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6. Self-actualization in Modern Workplaces—Time-Lagged Effects of New Job Demands and Job Resources on Motivation, Meaning and Self-efficacy at Work

Author

Glaser, Jürgen, Hornung, Severin, Höge, Thomas, Seubert, Christian, Kacprzyk, Janusz, Series editor, Pal, Nikhil R., Advisory editor, Bello Perez, Rafael, Advisory editor, Corchado, Emilio S., Advisory editor, Hagras, Hani, Advisory editor, Kóczy, László T., Advisory editor, Kreinovich, Vladik, Advisory editor, Lin, Chin-Teng, Advisory editor, Lu, Jie, Advisory editor, Melin, Patricia, Advisory editor, Nedjah, Nadia, Advisory editor, Nguyen, Ngoc Thanh, Advisory editor, Wang, Jun, Advisory editor, and Goossens, Richard H.M., editor

Published
2018
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7. Modeling Self-determination in Emotional Labor: Stressful Patient Interactions, Emotion Regulation, and Burnout in Geriatric Nursing

Author

Hornung, Severin, Lampert, Bettina, Weigl, Matthias, Glaser, Jürgen, Kacprzyk, Janusz, Series editor, Pal, Nikhil R., Advisory editor, Bello Perez, Rafael, Advisory editor, Corchado, Emilio S., Advisory editor, Hagras, Hani, Advisory editor, Kóczy, László T., Advisory editor, Kreinovich, Vladik, Advisory editor, Lin, Chin-Teng, Advisory editor, Lu, Jie, Advisory editor, Melin, Patricia, Advisory editor, Nedjah, Nadia, Advisory editor, Nguyen, Ngoc Thanh, Advisory editor, Wang, Jun, Advisory editor, Duffy, Vincent, editor, and Lightner, Nancy, editor

Published
2018
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8. Examining the Role of Self-leadership in an Integrated Model of Work Characteristics and Health-Related Outcomes

Author

Seubert, Christian, Hornung, Severin, Glaser, Jürgen, Kacprzyk, Janusz, Series editor, Pal, Nikhil R., Advisory editor, Bello Perez, Rafael, Advisory editor, Corchado, Emilio S., Advisory editor, Hagras, Hani, Advisory editor, Kóczy, László T., Advisory editor, Kreinovich, Vladik, Advisory editor, Lin, Chin-Teng, Advisory editor, Lu, Jie, Advisory editor, Melin, Patricia, Advisory editor, Nedjah, Nadia, Advisory editor, Nguyen, Ngoc Thanh, Advisory editor, Wang, Jun, Advisory editor, Kantola, Jussi Ilari, editor, Barath, Tibor, editor, and Nazir, Salman, editor

Published
2018
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20. Work Engagement Accumulation of Task, Social, Personal Resources: A Three-Wave Structural Equation Model

Author

Weigl, Matthias, Hornung, Severin, and Parker, Sharon K.

Abstract

Drawing on Conservation of Resources Theory and previous research on work engagement, the present study investigates gain spirals between employees' engagement and their task, social, and personal resources. It focuses on the key resources of job control, positive work relationships, and active coping behavior. In a three-wave design, work engagement (T2) is suggested to function both as an outcome and antecedent of these resources, so that engagement mediates indirect longitudinal effects of initial (T1) on subsequent (T3) resources. Item-level structural equation modeling supported our hypotheses in a three-wave panel (N=416) of hospital physicians with measurement intervals of 14 and 19 months. Connections between engagement research and other evolving perspectives in organizational research are highlighted. Unique contributions of the present study and their implications for further research and practice are discussed. (Contains 1 figure and 4 tables.)

Published
2010
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21. Idiosyncratic Deals: Testing Propositions on Timing, Content, and the Employment Relationship

Author

Rousseau, Denise M., Hornung, Severin, and Kim, Tai Gyu

Abstract

This study tests propositions regarding idiosyncratic deals (i-deals) in a sample of N = 265 hospital employees using structural equation modeling. Timing and content of idiosyncratic employment arrangements are postulated to have differential consequences for the nature of the employment relationship. Results confirm that i-deals made after hire have greater impact on the employment relationship than those made ex ante. Developmental i-deals are positively related to perceiving employment as a social exchange rather than an economic exchange, whereas work hour i-deals show the opposite pattern. Implications for research and practice are discussed. (Contains 1 figure and 5 tables.)

Published
2009
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29. The story of this special issue on critical perspectives in work and organizational psychology.

Author

Abrams, Ruth, Bal, P. Matthijs, D'Cruz, Premilla, Hornung, Severin, Islam, Gazi, McDonald, Matthew, Sanderson, Zoe, and Tonelli, Maria José

Subjects
WORK & psychology, SCHOLARLY method, SERIAL publications, APPLIED psychology
Abstract

In this editorial, we tell the story of how the Special Issue on Critical Perspectives in Work and Organizational Psychology (CWOP) came about, how it fits within the broader agenda of building a critical community within Work and Organizational Psychology, and how future research and thought may be inspired by the collection of critical papers related to work and organizational psychology. We introduce the term "criticalizing" as a key concept in how the Special Issue was developed by the editorial team and the authors. Criticalizing moves beyond fixed static notions of "critical" scholarship toward a process of engaging in more fluid, expansive, and creative perspectives on the scholarship within work and organizational psychology. We illustrate how the set of papers within the Special Issue engages in such criticalizing of the field and offer new ways of thinking about and researching relevant topics in work and organizational psychology. [ABSTRACT FROM AUTHOR]

Published
2023
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33. Dialectics of Sustainability: Contrasting Mainstream Neoliberal and Critical Ecosocialist Perspectives on Sustainable Development.

Author

Hornung, Severin, Unterrainer, Christine, and Hoge, Thomas

Subjects
SUSTAINABLE development, ANTHROPOCENE Epoch, CLIMATE change, CAPITALISM, SOCIAL science literature
Abstract

The current geological period of Anthropocene is defined by qualitatively new manifestations of negative planetary human impact and environmental crisis. Finally, it is increasingly acknowledged as crucial to contain the self-destructive tendencies of capitalism to preserve conditions for life on earth. Yet, there seems little agreement as to how the necessary transition towards sustainability can be realized. This narrative review explores the respective social science literature. Reflecting the meta-theoretical distinction between sociology of regulation and radical change, dialectic analysis contrasts mainstream functional-normative neoliberal and critical structuralist-antagonistic ecosocialist perspectives. The later deconstruct conventional approaches, such as the United Nations Agenda 2030, as ideological projects of capitalist expansion and legitimization, rejecting claims of green growth, environmental decoupling, and market-solutions of corporate social responsibility. Instead, paradigms of critical sustainability advocate for degrowth and redistribution, de-carbonization, decommodification, and democratization, challenging the exploitative growth logic of capitalism itself. On the organizational level, structural pathologies of corporate social responsibility are contrasted with propositions of democratic socialization. Further, attention is called to sustainability discourses in organizational scholarship, demanding paradigm shifts from managerialist to critical ontologies, realist to relational epistemologies, discipline-focused to interdisciplinary, and from value-neutrality to scholarly activism. Analyzing the sustainability discourse from a critical-theoretical perspective presents opportunities to re-appropriate ecological ideas against degeneration into economistic ideology, counterproductive to the objective of saving the planet from profitable destruction. With seriousness and urgency of the situation providing momentum for social transformation, sustainable development goals and related mainstream concepts need to be reconceived for more radical social and ecological critique, transcending system-justifying neoliberal ideology. [ABSTRACT FROM AUTHOR]

Published
2022

34. Home-based telecommuting and quality of life: further evidence on an employee-oriented human resource practice

Author

Hornung, Severin and Glaser, Jurgen

Subjects
Telecommuting -- Psychological aspects, Public employees -- Psychological aspects, Home labor -- Psychological aspects, Job satisfaction -- Evaluation, Quality of life -- Evaluation, Telecommuting, Psychology and mental health
Abstract

Building on previous research, further evidence for the potential of home-based telecommuting as an employee-oriented human resource practice is provided from a study in the German public administration. Survey data from 1,008 public employees were analyzed using structural equation modeling. Mean age of the sample was 43.6 yr. (SD=8.8 yr.), and 27.5% (277) of the participants were women. Analysis supported the roles of higher Autonomy and lower Work-Family Conflict as psychological mediators between Telecommunication Intensity and both Job Satisfaction and Quality of Life. Implications for the design of flexible working arrangements are discussed.

Published
2009

36. Creating flexible work arrangements through idiosyncratic deals

Author

Hornung, Severin, Rousseau, Denise M., and Glaser, Jurgen

Subjects
Work environment -- Psychological aspects, Professional development -- Psychological aspects, Psychology, Applied -- Research, Psychology and mental health, Social sciences
Abstract

A survey of 887 employees in a German government agency assessed the antecedents and consequences of idiosyncratic arrangements individual workers negotiated with their supervisors. Work arrangements promoting the individualization of employment conditions, such as part-time work and telecommuting, were positively related to the negotiation of idiosyncratic deals ('i-deals'). Worker personal initiative also had a positive effect on i-deal negotiation. Two types of i-deals were studied: flexibility in hours of work and developmental opportunities. Flexibility i-deals were negatively related and developmental i-deals positively related to work-family conflict and working unpaid overtime. Developmental i-deals were also positively related to increased performance expectations and affective organizational commitment, while flexibility i-deals were unrelated to either. Keywords: individualized working conditions, negotiated flexibility, professional development opportunities, proactive behavior

Published
2008

38. Active on the job - proactive in change: how autonomy at work contributes to employee support for organizational change

Author

Hornung, Severin and Rousseau, Denise M.

Subjects
Organizational change -- Evaluation, Professional socialization -- Analysis, Workers -- Beliefs, opinions and attitudes, Workers -- Analysis, Psychology and mental health, Social sciences
Abstract

The role workplace autonomy plays in shaping employees' proactivity and support for organizational change is examined. Results show that autonomy at work has a positive impact on employees' proactivity and support to structural change in the organization.

Published
2007

49. Task flexibility through individualized work redesign – Probing a three-pronged approach

Author

Hornung, Severin, Höge, Thomas, and Rousseau, Denise M.

Subjects
Keywords: Work design – job crafting – idiosyncratic deals – control at work – quality of working life – stress and health – interaction effects
Abstract

This study investigates three individual-level aspects of work flexibility, a) active use of task autonomy, b) self-initiated job crafting, and c) negotiation of task-related idiosyncratic deals (i-deals) authorized by superiors. It tests their interaction in predicting individual self-reported quality of working life and occupational health using a survey of 279 German-speaking workers. Psychometrically robust 4-item scales operationalized task-focused autonomy, crafting, and i-deals. Moderated linear regressions, controlling for gender, age, and additional work characteristics, assessed the main and interaction effects of these three aspects of work flexibility on indicators of the quality of working life, including positive work-related states, work-home interactions, and health-impairment. Task autonomy was consistently associated with beneficial effects, while i-deals related to some but not all positive indicators. Effects of task crafting were mostly spurious, except from an unexpected adverse relationship with work-home conflict. In contrast, 2-way interactions of i-deals and crafting indicated positive effects on four outcomes while 3-way interactions were found for three outcomes – affective commitment, meaning of work, and work-home enrichment. Results suggest synergy between task i-deals and crafting, especially under conditions of high autonomy, with positive interaction effects on favorable work-related experiences and states.

Published
2019
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50. Dialectics of workplace flexibility between humanistic ideal and neoliberal ideology – Preliminary considerations

Author

Hornung, Severin and Höge, Thomas

Subjects
Keywords: Employee-oriented workplace flexibility – dialectics – paradox – humanistic management – neoliberal ideology – system-justifying ideologies
Abstract

In this article, we present some preliminary thoughts regarding the development of a distinctively critical perspective on research and practice of workplace flexibility. We thus aim to contribute to a deeper understanding of some of the observed tensions, contradictions, and antagonisms, and, described as the „Janus-faced character“, the „double-edged sword“ or the „paradox“ of workplace flexibility. At the core of our perspective is a conceptualization of workplace flexibility as an inherently dialectical societal phenomenon, which simultaneously reflects and promises humanistic ideals regarding individual autonomy, self-actualization and self-determination, but at the same time, is also outgrowth and embodiment of neoliberal ideology, serving particular interest of employers and capital owners to increase the effectiveness and efficiency of human resource utilization. First, we will address the humanistic potential of workplace flexibility in terms of employee-oriented individual flexibility – in contrast to employer-oriented organizational flexibility. Second, we will argue that workplace flexibility, its manifestation in organizational and individual practices, as well as the entirety of academic and public discourses on the topic, are deeply contaminated by neoliberal ideology. Finally, we will integrate these two perspectives into a dialectical conceptualization of workplace flexibility and discuss some implications, usefulness, and prospects of the flexibility concept for the project of a radically humanistic and emancipatory work and organizational psychology.

Published
2019
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