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Article
Publication date: 3 April 2019

Saija Mauno, Bettina Kubicek, Jaana Minkkinen and Christian Korunka

In order to understand the driving forces behind intensified job demands (IJDs), the purpose of this paper is to examine demographic factors, structural work-related factors…

663

Abstract

Purpose

In order to understand the driving forces behind intensified job demands (IJDs), the purpose of this paper is to examine demographic factors, structural work-related factors, personal and job resources as antecedents of IJDs.

Design/methodology/approach

The study is based on cross-sectional (n=4,963) and longitudinal (n=2,055) quantitative data sets of Austrian employees. Data sets were analyzed via regression analyses.

Findings

The results showed that IJDs, as assessed through five sub-dimensions: work intensification, intensified job-related, career-related planning and decision-making demands, intensified demands for skills and for knowledge-related learning, remained fairly stable overtime. The most consistent antecedents of IJDs were personal initiative and ICT use at work. Job resources, e.g. variety of tasks and lacking support from supervisor, related to four sub-dimensions of IJDs.

Research limitations/implications

The findings suggest that personal (being initiative) and job resources (task variety) may have negative effects as they associated with IJDs. Moreover, supervisors’ support is crucial to counteract IJDs.

Practical implications

Employers should recognize that certain personal (e.g. personal initiative) and job-related resources (e.g. lacking supervisory support) might implicate higher IJDs, which, in turn, may cause more job strain as IJDs can be conceived as job stressors.

Originality/value

IJDs have received very little research attention because they are new job demands, which however, can be expected to increase in future due to faster technological acceleration in working life. The study has methodological value as longitudinal design was applied.

Details

Employee Relations: The International Journal, vol. 41 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Article
Publication date: 18 July 2024

Christine Dagmar Malin, Jürgen Fleiß, Isabella Seeber, Bettina Kubicek, Cordula Kupfer and Stefan Thalmann

How to embed artificial intelligence (AI) in human resource management (HRM) is one of the core challenges of digital HRM. Despite regulations demanding humans in the loop to…

1926

Abstract

Purpose

How to embed artificial intelligence (AI) in human resource management (HRM) is one of the core challenges of digital HRM. Despite regulations demanding humans in the loop to ensure human oversight of AI-based decisions, it is still unknown how much decision-makers rely on information provided by AI and how this affects (personnel) selection quality.

Design/methodology/approach

This paper presents an experimental study using vignettes of dashboard prototypes to investigate the effect of AI on decision-makers’ overreliance in personnel selection, particularly the impact of decision-makers’ information search behavior on selection quality.

Findings

Our study revealed decision-makers’ tendency towards status quo bias when using an AI-based ranking system, meaning that they paid more attention to applicants that were ranked higher than those ranked lower. We identified three information search strategies that have different effects on selection quality: (1) homogeneous search coverage, (2) heterogeneous search coverage, and (3) no information search. The more applicants were searched equally often (i.e. homogeneous) as when certain applicants received more search views than others (i.e. heterogeneous) the higher the search intensity was, resulting in higher selection quality. No information search is characterized by low search intensity and low selection quality. Priming decision-makers towards carrying responsibility for their decisions or explaining potential AI shortcomings had no moderating effect on the relationship between search coverage and selection quality.

Originality/value

Our study highlights the presence of status quo bias in personnel selection given AI-based applicant rankings, emphasizing the danger that decision-makers over-rely on AI-based recommendations.

Details

Business Process Management Journal, vol. 30 no. 8
Type: Research Article
ISSN: 1463-7154

Keywords

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Article
Publication date: 14 September 2015

Christian Korunka, Bettina Kubicek, Matea Paškvan and Heike Ulferts

Increasing speed in many life domains is currently being discussed under the term “social acceleration” as a societal phenomenon which not only affects western societies, but may…

2570

Abstract

Purpose

Increasing speed in many life domains is currently being discussed under the term “social acceleration” as a societal phenomenon which not only affects western societies, but may also lead to job demands arising from accelerated change. Demands such as work intensification and intensified learning and their changes over time may increase emotional exhaustion, but may also induce positive effects. The purpose of this paper is to examine how increases in demands arising from accelerated change affect employee well-being.

Design/methodology/approach

A total of 587 eldercare workers provided data on work intensification and intensified learning as well as on exhaustion and job satisfaction at two points in time.

Findings

Work intensification was negatively related to future job satisfaction and positively related to future emotional exhaustion, whereas intensified learning was positively associated with future job satisfaction and negatively with future emotional exhaustion.

Social implications

Intensified demands represents a growing social as well as work-specific challenge which needs to be addressed by practitioners.

Originality/value

Using a longitudinal perspective this study is the first to examine the relationship of increases in work intensification and intensified learning with job satisfaction and emotional exhaustion at work.

Details

Journal of Managerial Psychology, vol. 30 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Available. Content available

Abstract

Details

International Journal of Gender and Entrepreneurship, vol. 15 no. 4
Type: Research Article
ISSN: 1756-6266

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