The interactive effects of dual-earner couples’ job insecurity: Linking conservation of resources theory with crossover research

The present study examines job insecurity in the context of dual-earner couples. Linking conservation of resources theory (e.g., Hobfoll, 1989, Am. Psychol., 44, 513) with crossover research (e.g., Westman, 2001, Hum. Relat., 54, 717), we proposed that a partner's job insecurity constitutes an additional resource threat. Thus, the partner's job insecurity would exacerbate a person's negative reaction to his or her own job insecurity in terms of attitudinal (i.e., work engagement) and both health- and withdrawal-related outcomes (i.e., psychological health and turnover intention). Using a time-lagged design and multisource data from 171 mixed-gender dual-earner couples, multilevel path analysis applying the Actor-Partner-Interdependence Model revealed interesting gender differences. The negative relationship between the husband's job insecurity and his work engagement was stronger, the higher his wife's job insecurity was. The data further showed a moderated mediation, such that the husband's job insecurity was negatively and indirectly related to both psychological health and turnover intention (via reduced work engagement) if his wife experienced a medium or high level of job insecurity. Our study demonstrates the interactive effects of stressors in dual-earner couples, and highlights the importance of overcoming an overly individualistic perspective when studying job insecurity in particular and stressors more generally

Низкие затраты, низкие выплаты? – усовершенствование проблемы в группах средством электронной помощи

У статті розглядаються дослідження груп за допомогою техніки модерацій (PROMOD). У дослідженні було протестовано, чи може PROMOD покращити показник працездатності як групи, так й окремої одиниці.The aim of this study was to investigate whether PROMOD can also improve performance of teams and individuals in a virtual setting (N =180). Subjects had to solve an interpolation-problem (see Dörner, 1976) under facilitated and non-facilitated conditions while using a chat-program and electronic forms. Improvements were found to be significant in one of two performance-measures (p = .0245).В этом исследовании было протестировано, может ли PROMOD улучшить показатель трудоспособности так группы, как и отдельной единицы (N=180). К тому же, проблема интерполяции решалась в модерированых, а также немодерированых условиях при использовании чат-программ и электронных формуляров. Этот эффект можно было наблюдать в одном из двух тестов трудоспособности (p = .0245)

When do employees cross boundaries? Individual and contextual determinants of career mobility

This study investigates the joint effects of individual characteristics and the labour market on career mobility. We propose that level of education, openness to experience, and a favourable labour market relate positively to employees crossing organizational, industrial, and occupational boundaries. Management programme alumni (N = 503) provided information through an online survey about their career histories, their level of education, and their openness to experience. Additionally, we used the unemployment rate as an indicator for yearly changes in the labour market. The results of our cross-classified multilevel analysis indicate that both individual characteristics and the labour market are determinants of career mobility. Level of education had a positive effect on organizational and industrial boundary crossing, and changes in the labour market related to organizational boundary crossing. Against our assumptions, openness to experience had no effect on career mobility, and none of the predictors were related to occupational boundary crossing. Our results demonstrate the importance of investigating career mobility from a boundary perspective combined with a focus on both individual and contextual characteristics. The dominance of education compared to personality and the difficulty of explaining occupational mobility open new research avenues and yield practical implications for employees, career counsellors, and organizations.ISSN:1359-432XISSN:1464-064

Autonomous or controlled self-regulation, that is the question: A self-determination perspective on the impact of commuting on employees’ domain-specific functioning

The few studies that have considered psychological processes during the commute have drawn an ambiguous picture, with some emphasizing the negative and others the positive consequences of commuting. Drawing on self-determination theory, we develop a framework that expands on the costs and benefits of commuting for employees’ subsequent domain-related functioning at work and home. Specifically, we propose employees’ basic needs satisfaction and processes of autonomous and controlled self-regulation as mechanisms that explain how psychological commute characteristics spill over to domain-related functioning through experienced subjective vitality. In doing so, we introduce a taxonomy of psychological commute characteristics and highlight the importance of separating these underlying subjective characteristics from objective aspects of the commuting environment. Our research encourages scholars to conduct within- and between-person studies to examine how the objective commute environment and associated psychological commute characteristics affect employees’ self-regulation

Love won’t tear us apart but work might: How job stressors relate to constructive and destructive reactions to one’s romantic partner’s negative behavior

This study investigates the associations between job stressors and accommodation (i.e., constructive and nondestructive reactions to negative behavior) in romantic relationships. We propose that situational constraints and workload negatively relate to self-regulatory resources that, in turn, are associated positively with constructive reactions and negatively with destructive reactions. To test our hypotheses, we surveyed 238 employees with online questionnaires twice on one workday. In general, results showed that job stressors were negatively associated with self-regulatory resources that, in turn, were associated with accommodation. In particular, situational constraints, but not workload, negatively related to self-regulatory resources. Self-regulatory resources were negatively associated with destructive reactions, but unrelated to constructive reactions. Self-regulatory resources mediated the indirect effect of job stressors on destructive reactions assessed with a scenario method. We discuss the importance of replenishing self-regulatory resources and suggest ways how to do so

Job Insecurity and Performance over Time: The Critical Role of Job Insecurity Duration

Purpose: Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance. Design/methodology/approach: Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time. Findings: Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time. Research limitations/implications: This paper presents potential predictors of subpopulation membership and presents an agenda for future research. Originality/value: We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance

Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers

The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect individuals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three-wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home-to-work transitions and work goal attainment and (2) negatively via home-to-work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home-to-work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home-to-work transitions which have a double-edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network

Should I Stay or Should I Go? The Role of Daily Presenteeism as an Adaptive Response to Perform at Work Despite Somatic Complaints for Employee Effectiveness

Our study seeks to contribute to scholarly understanding of the antecedents and consequences of the crucial, but so far overlooked within-person daily fluctuations in presenteeism. Drawing on theoretical frameworks of presenteeism, which conceptualize presenteeism as an adaptive behavior to deliver work performance despite limitations due to ill-health, we develop a within-person model of daily presenteeism and examine somatic complaints and work-goal progress as crucial joint determinants of daily fluctuations in presenteeism. We further integrate the aforementioned theoretical frameworks with ego-depletion theory to argue that presenteeism requires self-regulation to suppress cognitions, emotions, and behavioral responses associated with ill-health and instead focus on completing one’s work tasks. Accordingly, we predict that presenteeism depletes employees’ regulatory resources and impairs employees’ next-day work engagement and task performance. The results of a daily-diary study across 15 workdays with N = 995 daily observations nested in N = 126 employees show that daily work-goal progress attenuates the daily relation between somatic complaints and presenteeism, thereby also reducing the indirect effect of somatic complaints on employees’ next-day work engagement and task performance through presenteeism and ego depletion. We discuss the theoretical and practical implications of shifting presenteeism research from the macro- to the micro-level. (PsycInfo Database Record (c) 2023 APA, all rights reserved

Virtuelle Teams - geringe Kosten, geringer Nutzen? Zur Leistungsverbesserung von Kleingruppen beim Problemlösen durch elektronische Moderation

"Die Lösung von Problemen und die Entscheidung von strategischen Maßnahmen werden häufig Expertengruppen übertragen, da man sich Vorteile von ihrer Zusammenarbeit gegenüber einzeln arbeitenden Personen erhofft. Jedoch kennzeichnen Prozessverluste die Zusammenarbeit von natürlich interagierenden Gruppen, so dass viele Moderationstechniken wie die PROzedurale MODeration (PROMOD) entwickelt wurden, die das Ausmaß der Schwierigkeiten reduzieren. In dieser Studie wurde getestet, ob PROMOD auch im virtuellen Raum die Leistungsfähigkeit von Gruppen und Einzelpersonen verbessern kann (N = 180). Dazu wurde ihnen einen Interpolationsproblem (vgl. Dörner, 1976) vorgelegt, welches in moderierten und unmoderierten Bedingungen unter Verwendung von einem Chat-Programm und elektronischen Formularen gelöst werden sollte. Dieser Effekt konnte für eines der beiden erhobenen Leistungsmaße gezeigt werden (p = .0245)."[Autorenreferat]"Problem solving and strategic decision-making is frequently delegated to groups of experts because one assumes performance advantages over individuals as results of their collaboration. As a matter of fact, process loss characterizes the working of freely interacting groups much better. Therefore, facilitation-techniques like PROMOD (PROzedurale MODeration or procedural facilitation) have been developed to reduce the process loss collaborating teams have to cope with (Lecher, & Witte, 2003). The aim of this study was to investigate whether PROMOD can also improve performance of teams and individuals in a virtual setting (N = 180). Subjects had to solve an interpolation-problem (see Dörner, 1976) under facilitated and non-facilitated conditions while using a chat-program and electronic forms. Improvements were found to be significant in one of two performance-measures (p = .0245)."[author´s abstract

How romantic relationships affect individual career goal attainment: A transactive goal dynamics perspective

Despite the importance of career goals for career self-management, we know little about the self-regulatory processes underlying career goal attainment. In this study, we draw on transactive goal dynamics theory to investigate whether and how romantic relationships impact career goal attainment. For testing our research model, we focused on the career goal of being successful in a political election, and gathered survey and objective data from politicians at three measurement points (N = 108). As hypothesized, our path analysis showed that relationship closeness facilitated career goal attainment through shared career goals and an increase in the available shared pool of resources. We further explored the moderating role of goal coordination in this process, and found that a high goal conflict undermined the indirect effect of relationship closeness on career goal attainment whereas goal facilitation had no moderating effect. Finally, we found no support for the hypothesized effect of relationship duration on shared career goals and career goal attainment. Our findings indicate that romantic relationships can facilitate career goal attainment and that partners' goal coordination is a relevant boundary condition of this process. Our study thus highlights the value of integrating career research and work-home research. Practically, our results imply that individuals should gain their partner's support for their career goals, and that supervisors can facilitate employees' career development by enabling them to capitalize on home-domain resources such as their romantic relationship. According to our findings, career counselors can assist their clients' career self-management by preventing goal conflicts with their partner