Menges, Jochen I., Howe, Lauren C., Hall, Erika, Jachimowicz, Jon M., Parker, Sharon K., Takeuchi, Riki, Vadera, Abhijeet K., Whillans, Ashley, and Cohen, Susan K.
Subjects
GENERATIVE artificial intelligence, TECHNOLOGICAL unemployment, PERSONNEL management, PSYCHOLOGICAL literature, LITERATURE reviews, LEADERSHIP training
Abstract
This article explores the future of work and the importance of studying it from a human perspective. It suggests that management scholars should focus on conceptualizing the future of work, understanding human reactions to new technologies, examining how technology affects human values and attributes, and identifying the factors that influence human reactions to technology-driven changes. The article emphasizes the need for scholars to embrace human diversity and take an active role in shaping the future of work. It also discusses the methodological challenges of studying the future and suggests using empirical methods to gain insight into potential future scenarios. The article encourages management scholars to consider how human actions and qualities can shape the future of work in a way that prioritizes humanity. Additionally, it highlights the importance of considering societal, economic, and geopolitical forces in addition to technological advancements when studying work practices and employment relationships. The article suggests that research should focus on understanding how people envision their work in the future, the changing nature of leadership and organizational culture, the role of diversity and inclusion, and the development of social and emotional skills. It also discusses the practical implications of a human-centered future of work and emphasizes the role of management scholars in shaping the future through their research and ideas. Overall, the article encourages a comprehensive and inclusive approach to studying the evolving nature of work and its impact on individuals, organizations, and society. [Extracted from the article]
van Zelderen, Anand P. A., primary, Masters-Waage, Theodore C., additional, Dries, Nicky, additional, Menges, Jochen I., additional, and Sanchez, Diana R., additional
WORK environment, PERSONNEL management, EMPLOYEE motivation
Abstract
The article discusses research which explored the role of family as a source of motivation for people to do their best at work and outlined actions that workplaces can take to encourage employees to bring their family to the office, as well as the risks and challenges associated with motivation in the workplace.
Hampel, Vera, Hausfeld, Mary, and Menges, Jochen I.
Abstract
Emotional intelligence has traditionally and colloquially been ascribed to women, yet theories on the subject appear genderblind and empirical scholarship on gender differences in emotional intelligence has proven inconclusive. To expand theories to be more gender-sensitive and to update research on gender differences in emotional intelligence, we examine whether and how gender differences manifest in emotional intelligence through a meta-analytic review of 716 studies. The results suggest gender effects on general emotional intelligence, as well as more nuanced and at times inconsistent gender effects across specific emotional abilities. Specifically, we found that women performed better in other-focused compared to self-focused emotional abilities, a distinction that has received little attention in emotional intelligence scholarship. The results also show that context affects the results, as people in leadership positions exhibit greater gender differences favoring women compared to non-leaders. Finally, gender differences varied according to the measurement of emotional intelligence, with self-reports seemingly underrepresenting actual gender differences measured by performance measures. Overall, these findings suggest that emotional intelligence theory and research need to better distinguish between self-focused and other-focused abilities, that gender differences may be dependent upon context and that certain types of measurement of emotional intelligence may have obscured gender differences. [ABSTRACT FROM AUTHOR]
Emotion recognition ability of emotions expressed by other people (ERA-O) can be important for job performance, leadership, bargaining, and career success. Traditional personnel assessment tools of this ability, however, are contaminated by linguistic skills. In a time of global work migration, more and more people speak a language at work that is not their mother tongue. Consequently, we developed and validated the Face-Based Emotion Matching Test (FEMT), a nonlinguistic objective test of ERA-O in gainfully employed adults. We demonstrate the FEMT’s validity with psychological constructs (cognitive and emotional intelligence, Big Five personality traits) and its criterion validity and interethnic fit.
We examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee boredom would relate to downstream outcomes in the form of job attitudes (job satisfaction and turnover intentions) and task performance. We examined both objective task performance quality and quantity to shed light on the complexity of the mindfulness–task performance relation, which has so far mostly been investigated using subjective supervisor ratings. In a sample of 174 blue-collar workers in a Mexican company, results showed that employee mindfulness was negatively related to boredom. Further, mindfulness was positively related to job satisfaction and negatively to turnover intentions, partly mediated through boredom. Mindfulness turned out to be a double-edged sword for task performance in monotonous jobs: Mindfulness was positively related to task performance quality but negatively related to quantity.
Millions of employees across the globe, including a large proportion of knowledge workers, transitioned to remote work during the COVID-19 pandemic. As remote work continues to characterize work post-crisis, it is imperative to understand how employees adjust to remote work. The current research explores the extent to which knowledge workers hold a fixed mindset about remote work (e.g., that a person either is or is not suited to remote work and this cannot be changed) and tested how this mindset shaped well-being during coronavirus-related lockdown. In a longitudinal five-week study of 113 knowledge workers transitioning to remote work, we find that knowledge workers who endorsed a more fixed mindset about remote work experienced more negative and less positive emotion during remote work. The increased negative emotion prompted by fixed mindsets was associated with lesser perceived productivity among these knowledge workers in subsequent weeks. We conclude that understanding how fundamental beliefs (e.g., beliefs about the learnability of remote work) affect employee experiences can help create a brighter future as technology further enables remote work. Encouraging employees to view remote work as a skill that can be learned and developed could help people thrive in the new world of work.
*HOME offices, *TELECOMMUTING, *COVID-19 pandemic, *KNOWLEDGE workers, *SELF-efficacy, *MANAGEMENT information systems, *FLEXIBLE work arrangements, *IMPLICIT learning
Abstract
On the contrary, employees who have more fixed mindsets about remote work could enter a vicious cycle in which mindsets lead people to have more negative experiences while adjusting to remote work, which reinforces a fixed mindset about remote work. Unstandardized regression coefficients predicting employees' mindsets about remote work and mindsets about intelligence HT
Dependent variable
Mindsets about remote work
Mindsets about intelligence
Predictors
1. Mindsets about remote work and mindsets about intelligence We explored the relationship of mindsets about remote work with mindsets about intelligence to determine whether these mindsets are best thought of as separate, domain-specific constructs (Scott & Ghinea, [100]). Keywords: Remote work; telecommuting; emotion; employee well-being; productivity; mindsets EN Remote work telecommuting emotion employee well-being productivity mindsets 481 507 27 10/12/22 20221101 NES 221101 1. [Extracted from the article]
Taylor, Christa L, Ivcevic, Zorana, Moeller, Julia, Menges, Jochen I, Reiter-Palmon, Roni, Brackett, Marc A, University of Zurich, Taylor, Christa L, and Apollo - University of Cambridge Repository
Subjects
10004 Department of Business Administration, 3318 Gender Studies, 3207 Social Psychology, 3204 Developmental and Educational Psychology, Clinical Research, 5 Gender Equality, Behavioral and Social Science, 4405 Gender Studies, Mind and Body, Basic Behavioral and Social Science, 44 Human Society, 330 Economics
Abstract
The way people feel is important for how they behave and perform in the workplace. Experiencing more positive and less negative emotions at work is often associated with greater status and power. But there may be differences in how men and women feel at work, particularly at different levels in their organizations. Using data from a nation-wide sample of working adults, we examine differences in the emotions that men and women experience at work, how gender interacts with rank to predict emotions, if the association between gender and emotions is accounted for by emotional labor demands, and if this relationship differs according to the proportion of women in an industry or organizational rank. Results demonstrate that women experience emotions associated with disvalue and strain at work more frequently than men and that organizational rank moderates the relationship between gender and several discrete emotions. Some of the effects are partially accounted for by occupational emotion demands, differing by organizational rank and/or the proportion of women employed in an industry.
Burn out (Psychology) -- Prevention, Production management -- Methods, Organizational effectiveness -- Methods, Organizational effectiveness -- Management, Company business management, Business, Business, general
Abstract
The authors advocate a stringent review of current projects with the purpose of jettisoning, at least temporarily, any that are not of the very first priority. This judicious slow-down will not only prevent burnout amongst employees but prevent the firm from expending efforts on non-key goals.
Jachimowicz, Jon M., primary, Cunningham, Julia Lee, additional, Staats, Bradley R., additional, Gino, Francesca, additional, and Menges, Jochen I., additional
Fiedler, Klaus, Schenck, Wolfram, Watling, Marlin, and Menges, Jochen I.
Subjects
Psychology -- Research, Social psychology -- Research, Psychology and mental health, Sociology and social work
Abstract
A newly developed paradigm for studying spontaneous trait inferences (STI) was applied in 3 experiments. The authors primed dyadic stimulus behaviors involving a subject (S) and an object (O) person through degraded pictures or movies. An encoding task called for the verification of either a graphical feature or a semantic interpretation, which either fit or did not fit the primed behavior. Next, participants had to identify a trait word that appeared gradually behind a mask and that either matched or did not match the primed behavior. STI effects, defined as shorter identification latencies for matching than nonmatching traits, were stronger for S than for O traits, after graphical rather than semantic encoding decisions and after encoding failures. These findings can be explained by assuming that trait inferences are facilitated by open versus closed mindsets supposed to result from distracting (graphical) encoding tasks or encoding failures (involving nonfitting interpretations.