Ausgewählte abgeschlossene Forschungsprojekte

Indigo

IN-DIG-O: Kooperieren und lernen in innovativen Netzwerken im Bau: Schnittstellen digital optimieren

Das Hauptziel des Verbundprojektes IN-DIG-O ist die Entwicklung und Erprobung zweier digitaler Werkzeuge. Das eine digitale Werkzeug soll eine 3D-Modellierung eines Bauvorhabens ermöglichen und der Optimierung der gewerkeübergreifenden Zusammenarbeit im Bauhandwerk dienen. Das zweite Tool begleitet Mitarbeitende bei Qualifizierungsmaßnahmen und unterstützt sie im Transferprozess, so dass nachhaltigeres Lernen und gezielteres Anwenden der neu erworbenen Kenntnisse bei der Arbeit ermöglicht wird.

Mehr Informationen finden Sie unter: projekt-indigo.de

Präventa

Ziel des Projekts Präventa ist es, den psychischen Belastungen im Arbeitsalltag präventiv entgegenzuwirken, um so die psychische Gesundheit zu stärken. Dafür wurden zwei Online-Komponenten entwickelt:

• eine Analysekomponente zur Feststellung der Anforderungen und Ressourcen individueller Arbeitsplätze
• eine Feedbackkomponente mit anschließendem Direktfeedback für Mitarbeitende (Verhaltensprävention) sowie die integrierte Auswertung auf Team- oder organisationaler Ebene (Verhältnisprävention).

Die Komponenten werden inhaltlich gemeinsam mit Projektpartnern aus der Region Niedersachsen entwickelt. Zusätzlich werden die Prototypen der Online-Komponenten mit kleinen und mittelständischen Unternehmen aus der Region erprobt. Die Zusammenarbeit mit Strategiepartner gewährleistet eine breite Anwendbarkeit der Komponenten über verschiedene Branchen hinweg und eine weiträumige Verbreitung in Niedersachsen.

Mehr Informationen finden Sie unter: praeventa.aundo-braunschweig.de

PROWI

Das Projekt „ProWi⁺ – Quo vadis Post-Doc: Professur, Wirtschaft oder prekäres Arbeitsverhältnis? Individuelle, soziale und organisationale Faktoren für die Laufbahnentwicklung und den Laufbahnerfolg des wissenschaftlichen Nachwuchses“ möchte die Verläufe wissenschaftlicher Laufbahnen analysieren, Prädiktoren für deren Erfolg identifizieren und durch diese Erkenntnisse Handlungs- und Interventionsmöglichkeiten für die Laufbahnplanung und Laufbahngestaltung von NachwuchswissenschaftlerInnen entwickeln.

Publikationen (Auswahl):

• Katharina Heuer, Lena C. Müller-Frommeyer, & Simone Kauffeld. (2020). Language matters: The double-edged role of linguistic style matching in work groups. Small Group Research, 51(2), 208–228. https://doi.org/10.1177/1046496419874498
  • Abstract: Linguistic style matching (LSM) refers to a similar linguistic style among conversation partners. We examine the effects of LSM on perceived team performance and perceived social support in real work groups. We propose that team tenure moderates the relationship between LSM and perceived performance such that LSM and performance are positively related for teams with low tenure and negatively related for teams with high levels of tenure. We also propose that LSM and perceived social support are positively related. To test the hypotheses, we videotaped and transcribed meetings of 160 researchers, nested in 26 teams, to assess the individual levels of LSM. We measured team performance and social support with questionnaire scales. In partial support of the hypotheses, multilevel models show a negative relationship between LSM and team performance and a positive relationship between LSM and social support. We discuss potential implications for team research and practitioners.
• Kauffeld, S., Spurk, D., Barthauer, L., Kaucher, P. (2018). Auf dem Weg zur Professur? Laufbahnen im wissenschaftlichen Kontext. In: Kauffeld, S., Spurk, D. (eds) Handbuch Karriere und Laufbahnmanagement. Springer Reference Psychologie . Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-45855-6_10-1
  • Abstract: Obwohl akademische Karrieren in den letzten Jahren vermehrt Aufmerksamkeit erlangt haben, sind sie wenig beforscht. Dieses Kapitel gibt einen Überblick zu aktuellen, relevanten Kennzahlen und geht auf die unterschiedlichen Karrierewege und beforschten Erfolgsmaße in der Wissenschaft ein. Es werden ausschlaggebende Faktoren für eine akademische Karriere diskutiert. Abschließend wird die Bedeutung der Karriereanpassungsfähigkeit herausgestellt und aufgezeigt, dass Universitäten mehr können als für eine wissenschaftliche Karriere vorzubereiten.
• Wolff, H.-G., & Spurk, D. (2020). Developing and Validating a Short Networking Behavior Scale (SNBS) From Wolff and Moser’s (2006) Measure. Journal of Career Assessment, 28(2), 277-302.
  • Abstract: Networking refers to building, maintaining, and using informal contacts to attain work or career resources. Although several measures exist, we are not aware of any short measure that reaches conventional standards and captures the breadth and multiple dimensions of the construct. To enable a brief and at the same time broad assessment of networking behaviors, this study reports the development and validation of a short version (the Short Networking Behavior Scale) of Wolff and Moser’s (2006) 44-item networking behavior scale. We examine the measurement properties of the derived 18-item version in two studies using three samples. Confirmatory factor analyses show that a correlated six-factor model with two higher order factors of internal and external networking fits the data well. We provide evidence for construct and criterion-oriented validity, showing that the internal and external networking scales exhibit meaningful correlational patterns with personality, career, and social network variables but only small and mostly nonsignificant correlations with measures of job or task characteristics.

• Estel, V., Schulte, E. M., Spurk, D., & Kauffeld, S. (2019). LMX differentiation is good for some and bad for others: A multilevel analysis of effects of LMX differentiation in innovation teams. Cogent Psychology, 6(1). https://doi.org/10.1080/23311908.2019.1614306

  • Abstract: Based on economizing resources (e.g., time, energy), leaders tend to develop different quality dyadic relationships (i.e., LMX, leader-member exchange differentiation) with different team members, which has several divergent consequences for team effectiveness and team performance. While initial findings indicate that LMX differentiation divides the team, where the high-quality relationship group (in-group) benefits from receiving the resources of the leader while the lower-quality relationship group (out-group) suffers from the resource constraints, this study focuses on how LMX differentiation is related to personal initiative, helpfulness, and proactive meeting interaction depending on group membership. According to a sample of 50 videotaped innovation team meetings (273 members, 50 leaders), the multilevel results supported the moderating role of group membership on the relationship between LMX differentiation and proactive behavior—whereas this relationship is negative for the out-group (apart from personal initiative, which was non-significantly related to LMX differentiation for the out-group), in-groups’ proactive behavior increases as LMX differentiation increases.

• Barthauer, L., Kaucher, P., Spurk, D. & Kauffeld, S. (2019). Burnout and career (un)sustainability: Looking into the Blackbox of burnout triggered career turnover intentions. Journal Of Vocational Behavior, 117, 103334. https://doi.org/10.1016/j.jvb.2019.103334

  • Abstract: Recently, an alarmingly high number of burnout cases in the work world has been reported. Burnout is an indicator of unsustainable careers because it evokes undesirable aspects in various career-related variables. Based on the conservation of resources theory and rationales from the sustainable career framework, the aim of this study is to explore the mechanisms that explain the relationship between burnout and career turnover intentions, which presents a major indicator of career unsustainability. We assume that this relationship is mediated by the reduced personal resources of perceived internal marketability and career satisfaction. We also assume that the contextual resource of perceived departmental support moderates the mediated paths, and therefore plays a buffering role within unsustainable career development. We verified our assumptions by means of a moderated mediation analysis with Haye’s PROCESS Macro. The sample consisted of 385 academic scientists from diverse research fields who participated in an online survey across three points of time (each one year apart, totaling two years). Our results suggest that burnout is positively related to career turnover intentions, and that perceived internal marketability, as well as career satisfaction, mediate the relationship between burnout and career turnover intentions. We found no moderation of perceived departmental support for the direct relationship between burnout and career turnover intentions. However, we found support for the notion that perceived departmental support moderates the relationship between burnout and perceived internal marketability and career satisfaction. Our findings help to further our understanding of how burnout is a risk to sustainable careers, and how perceived departmental support is a promising resource toward sustainable careers. 

• Sauer, N. C., Barthauer, L., & Kauffeld, S. (o. D.). Effektive Meetings im Hochschulkontext: Wie Sie Interaktionsstrukturen nutzen und als Broker agieren können. In Handbuch Personalentwicklung und Weiterbildung an Hochschulen. Deutscher Hochschulverband. https://www.personalentwicklung-wissenschaft.de/de/handbuch/gliederung/#/Beitragsdetailansicht/313/2223/Meetings-effektiver-gestalten---Wie-Sie-Interaktionsstrukturen-nutzen-und-

  • Abstract: Meetings sind in Hochschule und Wissenschaft allgegenwärtig – und werden häufig als wenig produktiv erlebt. Für Personalentwickler/innen sind Meetings zum einen natürlich für die eigene Arbeit von Bedeutung, zum anderen als Gegenstand von PE-Maßnahmen. Der folgende Beitrag zeigt, wie Sie Netzwerkanalysen für Meetings im Hochschulkontext nutzen können. Es wird vorgestellt, wie die Interaktion in Meetings mittels Netzwerkanalyse visualisiert werden kann, um Informationsflüsse abzubilden, Strukturmuster zu erkennen, Teilnehmerrollen zu identizieren und Meetings effektiver zu gestalten.

• Barthauer, L., Spurk, D. & Kauffeld, S. (2016). Women’s Social Capital in Academia: A Personal Network analysis. International Review Of Social Research, 6(4), 195–205. https://doi.org/10.1515/irsr-2016-0022
  • Abstract: Developmental networks are ego-centered networks, and were found to be beneficial for career success and advancement. Especially in academia, the benefits of developmental networks are critical due to limitations in career stability, and its up-or-out character. Overall, they facilitate career success and advancement by providing access to social capital, which is more or less attainable depending on certain structural network characteristics. Diverging access to social capital for women and men is well known, however, little is known about developmental networks of female and male academic staff. Therefore, this study investigated cohesion and brokerage as indicators for access to social capital to explore gender differences. The sample consisted of n = 594 ego-networks of PhDs and postdocs, working at German universities and research institutes. Cohesion was measured by density and degree; brokerage by effectiveness and constraint. Results revealed that based on Coleman’s cohesion theory (1988, 1990), female researchers showed less access to social capital through less dense networks, but bigger ones implying more social capital. Moreover, based on Burt’s brokerage theory (1992, 2005), female researchers showed, against our assumptions, more brokerage social capital by showing greater effectiveness, and less constraint. Results provide insight into men’s and women’s access to social capital.
• Barthauer, L., Kauffeld, S. (2018). The role of social networks for careers. Gr Interakt Org 49, 50–57. doi.org/10.1007/s11612-018-0401-2
  • Abstract: The aim of this report is to elaborate on the centrality of social networks in the professional context (professional networks) of organizations. Professional networks are a career-relevant resource often called social capital. Social capital from professional networks entail relationships to colleagues or other departments, and can provide relevant and timely information or resources required for advancement on tasks and objectives. We will introduce different types of professional networks such as leadership networks, developmental networks or buy-in networks. Furthermore, the importance of professional networks for employees as well as employers will be explained. For employees, we will also provide information on the relevance of professional networks at different career stages.
• Kauffeld, S., Spurk, D., Barthauer, L., & Dubbel, A. (2015, 6. Mai). ProWi: Stand der Wissenschaft [Präsentationsfolien]. prowi-studie.de
• Spurk, D., Hirschi, A., & Kauffeld, S. (2016). A new perspective on the etiology of workaholism. Career Development International, 21(2), 152–173. https://doi.org/10.1108/CDI-08-2015-0110
  • Abstract: The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large sample of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism).

Mehr Informationen finden Sie unter: prowi-studie.de

Gradlife

IN-K-Ha