Fatigued individuals show increased conformity in virtual meetings.

Virtual meetings are widespread in organizations despite being perceived as fatiguing; a phenomenon also known as Zoom fatigue. Research suggests that Zoom fatigue is stronger when the camera is on, potentially influencing individuals to conform to majority opinions during professional online meetings. Two preregistered studies were conducted to explore the relationships between camera use, Zoom fatigue, social presence, and conformity.

Increasing pro-environmental behavior in the home and work contexts through cognitive dissonance and autonomy.

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.

Leaders' mental health in times of crisis: work intensification, emotional demands and the moderating role of organizational support and self-efficacy.

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.

New work situations call for familiar work design methods: Effects of task rotation and how they are mediated in a technology-supported workplace.

New digital assistive technologies strive to alleviate the completion of work tasks but thereby often threaten to make jobs increasingly monotonous. To counteract jobs becoming more and more monotonous, task rotation might be an appropriate technology feature. However, it is uncertain whether task rotation has unique positive effects, why it works, and whether there are any boundary conditions.

Is a Match Better Than No Match? On the Interaction of Demands and Support During Technological Change.

Progressing digitalization and technological changes triggered by COVID-19 lockdowns means for organizations that new technologies need to be implemented in shorter time periods. The implementation of new technologies in the workplace poses various change demands on employees. Organizations try to counteract these effects by providing change support in the form of for example training or participation options.

Flexible, Self-Determined… and Unhealthy? An Empirical Study on Somatic Health Among Crowdworkers.

Crowdwork is a new form of digitally enabled work in which organizations assign tasks to an anonymous group of workers platform intermediaries. For crowdworkers, crowdwork offers both opportunities and risks. On the one side, crowdworkers enjoy high flexibility on when, where, and how much to work.

The Relationship Between Perceived Corporate Social Responsibility and Employee-Related Outcomes: A Meta-Analysis.

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.

More Hype Than Substance? A Meta-Analysis on Job and Task Rotation.

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.

Scrutinizing Social Identity Theory in Corporate Social Responsibility: An Experimental Investigation.

Corporate social responsibility (CSR) is widely established by companies that aim to contribute to society and minimize their negative impact on the environment. In CSR research, employees' reactions to CSR have extensively been researched. Social identity theory is often used as a theoretical background to explain the relationship between CSR and employee-related outcomes, but until now, a sound empirical examination is lacking, and causality remains unclear.

Let's Work Together: A Meta-Analysis on Robot Design Features That Enable Successful Human-Robot Interaction at Work.

Objective: This meta-analysis reviews robot design features of interface, controller, and appearance and statistically summarizes their effect on successful human-robot interaction (HRI) at work (that is, task performance, cooperation, satisfaction, acceptance, trust, mental workload, and situation awareness).

Background: Robots are becoming an integral part of many workplaces. As interactions with employees increase, ensuring success becomes ever more vital.

The Path Is the Goal: How Transformational Leaders Enhance Followers' Job Attitudes and Proactive Behavior.

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.

The cross-national measurement invariance of the health literacy for school-aged children (HLSAC) instrument.

Background: Health literacy (HL) is an important determinant of health and health behaviours, and there is a need to monitor HL levels among all population groups. It is therefore essential to develop instruments to assess HL during childhood and adolescence. The aim of this study was to examine the cross-national measurement invariance of the instrument Health Literacy for School-aged Children (HLSAC) in four European countries.

Need for Affiliation as a Motivational Add-On for Leadership Behaviors and Managerial Success.

In a sample of 70 leader-follower dyads, this study examines the separate and interactive effects of the leaders' implicit needs for power, achievement, and affiliation on leadership behaviors and outcomes. Results show that whereas the need for achievement was marginally associated with follower-rated passive leadership, the need for affiliation was significantly related to ratings of the leaders' concern for the needs of their followers. Analyzing motive combinations in terms of interactive effects and accounting for the growing evidence on the value of affiliative concerns in leadership, we assumed the need for affiliation would channel the interplay among the needs for power and achievement in such a way that the leaders would become more effective in leading others.

Validation of a German Version of the Ethical Leadership at Work Questionnaire by Kalshoven et al. (2011).

The present study evaluates the psychometric properties of a German version of the Ethical Leadership at Work questionnaire (ELW-D), and further embeds the construct of ethical leadership within its nomological network. Confirmatory factor analyses (CFAs) based on the total sample of N = 363 employees support the assumed seven-factor structure of the German translation. Within a sub-sample of N = 133, the ELW-D shows positive correlations with related leadership behaviors (transformational leadership, contingent reward, and servant leadership), and negative correlations with destructive ones (passive leadership, autocratic leadership, and abusive supervision), approving convergent validity of the scale.

The core self-evaluation scale: psychometric properties of the german version in a representative sample.

The Core Self-Evaluation Scale (CSES) is an economical self-reporting instrument that assesses fundamental evaluations of self-worthiness and capabilities. The broad aims of this study were to test the CSES's psychometric properties. The study is based on a representative survey of the German general population.

Emotional labor, strain, and performance: Testing reciprocal relationships in a longitudinal panel study.

Models of emotional labor suggest that emotional labor leads to strain and affects job performance. Although the link between emotional labor, strain, and performance has been well documented in cross-sectional field studies, not much is known about the causal direction of relationships between emotional labor, strain, and performance. Goal of the present study was therefore to test the direction of effects in a two-wave longitudinal panel study using a sample of 151 trainee teachers.

Implicit and self-attributed motives to achieve: two separate but interacting needs.

This research examined how implicit and self-attributed needs to achieve (labeled as n Ach and san Ach, respectively) combine with self-referenced and norm-referenced feedback to predict effort-related (task performance) and choice-related (task continuation) indexes of students' engagement in a mental concentration task. In Experiment 1 the authors found that in a task-focused setting, task performance was predicted by the joint effect of self-referenced feedback and n Ach, whereas task continuation was predicted by the joint effect of norm-referenced feedback and san Ach. In Experiment 2 the authors found that in an ego-focused setting, n Ach and san Ach interacted in the prediction of task performance but not of task continuation.