German Journal of Human Resource Management: Zeitschrift für Personalforschung最新文献_第2页

“Dear Manager, now I know what you expect”: Examining availability ambiguity in two studies “亲爱的经理，现在我知道你的期望了”:在两项研究中检验可用性歧义

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-09-04 DOI: 10.1177/23970022231196440

Clara Heissler, Sandra Ohly, M. Kern

{"title":"“Dear Manager, now I know what you expect”: Examining availability ambiguity in two studies","authors":"Clara Heissler, Sandra Ohly, M. Kern","doi":"10.1177/23970022231196440","DOIUrl":"https://doi.org/10.1177/23970022231196440","url":null,"abstract":"In the present study, we introduce the concept of availability ambiguity and propose that it extends our understanding of the consequences of availability expectations after hours beyond the absolute level perceived by employees. Thus, we investigated how the level and ambiguity of supervisors’ availability expectations contribute to ICT communication satisfaction, detachment, work-home interference, and exhaustion. Furthermore, we test the effectiveness of a training for supervisors aimed at encouraging them to be transparent about their availability expectations by making explicit agreements with their team. In cross-sectional Study 1, data from 235 individuals showed that availability ambiguity predicted detachment and work-home interference beyond the effect of availability expectations. This finding underscores the need for clear agreements, which was addressed in an intervention tested in the two-wave Study 2. Results from 62 subordinates at T1 and 33 at T2 belonging to 17 different supervisors who participated in the training indicated an increase in explicit agreements and a decrease in availability ambiguity, but no decrease in levels of availability expectations or emotional exhaustion and no increase in ICT communication satisfaction, detachment, or work-life balance. Taken together, our studies show that the ambiguity of availability expectations is a unique stressor that needs to be and can be targeted.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132482976","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}

引用次数: 0

Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype 太老了，不适合现代工作?这是对“现代工作年轻”刻板印象的一种显性和隐性衡量

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-08-31 DOI: 10.1177/23970022231195061

Ivana Drazic, C. Schermuly

{"title":"Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype","authors":"Ivana Drazic, C. Schermuly","doi":"10.1177/23970022231195061","DOIUrl":"https://doi.org/10.1177/23970022231195061","url":null,"abstract":"With organizational practices such as working from home, agile project management, and shared leadership, the world of work is becoming increasingly dynamic and flexible. Simultaneously, the workforce in most industrialized nations is getting older. We hypothesized that both an explicit and implicit stereotype exists that associates modern work practices (MWP) more strongly with younger workers than with older workers (i.e. modern-work-is-young stereotype). With a focus on other-stereotyping, we surveyed participants who identified as younger or middle-aged workers ( N = 186). Based on the contact hypothesis, we assumed that contact to older coworkers and contact with MWP are negatively related to both explicit and implicit endorsement of the modern-work-is-young stereotype. Furthermore, we examined differences in résumé evaluations for a job involving MWP, presenting an older and a younger hypothetical applicant. The results indicate the existence of a moderate explicit as well as implicit modern-work-is-young stereotype. The proposed contact hypothesis held true for the explicit but not for the implicit modern-work-is-young stereotype. Lastly, the younger applicant received significantly more positive evaluations than the older applicant, and only the explicit modern-work-is-young stereotype predicted the extent of age discrimination. The results suggest that the explicit modern-work-is-young stereotype can harm older employees and hamper intergenerational collaboration. These findings are especially important in times of demographic change, when workforces are becoming increasingly age-heterogeneous and retaining older workers seems more important than ever.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116823540","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}

引用次数: 0

Work hour mismatches and sickness absence and the moderating role of human resource practices: Evidence from Germany 工时错配、病假和人力资源实践的调节作用:来自德国的证据

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-08-28 DOI: 10.1177/23970022231193085

Ricarda Reich

{"title":"Work hour mismatches and sickness absence and the moderating role of human resource practices: Evidence from Germany","authors":"Ricarda Reich","doi":"10.1177/23970022231193085","DOIUrl":"https://doi.org/10.1177/23970022231193085","url":null,"abstract":"Working time mismatches – and especially overemployment – continue to be a highly relevant topic in German legislation, business practice and in research. However, it has been rather neglected in empirical absenteeism research. Therefore, the aim of this study is to examine the relationship between contractual overemployment, that is, the difference between contractual and preferred working hours, and sickness absence in Germany. Furthermore, this study explores the moderating role of HR practices (flexible work arrangements and part-time employment) on this relationship. Therefore, I conduct two-level negative binomial regression analyses, using data from the German Socio-economic panel (GSOEP). In line with the JD-R model, results indicate that overemployment (especially overemployment of 6–10 hours compared to a work hour match) is positively related to sickness absence. However, the moderating role of flexible work arrangements, that is, the buffer effect of working time autonomy on this link cannot be confirmed. Moreover, the results suggest that part-time employment amplifies the relationship between overemployment (1–5 hours) and sickness absence for females only. This study highlights the need to move away from standardised work hour arrangements. Indeed, it is one of the first studies that emphasises the role of preference-based contractual working hours in reducing absenteeism, also and especially because standard HR practices do not mitigate overemployment-related absenteeism, but can in fact exacerbate it. Furthermore, this study contributes to theory and literature, by extending the JD-R model to overemployment.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127770947","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}

引用次数: 0

Employer calling: Incidence and worker-level effects of on-call work in Germany 雇主呼叫:德国随叫随到工作的发生率和工人层面的影响

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-07-07 DOI: 10.1177/23970022231181142

Melanie Borah, Daniel Fackler, Jens Stegmaier, Eva Weigt

引用次数: 0

Flexible work arrangements in family firms: A socioemotional wealth perspective 家族企业的弹性工作安排:社会情感财富视角

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-03-23 DOI: 10.1177/23970022231163503

Luigi Stirpe

{"title":"Flexible work arrangements in family firms: A socioemotional wealth perspective","authors":"Luigi Stirpe","doi":"10.1177/23970022231163503","DOIUrl":"https://doi.org/10.1177/23970022231163503","url":null,"abstract":"This study investigates the use and effects of Flexible Work Arrangements (FWAs) across family and non-family firms. Drawing on the Socioemotional Wealth (SEW) model, first, I theorise on family firms’ attitude towards FWAs. I anticipate that, although FWAs may deliver employee and organisational advantages, family firms are less likely to adopt them because they reduce employee visibility and presence, thus threatening their ability to control the workforce (i.e. an essential component of their SEW). Second, I extend application of the SEW model to the analysis of the influence of family on the effects of FWAs. I posit that the pursuit of control provides a less-than-optimal ground for these arrangements to thrive in family firms, thus reducing their workforce outcomes. The hypotheses proposed are tested via ordinary least square regressions on a sample of 781 highly diverse workplaces operating in different industries and sectors in the UK. The results obtained shed light on the stance family firms take when addressing workforce management decisions and offer novel insights into the distinctiveness of these firms as employers, supporting the view that they tend to be agentic towards the workforce. Importantly, the findings here also draw attention to critical challenges family firms may face when competing for talent, particularly at the current time when the shift towards flexible work is accelerating dramatically.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"116 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121514222","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}

引用次数: 0

Leadership competencies for digital transformation: An exploratory content analysis of job advertisements 数字化转型的领导能力:招聘广告的探索性内容分析

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-02-01 DOI: 10.1177/23970022221087252

Katharina Gilli , M. Nippa, Michael Knappstein

{"title":"Leadership competencies for digital transformation: An exploratory content analysis of job advertisements","authors":"Katharina Gilli , M. Nippa, Michael Knappstein","doi":"10.1177/23970022221087252","DOIUrl":"https://doi.org/10.1177/23970022221087252","url":null,"abstract":"Harnessing the opportunities of emerging information technologies is one of the great challenges companies are facing today. To successfully master digital transformation, organizations need leaders who can grasp the opportunities of digitalization for their business and transform them into new business models. Aiming at providing empirical evidence regarding competencies sought by practitioners for managing digital transformation, we analyze 239 job advertisements targeting digital transformation experts and examine the skills and traits explicitly called for. Our results reveal that technical skills and in-depth expertise in information technologies play only a secondary role in job requirement profiles. Like in earlier strategic change processes, digital transformation experts should primarily possess collaboration, strategic thinking, leadership, customer orientation, and communication skills. Moreover, in contrast to purely conceptual studies limited to skills and abilities, our analyses emphasize the importance of specific personality traits, such as proactivity and creativity, since these are often explicitly mentioned in corresponding job advertisements.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131465712","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}

引用次数: 11

Special Issue: Pay Disclosure: Implications for HRM 特刊:薪酬披露:对人力资源管理的启示

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2023-01-23 DOI: 10.1177/23970022231151371

引用次数: 0

A scenario-based quasi-experimental study of co-workers’ cognitive responses to an individual’s resource-focused job crafting 一项基于场景的准实验研究，研究同事对个人以资源为中心的工作制作的认知反应

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2022-12-29 DOI: 10.1177/23970022221145145

Danina Mainka, Stefan Süß

{"title":"A scenario-based quasi-experimental study of co-workers’ cognitive responses to an individual’s resource-focused job crafting","authors":"Danina Mainka, Stefan Süß","doi":"10.1177/23970022221145145","DOIUrl":"https://doi.org/10.1177/23970022221145145","url":null,"abstract":"Research on job crafting has demonstrated a more positive effect of an individual’s approach crafting on co-workers and supervisors compared to the effect of avoidance crafting, but how the availability of resources and demands affects this relationship remains unclear. Our study investigates co-workers’ cognitive responses to an individual’s resource-focused job crafting when resources are finite. We applied a scenario-based quasi-experimental research design to test the moderating effect of resource availability on the relationship between an individual’s resource-focused job crafting and co-workers’ evaluation. The results show that co-workers rate avoidance resources crafting as more destructive than approach resources crafting. When an individual steps away from unlimited resources, co-workers perceive the behavior more negatively than they do when the individual avoids limited resources. For approaching resources, the effect is reversed. The study provides insights into co-workers’ responses to job crafting and the influence of contextual factors.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131885825","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}

引用次数: 1

The role of supervisor support for dealing with customer verbal aggression. Differences between ethnic minority and ethnic majority workers 主管在处理客户言语攻击时的支持角色。少数民族和多数民族工人的差异

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2022-12-21 DOI: 10.1177/23970022221140560

Franziska J. Kößler, Jana B. Wilbert, Susanne Veit, A. Hoppe

{"title":"The role of supervisor support for dealing with customer verbal aggression. Differences between ethnic minority and ethnic majority workers","authors":"Franziska J. Kößler, Jana B. Wilbert, Susanne Veit, A. Hoppe","doi":"10.1177/23970022221140560","DOIUrl":"https://doi.org/10.1177/23970022221140560","url":null,"abstract":"Customer verbal aggression is a core social stressor among retail workers which impairs wellbeing via emotional dissonance. This study examined two moderators—supervisor support and ethnic minority status—in this well-established relationship. In addition, it tested a moderated moderated mediation model to explore whether the moderation effects of supervisor support on the indirect relationship between customer verbal aggression and wellbeing (measured as positive affect) via emotional dissonance vary between ethnic minority and ethnic majority workers. Retail workers of one retail chain ( N = 603) completed our paper-pencil survey at two measurement points. Path modeling showed that emotional dissonance mediates between customer verbal aggression and positive affect. Taken alone, neither supervisor support nor ethnic minority status moderated this relationship. However, their combination had a significant moderating effect; supervisor support moderated the indirect effect of customer verbal aggression on positive affect through emotional dissonance only among ethnic minority workers. Surprisingly, supervisor support amplified this mediation. We discuss our findings by considering the role of supervisor support and the status of ethnic minority workers.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125353895","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}

引用次数: 0

Aligning working in an organization with teaching yoga: An investigation into personally meaningful work 将组织工作与瑜伽教学结合起来:对个人有意义工作的调查

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2022-10-25 DOI: 10.1177/23970022221127009

Julia Hufnagel, Katharina S. Spraul

引用次数: 0