Thus, the two autonomy facets can be beneficial but might also deteriorate employees’ health by blurring the boundaries between private and work lives. In supporting employees by means of respect and guidance orientation and supporting employees, leaders can mitigate potentially detrimental effects of working time autonomy.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"3 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80716083","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-04-19DOI: 10.5771/0935-9915-2021-1-1
Dorothea Alewell, Tobias Moll
Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To structure the results, we propose three main impact perspectives on spirituality in the workplace (workforce diversity, employee needs, and employer capabilities) as well as different employer stances in dealing with these three perspectives, from faith-avoiding to faith-based (Miller & Ewest, 2015). In all three perspectives and stances, companies already implement different HR activities under different expectations and perceptions. Some German organisations already address the needs perspective by room-related tools, working time-related tools, food-related offers, and instruments that facilitate coordination and cooperation in multi-religious settings. Employer stances differ concerning religious and non-religious spirituality. While employers view nonreligious spirituality in the company as generally positive (faith-friendly), they are often sceptical of religious spirituality at work (faith-avoiding or faith-safe).
{"title":"An Exploratory Study of Spirituality in German Enterprises","authors":"Dorothea Alewell, Tobias Moll","doi":"10.5771/0935-9915-2021-1-1","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-1-1","url":null,"abstract":"Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To structure the results, we propose three main impact perspectives on spirituality in the workplace (workforce diversity, employee needs, and employer capabilities) as well as different employer stances in dealing with these three perspectives, from faith-avoiding to faith-based (Miller & Ewest, 2015). In all three perspectives and stances, companies already implement different HR activities under different expectations and perceptions. Some German organisations already address the needs perspective by room-related tools, working time-related tools, food-related offers, and instruments that facilitate coordination and cooperation in multi-religious settings. Employer stances differ concerning religious and non-religious spirituality. While employers view nonreligious spirituality in the company as generally positive (faith-friendly), they are often sceptical of religious spirituality at work (faith-avoiding or faith-safe).","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"9 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81932137","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-04-19DOI: 10.5771/0935-9915-2021-1-54
P. Kent, D. V. Liempd
This paper examines whether organizational levels of owner/partner, CPA manager, supervisor and other audit staff are associated with institutional logics of auditors in large Danish audit firms. Our findings identify the presence of the professional logic and commercial logic with the professional logic being two explicit logics of a fiduciary and a technical-expertise logic. The organizational levels of CPA manager, supervisor and other staff are significant in explaining the presence of the technical-expertise logic, but not the fiduciary logic. Higher moral reasoning of auditors and being a female are significantly associated with the presence of the fiduciary logic. All four organizational levels are significant in explaining the identified commercial logic with further tests indicating that partners place more emphasis than supervisors on the commercial logic. Additional tests examine whether moral reasoning is associated with the professional fiduciary, professional technical-expertise and commercial logics and whether organizational levels explain moral reasoning. We find that a higher professional fiduciary logic is associated with higher auditor moral reasoning. In contrast, lower moral reasoning is associated with higher professional technical-expertise and commercial logics. In addition, increased audit experience is associated with lower moral reasoning.
{"title":"Linking Corporate Institutional Logics and Moral Reasoning – Evidence from Large Danish Audit Firms","authors":"P. Kent, D. V. Liempd","doi":"10.5771/0935-9915-2021-1-54","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-1-54","url":null,"abstract":"This paper examines whether organizational levels of owner/partner, CPA manager, supervisor and other audit staff are associated with institutional logics of auditors in large Danish audit firms. Our findings identify the presence of the professional logic and commercial logic with the professional logic being two explicit logics of a fiduciary and a technical-expertise logic. The organizational levels of CPA manager, supervisor and other staff are significant in explaining the presence of the technical-expertise logic, but not the fiduciary logic. Higher moral reasoning of auditors and being a female are significantly associated with the presence of the fiduciary logic. All four organizational levels are significant in explaining the identified commercial logic with further tests indicating that partners place more emphasis than supervisors on the commercial logic. Additional tests examine whether moral reasoning is associated with the professional fiduciary, professional technical-expertise and commercial logics and whether organizational levels explain moral reasoning. We find that a higher professional fiduciary logic is associated with higher auditor moral reasoning. In contrast, lower moral reasoning is associated with higher professional technical-expertise and commercial logics. In addition, increased audit experience is associated with lower moral reasoning.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"14 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79231760","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-04-19DOI: 10.5771/0935-9915-2021-1-28
W. Gresse, B. Linde
In this paper, we expanded on the psychological contract theory by exploring the mental schemas of graduates’ anticipatory psychological contract before they start employment. With this research, we aimed to explore and substantiate themes associated with the mental schemas of graduates, so that the psychological contract formation theory can be expanded by investigating the role of entitlement disconnect and its influence on the anticipatory psychological contract. Literature regarding the formulation of the psychological contract is still underdeveloped, especially regarding the anticipatory phase thereof. Entitlement disconnect has also not been focused on in past literature, especially as a component of the anticipatory psychological contract that can have an impact on graduates’ career schema and voluntary turnover intention. A qualitative approach to research was adopted consisting of interviews with 18 final-year economics and management sciences graduate students in the final phase of their degrees to derive themes associated with the mental schemas of graduates’ anticipatory psychological contract. The findings suggest that graduates already have a developed mental schema that was based on their entitlement. It was also confirmed that graduates had a disposition towards voluntary turnover intuition before organisational entry, which was due to an entitlement disconnect perception. The final and most surprising finding was that some graduates already displayed pre-employment violations, where graduates already anticipated psychological contract breach before entering an employment relationship. This research suggests that graduates’ mental schemas in their anticipatory psychological contract play a much bigger role in the development of their psychological contract, after organisational entry than what was initially thought.
{"title":"Entitlement Disconnect: Exploring Management Graduates’ Mental Schema in Their Anticipatory Psychological Contract","authors":"W. Gresse, B. Linde","doi":"10.5771/0935-9915-2021-1-28","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-1-28","url":null,"abstract":"In this paper, we expanded on the psychological contract theory by exploring the mental schemas of graduates’ anticipatory psychological contract before they start employment. With this research, we aimed to explore and substantiate themes associated with the mental schemas of graduates, so that the psychological contract formation theory can be expanded by investigating the role of entitlement disconnect and its influence on the anticipatory psychological contract. Literature regarding the formulation of the psychological contract is still underdeveloped, especially regarding the anticipatory phase thereof. Entitlement disconnect has also not been focused on in past literature, especially as a component of the anticipatory psychological contract that can have an impact on graduates’ career schema and voluntary turnover intention. A qualitative approach to research was adopted consisting of interviews with 18 final-year economics and management sciences graduate students in the final phase of their degrees to derive themes associated with the mental schemas of graduates’ anticipatory psychological contract. The findings suggest that graduates already have a developed mental schema that was based on their entitlement. It was also confirmed that graduates had a disposition towards voluntary turnover intuition before organisational entry, which was due to an entitlement disconnect perception. The final and most surprising finding was that some graduates already displayed pre-employment violations, where graduates already anticipated psychological contract breach before entering an employment relationship. This research suggests that graduates’ mental schemas in their anticipatory psychological contract play a much bigger role in the development of their psychological contract, after organisational entry than what was initially thought.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"181 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85064873","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0935-9915-2021-2-85
Ramon van Ingen, M. D. Ruiter, P. Peters, Bas Kodden, H. Robben
Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.
{"title":"Engaging Through Purpose: The Mediating Role of Person–Organizational Purpose Fit in the Relationship Between Perceived Organizational Purpose and Work Engagement","authors":"Ramon van Ingen, M. D. Ruiter, P. Peters, Bas Kodden, H. Robben","doi":"10.5771/0935-9915-2021-2-85","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-2-85","url":null,"abstract":"Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"26 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73374574","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0935-9915-2021-4-385
Ulrike Weber, Malte Lömker, Johannes Moskaliuk
This study explores how a chatbot can be used to support coachees to define and implement goals. It examines how the chatbot has to be designed to ensure that its coaching is successful. In this context anthropomorphism - the transmission of human qualities to non-human objects - should increase the acceptance of the chatbot and the perceived effectiveness of the coaching. While there are several studies on the perceived humanity of chatbots, no research has investigated the effects of anthropomorphic chatbots on the success of coaching. In an online experiment, participants (n = 44) performed randomised coaching with either a high or low anthropomorphic chatbot. Operationalizing a model of the effects of solution-focused individual coaching, the coachees were surveyed. The analysis shows that they were significantly more satisfied with the highly anthropomorphic chatbot, and rated the relationship building as well as the effectiveness of the coaching higher than by the less anthropomorphic chatbot. Therefore, the anthropomorphic representation of a chatbot in an online coaching session has a strong impact on its success.
{"title":"The Human Touch: The Impact of Anthropomorphism in Chatbots on the Perceived Success of Solution Focused Coaching","authors":"Ulrike Weber, Malte Lömker, Johannes Moskaliuk","doi":"10.5771/0935-9915-2021-4-385","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-4-385","url":null,"abstract":"This study explores how a chatbot can be used to support coachees to define and implement goals. It examines how the chatbot has to be designed to ensure that its coaching is successful. In this context anthropomorphism - the transmission of human qualities to non-human objects - should increase the acceptance of the chatbot and the perceived effectiveness of the coaching. While there are several studies on the perceived humanity of chatbots, no research has investigated the effects of anthropomorphic chatbots on the success of coaching. In an online experiment, participants (n = 44) performed randomised coaching with either a high or low anthropomorphic chatbot. Operationalizing a model of the effects of solution-focused individual coaching, the coachees were surveyed. The analysis shows that they were significantly more satisfied with the highly anthropomorphic chatbot, and rated the relationship building as well as the effectiveness of the coaching higher than by the less anthropomorphic chatbot. Therefore, the anthropomorphic representation of a chatbot in an online coaching session has a strong impact on its success.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"45 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85864127","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0935-9915-2021-4-343
Mariano Gentilin, Marion Madrigal
The development of information and communication technology (ICT), as well as the situation caused by the COVID-19 pandemic, have encouraged the adoption of nonconventional schemes of work based on virtuality. In this context, leadership becomes one of the main challenges to organizations and teams. The purpose of this paper is to identify the key factors related to virtual leadership and to propose a scheme for analysing and managing teams in virtuality. After a systematic literature review, the main results suggest that leadership in virtual environments should be considered as a shared phenomenon and that the key factors with the greatest impact on virtual leadership are communication, trust, and team cohesion. The paper highlights and characterises these factors, as well as the actions that should be taken to manage them. As a major contribution, a four-phase scheme is proposed for the analysis and management of leadership in virtuality. Finally, three future lines of research are suggested.
{"title":"Virtual Leadership: Key Factors for Its Analysis and Management","authors":"Mariano Gentilin, Marion Madrigal","doi":"10.5771/0935-9915-2021-4-343","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-4-343","url":null,"abstract":"The development of information and communication technology (ICT), as well as the situation caused by the COVID-19 pandemic, have encouraged the adoption of nonconventional schemes of work based on virtuality. In this context, leadership becomes one of the main challenges to organizations and teams. The purpose of this paper is to identify the key factors related to virtual leadership and to propose a scheme for analysing and managing teams in virtuality. After a systematic literature review, the main results suggest that leadership in virtual environments should be considered as a shared phenomenon and that the key factors with the greatest impact on virtual leadership are communication, trust, and team cohesion. The paper highlights and characterises these factors, as well as the actions that should be taken to manage them. As a major contribution, a four-phase scheme is proposed for the analysis and management of leadership in virtuality. Finally, three future lines of research are suggested.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"130 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86370154","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0935-9915-2021-3-266
Maria Norbäck, A. Styhre
Employment studies point to the growth of contractual work and the decline of stable “career jobs”. Reporting on a study of freelance journalists and life science professionals working in thinly capitalized startups, this article substantiates the argument that market-mediated professional work includes undesirable and unanticipated consequences, resulting in costs being borne by the individual professional, which makes this kind of work precarious. However, precariousness is distributed and experienced differently by professional groups. This study contributes to the literature on precarious professional work by illustrating that there is a “spectrum of precarity” when it comes to market-mediated professional work, along which professional groups experience precarity to different degrees. Factors that influence the degree of precarity include marketplace bargaining power: the market demand for professional services and the supply of professional workers; the form of economic remuneration (salary vs. piece rate); and the individual’s general life situation. We conclude by discussing the possible societal ramifications accompanying the increasing precariousness of professional work.
{"title":"On the Precarity-Spectrum: Exploring Different Levels of Precariousness in Market-Mediated Professional WorkDate submitted: November 19, 2019Date accepted after double-blind review: February 1, 2021","authors":"Maria Norbäck, A. Styhre","doi":"10.5771/0935-9915-2021-3-266","DOIUrl":"https://doi.org/10.5771/0935-9915-2021-3-266","url":null,"abstract":"Employment studies point to the growth of contractual work and the decline of stable “career jobs”. Reporting on a study of freelance journalists and life science professionals working in thinly capitalized startups, this article substantiates the argument that market-mediated professional work includes undesirable and unanticipated consequences, resulting in costs being borne by the individual professional, which makes this kind of work precarious. However, precariousness is distributed and experienced differently by professional groups. This study contributes to the literature on precarious professional work by illustrating that there is a “spectrum of precarity” when it comes to market-mediated professional work, along which professional groups experience precarity to different degrees. Factors that influence the degree of precarity include marketplace bargaining power: the market demand for professional services and the supply of professional workers; the form of economic remuneration (salary vs. piece rate); and the individual’s general life situation. We conclude by discussing the possible societal ramifications accompanying the increasing precariousness of professional work.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"90 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77186874","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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