Pub Date : 2024-05-24DOI: 10.1026/0932-4089/a000431
Tanja Bipp, Marvin Walczok
Abstract: Job autonomy is traditionally seen as a core job characteristic with positive effects on work outcomes. However, in today’s world of work, excessive levels of job autonomy have also been suggested to lead to demands with negative downstream effects. We investigated paradoxical effects of high levels of two autonomy facets with regard to work engagement. In an experimental vignette study ( N = 228 German employees), we manipulated two autonomy facets in a 2×2 between-subject design (high vs. low work methods autonomy vs. work scheduling autonomy). We found evidence for paradoxical effects for one facet: High levels of work scheduling autonomy directly stimulated work engagement but led to higher levels of work intensification therefore also (indirectly) hindering work engagement. To our knowledge, our findings are the first to provide evidence of the simultaneous paradoxical effects of work scheduling autonomy and an explanation for detrimental effects on work engagement via the intensification of work.
{"title":"The Paradoxical Effects of High Work Methods and Work Scheduling Autonomy","authors":"Tanja Bipp, Marvin Walczok","doi":"10.1026/0932-4089/a000431","DOIUrl":"https://doi.org/10.1026/0932-4089/a000431","url":null,"abstract":"Abstract: Job autonomy is traditionally seen as a core job characteristic with positive effects on work outcomes. However, in today’s world of work, excessive levels of job autonomy have also been suggested to lead to demands with negative downstream effects. We investigated paradoxical effects of high levels of two autonomy facets with regard to work engagement. In an experimental vignette study ( N = 228 German employees), we manipulated two autonomy facets in a 2×2 between-subject design (high vs. low work methods autonomy vs. work scheduling autonomy). We found evidence for paradoxical effects for one facet: High levels of work scheduling autonomy directly stimulated work engagement but led to higher levels of work intensification therefore also (indirectly) hindering work engagement. To our knowledge, our findings are the first to provide evidence of the simultaneous paradoxical effects of work scheduling autonomy and an explanation for detrimental effects on work engagement via the intensification of work.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141100627","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 : 2024-04-03DOI: 10.1026/0932-4089/a000429
Anne Traum, Philipp K. Görs, F. Nerdinger
Zusammenfassung: Die Digitalisierung der Arbeit eröffnet Freiräume für mehr Eigeninitiative (EI) der Beschäftigten und birgt das Risiko von Fehlern. Die Einführung neuer Technologien berührt deshalb auch stets die organisationale Fehlerkultur (FK). Besonders relevant ist dies bei wissensintensiven Dienstleistungen. Untersucht wird der Einfluss des arbeitsplatzbezogenen Digitalisierungsgrades (ADG) auf die Eigeninitiative von Beschäftigten ( N = 457) in Steuerberatungskanzleien unter Berücksichtigung von organisationaler Fehlerkultur und Betriebs- bzw. Kanzleigröße. Die Prüfung erfolgt über ein moderiertes Mediationsmodell. (Angestellte) Angehörige freier Berufe (z. B. Steuerberaterinnen und –berater) zeigen grundsätzlich mehr Eigeninitiative als Nicht-Angehörige freier Berufe (NFB) (z. B. Steuerfachangestellte). Der Zusammenhang zwischen ADG und EI wird partiell von FK mediiert. Der Einfluss von FK auf EI ist stärker bei NFB. Theoretische wie praktische Implikationen sowie die Übertragbarkeit auf andere wissensintensive Dienstleistungstätigkeiten werden u. a. mit Blick auf die Arbeitsgestaltung diskutiert. Hierbei wird auch auf die Ergebnisse objektiv-bedingungsbezogener Tätigkeitsanalysen Bezug genommen.
摘要：工作数字化为员工发挥更大的主观能动性（EI）开辟了空间，同时也隐藏着出错的风险。因此，新技术的引入总是会影响组织的错误文化（IC）。这一点在知识密集型服务业中尤为重要。在考虑到组织错误文化和公司或企业规模的情况下，研究了与工作场所相关的数字化程度（ADG）对税务咨询公司员工（457 人）个人主动性的影响。检验采用了调节中介模型。(自由职业（受雇）人员（如税务顾问）通常比非自由职业（NFB）人员（如税务文员）表现出更多的主动性。ADG 与 EI 之间的关系在一定程度上受 FK 的影响。对于非自由职业者来说，FK 对 EI 的影响更大。在工作组织等方面讨论了理论和实践意义，以及对其他知识密集型服务活动的可移植性。此外，还参考了与客观条件相关的工作分析结果。
{"title":"Digitalisierung der Arbeit und Eigeninitiative – die Rolle der organisationalen Fehlerkultur","authors":"Anne Traum, Philipp K. Görs, F. Nerdinger","doi":"10.1026/0932-4089/a000429","DOIUrl":"https://doi.org/10.1026/0932-4089/a000429","url":null,"abstract":"Zusammenfassung: Die Digitalisierung der Arbeit eröffnet Freiräume für mehr Eigeninitiative (EI) der Beschäftigten und birgt das Risiko von Fehlern. Die Einführung neuer Technologien berührt deshalb auch stets die organisationale Fehlerkultur (FK). Besonders relevant ist dies bei wissensintensiven Dienstleistungen. Untersucht wird der Einfluss des arbeitsplatzbezogenen Digitalisierungsgrades (ADG) auf die Eigeninitiative von Beschäftigten ( N = 457) in Steuerberatungskanzleien unter Berücksichtigung von organisationaler Fehlerkultur und Betriebs- bzw. Kanzleigröße. Die Prüfung erfolgt über ein moderiertes Mediationsmodell. (Angestellte) Angehörige freier Berufe (z. B. Steuerberaterinnen und –berater) zeigen grundsätzlich mehr Eigeninitiative als Nicht-Angehörige freier Berufe (NFB) (z. B. Steuerfachangestellte). Der Zusammenhang zwischen ADG und EI wird partiell von FK mediiert. Der Einfluss von FK auf EI ist stärker bei NFB. Theoretische wie praktische Implikationen sowie die Übertragbarkeit auf andere wissensintensive Dienstleistungstätigkeiten werden u. a. mit Blick auf die Arbeitsgestaltung diskutiert. Hierbei wird auch auf die Ergebnisse objektiv-bedingungsbezogener Tätigkeitsanalysen Bezug genommen.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"150 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140746731","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 : 2024-04-03DOI: 10.1026/0932-4089/a000430
René Ziegler, Marierose Fuchs
Zusammenfassung: Im Modell der Arbeitszufriedenheit von Bruggemann (1974 ) werden Bedürfnisse und Erwartungen bezüglich der Arbeit sowie Problemlöseversuche als wesentliche Faktoren für die Entstehung verschiedener Formen der Arbeits(un)zufriedenheit (fixierte Unzufriedenheit, konstruktive Unzufriedenheit, resignative Zufriedenheit, stabilisierte Zufriedenheit, progressive Zufriedenheit) postuliert. Wir haben die Annahmen des Modells in einer Studie mit N = 611 Teilnehmenden überprüft. Dabei zeigten sich zum einen größtenteils hypothesenkonforme Unterschiede zwischen den via Selbstzuordnungsmethode ermittelten Formen der Arbeitszufriedenheit (AZ-Formen) bezüglich des Ausmaßes an Befriedigung im Vergleich zum Ausmaß an Frustration der in der Selbstbestimmungstheorie ( Ryan & Deci, 2000 ) postulierten Bedürfnisse nach Autonomie, Kompetenz und Eingebundenheit. Zum anderen wurden anhand der EVLN-Typologie ( Hagedoorn, Van Yperen, Van de Vliert & Buunk, 1999 ) modellkonforme Unterschiede zwischen den AZ-Formen im Umgang mit Problemen bei der Arbeit ermittelt.
摘要在布鲁格曼（Bruggemann，1974 年）的工作满意度模型中，有关工作的需求和期望以及解决问题的尝试被假定为形成不同形式工作满意度（固定不满意度、建设性不满意度、辞职满意度、稳定满意度、渐进满意度）的基本因素。我们在一项有 611 名参与者参与的研究中检验了该模型的假设。一方面，研究显示，通过自我归因法确定的工作满意度形式（AZ 形式）与自我决定理论（Ryan & Deci, 2000）中假设的自主、能力和参与需求受挫程度相比，在满意程度上存在很大差异。其次，使用 EVLN 类型学（Hagedoorn、Van Yperen、Van de Vliert 和 Buunk，1999 年）来确定 AZ 形式在处理工作问题时的模式一致性差异。
{"title":"Formen der Arbeitszufriedenheit sensu Bruggemann","authors":"René Ziegler, Marierose Fuchs","doi":"10.1026/0932-4089/a000430","DOIUrl":"https://doi.org/10.1026/0932-4089/a000430","url":null,"abstract":"Zusammenfassung: Im Modell der Arbeitszufriedenheit von Bruggemann (1974 ) werden Bedürfnisse und Erwartungen bezüglich der Arbeit sowie Problemlöseversuche als wesentliche Faktoren für die Entstehung verschiedener Formen der Arbeits(un)zufriedenheit (fixierte Unzufriedenheit, konstruktive Unzufriedenheit, resignative Zufriedenheit, stabilisierte Zufriedenheit, progressive Zufriedenheit) postuliert. Wir haben die Annahmen des Modells in einer Studie mit N = 611 Teilnehmenden überprüft. Dabei zeigten sich zum einen größtenteils hypothesenkonforme Unterschiede zwischen den via Selbstzuordnungsmethode ermittelten Formen der Arbeitszufriedenheit (AZ-Formen) bezüglich des Ausmaßes an Befriedigung im Vergleich zum Ausmaß an Frustration der in der Selbstbestimmungstheorie ( Ryan & Deci, 2000 ) postulierten Bedürfnisse nach Autonomie, Kompetenz und Eingebundenheit. Zum anderen wurden anhand der EVLN-Typologie ( Hagedoorn, Van Yperen, Van de Vliert & Buunk, 1999 ) modellkonforme Unterschiede zwischen den AZ-Formen im Umgang mit Problemen bei der Arbeit ermittelt.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"81 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140751046","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 : 2024-04-01DOI: 10.1026/0932-4089/a000428
S. Pannasch
{"title":"Rezension von Allgemeine Arbeitspsychologie. Psychische Regulation von Tätigkeiten","authors":"S. Pannasch","doi":"10.1026/0932-4089/a000428","DOIUrl":"https://doi.org/10.1026/0932-4089/a000428","url":null,"abstract":"","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"4 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140353482","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 : 2024-01-16DOI: 10.1026/0932-4089/a000427
Ruta Pingel, Doris Fay
Abstract: Employee proactivity has been shown to have beneficial and detrimental effects on employees’ well-being. Drawing on self-determination theory, the present research identifies a moderator shaping these effects and sheds light on the process through which proactivity benefits well-being. Results of a time-lagged study with two measurement points ( N = 120) separated by a biweekly interval revealed that the relationship between proactivity and vitality depends on the level of autonomous motivation. Specifically, when autonomous motivation for proactivity was high, there was a positive association, when autonomous motivation was low, the relationship was negative. Notably, the direct effect of proactivity on vitality 2 weeks later was nonsignificant. A laboratory experiment ( N = 68) replicated the positive effect of autonomously motivated proactivity on vitality and identified autonomy need satisfaction as the mechanism through which this beneficial effect unfolds. Our research emphasizes the role of autonomous motivation in shaping the well-being outcomes of proactivity.
{"title":"When and How Proactivity Impacts Vitality","authors":"Ruta Pingel, Doris Fay","doi":"10.1026/0932-4089/a000427","DOIUrl":"https://doi.org/10.1026/0932-4089/a000427","url":null,"abstract":"Abstract: Employee proactivity has been shown to have beneficial and detrimental effects on employees’ well-being. Drawing on self-determination theory, the present research identifies a moderator shaping these effects and sheds light on the process through which proactivity benefits well-being. Results of a time-lagged study with two measurement points ( N = 120) separated by a biweekly interval revealed that the relationship between proactivity and vitality depends on the level of autonomous motivation. Specifically, when autonomous motivation for proactivity was high, there was a positive association, when autonomous motivation was low, the relationship was negative. Notably, the direct effect of proactivity on vitality 2 weeks later was nonsignificant. A laboratory experiment ( N = 68) replicated the positive effect of autonomously motivated proactivity on vitality and identified autonomy need satisfaction as the mechanism through which this beneficial effect unfolds. Our research emphasizes the role of autonomous motivation in shaping the well-being outcomes of proactivity.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":" 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139619968","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 : 2023-12-19DOI: 10.1026/0932-4089/a000425
G. Kerse, Daimi Koçak, Şefik Özdemir
Abstract: In this study, we tested a serial mediation model that examines psychological safety and work engagement as mediators in the relationship between humble leadership and employee voice with reference to social information processing theory. Data were collected from 442 white-collar employees of two government-owned companies located in a major city in Turkey. The results showed that both psychological safety and work engagement mediated the relationship between humble leadership and employee voice. This study determined that humble leadership had positive cognitive (psychological safety) and behavioral (work engagement and employee voice) outcomes during the times of the COVID-19 pandemic. The theoretical and practical implications of the results are also discussed.
{"title":"How Humble Leadership Influences Employee Voice","authors":"G. Kerse, Daimi Koçak, Şefik Özdemir","doi":"10.1026/0932-4089/a000425","DOIUrl":"https://doi.org/10.1026/0932-4089/a000425","url":null,"abstract":"Abstract: In this study, we tested a serial mediation model that examines psychological safety and work engagement as mediators in the relationship between humble leadership and employee voice with reference to social information processing theory. Data were collected from 442 white-collar employees of two government-owned companies located in a major city in Turkey. The results showed that both psychological safety and work engagement mediated the relationship between humble leadership and employee voice. This study determined that humble leadership had positive cognitive (psychological safety) and behavioral (work engagement and employee voice) outcomes during the times of the COVID-19 pandemic. The theoretical and practical implications of the results are also discussed.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"175 ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139171428","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 : 2023-12-19DOI: 10.1026/0932-4089/a000426
F. Sulejmanov, M. Seitl, Konstantinos Kafetsios
Abstract: The present study tested different perspectives on the time course of job satisfaction over the workweek: the “rested and recharged” perspective, the “Monday blues” perspective, and the “Thank God it’s Friday” perspective. A sample of 330 employees reported on an affect scale of job satisfaction during the workweek and on explicit and implicit affect at the start of the study. The results from discontinuous growth model analyses found evidence for a positive peak at the end of the week, from Thursday to Friday. Explicit negative affect at the beginning of the week was associated with lower affective job satisfaction at the beginning of the week, but with a higher rate of growth in affective job satisfaction over the course of the week. The results provide new insights into the time course of job satisfaction during the workweek and indicate a distinction between affective and cognitive components of job satisfaction.
{"title":"Job Satisfaction Across the Workweek","authors":"F. Sulejmanov, M. Seitl, Konstantinos Kafetsios","doi":"10.1026/0932-4089/a000426","DOIUrl":"https://doi.org/10.1026/0932-4089/a000426","url":null,"abstract":"Abstract: The present study tested different perspectives on the time course of job satisfaction over the workweek: the “rested and recharged” perspective, the “Monday blues” perspective, and the “Thank God it’s Friday” perspective. A sample of 330 employees reported on an affect scale of job satisfaction during the workweek and on explicit and implicit affect at the start of the study. The results from discontinuous growth model analyses found evidence for a positive peak at the end of the week, from Thursday to Friday. Explicit negative affect at the beginning of the week was associated with lower affective job satisfaction at the beginning of the week, but with a higher rate of growth in affective job satisfaction over the course of the week. The results provide new insights into the time course of job satisfaction during the workweek and indicate a distinction between affective and cognitive components of job satisfaction.","PeriodicalId":503814,"journal":{"name":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","volume":"50 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139172218","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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