Cg Christel Rutte

A review of the time management literature

Purpose – The purpose of this article is to provide an overview for those interested in the current state‐of‐the‐art in time management research.Design/methodology/approach – This review includes 32 empirical studies on time management conducted between 1982 and 2004.Findings – The review demonstrates that time management behaviours relate positively to perceived control of time, job satisfaction, and health, and negatively to stress. The relationship with work and academic performance is not clear. Time management training seems to enhance time management skills, but this does not automatically transfer to better performance.Research limitations/implications – The reviewed research displays several limitations. First, time management has been defined and operationalised in a variety of ways. Some instruments were not reliable or valid, which could account for unstable findings. Second, many of the studies were based on cross‐sectional surveys and used self‐reports only. Third, very little attention was g...

Personality and team performance: a meta-analysis

Using a meta‐analytical procedure, the relationship between team composition in terms of the Big‐Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (ρ = 0.24) and conscientiousness (ρ = 0.20), and for variability in agreeableness (ρ = −0.12) and conscientiousness (ρ = −0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright

Time management behavior as a moderator for the job demand-control interaction

The interaction effects of time management, work demands, and autonomy on burnout were investigated in a survey study of 123 elementary teachers. A 3-way interaction between time management, work demands, and autonomy was hypothesized: The combination of high work demands and low autonomy was predicted to lead to burnout for teachers low in time management and not, or to a lesser extent, for those high in time management. This hypothesis is confirmed for emotional exhaustion, the most predictive dimension of teacher burnout, and partly confirmed for the personal accomplishment dimension. Generalizability to other contactual occupations is discussed.

The relationships among part-time work, work-family interference, and well-being

The authors investigated the effect of part-time work on work-family interference and well-being among 160 part-time and 29 full-time employed mothers (with a partner) working at 2 insurance companies in the Netherlands. The authors controlled for working part time as a strategy for reducing work-family imbalance and found that part-time work was associated with a lower level of work-to-family interference. Also, high levels of work-family interference were associated with diminished well-being. Work-to-family interference played a mediating role in the relationship between part-time work and well-being. Results indicate that part-time jobs can enhance the work-family balance not only for those explicitly choosing part-time employment as a means to reduce work-family imbalance but also for other employees.

Time pressure, potency and progress in project groups

Many project groups have a hard time meeting their deadlines. This research addresses this issue by studying group perceptions and group self-regulatory actions that may impede or foster the timeliness of group projects. Longitudinal data were collected from 22 student project groups developing a business solution in a field assignment. Using a questionnaire, we measured perceived time pressure, group potency, planning, and reflexivity, as well as the projects progress at three points during the 13-week working period: at the start of the project, just after the orientation phase, and finally after the execution phase and the project deadline. Our findings suggest that the effect of time pressure on progress is moderated by group potency. Furthermore, there were differential effects of planning and reflexivity in the orientation phase and the execution phase. Execution planning and reflexivity did not appear to be very useful for progress in the orientation phase of the project. However, in the execution phase, both planning and reflexivity contributed to meeting the deadline.

Sickness absence: A gender-focused review

Women compared with men are generally considered to have higher sickness absence rates. Also determinants of sickness absent may differ between the sexes, a relevant area of knowledge for organizations that want to fine-tune particular measures to particular determinants. The present article offers a review of the literature regarding the relationships between sickness absence and gender. Various explanations mentioned in the literature are discussed using a classification derived from the Multi-Facet Gender and Health Model. Women compared to men seem indeed more frequently absent at work but this depends on countries, age – and professional groups, and seems restricted to short-term absence. Main conclusions with respect to future research concern the desirability of context-sensitive research and the usefulness of short-term versus long-term absenteeism as an outcome variable. Additionally, we recommend to further investigate the effects of organizational and psychosocial gender-related work characteristics, gender-bias in diagnostics and treatment, as well as gender differences in specific person-related factors interacting with gender differences in work-related daily life factors.

Individual autonomy in work teams: The role of team autonomy, self-efficacy, and social support

Task autonomy is long recognized as a means to improve functioning of individuals and teams. Taking a multilevel approach, we unravelled the constructs of team and individual autonomy and studied the interplay between team autonomy, self-efficacy, and social support in determining individual autonomy of team members. Hierarchical regression results of a survey among 733 members of 76 health care teams showed that individual autonomy was related not only to the level of team autonomy, but also to self-efficacy and social support. Moreover, results suggested that social support moderates the extent to which team autonomy is incorporated into the individual tasks of team members. In highly autonomous teams, individuals experiencing moderate support from co-workers and supervisors reported higher individual autonomy than members experiencing either low or very high support.

Self-Managing Teamwork and Psychological Well-Being Review of a Multilevel Research Domain

In this article, we present a qualitative discussion of 28 empirical studies on self-managing team-work and psychological well-being. We address three questions: (a) Which variables did they include and which results did they obtain?; (b) How did authors deal with issues of level of theory, measurement, and analysis?; and (c) Do such level issues affect the results of the studies? This review demonstrates that only job satisfaction is consistently related to self-managing teamwork. In addition, authors often fail to specify the level of their theory, thereby impeding judgment on the appropriateness of analysis procedures. Finally, we present preliminary evidence that level issues may affect the results. We plead for the incorporation of multilevel theory andanalysistechniquesintothefieldofself-managingteamworkandpsychologicalwell-being.

Autonomous teamwork and psychological well-being

Few studies investigated the assumed positive effects of autonomous groups on individual psychological well-being. In the present study we investigated the hypotheses that (1) group autonomy is positively related to psychological well-being, (2) this relationship is mediated by individual autonomy, individual task variety, individual workload, and social support. One hundred and thirty-eight members of autonomous teams in a supermarket chain completed questionnaires about their task perceptions and psychological well-being. The hypotheses were largely supported by structural equations analyses. Results are discussed and implications proposed.

Defining near misses: Towards a sharpened definition based on empirical data about error handling processes

Medical errors in health care still occur frequently. Unfortunately, errors cannot be completely prevented and 100% safety can never be achieved. Therefore, in addition to error reduction strategies, health care organisations could also implement strategies that promote timely error detection and correction. Reporting and analysis of so-called near misses - usually defined as incidents without adverse consequences for patients - are necessary to gather information about successful error recovery mechanisms. This study establishes the need for a clearer and more consistent definition of near misses to enable large-scale reporting and analysis in order to obtain such information. Qualitative incident reports and interviews were collected on four units of two Dutch general hospitals. Analysis of the 143 accompanying error handling processes demonstrated that different incident types each provide unique information about error handling. Specifically, error handling processes underlying incidents that did not reach the patient differed significantly from those of incidents that reached the patient, irrespective of harm, because of successful countermeasures that had been taken after error detection. We put forward two possible definitions of near misses and argue that, from a practical point of view, the optimal definition may be contingent on organisational context. Both proposed definitions could yield large-scale reporting of near misses. Subsequent analysis could enable health care organisations to improve the safety and quality of care proactively by (1) eliminating failure factors before real accidents occur, (2) enhancing their ability to intercept errors in time, and (3) improving their safety culture.