German Journal of Human Resource Management-Zeitschrift Fur Personalforschung最新文献

The innovative power of actual–desired misfit in task identity: The mediating role of job crafting 任务认同中实际期望不匹配的创新能力:工作制作的中介作用

3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2023-09-25 DOI: 10.1177/23970022231197515

Tomislav Hernaus, Matej Černe, Marjolein C. J. Caniëls

{"title":"The innovative power of actual–desired misfit in task identity: The mediating role of job crafting","authors":"Tomislav Hernaus, Matej Černe, Marjolein C. J. Caniëls","doi":"10.1177/23970022231197515","DOIUrl":"https://doi.org/10.1177/23970022231197515","url":null,"abstract":"A degree of task completeness—a consequence of the division of labor and job specialization—might play an important role in employees’ motivation to be creative/innovative. While there is no consensus on whether having well-rounded or task-specialized work is optimal for employees’ innovative work behavior (IWB), we entertain the possibility that the preferred amount of this job attribute may condition individual reactions to a particular task structure. Moving beyond a traditional fit/misfit perspective of perceiving individuals as passive respondents, we expect that task-identity discrepancy (actual vs desired) triggers an employee to respond proactively by exhibiting job crafting, resulting in more frequent IWB. We test our hypotheses with mediated polynomial regression analyses based on a multi-source time-lagged field study of 184 professionals in a European bank and an experimental study with 81 students at an EU-based university. The results indicate that task-identity incongruence indirectly drives IWBs more than congruence. Specifically, both task-identity overfit (actual > desired) and task-identity underfit (desired > actual) are positively predicting IWB through job crafting as a coping mechanism for employees to adjust their work and unleash the innovative power from the experienced incongruence.","PeriodicalId":43391,"journal":{"name":"German Journal of Human Resource Management-Zeitschrift Fur Personalforschung","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135815583","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Distributed interactive decision-making for sustainable careers: How do executives interact with their career context when making decisions to sustain their careers? 可持续职业生涯的分布式互动决策:在做出维持职业生涯的决策时，高管如何与他们的职业环境互动?

3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2023-09-12 DOI: 10.1177/23970022231196425

Helen Hallpike, Gaëlle Vallée-Tourangeau, Beatrice Van der Heijden

{"title":"Distributed interactive decision-making for sustainable careers: How do executives interact with their career context when making decisions to sustain their careers?","authors":"Helen Hallpike, Gaëlle Vallée-Tourangeau, Beatrice Van der Heijden","doi":"10.1177/23970022231196425","DOIUrl":"https://doi.org/10.1177/23970022231196425","url":null,"abstract":"This interdisciplinary research explored how executives make decisions which shape their career trajectories and sustain their careers. We selected executives so that our sample would consist of decision-makers with sufficient capital resources to support a range of career choices. In our analysis we applied a recent framework of distributed interactive decision-making, which proposes that decisions are shared interactions between personal and contextual agents. We conducted 40 semi-structured interviews with executives who are MBA Alumni of a leading global business school to investigate how they made their career decisions. We conducted thematic analysis using NVivo qualitative analysis software to identify the decision-makers in each decision and their levels of agentic participation. Our results reveal that: (1) (a) executive career decision-making is distributed between the person and a range of active stakeholders in their career context, and (b) stakeholders along with influences together form a decision-making unit (DMU), whose composition changes according to the circumstances; (2) each member of the DMU may participate at a different level in each career decision, along an interactive continuum which ranges from proactive decision-making, driven by the individual, to reactive decision-making, driven by other decision-makers in the career context. These findings have implications for individuals, career counselors and human resource managers: we identify the DMU of various participants in career decisions and their level of active contribution to the decision outcomes, in order to develop sustainable career management strategies and processes. This is original interdisciplinary research, combining and applying recent theories of distributed decision-making for the first time in empirical research into sustainable careers.","PeriodicalId":43391,"journal":{"name":"German Journal of Human Resource Management-Zeitschrift Fur Personalforschung","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135878753","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The multifaceted influence of age on employee work engagement: Examining the interactive effects of chronological age, relational age, and perceived age-related treatment 年龄对员工工作投入的多方面影响:考察实足年龄、关系年龄和感知年龄相关待遇的互动效应

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2022-11-19 DOI: 10.1177/23970022221138056

Alessia Sammarra, Silvia Profili, R. Peccei

{"title":"The multifaceted influence of age on employee work engagement: Examining the interactive effects of chronological age, relational age, and perceived age-related treatment","authors":"Alessia Sammarra, Silvia Profili, R. Peccei","doi":"10.1177/23970022221138056","DOIUrl":"https://doi.org/10.1177/23970022221138056","url":null,"abstract":"Building upon and extending prior research, this study examines the interplay between chronological age, relational age, and perceived age-related treatment in predicting work engagement. While previous studies have often examined these three facets of age in isolation from one another, this article develops an integrative framework that combines life span theories with relational demography and age-related treatment studies. Findings from a sample of 434 school teachers from 16 schools in Italy supported the hypothesis that the three-way interaction between relational age, chronological age and age-related treatment generates asymmetrical effects on work engagement. Specifically, at high levels of perceived positive age-related treatment, relational age was positively associated with older workers’ engagement, while greater relational age was associated with reduced work engagement when older workers perceived that they were treated unfairly based on their age. In contrast, among younger workers, work engagement was positively related to perceived positive age-related treatment whatever the level of relational age.","PeriodicalId":43391,"journal":{"name":"German Journal of Human Resource Management-Zeitschrift Fur Personalforschung","volume":null,"pages":null},"PeriodicalIF":3.8,"publicationDate":"2022-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44665610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Health-oriented leadership: Antecedents of leaders’ awareness regarding warning signals of emerging depression and burnout 健康导向的领导:领导者对新出现的抑郁和倦怠警告信号的意识的前因

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2022-10-29 DOI: 10.1177/23970022221130754

S. Pischel, J. Felfe, Annika Krick

{"title":"Health-oriented leadership: Antecedents of leaders’ awareness regarding warning signals of emerging depression and burnout","authors":"S. Pischel, J. Felfe, Annika Krick","doi":"10.1177/23970022221130754","DOIUrl":"https://doi.org/10.1177/23970022221130754","url":null,"abstract":"Due to growing demands, there is an increase in depression and burnout causing sickness absence and early retirement. Detecting depression and burnout at an early stage is a crucial task for leaders to allow for early support and prevent more severe illnesses. Within the health-oriented leadership concept, awareness is the ability to recognize followers’ warning signals as a potential health risk. Although it is widely accepted that awareness is a precondition to taking appropriate action, it is yet unclear to what extent leaders recognize the warning signals of followers and which factors facilitate or impede awareness. In an experimental study (N = 54) and a survey study (N = 215) we examined antecedents of awareness in followers and leaders: (a) clarity of displayed warning signals in followers, (b) leaders’ stressors, (c) leaders’ autonomy. Even under favorable conditions, only about half of the leaders recognized warning signals as a health risk. Leaders showed lower awareness during times of high stress and low autonomy and when followers displayed less clear warning signals. Autonomy moderated the effect of stress (workload) on awareness, but there was no buffering effect as expected. The findings deepen the theoretical understanding of awareness and suggest that leaders need to know how their awareness may be impeded. We provide practical recommendations for human resource management on how leaders’ awareness can be fostered.","PeriodicalId":43391,"journal":{"name":"German Journal of Human Resource Management-Zeitschrift Fur Personalforschung","volume":null,"pages":null},"PeriodicalIF":3.8,"publicationDate":"2022-10-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46381039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

‘Beyond the clash?’: Union–management partnership through social dialogue on sustainable HRM. Lessons from Belgium “冲突之外?”:通过可持续人力资源管理的社会对话建立工会-管理伙伴关系。比利时的经验教训

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2022-02-01 DOI: 10.1177/2397002221995807

Peggy De Prins

引用次数: 2

Improving executive compensation in the fossil fuel sector to influence green behaviors 提高化石燃料行业高管薪酬，以影响环保行为

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2020-08-01 DOI: 10.1177/23970022221137657

R. Crichton, P. Shrivastava, Thomas J. Walker, Faraz Farhidi, Vindhya Weeratunga, D. Renwick

引用次数: 1

The paradox of serving: Can genuine servant leadership gain followers’ respect for the leader? Evidence from Germany and Lithuania 服务的悖论:真正的仆人式领导能赢得追随者对领导者的尊重吗?来自德国和立陶宛的证据

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2018-09-18 DOI: 10.1177/2397002218793840

Armin Pircher Verdorfer

{"title":"The paradox of serving: Can genuine servant leadership gain followers’ respect for the leader? Evidence from Germany and Lithuania","authors":"Armin Pircher Verdorfer","doi":"10.1177/2397002218793840","DOIUrl":"https://doi.org/10.1177/2397002218793840","url":null,"abstract":"A growing body of research shows that servant leadership is related to important organizational outcomes. Yet far less attention has been given to the mechanisms of servant leadership. This is particularly true for those dimensions of servant leadership that are inherently paradoxical and run counter to the common notion of leaders as strong influencers. In an effort to contribute to servant leadership research, this study investigated the relation between perceived genuine servant leadership behaviours (i.e. standing back, humility, authenticity) and respect for the leader, reflecting followers’ acceptance of their leader’s influence. Survey data were collected from 438 employees from various organizations in Germany and Lithuania and analysed via multi-group structural equation modelling. Results showed that the positive relation between perceived genuine servant leadership and respect for the leader was sequentially mediated by followers’ perceptions of alignment with ideal leader prototype and personal identification with the leader. Overall, this study elucidates the interplay between leadership and service, enhancing the understanding of how perceived genuine servant leadership has positive effects on followers. By drawing on two samples from different cultural clusters, this study strengthens the validity of the results and thus also contributes more generally to the cross-cultural applicability of servant leadership.","PeriodicalId":43391,"journal":{"name":"German Journal of Human Resource Management-Zeitschrift Fur Personalforschung","volume":null,"pages":null},"PeriodicalIF":3.8,"publicationDate":"2018-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2397002218793840","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65967399","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Nurses' Perception of Feedback on Quality Measurements: Development and Validation of a Measure 护士对质量测量反馈的感知:一种测量方法的开发与验证

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2014-08-01 DOI: 10.1177/239700221402800305

S.J.H. Giesbers, R. Schouteten, E. Poutsma, B. Heijden, T. Achterberg

引用次数: 6

Everything must change in order to stay the same 为了保持不变，一切都必须改变

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2012-01-01 DOI: 10.1688/1862-0000_ZFP_2012_01_DISCOURSE

Ronald Hartz

引用次数: 2

On the motives and needs for work beyond age 65: Comparing voluntary workers versus agency workers: Arbeit jenseits der 65 65岁以后工作的动机和需要:比较志愿工作者和机构工作者:Arbeit jenseits der 65

IF 3.8 3区管理学

German Journal of Human Resource Management-Zeitschrift Fur Personalforschung Pub Date : 2012-01-01 DOI: 10.1688/1862-0000_ZFP_2012_02_TORKA

N. Torka, I. Goedegebure, I. V. Ewijk, J. C. Looise

引用次数: 3