This article focuses on leaders' specific demands in times of crisis and the role of personal and organizational resources regarding mental health. The COVID-19 pandemic has led to increased levels ...of responsibilities, particularly among leaders. To deepen the understanding about the resulting consequences in terms of leaders' demands and resources, we conducted a mixed methods study with a sample of 60 leaders from lower and middle management. We hypothesized leaders' work intensification and emotional demands to be related with higher irritation and exhaustion. Consistent with the Job Demands-Resources model and the Conservation of Resources theory, we examined organizational instrumental support and occupational self-efficacy as possible moderators and assumed a buffering effect on mental illness. Our quantitative results indicated organizational instrumental support as a moderator for the relation of work intensification and mental illness. In terms of self-efficacy and work intensification, the results contradicted our expectations. For emotional demands, only the main effects could be found. In the qualitative part of our study, we found evidence for the importance of work intensification, emotional demands and organizational instrumental support in the leaders' everyday experience and gained a deeper understanding of the constructs' nature by means of examples. The integration of our quantitative and qualitative results has important and concrete implications for organizations how to support leaders in times of crisis and accelerated changes at work. This further underlines the necessity to consider leaders as an important target group of occupational health measures.
In the present study, the effects of procedural justice (fair or unfair) and the type of decision agent (human, robot, or computer) on employee behavior and attitudes (e.g., job satisfaction, ...organizational citizenship behavior, or counterproductive work behaviors) were examined. It was predicted that the type of decision agent (or the source of justice) would moderate the relationship between procedural justice and employee behavior and attitudes, with the relationship being strongest when the decision agent is a human team leader, medium when the decision agent is a humanoid robot, and weakest when the agent is a computer system. This research question was investigated with a between-subjects design in two experiments (N1 = 149 and N2 = 145) that displayed two different decision situations in organizations (allocation of new tasks and allocation of further vocational trainings). Results of both studies showed significant effects of procedural justice on employee behavior and attitudes, confirming the importance of procedural justice at the workplace for both human and system decision agents. Furthermore, both studies failed to verify any interaction effects of procedural justice and the decision agent. This further emphasizes the importance of procedural justice in decision situations because there is no difference in reactions to procedural justice of human or system decisions. Limitations and implications for future research and the integration of justice and human–machine interaction research are discussed.
•Procedural justice fosters beneficial attitudes and behaviors in organizations.•Procedural justice diminishes harmful behaviors in organizations.•Type of decision agent (human/intelligent system) does not moderate justice effects.•Procedural justice is important, no matter who has made the decision.
While leading through goals is usually associated with a task-oriented leadership style, the present work links goal setting to transformational leadership. An online survey with two time points was ...conducted with employees to investigate the influence of transformational leadership on followers' job satisfaction, organizational commitment, and proactive behavior via goal attributes. Findings indicate that transformational leaders influence the extent to which followers evaluate organizational goals as important and perceive them as attainable. Multiple mediation analysis revealed that these goal attributes transmit the effect of transformational leadership on followers' job attitudes and proactive behavior. However, goal importance and goal attainability seem to be of differential importance for the different outcomes.
This article provides a quantitative review of the link between successful goal pursuit and subjective well-being (SWB). The meta-analysis integrates the findings of 108 independent samples derived ...from 85 studies. Results revealed a significant association between successful goal striving and SWB (ρ = .43). Moderator analyses showed that the association was larger when (a) successful goal pursuit was defined as goal progress, instead of goal attainment, when (b) SWB was measured as SWB (positive indicators), instead of ill-being (negative indicators), when (c) the SWB measure matched the goal content, instead of lacked conceptual correspondence, and when (d) the data collection took place in an individualistic culture, instead of a collectivistic culture. Discussion centers on the interpretation of moderators, theoretical implications, and directions for future research.
The aim of this study was to develop a novel cognitive dissonance intervention founded on the action-based model for enhancing pro-environmental behavior. Based on intraindividual feedback on the ...expression of personal pro-environmental attitudes and behavior the study confirms the effect of cognitive dissonance intervention to foster pro-environmental behavior. The effect of this intervention could be demonstrated for the home as well as for the work context, although the effects for the work domain were lower. This can be explained by specific situational conditions of the work domain. Autonomy for pro-environmental behavior is significantly lower in the work context than in the home context and significantly moderates the effect of the cognitive dissonance intervention. The present work provides information on how pro-environmental behavior can be influenced in different contexts as well as the significance of situational framework conditions for the effect of behavior-changing interventions.
Although there exist numerous publications on job and task rotation from various disciplines, there is no consistent evidence of their effectiveness. Drawing on theories from industrial and ...organizational psychology, knowledge management, ergonomics, and management science, we meta-analytically investigated relationships between job/task rotation and employee attitudes, learning and development, psychological and physical health, and organizational performance. Due to a conceptual overlap and frequent confusion of terminology, we analyzed the design of the rotation (job rotation vs. task rotation) as a possible moderator. The three-level meta-analysis on 56 studies (
= 284,086) showed that rotation was significantly associated with job satisfaction (
= 0.27), organizational commitment (
= 0.16), career success (
= 0.31), labor flexibility (
= 0.32), general psychological health (
= 0.20), stress/burnout (
= -0.13), individual performance (
= 0.13), and productivity (
= 0.13). Positive relationships between rotation and physical health could only be found when rotation was compared to high-intensity work. Task rotation yielded stronger relationships with attitudinal outcomes, job rotation with learning and development, psychological health, and organizational performance outcomes. Further moderator analyses showed that individualism decreased relationships between task rotation and attitudes, and correlations with organizational performance and physical health were stronger for subjective measures. The findings indicate that many expectations toward job and task rotation are not fully supported.
Platinum-group element (PGE) deposits in the Bushveld Complex and other layered intrusions form when large, incompletely solidified magma chambers undergo central subsidence in response to crustal ...loading, resulting in slumping of semi-consolidated cumulate slurries to the centres of the intrusions and hydrodynamic unmixing of the slurries to form dense layers enriched in sulfides, oxides, olivine and pyroxene and less dense layers enriched in plagioclase. The most economic PGE, Cr and V reefs form in large, multiple-replenished intrusions because these cool relatively slowly and their central portions subside prior to termination of magmatism and complete cumulate solidification. The depth of emplacement has to be relatively shallow as, otherwise, ductile crust would not be able to flex and collapse. In smaller intrusions, cooling rates are faster, subsidence is less pronounced and, where it occurs, the cumulate may be largely solidified, resulting in insignificant mush mobility and mineral sorting. Layering is thus less pronounced and less regular and continuous and the grades of the reefs are lower, but the reefs can be relatively thicker. An additional factor controlling the PGE, Cr and V prospectivity of intrusions is their location within cratons. Intra-cratonic environments offer more stable emplacement conditions that are more amenable to the formation of large, layered igneous bodies. Furthermore, intrusions sited within cratons are more readily preserved because cratons are underlain by thick, buoyant keels of harzburgite that prevent plate tectonic recycling and destruction of crust.
Automated decision-making is on the rise and systems now make decisions traditionally made by humans. As initial evidence suggests that automation of decisions can be associated with low fairness ...perceptions, features for the design of fair systems are needed. One such feature could be voice. Voice means having a say in decision processes and is associated with fair processes. In the present experiment, we tested whether perceptions of the opportunity to voice one's views to a system resulted in higher perceived overall fairness of the system. Drawing on fairness heuristic theory, we furthermore investigated, whether perceived overall fairness of the system related to trust in the system, job satisfaction, and task performance. In the experiment, participants (N = 138) performed a monitoring task on temperature scales. The system decided how many scales participants had to monitor in a final work round. We varied voice (participants could or could not voice their opinion on how many scales they wanted to monitor). The results indicate that voice leads to fairness perceptions. Overall fairness mediates the relationship between voice and job satisfaction and voice and trust. Therefore, voice is an important design feature for fair automated decision-making.
•Experiment (N = 138) on perceptions of fairness in automated decision-making.•Perception of being able to express one's views relates to perception of fairness.•Overall fairness of the computer system relates to trust and job satisfaction.•Discussion of design guidelines for fair automated decision-making.
Although there is much research on the relationships of corporate social responsibility and employee-related outcomes, a systematic and quantitative integration of research findings is needed to ...substantiate and broaden our knowledge. A meta-analysis allows the comparison of the relations of different types of CSR on several different outcomes, for example to learn what type of CSR is most important to employees. From a theoretical perspective, social identity theory is the most prominent theoretical approach in CSR research, so we aim to investigate identification as a mediator of the relationship between CSR and employee-related outcomes in a meta-analytical mediation model. This meta-analysis synthesizes research findings on the relationship between employees' perception of CSR (people, planet, and profit) and employee-related outcomes (identification, engagement, organizational attractiveness, turnover (intentions), OCB, commitment, and job satisfaction), thereby distinguishing attitudes and behavior. A total of 143 studies (
N
= 89,396) were included in the meta-analysis which was conducted according to the methods by Schmidt and Hunter (except of the meta-analytical structural equation model). Mean effect sizes for the relationship between CSR and employee-related attitudes and behaviors were medium-sized to large. For attitudes, the relationships were stronger than for behavior. For specific types of CSR, average effect sizes were large. Identification mediated the relation between CSR and commitment, job satisfaction, and OCB, respectively. Based on our results, we give recommendations concerning the design of CSR initiatives in a way that benefits employees.
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