Niels Opstrup

Stressing academia? Stress-as-offence-to-self at Danish universities

ABSTRACT Academic work has traditionally been seen as relatively stress free. However, a growing number of studies have reported increases in occupational stress experienced by university researchers. In order to explain stress among this group, we build on a new perspective in occupational stress research: the so-called stress-as-offence-to-self perspective. In line with this perspective, we have investigated the incongruence between the researchers’ work values and their perceptions of the working conditions provided by the organisation. The analysis is based on a sample of 2127 Danish university researchers. The results show that person-organisation incongruence with regard to freedom and independence in the job, job security, personal and professional development at work, and receiving peer recognition are associated with higher levels of stress among the researchers. Based on these results, we suggest three strategies for managers at universities to mitigate stress among academic employees: a tough recruitment process, a team-based organisation and a proactive human resource strategy.

When and Why Do University Managers Use Publication Incentive Payments

ABSTRACT Pay-for-performance schemes have become a widespread management strategy in the public sector. However, not much is known about the rationales that trigger the adoption of performance-related pay provisions. This article examines managerial and organisational features of university departments in Denmark that use publication incentive payments. Most often it is used when heads of department outside the humanities think it is a good idea to reward scholars financially for publications. In-depth analysis of the cases reveals, however, that department heads cannot simply be divided between ‘believers’ and ‘non-believers’. Almost half expressed confidence in that publication incentive payments motivate researchers to perform better, not because of the monetary reward, but because of the positive feedback signalled by the pay supplement.

Does setting goals and incentivizing results matter for the psychosocial work environment

Abstract This study investigates how central features of performance management, setting goals and incentivizing results, relate to the employees’ satisfaction with the psychosocial work environment. Using data from 64 Danish university departments, including 2,115 nested researchers, we find that having clear organizational goals is associated with higher levels of satisfaction with the psychosocial work environment. We also find that there is a positive relationship between the use of financial rewards and satisfaction with the psychosocial work environment, if there is a fit with the employees’ extrinsic motivation structure. On the other hand, the use of sanctions is negatively correlated with the psychosocial work environment.