German Journal of Human Resource Management: Zeitschrift für Personalforschung最新文献_第5页

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China 虚拟工作强度、工作满意度及工作家庭平衡的中介作用:德国和中国员工的研究

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-06-11 DOI: 10.1177/2397002221998227

Feng Qiu, T. Dauth

{"title":"Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China","authors":"Feng Qiu, T. Dauth","doi":"10.1177/2397002221998227","DOIUrl":"https://doi.org/10.1177/2397002221998227","url":null,"abstract":"This paper targets virtual work, an increasingly crucial alternative work arrangement in today’s interconnected world. Based on a survey of 308 employees working in Germany and China, we investigate the relationship between virtual work intensity, work-family balance, and job satisfaction through a mediator model. We find empirical evidence for an inverted U-shaped relationship between virtual work intensity and job satisfaction. When virtual work intensity is below a particular level, it is positively related to job satisfaction. However, increasing virtual work intensity begins to decrease job satisfaction when this threshold is exceeded. Our findings suggest this relationship between virtual work intensity and job satisfaction is mediated by work-family balance. Furthermore, empirical evidence demonstrates that the inverted U-shaped relationship has different optimums in different cultures. The research outcome demonstrates that the threshold is lower for Chinese employees than their German colleagues. This paper contributes to literature relating to job satisfaction, work-family balance, and virtual work by focusing on individual virtual work outcomes in a cross-cultural context. It also attempts to provide an alternative explanation for the generative mechanism of the impact of virtual work intensity on job satisfaction.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"110 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127115583","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: 3

Collective resources for individual recovery: The moderating role of social climate on the relationship between job stressors and work-related rumination – A multilevel approach 个体恢复的集体资源:社会气候对工作压力源与工作反刍关系的调节作用——一个多层次的方法

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-03-25 DOI: 10.1177/23970022211002361

R. Pauli, J. Lang

{"title":"Collective resources for individual recovery: The moderating role of social climate on the relationship between job stressors and work-related rumination – A multilevel approach","authors":"R. Pauli, J. Lang","doi":"10.1177/23970022211002361","DOIUrl":"https://doi.org/10.1177/23970022211002361","url":null,"abstract":"In this study, we link cognitive processes of recovery to the social context in which employees experience job stressors. The aim was to examine how the social context in which employees experience work stressors is associated with individuals’ work-related thoughts in nonwork time and thus may prolong work-related mental efforts beyond working hours. We used aggregated individual ratings on social relations with colleagues and supervisors as a primer for social climate within workgroups, calculated the rate of permanent employment contracts per workgroup as a proxy for the stability of social relations within workgroups and used organizational affiliations to specify job settings in terms of routine versus creative tasks. Drawing on cross-sectional data from a psychosocial risk assessment and occupational health promotion survey of N = 1836 employees in 118 workgroups with different occupations at a German university, we tested multilevel random-coefficient models for affective rumination and problem-solving pondering. Results indicated a negative association of collegial climate with affective rumination but no association with problem-solving pondering. Supervisory climate was unrelated to both types of ruminative thinking. The stability of social relations within workgroups was negatively associated with affective rumination as well as with problem-solving pondering, whereas the job setting was only associated with problem-solving pondering. A cross-level interaction indicated a positive moderation effect of collegial climate on the relationship between job stressors and affective rumination. The findings indicate that a positive collegial climate can buffer the negative impact of low to average levels of job stressors on work-related thoughts and lead to the conclusion that the social context in which job stressors are experienced may alter individuals’ ability to mentally unwind from work.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121847906","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: 8

Always on, never done? How the mind recovers after a stressful workday? 总是在做，从来没有做过?在紧张的工作日后，大脑是如何恢复的?

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-03-24 DOI: 10.1177/23970022211004598

Johannes Wendsche, J. Bloom, Christine J. Syrek, Tim Vahle-Hinz

引用次数: 12

Recovery in occupational health psychology and human resource management research: An Interview with Prof. Sabine Sonnentag and Prof. Ute Stephan 职业健康心理学和人力资源管理研究中的康复:访谈Sabine Sonnentag教授和Ute Stephan教授

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-03-19 DOI: 10.1177/23970022211004599

S. Sonnentag, U. Stephan, Johannes Wendsche, J. Bloom, Christine J. Syrek, Tim Vahle-Hinz

{"title":"Recovery in occupational health psychology and human resource management research: An Interview with Prof. Sabine Sonnentag and Prof. Ute Stephan","authors":"S. Sonnentag, U. Stephan, Johannes Wendsche, J. Bloom, Christine J. Syrek, Tim Vahle-Hinz","doi":"10.1177/23970022211004599","DOIUrl":"https://doi.org/10.1177/23970022211004599","url":null,"abstract":"While academic research on recovery was rather segregated between occupational health psychology and management research at the beginning of the 20s century and streams of research developed independently, recent developments hint at a closing divide and better integration of recovery research across disciplines. This for example becomes evident in publications of researchers across the traditional outlets within both fields, as well as increasing close collaborations of researchers firmly rooted in one of the fields. In preparation of this special issue, the editors were interested in whether this development represents a convergence or even a true merging of research in these different disciplines. We therefore interviewed Prof. Sabine Sonnentag as expert from occupational health psychology research and Prof. Ute Stephan with expertise in management research. Both are excellent and world-famous researchers in their disciplines. We discussed the current state, the advances during the last years, and the future directions of recovery research in their respective fields. We also talked about their perspectives on integrative topics and about specific issues in both domains that might stimulate a new recovery management research agenda.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"123 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122231738","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: 6

Does gender diversity in supervisory boards affect gender diversity in management boards in Germany? An empirical analysis 监事会的性别多样性是否影响德国管理委员会的性别多样性?实证分析

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-02-25 DOI: 10.1177/2397002221997148

Dennis Fleischer

{"title":"Does gender diversity in supervisory boards affect gender diversity in management boards in Germany? An empirical analysis","authors":"Dennis Fleischer","doi":"10.1177/2397002221997148","DOIUrl":"https://doi.org/10.1177/2397002221997148","url":null,"abstract":"Social aspects like gender diversity in the boardroom are becoming increasingly relevant and are a popular topic of public debate in the context of gender equality in business. However, there is little clarity about the potential spill-over effects of gender diversity. Both theory and empirical results have led to ambiguous conclusions with respect to the effect of gender diversity in the supervisory board on gender diversity in the management board. In addition, it is not clear whether the German gender quota legislation positively affects this relationship. This study analyses whether gender diversity in the supervisory board supports the gender diversity of the management board, and whether this relationship is affected by the gender quota legislation, focusing on the unique case of Germany. To cope with endogeneity concerns, this study employs a cross-lagged panel model with fixed effects using maximum likelihood structural equation modelling. The results of the analysis of the impact of the number of female supervisory board members on the number of female management board members do not support the view of positive spill-over effects of gender diversity in the environment of the German two-tier corporate governance system. Furthermore, this study finds no evidence of an effect of the German gender quota on this relationship. JEL Codes G38, M12, M14, M51","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121758410","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: 3

Double-edged effects of work-related technology use after hours on employee well-being and recovery: The role of appraisal and its determinants 下班后使用与工作相关的技术对员工幸福感和恢复的双刃剑效应:评估的作用及其决定因素

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-02-24 DOI: 10.1177/2397002221995797

Kathrin Reinke, Sandra Ohly

{"title":"Double-edged effects of work-related technology use after hours on employee well-being and recovery: The role of appraisal and its determinants","authors":"Kathrin Reinke, Sandra Ohly","doi":"10.1177/2397002221995797","DOIUrl":"https://doi.org/10.1177/2397002221995797","url":null,"abstract":"Research suggests that work-related use of information and communication technologies (ICTs) after hours involves both harms and benefits for employee well-being. Yet, these findings are mainly based on examining the extent of ICT use as the focal construct of interest. Based on cognitive appraisal theories of stress, we argue that research needs to include individuals’ evaluation of their work-related ICT use after hours as well as the conditions shaping this appraisal to explain double-edged effects of ICT use on well-being. Thus, we investigate (1) how situational and personal factors influence whether work-related ICT use after hours is evaluated as positive or negative, and (2) how these factors and ICT use appraisal relate to employee well-being and recovery, beyond the extent of ICT use. We collected data in a daily diary study over five consecutive days. Multilevel path analyses with data from 51 employees and 151 daily observations indicated that goal progress and autonomous motivation for ICT use were positively related to positive ICT use appraisal. Besides, goal progress predicted less and overload predicted more negative ICT use appraisal. In turn, ICT use appraisal was associated with employees’ affective states and psychological detachment in the evening, beyond the extent of ICT use. Additionally, we found several indirect effects of goal progress and overload on employee well-being and recovery via ICT use appraisal. Our findings emphasize the need to investigate ICT usage experiences to explain the double-edged consequences of work-related ICT use after hours on employee well-being.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127963347","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: 16

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-02-11 DOI: 10.1177/2397002221992549

Eberhard Thörel, Nina Pauls, A. Göritz

{"title":"Work-related extended availability, psychological detachment, and interindividual differences: A cross-lagged panel study","authors":"Eberhard Thörel, Nina Pauls, A. Göritz","doi":"10.1177/2397002221992549","DOIUrl":"https://doi.org/10.1177/2397002221992549","url":null,"abstract":"Work-related extended availability (WREA) refers to employees being available for work-related matters during leisure time. Although studies have suggested negative effects of WREA on employee health, there is a scarcity of longitudinal research especially studies trying to disentangle how WREA may impact health. Moreover, there are only few studies dealing with interindividual differences in the effects of WREA on health. These aspects are crucial as they can help laying a foundation for interventions that help coming to terms with negative effects of WREA. The current study implemented a cross-lagged panel design with three waves to clarify how effects of WREA unfold and whether there are interindividual differences. Based on the stressor-detachment-model and person-environmental-fit theory, we proposed that (1) the relationship between WREA and sleep as well as between WREA and exhaustion is mediated by psychological detachment, and (2) that the relationship between WREA and the outcomes is moderated by segmentation preferences. In total, 528 employees (320 women, mean age = 48 years) participated in the study. Although there was a cross-lagged negative association between WREA and detachment, we did not find an indirect relationship between WREA and either sleep or exhaustion via detachment. Moreover, we did not find evidence for interindividual differences in the effects of WREA on any of the outcomes. On the basis of the negative cross-lagged relationship between WREA and detachment from work, we recommend organizations to discourage employees from WREA, because failure to regularly recover from work may lead to health issues in the long run.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115638651","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: 9

Developments in the HRM–Performance Research stream: The mediation studies 人力资源管理绩效研究进展:中介研究

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-02-01 DOI: 10.1177/2397002220986943

S. Wood

{"title":"Developments in the HRM–Performance Research stream: The mediation studies","authors":"S. Wood","doi":"10.1177/2397002220986943","DOIUrl":"https://doi.org/10.1177/2397002220986943","url":null,"abstract":"Testing Human Resource Management (HRM)’s effect on organisational performance has been a core part of HRM research over the past 25 years. Whereas pioneering studies in the field neglected the mechanisms explaining this relationship, treating it as a ‘black box’, in the last decade the focus has been on examining the mediators of this relationship. Most recently, a series of reviews has been more critical of the field, particularly highlighting its diversity and underplaying of employee involvement, a concern central to its inception. This paper assesses these mediation studies in the light of these concerns, which provide criteria by which I summarise them and assess the extent to which they have advanced the field. The analysis demonstrates that the main problems of the black-box studies remain: the misalignment of the use of additive indexes and the theory of synergistic relationships, confusion over analysis methods, inadequate justification of the selection of practices in the empirical investigations, and under-representation of employee involvement. The researchers continue to present the field as a unified one. However, since the majority of studies are centred on high-performance work systems, there is a clear schism across them between these studies and those centred on high-involvement management. The paper reinforces the importance of this distinction, on the basis that a high-performance work system is a technology, a set of sophisticated personnel practices, whereas high-involvement management is a managerial philosophy or orientation towards fostering employee involvement. The paper concludes by suggesting ways of overcoming the recurring problems in HRM–performance research, and how these vary between the two perspectives.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127894495","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: 16

Linking authentic leadership, moral voice and silence—A serial mediation model comprising follower constructive cognition and moral efficacy 真实领导、道德发声与沉默的关联——追随者建设性认知与道德效能的序列中介模型

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2021-01-09 DOI: 10.1177/2397002220984440

Dirk Frömmer, Gustav Hollnagel, Luise Franke-Bartholdt, A. Strobel, J. Wegge

{"title":"Linking authentic leadership, moral voice and silence—A serial mediation model comprising follower constructive cognition and moral efficacy","authors":"Dirk Frömmer, Gustav Hollnagel, Luise Franke-Bartholdt, A. Strobel, J. Wegge","doi":"10.1177/2397002220984440","DOIUrl":"https://doi.org/10.1177/2397002220984440","url":null,"abstract":"Authentic leadership is widely considered a positive form of moral leadership that emphasizes a leader’s self-awareness, self-concordance, and modeling of self-regulatory behaviors. It is expected that authentic leaders foster moral employee behavior. However, empirical evidence for this assumption with a clear focus on the moral domain is still rather scarce. Furthermore, little is known about mediating mechanisms, especially pertaining to self-regulation of followers. Our research focused on two important facets of moral employee behavior: voice and silence. We (a) examined relationships between authentic leadership, moral voice, and two major forms of moral silence (quiescent and acquiescent) and (b) tested follower constructive cognition and moral efficacy as self-regulatory mechanisms in a serial mediation model. We conducted a cross-sectional study with employees from different organizations (n = 295). As expected, analyses indicated that authentic leadership is positively related to self-reported voice and negatively to self-reported silence on moral issues. Pertaining to the outcomes quiescent moral silence and moral voice, results revealed a serial mediation effect via constructive cognition and moral efficacy. Furthermore, unique indirect effects of each mediator were found. Thus, authentic leadership can enhance moral behavior mediated by follower constructive cognition and moral efficacy. Based on these insights, new interventions for overcoming silence and promoting voice in organizations can be designed.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"72 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128288428","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: 3

Everything comes at a price: The influence of job seekers’ motives on preference in the trade-off between pay and leisure 一切都是有代价的:求职者的动机对工资和休闲之间权衡的影响

German Journal of Human Resource Management: Zeitschrift für Personalforschung Pub Date : 2020-12-15 DOI: 10.1177/2397002220981961

Julia K. de Groote, Marc Grütter, Andri Koch

{"title":"Everything comes at a price: The influence of job seekers’ motives on preference in the trade-off between pay and leisure","authors":"Julia K. de Groote, Marc Grütter, Andri Koch","doi":"10.1177/2397002220981961","DOIUrl":"https://doi.org/10.1177/2397002220981961","url":null,"abstract":"Recruitment research has often neglected behavioral outcomes in the context of job choice acceptance, and insight into the relationship between individual differences and recruitment outcomes remains scarce. The present paper investigates how the need for achievement, the need for power, and the need for affiliation are related to the preference for either higher pay or more leisure, and we model this relationship as a trade-off. We test our hypotheses with data from 605 individuals. To measure job offer acceptance, we develop a new methodology that allows participants to choose between a set of contracts that are customized for each participant based on individual reference points. We find that the need for achievement and the need for power are significantly positively related to the preference for higher pay, which results in less leisure. We do not find a significant direct effect of the need for affiliation. We discuss the implications of the study in relation to the needs-supplies fit perspective and show the practical applicability of our approach to customizing working contracts.","PeriodicalId":206271,"journal":{"name":"German Journal of Human Resource Management: Zeitschrift für Personalforschung","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126506731","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