Organizational and psychological features of successful democratic enterprises: A systematic review of qualitative research.

In organizational psychology the positive effects of democratically structured enterprises on their employees are well documented. However, the longstanding viability as well as economic success of democratic enterprises in a capitalistic market environment has long been contested. For instance, this has given rise to widespread endorsement of the "degeneration thesis" and the so-called "iron law of oligarchy".

Prospective effects of social support on self-actualization at work - The mediating role of basic psychological need fulfillment.

Self-actualization - an ethically meaningful, eudaimonic way of living - is achieved by self-determined activities and realizing one's highest potential. Therefore, personal growth and human fulfillment are considered central aspects. In accordance with self-determination theory this study aims to longitudinally investigate the mediating role of basic psychological need satisfaction - combined and separately - within the association between social support and indicators of self-actualization at work.

Creating Positive Work Experiences Through Task Self-Redesign.

Complementing the traditional focus in work design on "top-down" organizational interventions, research into proactive work behavior suggests that "bottom-up" processes, based on the "micro-emancipatory" actions employees engage in, create more rewarding and meaningful work experiences. Based on current theorizing, this study tests a tripartite model of task self-redesign and positive work-related states of meaning, affective commitment, and work-home enrichment. The interactive effects of three modes of task influence are postulated: (a) the active use of existing potentials for task autonomy; (b) job crafting, as unauthorized and self-organized modifications of task features; (c) the individual renegotiation of tasks through idiosyncratic deals (i-deals) with superiors.

Crafting Task and Cognitive Job Boundaries to Enhance Self-Determination, Impact, Meaning and Competence at Work.

Job crafting refers to physical and cognitive changes in task or relational work boundaries, enacted by individuals to recreate their work experience in a more motivating and rewarding way, and to realize self-actualization, growth, and meaning at work. This study tests a model of individual, interpersonal, and organizational antecedents and motivational outcomes of situation-directed task and self-directed cognitive job crafting. Employee survey data (N = 1196) from a Chinese telecommunications company permitted confirmatory factor analysis and structural equation modeling.

Dealing with Organizational Double Binds: Three-way Interactive Effects of Role Stressors and Coping on Worker Exhaustion.

Based on theory regarding the dynamics of organizational double binds, hypotheses were developed about interactive effects of role conflict, role ambiguity, and coping on psychological exhaustion. Hypotheses were tested in a sample of 948 civil servants employed by a government administration in Germany. The sample included 250 (26.

The effects of improving hospital physicians working conditions on patient care: a prospective, controlled intervention study.

Background: Physicians, particularly in hospitals, suffer from adverse working conditions. There is a close link between physicians' psychosocial work environment and the quality of the work they deliver. Our study aimed to explore whether a participatory work-design intervention involving hospital physicians is effective in improving working conditions and quality of patient care.

Depressive symptoms in junior doctors: a follow-up study on work-related determinants.

Purpose: The study investigates the long-term effects of accumulated working conditions on depressive symptoms in junior doctors. Drawing on the Job Demand-Control-Support model, this study aims to identify personal and job-related determinants for self-reported depression in junior doctors-a professional group that is vulnerable to depression.

Methods: We conducted a prospective cohort study with measures of work characteristics and depressive symptoms over three time-points among hospital doctors during postgraduate specialty training in Germany.

Employee-oriented leadership and quality of working life: mediating roles of idiosyncratic deals.

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior.

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

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.

Creating flexible work arrangements through idiosyncratic deals.

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.