Julia Krampitz, Julia Tenschert, Marco Furtner, Joachim Simon and Jürgen Glaser
The purpose of this study is to investigate the effectiveness of online self-leadership training (OSLT) in promoting leaders’ self-leadership skills and recovery experiences.
Abstract
Purpose
The purpose of this study is to investigate the effectiveness of online self-leadership training (OSLT) in promoting leaders’ self-leadership skills and recovery experiences.
Design/methodology/approach
A non-randomized controlled trial was conducted under two conditions: a standardized seven-week OSLT (N = 43) and a control without any intervention (N = 42). All participants (N = 85) completed standardized questionnaires measuring self-reported self-leadership skills and recovery experiences. Additionally, participants in the intervention group were assigned to invite one team member each (N = 26) to assess their leaders’ pre-post self-leadership skills and pre-post leader–member exchange.
Findings
Significant interaction effects of time and group and increases in the OSLT group (t1 vs t2) in self-leadership skills (cognitive and natural reward strategies) and recovery experiences (detachment and relaxation) indicated the effectiveness of OSLT training. Significant improvements in self-leadership skills and leader–member exchange were reported by team members of leaders in the OSLT group.
Originality/value
To the best of the authors’ knowledge, this study was the first to examine the effectiveness of OSLT for leaders in business contexts in a controlled before-after intervention design. The findings of this study revealed improvements in self-leadership skills and recovery experience because of OSLT.
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André Büssing and Jürgen Glaser
Considers the unclear role of gender and health with respect to working time autonomy. Questions whether there are comparable positive effects for both men and women. Or does…
Abstract
Considers the unclear role of gender and health with respect to working time autonomy. Questions whether there are comparable positive effects for both men and women. Or does gender moderate the relationship between working time autonomy, job and life satisfaction and irritation/straing? Uses one from a sample of 418 female and male nurses from four general hospitals in Germany to analyse this question. Employs a hierarchical regression model to confirm that gender and working time autonomy do interact. Confirms that, whilst there is no difference for equal working time autonomy, we find that male nurses profit from high working time autonomy much more than women with respect to job and life satisfaction and irritation/strain.
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Severin Hornung, Denise M. Rousseau and Jürgen Glaser
Idiosyncratic deals are personalized employment conditions individual workers have negotiated. This study aims to investigate influences on supervisors' authorization of i‐deals…
Abstract
Purpose
Idiosyncratic deals are personalized employment conditions individual workers have negotiated. This study aims to investigate influences on supervisors' authorization of i‐deals and their evaluation of these arrangements.
Design/methodology/approach
Structural modeling was used to analyze survey data from n=263 supervisors managing telecommuting employees in the German public administration.
Findings
Supervisors differentiated among i‐deals regarding development, flexibility, and workload reduction. Their authorization of developmental i‐deals was influenced by employee initiative. Supervisors viewed these i‐deals to have positive implications for employee motivation and performance. Flexibility i‐deals were influenced by structural conditions such as the type of work the employee performed. Supervisors viewed these i‐deals to enhance work‐life benefits. Supervisors tended to grant workload reduction i‐deals in the context of unfulfilled organizational obligations towards employees.
Research limitations/implications
Relying on single‐source cross‐sectional data, our results provide a managerial perspective on i‐deals. Conclusions regarding implications for employees are tentative. Recommendations for future study designs are discussed.
Practical implications
Managers need to better recognize that i‐deals take different forms, and these forms are associated with different outcomes. I‐deals provide a way to experiment with innovative human resource practices.
Originality/value
This is the first study to examine i‐deals from a supervisor perspective. It is the first to identify differential circumstances and consequences managers associate with authorizing three distinct forms of i‐deals.
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Severin Hornung and Jürgen Glaser
Investigating employee responses to relational fulfilment of the psychological contract and work‐life benefits of a telecommuting program, this study aims to contribute to the…
Abstract
Purpose
Investigating employee responses to relational fulfilment of the psychological contract and work‐life benefits of a telecommuting program, this study aims to contribute to the literature on social exchange in employment.
Design/methodology/approach
The setting of the study was the German public administration. Survey data from 947 Civil Servants were analyzed in structural equation models. Analysis of mean structure was used to compare telecommuting participants (n=601) and regular workers (n=346).
Findings
Trust and affective commitment consecutively mediated between relational fulfilment of the psychological contract and organizational citizenship behavior. Members of the telecommuting program had more positive representations of social exchange, reporting higher levels of fulfilment, trust, and commitment than their peers.
Research limitations/implications
Reliance on cross‐sectional self‐report data poses a limitation. Selection effects in the quasi‐experimental design for comparing telecommuters and regular employees cannot be ruled out. Generalizability to more transactional or short‐term employment is debatable.
Originality/value
The study adds to a more integrated understanding of the psychological processes that reinforce and strengthen employee trust and commitment, thus forming the basis of the motivation to go above and beyond specified duties and reward‐contingent behavior.
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The purpose of this paper is to investigate the link between burnout and violent victimization in terms of physical assaults in patrol police officers. A burnout-victimization…
Abstract
Purpose
The purpose of this paper is to investigate the link between burnout and violent victimization in terms of physical assaults in patrol police officers. A burnout-victimization model is proposed assuming emotional exhaustion and depersonalization to be associated with violent victimization via different mechanisms.
Design/methodology/approach
The study entails a cross-sectional survey of 1,742 German patrol police officers who reported 4,524 police encounters. The paper employs a binary logistic multilevel structural equation modeling approach to test the proposed model.
Findings
In line with the hypotheses, emotional exhaustion was found to reduce police officers’ self-protecting behavior, which in turn heightened their risk of victimization. Depersonalization was positively linked to a favorable attitude toward violence, which was linked to violent victimization but only to a small extent. Further analyses yielded an additional direct pathway from emotional exhaustion to victimization.
Research limitations/implications
The main limitations include the cross-sectional design of the study and the lack of including police officers’ own aggressive and violent behavior. Multimethod studies also using observational data of police-citizen interactions would be desirable in future studies.
Originality/value
This study is one of the first investigating the burnout-victimization link in police officers. By proposing and examining two different pathways, it further enhances the understanding of the underlying mechanisms.
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Marc Kaulisch and Jürgen Enders
Studying academic careers can be particularly useful for discussions about new forms of professional careers. This conceptual paper seeks to shed light on academic careers by…
Abstract
Purpose
Studying academic careers can be particularly useful for discussions about new forms of professional careers. This conceptual paper seeks to shed light on academic careers by discussing the (changing) multiple contexts governing academic careers.
Design/methodology/approach
A neo‐institutional framework for analysing academic careers is developed that treats them as outcomes of overlapping institutions belonging to the different social contexts in which academics simultaneously act. This approach allows one to locate academic careers in the context of new and traditional career literature and to address changes in the institutional context of academic careers.
Findings
Shows how traditional structures and mechanisms of academic careers are interwoven with the overall patterns of national higher education systems and their societal embeddedness. Empirical evidence was found that academic careers are becoming more boundaryless. But evidence was also found that academic careers are more bound to the organisation due to recent changes in university policies and practices.
Research limitations/implications
The paper is limited to the discussion of overlapping institutional contexts governing academic careers. Further international comparisons could deepen understanding of specific formal and informal rules. Future macro‐micro research enables one to show how the career models can be traced to the career experiences and practices. Micro‐macro research allows one to see how the aggregate outcomes of individual actions can be traced to the overall performance of a given higher education system.
Originality/value
This conceptual paper proposes a neo‐institutional framework for analysing academic careers. This approach is useful for cross‐national comparisons, the study of emerging new career models and practices in academe, and the study of macro‐micro‐links in career research.
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University reforms have been pervasive in European higher education over decades. Analyses of these reforms are still incomplete, however. To find a more comprehensive approach in…
Abstract
University reforms have been pervasive in European higher education over decades. Analyses of these reforms are still incomplete, however. To find a more comprehensive approach in explaining the relentless transformation of public universities, this paper suggests a novel, interactionist point of view. Drawing on ideational aspects of universities as institutions, the paper first explores the differentiation of basic, influential ideas of change. A recently developed typology is then used to further elaborate upon the composition and relation of these ideas. Finally, evidence is provided that supports a non-linear dynamic consisting of reciprocal influences, which overall indicates a recursive contingency between institutional context and coexistent frames of change.