Grégoire Bollmann

Diversity „spielerisch“ trainieren: Auswirkungen auf Einstellungen und Sensibilität gegenüber Diversity bei Führungskräften

Die vorliegende Arbeit stellt ein Diversity-Training fur Fuhrungskrafte sowie eine Studie zur Uberprufung der Wirksamkeit des Trainings vor. Trainingsziele waren die positive Beeinflussung der Einstellungen gegenuber Diversity-Management sowie eine erhohte Sensibilitat gegenuber und Kompetenz im Umgang mit Diversity-Themen am Arbeitsplatz. Das Training wurde mit 87 Fuhrungskraften aus verschiedenen Organisationen durchgefuhrt und bestand aus einem Spiel, bei welchem sich die Teilnehmer mit Dilemmasituationen auseinandersetzen mussen. Die unmittelbare Wirksamkeit wurde anhand eines Fragebogens gemessen, den die Teilnehmer vor und nach dem Training ausfullten. Die Resultate zeigen, dass die Teilnehmer nach dem Training eine positivere Einstellung gegenuber Diversity-Management hatten und von einer erhohten Sensibilitat gegenuber Diversity am Arbeitsplatz berichteten. Das Spiel regte Perspektivubernahmefahigkeiten, selbstkritische Reflektionen und arbeitsrelevante Kompetenzen im Umgang mit Diversity an. Daru...

Multidimensionality of Well-Being and Spillover Effects Across Life Domains: How Do Parenthood and Personality Affect Changes in Domain-Specific Satisfaction?

Whether having children improves our well-being is a long-standing topic of debate. Demographic and sociological research has investigated changes in individuals’ overall well-being and partnership satisfaction when they become parents. However, little is known about how becoming parent may produce vulnerability—observable as an enduring decrease in well-being—in life domains that are strongly interdependent with the family domain, such as work and leisure. Linking life-course and personality psychology perspectives, the authors examine the trajectories of subjective well-being—measured as satisfaction with life, work, and leisure—3 years before and 3 years after the transition to parenthood. The authors particularly focus on the moderating effects of gender and personality. Using data from the German Socio-Economic Panel (1984–2013) and multilevel growth curve modeling, the authors show strong gender-based vulnerability in how people react to parenthood. Although men display a nonlinear pathway of decreasing life satisfaction and a stable trajectory of job satisfaction, women experience more changes in their satisfaction with work and more dramatic decreases in leisure satisfaction. Contrary to most of our expectations, the moderating effects of personality were modest. Extraversion influenced the trajectories of work satisfaction, whereas neuroticism and conscientiousness affected the pathway of leisure satisfaction for women only. This article shows that the transition to parenthood influences well-being trajectories in specific domains, and this influence differs between women and men.

Contextual Undertow of Workplace Deviance by and Within Units: A Systematic Review

Within the constellation of employee misconduct, workplace deviance possesses the somewhat distinctive feature of violating organizational norms. Yet, the burgeoning research examining the social context surrounding workplace deviance typically fails to properly account for it. Interdisciplinary research has demonstrated that within organizations (a) multiple reference groups provide descriptive and injunctive norms about (in)appropriate behavior; (b) even when embedded within the organizational hierarchy, norms are not necessarily consistent across these groups; and (c) the immediate reference group often exerts a crucial influence. Against this background, we discuss prevalent conceptualizations of workplace deviance and systematically review the literature from 1995 to 2017. We present our findings according to external and organizational, leadership, and intraunit antecedents of workplace deviance by and within units, distinguishing, in particular, unit composition, processes and emergent states, climates, and norms. We conclude with a discussion of theoretical and methodological avenues for future research.

The Importance of Career Adaptability, Career Resilience, and Employability in Designing a Successful Life

Advocating a holistic approach, the life design paradigm suggests that individual and environmental constraints as well as resources shape people’s career journeys and their broader evolution. In particular, career adaptability and career resilience are central personal resources that help people in designing their career. In specific situations, people are able to activate these resources, and career interventions can strengthen them. Career adaptability and career resilience also help people to better use their environment’s resources, which eventually contribute to their employability. Over time, these constant interactions between people and their environment can lead to the development of negative spirals or virtuous circles, ultimately fostering adaptive functioning, and a successful life. People’s career path and employability thus depend on a combination of personal, and environmental factors, occurring within specific organizational, social, economic, and political structures.