Gender differences in the initiation of negotiation have been suggested to reinforce unequal distributions of resources between men and women. Because previous research had yielded heterogeneous ...results, the authors conducted a meta-analysis investigating gender differences in initiating negotiation. On the basis of social role theory, they hypothesized that women are less likely to initiate negotiations than men, but also that the effect varies depending on characteristics of the immediate negotiation situation and the wider societal context. The meta-analysis comprised 55 effect sizes with 17,504 individuals, including both students and employees. A random-effects model confirmed that women were indeed less likely to initiate negotiations than men (g = 0.20). Additional moderator analyses, tested with mixed-effects models and metaregressions, revealed that gender differences were smaller when situational ambiguity regarding the appropriateness of negotiating was low rather than high as well as when situational cues were more consistent with the female gender role than with the male gender role. Gender differences decreased by year of publication (from 1977 to 2016) but were unrelated to the degree of gender inequality in the countries in which the studies were conducted. The authors conclude that gender differences in the initiation of negotiation exist, but they are small and context-bound. Finally, they discuss mechanisms that alter the gender difference with a particular focus on potential starting points for practical interventions.
Public Significance Statement
The present meta-analysis shows that overall women are less likely to initiate negotiations than men. While certain situational characteristics attenuate the gender difference (e.g., individuals are explicitly prompted to negotiate), others reinforce the gender difference (e.g., individuals are in doubt whether negotiating is appropriate). Addressing gender differences in the initiation of negotiation might ultimately help to minimize unequal distributions of resources between men and women (e.g., gender wage gap).
Objectives. This article describes the effects of two specific information and communication technology (ICT) demands (telepressure, technostress creators) on employee well-being, and investigates a ...mediating effect of detachment (Study 1) and moderating effects of technostress inhibitors on the effects of ICT demands on well-being (Study 2) and detachment (Study 3). Methods. Three quantitative studies with employees (Study 1, N = 296; Study 2, N = 142; Study 3, N = 316) were conducted. Results. The results support the negative effect of ICT demands on several well-being indicators. They also show how detachment mediates the effect of telepressure on well-being (Study 1) and how technostress inhibitors moderate the effect of technostress creators on well-being (Study 2). Technostress inhibitors further buffer negative effects of technostress creators on detachment (Study 3). Conclusion. Interventions to reduce negative consequences of ICTs by increasing the level of technostress inhibitors (e.g., technical support) or facilitating employee detachment (e.g., through communication policies) are derived. The findings confirm that general models explaining stress and well-being are applicable to new forms of job demands and extend existing empirical support for the effect of ICT demands on well-being. Future research should investigate the interplay between the studied variables within a moderated mediation model.
European countries have been the key destination for many Syrians since the beginning of the civil war in 2011. In this new context, refugees have faced various challenges, including negative public ...attitudes and pressure of assimilation that might negatively influence psychophysical adaptation. This indicates the necessity of exploring the factors associated with the adaptation of refugees in their new society. Using a multidimensional individual difference acculturation (MIDA) model as a theoretical framework, the present study investigated the psychophysical adaptation of Syrian refugees (N = 265, Mage = 33.03 years) in Germany. The MIDA model is a theoretical model on immigrants’ adaptation that takes into account the role of psychosocial resources (e.g., psychological strength), co-national connectedness (e.g., ingroup support), hassles, and acculturation orientations in predicting adaptation of immigrants. Using structural equation modelling, specific hypotheses drawn from the MIDA model were tested. It was found that Syrian refugees with high psychological strength and cultural competence reported high levels of adjustment as indicated by low levels of distress. On the other hand, refugees with high levels of perceived hassles reported low levels of adjustment as indicated by high level of distress. The results highlight the importance of psychological strength, cultural competence, and hassles in refugees’ adaption. The study’s findings have the potential to inform host country policymakers regarding the positive integration of refugees into German society, and specific recommendations have been made.
PurposeTraditional approaches to business processes and their management consider the “people dimension” as an antecedent of process performance. The authors complemented this approach by considering ...employees as process perceivers and thus taking an employee-centered perspective on business processes. The authors investigated dimensions of healthy business processes, that is, processes which, while promoting performance, foster employee well-being.Design/methodology/approachBased on a qualitative dataset and two quantitative studies, the authors developed and validated a scale for healthy business processes, interpreted it from a salutogenic perspective and tested relationships with people and performance outcomes.FindingsThe scale comprises four factors reflecting the three dimensions of the salutogenic concept “sense of coherence”: manageability was represented by the factors process tools and process flexibility; comprehensibility was represented by the factor process description; and meaningfulness was represented by the factor management support. The scale and its subscales were significantly related to people and performance outcomes.Originality/valueThe authors propose that health-oriented business process management and performance-oriented business process management are two components of an integrated business process management that favors neither a functionalist, efficiency-oriented approach nor an employee-oriented approach, but takes both approaches and their interaction equally into account in the sense of person-process fit.
Digitalization entails positive and negative consequences for employees. In a longitudinal, randomized control group design over 14 days (N = 95 participants), we piloted and expected each of three ...app-based interventions to positively influence general well-being, well-being related to information and communication technology (ICT) and recovery compared to the control group with no intervention. The meditation intervention significantly increased general well-being (satisfaction) and recovery (detachment) compared to the control group but did not reduce general stress. The cognitive-behavioural intervention significantly increased general well-being (less stress). The informational intervention, however, increased the general stress level. No intervention changed the level of ICT-specific well-being. Thus, classic stress interventions conveyed via ICTs (app-based) may be effective for addressing classic stress symptoms, but not yet for new forms of stress. Future research should investigate structural differences between classic stressors and new kinds of ICT-related stressors to identify starting points for new types of interventions.
Purpose
Managing business processes means establishing and maintaining their regulatory power, i.e., their capacity to guide and shape the practice of users and stakeholders. The purpose of this ...paper is to examine how the regulatory power of standardized business processes can be established and managed.
Design/methodology/approach
Building on a theory of standardization and on qualitative data, the authors suggest a “model of self-reinforcing business process management.”
Findings
Business process management consists of several phases (process design, process implementation, process application and process follow-up). A cyclical perspective on how these phases work together to create process legitimacy as presented in the model of self-reinforcing business process management can foster better understanding of the self-reinforcing dynamics of business process management.
Research limitations/implications
The paper offers starting points for interdisciplinary research on business process management. The proposed model should be further examined with regard to its usefulness for overcoming tensions and dynamics associated with standardization.
Practical implications
The model of self-reinforcing business process management provides a guideline for managers involved in planning, implementing, applying, or improving business processes or further areas of change-related organizational governance.
Originality/value
By modeling a cyclical sequence of business process management and highlighting the role of different kinds of legitimacy, the authors integrate functionalist and social perspectives on business process management in one model.
Morals matter in economic games Brodbeck, Felix C; Kugler, Katharina G; Reif, Julia A M ...
PloS one,
12/2013, Letnik:
8, Številka:
12
Journal Article
Recenzirano
Odprti dostop
Contrary to predictions from Expected Utility Theory and Game Theory, when making economic decisions in interpersonal situations, people take the interest of others into account and express various ...forms of solidarity, even in one-shot interactions with anonymous strangers. Research in other-regarding behavior is dominated by behavioral economical and evolutionary biological approaches. Psychological theory building, which addresses mental processes underlying other-regarding behavior, is rare. Based on Relational Models Theory (RMT, 1) and Relationship Regulation Theory (RRT, 2) it is proposed that moral motives influence individuals' decision behavior in interpersonal situations via conscious and unconscious (automatic) processes. To test our propositions we developed the 'Dyadic Solidarity Game' and its solitary equivalent, the 'Self-Insurance Game'. Four experiments, in which the moral motives "Unity" and "Proportionality" were manipulated, support the propositions made. First, it was shown that consciously activated moral motives (via framing of the overall goal of the experiment) and unconsciously activated moral motives (via subliminal priming) influence other-regarding behavior. Second, this influence was only found in interpersonal, not in solitary situations. Third, by combining the analyses of the two experimental games the extent to which participants apply the Golden Rule ("treat others how you wish to be treated") could be established. Individuals with a "Unity" motive treated others like themselves, whereas individuals with a "Proportionality" motive gave others less then they gave themselves. The four experiments not only support the assumption that morals matter in economic games, they also deliver new insights in how morals matter in economic decision making.
Purpose
Several theoretical models have been developed to describe the process of successful team adaptation. Testing the models through empirical research is lacking. This study aims to empirically ...examine the way teams adapt to unexpected or novel circumstances and investigate the four-phase team adaptation process (i.e. situation assessment → plan formulation → plan execution → team learning), as proposed by Rosen et al. (2011).
Design/methodology/approach
To test the positive relationship between the four team adaptation phases and their suggested sequence, a cross-sectional field study was conducted. Data were collected from 23 teams participating during an 8-week team project.
Findings
Results from random intercept models confirmed that the team adaptation process consisted of four phases that were positively related to each other. As expected, plan formulation mediated the positive relationship between situation assessment and plan execution. However, team learning was independently related to all three previous phases, and not only to situation assessment as theory suggests.
Originality/value
To the best of the authors’ knowledge, the present study is one of the first attempts to test the theoretical model of the team adaptation process presented by Rosen et al. (2011). Findings illustrated that the team adaptation process is not a simple four-phase sequence, but it constitutes four dynamic phases that are strongly interrelated to each other.
The increasing spread of digital technologies and respective consequences for the way we live, work, and communicate can evoke feelings of tension and discomfort. This so-called digitalisation ...anxiety is related to existing and future technologies, includes the process of digitalisation in everyday life, and refers to multiple levels (the individual, organisations, and society). Existing scales measuring technology-related fears due not adequately reflect these features. Therefore, we developed the German version of the Digitalisation Anxiety Scale (DAS). Having generated items based on a qualitative interview study (Study 1, n = 26), we demonstrated the DAS’s factor structure, internal consistency and construct validity in Study 2a (n = 109) and test-retest reliability in Study 2b (n = 30). In Study 3 (n = 223), the scale’s structure was confirmed and correlates of digitalisation anxiety were examined. The final version of the DAS consists of 35 items with a four-factor structure (societal triggers for digitalisation anxiety, triggers related to interaction and leadership, triggers within oneself and triggers resulting from the digitalisation implementation process). Digitalisation Anxiety had negative relationships with well-being and performance. The scale allows practitioners and researchers to measure and benchmark individuals’ levels of digitalisation anxiety, and to track changes over time. The scale can inform interventions aiming at reducing digitalisation anxiety and stress resulting from digitalisation.
Abstract
Interdisciplinary engineering of cyber physical production systems (CPPS) are often subject to delay, cost overrun and quality problems or may even fail due to the lack of efficient ...information exchange between multiple interdisciplinary teams working in complex networks within and across companies. We propose a direct integration of multiteam and organisational aspects into the graphical notation of the systems engineering workflow. BPMN++, with eight new notational elements and two subdiagrams, enables the modelling of the required cooperation aspects. BPMN++ provides an improved overview, uniform notation, more compact presentation and easier modifiability from an engineering point of view. We also included a first set of empirical studies and historical qualitative and quantitative data in addition to subjective expert-based ratings to increase validity. The use case introduced to explain the procedure and the notation is derived from surveys in plant manufacturing focussing on the start-up phase and decision support at site. This, in particular, is one of the most complex and critical phases with potentially high economic impact. For evaluation purposes, we compare two alternative solutions for a short-term management decision in the start-up phase of CPPS using the BPMN++ approach.
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