Entscheidungen im Wirtschaftskontext

- In both the academic and employed samples, we found that interests were moderately correlated with performance and persistence at work and in school

--> interests can be significant predictors of performance outcome

- these results contradict previous research suggesting that interests are only weak predictors of performance

- consistent with Holland’s (2007) theory, congruence indices were found to be stronger predictors of performance criteria (p=.36) than interest scores alone (p=.16)

- personality traits --> five-factor model (FFM) of personality ( Extraversion, Agreeableness, Conscientiousness, Emotional Stability, Openness to Experience)

- vocational interests and preferences --> Holland's RIASEC theory 

- focus of the models is different, but there are somehow related --> Holland (1978): vocational interests may actually be another aspect of personality --> match between personality and vocational aspects (FIT-Model)

Their hypothesises:

- Extraversion will be positively related to vocational interest scores on enterprising and social types (supported)

- Agreeableness will be positively related to vocational interest scores on the socialtype (not supported; previous studies did support this hypothesis)

- Conscientiousness will be positively related to vocational interest scores on the conventional type (supported)

- Openness to Experience will be positively related to vocational interest scores on the artistic and investigative types (supported)

--> Main finding : these models are sometimes related but they are not substitues for each other

--> Strongest relation : Enterprising –extraversion; Artistic-Openness to experience

--> Other moderators can play a role –education, socioeconomic status; complexity of the job

--> Emotional stability is not connected with any types; noFFM trait was related to the realistic Holland type

- already since Stage1 „Building the Relationship“ between the counselor and the client; for diagnosis and building a relationship

- in assessment centers it could be more socially acceptable to ask apllicants for their vocational interests than do a personality test --> if people describe themselves as artistic and investigative types it is more likely that they would also score high on Openness to Experience 

- infering from personality tests to vocational interests --> because personality tests are less obvious

- P-J-Fit refers to the fit between personal characterstics and preferences and certain job attributes (e.g. pay, benefits, type of work)

- P-O-fit refers to the fit between personal characterstics and certain organization attributes (e.g. company image, size, work environment, location, familarity)

- those are two distinct constructs which can be proofed by the following examples: 

--> P-J-Fit high, P-O-Fit low: A person can be extremely happy with a job's characteristics like pay and the type of work he can follow in his occupation. On the other hand the P-O-Fit might be low, because he doesn't like his colleagues and the general working environment. Apart from that it is far from his residence hence he has to drive 2 hours by car every day.

--> P-J-Fit low, P-O-Fit high: It can also be vice versa. A person may love his collegues and the company but his P-J-Fit is low because he feels overwhelmed by the type of work he has to do and the job demands surmount his abilities. 

- J-O-Characteristics like perceived work environment (p=.60) and organizational image (p=.48)

- medium effect sizes: P-O-fit (p=.46); Perception of recruitment process predictors like justice perception (p=.40)

- recruiter demographic variables were not significant predictors of job-organization attraction

- recruiter behaviors: medium effect sizes (.26-.42)

- recruiter characteristics, hiring expectancy and perceived fit were all found to predict job choice through the attitudes mediated model

- JOA= job-organization attraction

- AI= acceptance intentions

- Model B !there is another model for other predictors

Description 

- metaanalysis of 667 coefficients from 71 studies examining relationships between various predictors (job and organizational characteristics, recruiter characteristics, perceptions of the recruitment process, perceived fit, perceived alternatives, hiring expectancies) with job-organization attraction, job pursuit intentions, acceptance intentions and job choice 

- also moderating effects of applicant gender, race, and applicant versus non-applicant status were examined 

Results

- applicant attraction outcomes were predicted by job-organization characteristics, recruiter behavior, perceptions of the recruiting process, perceived fit, and hiring expectancies 

- path-analyses showed that applicants attitudes and intentions mediated the predictor-job choice relationship

1) What is being offered by the organization is related to recruiting outcomes

2) How the recruiting is conducted is important NOT who does the recruiting

3) Perceptions of fit proved to be one of the strongest predictors of the attitudinal attraction outcomes

Limitations: 

- moderator effects rarely as predicted (e.g. perceptions of fairness had weaker effects on job–organizational attraction among women than among men --> opposite to expectation)

- recruiting stage and "degree to which applicants carefully consider recruiting messages" as potential moderator 

-  many of the studies examining attraction and job choice processes involved graduating students seeking their first jobs upon graduation --> results obtained are only as meaningful as the primary studies from which they were derived

- they collapsed narrow predictors into large categories --> Although we found high interrater agreement for the categorization, it remains possible that the broader categories are less homogeneous than desirable

Description

- meta-analysis on the basis of comprehensive review of the interested literature (person-environment fit is related to performance and persistance in work)

- 60 studies and 568 correlations that addressed the relationship between interests and performance

Results

- interests are indeed related to performance and persistence in work and academic contexts 

- correlations between congruence indices and performance were stronger than for interest scores alone

Limitations

- moderators like demographics were not considered (also gender, racial, ethnic groups)

- they considered only measured interests but not expressed interests 

- relationship between interests and job satisfaction/vocational choice was not looked at 

Description 

- examination of the nature and magnitude of the relationship between the five factor model of personality and Holland's RIASEC occupational types 

Results

- Mainfinding: these models are sometimes related but they are not substitues for each other

- Strongest relation : Enterprising –extraversion; Artistic-Openness to experience

- Realistic interest –no FFM trait connected

- Other moderators can play a role –education, socioeconomic status; complexity of the job

- Hypothesis 2 was not supported 

Limitations 

- is there a higher order structure that explains relationships among FFM traits and RIASEC interests

- how does congruence between personality traits and vocational interests relate to motivational processes and to job performance 

- ensure that the recruitment process is professional and fluent 

- be transparent in what you search for and the job characteristics so you attract only a selected group of people where the fit is already elevated

- selecting recruiters for personableness or training them to be personable 

- fair and considerate treatment throughout the recruiting process appears to be important with respect to acceptance intentions (providing explanations for selection procedures, keeping applicants informed, avoiding undue delays in responses etc.)

Advantages: 

- Quantitative summary of single studies (in contrast to e.g. narrative reviews)

- Lots of similar studies aggregated --> evaluate the “true“ effect

- Higher statistical power and validity than single studies

- Good overview over a topic

- Summative overview if inconsistent findings in a field

- Correct for problems of individual studies, application of different corrections (e.g. correct for unreliability of predictor /criterion, range restriction;) this results in an estimation of the true effect

Disadvantages

- Rely on body of published studies [mostly], publication bias

- Exclusion of non-english papers

- Meddleing with exclusion criteria: not take for granted what researchers say they excluded

- Applied corrections–which ones and why? (and what does a true effect estimation say about real life effects?)

- Different testing-material: can one even compare the Methods? (what to aggregate? Do not mix apples& pears)

- If based on correlation coefficients: still no conclusion about causality possible

- Time-consuming(e.g. searching and coding of studies)

- It serves to explain positive and negative well-being indicators in the working context. Factors of work can therefore be divided into demands and resources. Due to an accumulation of demands (e.g. time pressure, unfavourable environmental conditions, shift work), the so-called health impairment process leads to negative consequences such as exhaustion or burnout (strain). In general, resources (e.g. autonomy, support, feedback) l lead to higher commitment and better performance at work via the motivational process of model. The model was additionally extended by an interaction effect between requirements and resources. In this way, existing resources can mitigate the negative effect of the requirements. 

--> on organization of outcome

- JDR is used as a framework to increase understanding of motivating/inhibiting factors that drive employees developing job redesign interventions

1. Increasing challenging job demands: undertaking new assignments, expand the scope of the job, volunteering for special projects

2. Decreasing hindering job demands: reducing workload

3. Increasing structural job resources: increase autonomy

4. increasing social job resources: asking for feedback, advice and support from supervisors and colleagues

- job-crafting is positively related to well-being and performance 

- according to Holland a better person-job/person-organization fit is positively related to employees' performance and well-being 

- it could be that through job-crafting employees change the demands and resources of their job in such a way that it fits better to their personal interests and competence. By job-crafting they would therefore enhance the fit which would leed to a better performance and higher well-being

1) Person: e.g. individual differences: 

- proactive personallity: r=.534

- self-efficiacy: r=.395

- promotion focus: r=.509 

1) Job: e.g. job characteristics

- job autonomy: r=.279

- workload: r=.16 (not significant)

--> individual differences are more important

- two quasi-experimental studies among medical specialists (Study 1) and among nurses (Study 2) tested the impact of a general and a specific job crafting intervention on study subjects' well-being and (objecitve and subjective) job performance

- both groups of participants received training and then set personal job crafting goals for a period of three weeks

- Interventions stimulated medical specialists seeking challenges and reducing demands --> enhanced work engagement and adaptive performance

- Interventions stimulated nurses seeking resources and reducing demands --> enhanced work engagement

- Participation in the job crafting intervention groups was associated with increases in job crafting behaviors, well-being (i.e., work engagement, health, and reduced exhaustion), and job performance (i.e., adaptive, task, and contextual performance)

- Job-Crafting partly mediated the relation between the Intervention and performance/well-being

- in Study 2 no significant improvement on objective job performance

- Information and training on Job Crafting strategies, what is Job Crafting, the JDR,  experiential learning narratives (thinking-in-action approach = stimulating reflection to bridge the gap bewteen past actions and future goals) , training concluded with a personal crafting plan (PCP) with specific crafting actions

- Advantages: through motivation processes positive influences on well-being and performance --> less drop-outs due to sickness, more money

--> especially good when positive changes are reached through increasing challenges

- Disadvantages: could also be reached through "decreasing hindering job demands". Of course reducing the workload leads to employees working less --> less money. Also increasing social resources could be a cost factor because while superior give feedback they cannot do their day-to-day business; potential arising conflicts 

Description

- We first integrate job crafting as conceptualized by Tims and Bakker (2010) with a more general theoretical model of
proactive work behavior. Then, we present a meta-analysis (K = 122 independent samples representing N = 35,670 workers) of relationships between job crafting behaviors and their various antecedents and work outcomes derived from our model. 

Results

Job Crafting associated with 

- proactive personallity: r=.534

- self-efficiacy: r=.395

- promotion focus: r=.509 

- job autonomy: r=.279

Other rated job-performance was associated with 

- increasing challenging job demands (r=.422)

Turnover intentions were related to 

- decreasing hindering job-demands (r=.235) 

Constraints 

- generalizability of the results (more of an overview)

-focused on positive outcomes of job crafting rather than dysfunctional consequences of job crafting

- only individual perspective => multilevel perspective

Description

- two quasi-experimental studies among medical specialists (Study 1) and among nurses (Study 2) tested the impact of a general and a specific job crafting intervention on study subjects' well-being and (objecitve and subjective) job performance

- both groups of participants received training and then set personal job crafting goals for a period of three weeks

Results

- Interventions stimulated medical specialists seeking challenges and reducing demands --> enhanced work engagement and adaptive performance

- Interventions stimulated nurses seeking resources and reducing demands --> enhanced work engagement

- Participation in the job crafting intervention groups was associated with increases in job crafting behaviors, well-being (i.e., work engagement, health, and reduced exhaustion), and job performance (i.e., adaptive, task, and contextual performance)

- Job-Crafting partly mediated the relation between the Intervention and performance/well-being

- in Study 2 no significant improvement on objective job performance

Constraints

- Self-report measures (biases)

- No completly randomised groups (Quasi-experimental)

- 32 of 60 nurses (Study 2) did not complete questionnaires

  --> No data comparison possible

- Reason for positive associations with intervention isn´t clear (workshop, assignment,..)

- Intervention effect partly explainable via Job Crafting --> Performance (different outcomes)

Definition of (Hom & Griffeth, 1995): „voluntary cessation of membership in an organization, by an individual who receives monetary compensation for participation in that organization“ 

- Withdrawal cognitions (p=.56): Thoughts about leaving or related withdrawal attitudes

- Other Satisfaction (p=-.43): Degree to which an individual likes other aspects relevant to employment, such as his or her career or life in general

- Job Search (p=.40): Behavioral methods to general alternative employment opportunities

- Coping (p=-.39): An individual’s abilities to manage internal and external demands that are perceived as exceeding available resources

- Hypothesis: the individual-level relationship between a given antecedent and turnover will be moderated by the antecedent’s respective sample mean-level

--> relationships will become more positive (or less negative) when employees are more dissimilar to others on that antecedent

--> it is more likely that unhappy employees quit when they are surrounded by mostly happy colleagues

--> if they are more distincs the fit is less and therefore they are not satisfied and it is more likely that they quit 

- could mean that there are fundamental structural deficits within the company (high workload, bad organizational climate, bad pay) and therefore people leave voluntarily

- quitting can be contagious 

Positive consequences: fresh start with new employee --> better performance and motivation; expanding social network (individual), personal development (individual); new input 

Negative consequences: loss of knowledge, costs for recruiting/onboarding

Ways to prevent people from leaving: finding out who wants to quit (e.g. by big data and search engines) and offer them benefits; monthly questionnaires to evaluate employees' satisfaction 

Description

1) we conducted a comprehensive metaanalysis of turnover predictors, updating existing effect sizes and examining multiple new antecedents (correlation relationships of antecedents with turnover)

2) guided by theory, we developed and tested a set of substantive moderators, considering factors that might exacerbate or mitigate zero-order meta-analytic effects

3) we examined the holistic pattern of results in order to highlight the most pressing needs for future turnover research

Results

1) Withdrawal cognitions (.56), other satisfaction (-.43), job search (.40), coping (-.39), other commitment (-.34), fit (-.29), organizational commitment (-.29), rewards offered (-.28), job satisfaction (-.28), tenure (-.27) 

2) Personal Fit and Turnover Contagion as Moderators (the lower fit the higher chance to leave, and the more people thinking about leaving, the more people leave because relationship with turnover will become more positive 

3) we didn't talk about step 3

Constraints 

- they tread dichotomous turnover behavior as continuous --> this procedure may have inflated the results

- as a meta-analysis, results may be biased in favor of the most studied constructs, despite newer, equally predictive variables being overshadowed

- additional moderation effects should be considered 

1) Status striving: valuing status and avoiding status loss/prestige

2) Communion striving: maintaining and building social contacts and relationships

3) Generativity striving: teaching, training, sharing knowledge (e.g. mentorship) as important motives --> "symbolic immortality" (Terror Management Theory) 

--> especially important for older people because retired people lose functions (time structure, collective purpose, social contact, financial function, identity/status, activity and competence) related to work role; people try to compensate by engaging in bridge employment (Role Theory) 

Social Gender Theory: gender roles are constituted by people’s expectations and beliefs about gender differences in psychological and behavioral characteristics. These expectations and beliefs in turn foster real differences in behaviors. 

--> Gender moderates the association between status striving and bridge employment, such that the predictive effect is stronger for men than women --> this effect could be found in the study 

--> Gender moderates the association between communion striving and bridge employment, such that the predictive effect is stronger for women than men --> could not be found 

Good candidates: 

- retirees with higher level of communion striving and generativity striving will be more likely to continue working 

Ideas for the job design of bridge employment positions: 

- task and social characteristics of work should match with employees' motivational orientations in order to encourage work participation 

- promoting a sense that employees are valued, providing opportunities for socialization and community involvement, faciliating intergenerational communications and mentoring opportunities 

Description 

- examination of the effect of three motivational orientations in relation to retirees' bridge employment participation 

- application of the social gender role theory to examine the effect of gender in moderation the effects of motivational orientations

- exploratory analysis was conducted to examine the effects of the same set of motivational orientations on postretirement volunteering activities

Results

- communion striving and generativity striving were positively related to bridge employment participation (status striving was not)

- gender moderated the effect of status striving (positively related to bridge employment participation for male retirees but not for female retirees) (no gender effect on communion striving) 

- status striving was negatively related to volunteering after retirement 

- generativity striving was positively (weak) related to volunteering after retirement

Constraints: 

- Antecedents and Outcome were measured at the same time

- Limited generalizability (east-west-disparitiy; urban-rural-gap, Chinese vs. Western samples)

- No measure why the retirees’ continued to work

1) Temporal process model (Schultz & Wang, 2011): How is the process of retirement? 

--> planning, decision making, transition & adjustment

2) Multilevel model (Szinovacz, 2013): Understanding influences and antecedents that predict retirement behavior/process 

--> Macrolevel: Cultural norms, societal values 

--> Mesolevel: Retirement policies and culture at organizational level; non-work life context 

--> Microlevel: Individual attributes, behavior, attitudes

3) resource-based dynamic model (Wang et al., 2011) 

--> ease of retirement depends on resources (physical, cognitive, financial, motivational, social, emotional) 

--> resources predict how fast turning point to positive well-being will be reached 

Mesolevel: stressful and high workload --> retiring early; pension coverage, provision of health insurance -->retiring, employees plateauing in career --> pressure to retire, care need of family  members, time retirement in relation to partner, coordinate pension decisions

Macrolevel: pension system (e.g. dutch worker less involved in planning and lower goal clarity); Weak economy and high unemployment --> earlier retirement

- structured planning/high clarity of goals 

- retiring voluntarily

- living in a country that endorses a "defined benefits plan"

- positive attitude towards retirement

- spouse that retires in a similar timeframe

- small number of dependents

- higher education 

- higher value of leisure and family time 

- C+ and N-

-  physical and cognitive activities after retirement 

- good health insurance 

Description 

- discussion of psychological conceptualization of retirement and empirical operationalizations of retirement status

- review of three psychological reviews (for understanding the retirement process and associated antecedents and outcomes,including the temporal processmodel of retirement,the multilevel model of retirement, and the resource-based dynamic model for retirement adjustment

- survey the empirical findings regarding how various individual attributes, job and organizational factors, family factors, and socioeconomic context are related to the retirement process

- discuss outcomes associated with retirement in terms of retirees’ financial well-being, physical well-being, and psychological well-being

Constraints 

- big mass of very obvious and generic results

- retirement research should dive into specifics:

•cultural differences?

•influence of socioeconomic infrastructure?

•influence of immigrant status?

•influence of availability of local care agencies on retirement behaviour?

Results 

Antecedents

Microlevel: more options in maintaining life patterns, engaging in retirement planning, retiring, C+ (+) 

Mesolevel: stressful and high workload --> retiring early; pension coverage, provision of health insurance -->retiring, employees plateauing in career --> pressure to retire, care need of family  members, time retirement in relation to partner, coordinate pension decisions

Macrolevel: pension system (e.g. dutch worker less involved in planning and lower goal clarity); Weak economy and high unemployment --> earlier retirement

Enhancement opportunities

Financial well-being: financial literacy, clarity of financial goals, preretirement planning (+); disrupted career paths, unemployment before retirement, number of dependents (-) 

Physical well-being: bridge employment & voluntary work, preretirement health status, more extensive health insurance coverage (+); job-related physical demands (-) 

Psychological well-being: working for generative reasons, bridge employment / voluntary work, leisure activities, retirement planning, voluntariness of retirement, leisure activities are cause for retirement (+); work role identity, unemployment before retirement, high work stress (psych. & phys. demands), health is cause for retirement (-)

Retirement outcomes: 

- financial, physical & psychological well-being --> significant, positive & reciprocal relation

- Intelligenz = Konstrukt, das kognitive bzw. geistige Leistungsfähigkeit von Menschen beschreibt

- das eine wird über Selbstauskunft gemessen, das andere über objektive Leistungstests

- Intelligenz (dimensional), Interesssen (kategorial)

- Konstrukte die über individuelle Differenzen Leistung vorhersagen