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Zeitschrift Fur Arbeits-Und Organisationspsychologie最新文献

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Factors Driving Employeesʼ Intention to Stay 推动员工留下意愿的因素
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-10-16 DOI: 10.1026/0932-4089/a000313
Elena Bender, N. Schaper, M. Schürmann
{"title":"Factors Driving Employeesʼ Intention to Stay","authors":"Elena Bender, N. Schaper, M. Schürmann","doi":"10.1026/0932-4089/a000313","DOIUrl":"https://doi.org/10.1026/0932-4089/a000313","url":null,"abstract":"Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"48 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91140719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Ratgeber Burnout
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-10-01 DOI: 10.1026/0932-4089/a000314
B. Klofat
{"title":"Ratgeber Burnout","authors":"B. Klofat","doi":"10.1026/0932-4089/a000314","DOIUrl":"https://doi.org/10.1026/0932-4089/a000314","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"25 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80270012","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Selbstregulation im Bewerbungsprozess 面试过程中自我参照
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-03 DOI: 10.1026/0932-4089/A000299
Anne Traum
{"title":"Selbstregulation im Bewerbungsprozess","authors":"Anne Traum","doi":"10.1026/0932-4089/A000299","DOIUrl":"https://doi.org/10.1026/0932-4089/A000299","url":null,"abstract":"Zusammenfassung. Der Affekt (AV) von Bewerberinnen und Bewerbern ( N = 173) und seine Änderungen im Bewerbungsprozess wurde basierend auf der Selbstregulations-Theorie untersucht. Der Affekt wurde erstmals explizit und implizit unmittelbar vor und nach typischen Aufgaben (Stellenauswahl, Interview) in einem realitätsnah simulierten, mehrwöchigen Bewerbungsprozess erfasst. Die Auswertung erfolgte mittels 2-faktoriellem between-within-subjects-Design mit den Faktoren (UV ) Handlungskontrolle und Bewerbungsprozess. Separate Analysen zeigen signifikante Haupteffekte ( p < .001) von Bewerbungsprozess und Handlungskontrolle auf den positiven und negativen expliziten und den negativen impliziten Affekt. Handlungsorientierte Bewerberinnen und Bewerber berichten mehr positiven Affekt (explizit) und weniger negativen Affekt (explizit, implizit) als lageorientierte Bewerberinnen und Bewerber. Die Korrelation impliziten und expliziten negativen Affekts vor und nach dem Interview ähnelt der unter neutralen Bedingungen. Die Befunde sprechen für vorteilhafte Selbstdarstellung, jedoch nicht für eine Verstellung der Bewerberinnen und Bewerber. Handlungskontrolle beeinflusst den impliziten und expliziten Affekt der Bewerbenden und so ihre affektive Selbstpräsentation.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"14 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84109411","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Bekanntes und Neues: Ein Pool erfahrungsorientierter Übungen 众所周知，最新的，爱好隐性练习
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-03 DOI: 10.1026/0932-4089/A000302
A. Koch
{"title":"Bekanntes und Neues: Ein Pool erfahrungsorientierter Übungen","authors":"A. Koch","doi":"10.1026/0932-4089/A000302","DOIUrl":"https://doi.org/10.1026/0932-4089/A000302","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"113 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79416252","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Entwicklung eines Fragebogens zur Erfassung zentraler Merkmale der Arbeit 4.0 制定关于工作中中心特征的调查问卷
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-03 DOI: 10.1026/0932-4089/A000298
Ute Poethke, K. N. Klasmeier, Mathias Diebig, N. Hartmann, Jens Rowold
{"title":"Entwicklung eines Fragebogens zur Erfassung zentraler Merkmale der Arbeit 4.0","authors":"Ute Poethke, K. N. Klasmeier, Mathias Diebig, N. Hartmann, Jens Rowold","doi":"10.1026/0932-4089/A000298","DOIUrl":"https://doi.org/10.1026/0932-4089/A000298","url":null,"abstract":"Zusammenfassung. Ziel dieses Beitrages ist es, ein Fragebogeninstrument zur Erfassung zentraler Merkmale der Arbeit 4.0 vorzustellen. Kerndimensionen des Fragebogens sind die Digitalisierung von Arbeitsprozessen, die Flexibilisierung der Arbeit in räumlicher und zeitlicher Hinsicht, die Entgrenzung der Arbeitstätigkeit, sowie die Möglichkeit zur Mitbestimmung bei der Arbeit und deren subjektive Relevanz. Die Faktorstruktur der erfassten fünf Dimensionen erweist sich als replizierbar stabil. Die Dimensionen lassen sich mittels konfirmatorischer Faktorenanalysen von verwandten Dimensionen des Job Diagnostic Survey ( JDS) und des Copenhagen Psychosocial Questionnaire ( COPSOQ) trennen. In Bezug auf die Vorhersage von Außenkriterien besitzen die fünf Dimensionen inkrementelle Validität über den JDS hinaus. Insgesamt sprechen die Ergebnisse aus fünf unabhängig durchgeführten Erhebungen dafür, dass der Fragebogen ein kurzes, reliables und valides Instrument zur Erfassung zentraler Merkmale der modernen Arbeitswelt darstellt.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"25 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88268255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 12
Compensatory Coping Through the Extension of Working Hours 通过延长工作时间补偿性应对
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-03 DOI: 10.1026/0932-4089/A000285
Maie Stein, Sylvie Vincent-Höper, N. Deci, S. Gregersen, A. Nienhaus
{"title":"Compensatory Coping Through the Extension of Working Hours","authors":"Maie Stein, Sylvie Vincent-Höper, N. Deci, S. Gregersen, A. Nienhaus","doi":"10.1026/0932-4089/A000285","DOIUrl":"https://doi.org/10.1026/0932-4089/A000285","url":null,"abstract":"Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"8 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73182196","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
Having Workplace Friends Is Not Always Fun 职场朋友并不总是有趣的
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-03 DOI: 10.1026/0932-4089/A000300
Sabine Hommelhoff
{"title":"Having Workplace Friends Is Not Always Fun","authors":"Sabine Hommelhoff","doi":"10.1026/0932-4089/A000300","DOIUrl":"https://doi.org/10.1026/0932-4089/A000300","url":null,"abstract":"Abstract. Workplace friendships can be joyful for employees and conducive to positive organizational outcomes. However, recent research has suggested that there are also dark sides and complexities associated with workplace friendships, which are not well understood. This exploratory critical incident study of 201 employees therefore focuses on conflicts that can arise among friends when work and friendship norms clash. Incidents were coded in terms of conflicting resources and broken friendship rules. Results showed that conflicts most often revolved around the resources status and affection. That is, hierarchies and promotions collided with friendship. Moreover, two friendship rules were broken frequently, the intimacy and the third-party rule. That is, either trust was betrayed, or a friend did not act like a friend when a third person, for example, a supervisor, became involved. In demonstrating potential downsides of workplace friendships, this study aims to help employees in understanding and maintaining good workplace relationships.","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"3 3 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80216750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 4
Burnout und chronischer beruflicher Stress 上班压力和上班压力
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-01 DOI: 10.1026/0932-4089/A000303
C. Korunka
{"title":"Burnout und chronischer beruflicher Stress","authors":"C. Korunka","doi":"10.1026/0932-4089/A000303","DOIUrl":"https://doi.org/10.1026/0932-4089/A000303","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"1 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74592522","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Erfolgreich selbstständig als Coach 自己成了教练
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-01 DOI: 10.1026/0932-4089/A000304
P. Weber
{"title":"Erfolgreich selbstständig als Coach","authors":"P. Weber","doi":"10.1026/0932-4089/A000304","DOIUrl":"https://doi.org/10.1026/0932-4089/A000304","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"1 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88606667","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Coaching mit Ressourcenaktivierung 穿越资源
IF 1.2 4区 心理学
Zeitschrift Fur Arbeits-Und Organisationspsychologie Pub Date : 2019-07-01 DOI: 10.1026/0932-4089/A000301
Melanie Hasenbein
{"title":"Coaching mit Ressourcenaktivierung","authors":"Melanie Hasenbein","doi":"10.1026/0932-4089/A000301","DOIUrl":"https://doi.org/10.1026/0932-4089/A000301","url":null,"abstract":"","PeriodicalId":44883,"journal":{"name":"Zeitschrift Fur Arbeits-Und Organisationspsychologie","volume":"38 1","pages":""},"PeriodicalIF":1.2,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86594998","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
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