@misc{BrennerOrtnerFay2016, author = {Brenner, Falko S. and Ortner, Tuulia M. and Fay, Doris}, title = {Asynchronous video interviewing as a new technology in personnel selection}, series = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, journal = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, number = {500}, issn = {1866-8364}, doi = {10.25932/publishup-40843}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-408430}, pages = {11}, year = {2016}, abstract = {The present study aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology for the emerging selection procedure of asynchronous video interviewing. One hundred six volunteers experienced asynchronous video interviewing and filled out several questionnaires including one on the applicants' personalities. In line with previous technology acceptance research, the data revealed that perceived usefulness and perceived ease of use predicted attitudes toward asynchronous video interviewing. Furthermore, openness revealed to moderate the relation between perceived usefulness and attitudes toward this particular selection technology. No significant effects emerged for computer self-efficacy, job interview self efficacy, extraversion, neuroticism, and conscientiousness. Theoretical and practical implications are discussed.}, language = {en} } @misc{UrbachFay2021, author = {Urbach, Tina and Fay, Doris}, title = {Leader member exchange in leaders' support for voice}, series = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, volume = {70}, journal = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, number = {2}, issn = {1866-8364}, doi = {10.25932/publishup-51090}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-510904}, pages = {37}, year = {2021}, abstract = {While previous research underscores the role of leaders in stimulating employee voice behaviour, comparatively little is known about what affects leaders' support for such constructive but potentially threatening employee behaviours. We introduce leader member exchange quality (LMX) as a central predictor of leaders' support for employees' ideas for constructive change. Apart from a general benefit of high LMX for leaders' idea support, we propose that high LMX is particularly critical to leaders' idea support if the idea voiced by an employee constitutes a power threat to the leader. We investigate leaders' attribution of prosocial and egoistic employee intentions as mediators of these effects. Hypotheses were tested in a quasi-experimental vignette study (N = 160), in which leaders evaluated a simulated employee idea, and a field study (N = 133), in which leaders evaluated an idea that had been voiced to them at work. Results show an indirect effect of LMX on leaders' idea support via attributed prosocial intentions but not via attributed egoistic intentions, and a buffering effect of high LMX on the negative effect of power threat on leaders' idea support. Results differed across studies with regard to the main effect of LMX on idea support.}, language = {en} } @misc{FreseGarstFay2007, author = {Frese, Michael and Garst, Harry and Fay, Doris}, title = {Making things happen : reciprocal relationships between work characteristics and personal initiative in a four-wave longitudinal structural equation model}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus-18278}, year = {2007}, abstract = {The authors used the frameworks of reciprocal determinism and occupational socialization to study the effects of work characteristics (consisting of control and complexity of work) on personal initiative (PI)--mediated by control orientation (a 2nd-order factor consisting of control aspiration, perceived opportunity for control, and self-efficacy) and the reciprocal effects of PI on changes in work characteristics. They applied structural equation modeling to a longitudinal study with 4 measurement waves (N = 268) in a transitional economy: East Germany. Results confirm the model plus 1 additional, nonhypothesized effect. Work characteristics had a synchronous effect on PI via control orientation (full mediation). There were also effects of control orientation and of PI on later changes in work characteristics: As predicted, PI functioned as partial mediator, changing work characteristics in the long term (reciprocal effect); unexpectedly, there was a 2nd reciprocal effect of an additional lagged partial mediation of control orientation on later work characteristics.}, language = {en} } @misc{FayGuillaume2007, author = {Fay, Doris and Guillaume, Yves R. F.}, title = {Team diversity}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus-18295}, year = {2007}, abstract = {Team diversity refers to the differences between team members on any attribute that may lead each single member of the group to perceive any other member of the group as being different from the self of this particular member. These attributes and perceptions refer to all dimensions people can differ on, such as age, gender, ethnicity, religious and functional background, personality, skills, abilities, beliefs, and attitudes.}, language = {en} } @misc{HuettgesFay2015, author = {H{\"u}ttges, Annett and Fay, Doris}, title = {The gender-differential impact of work values on prospects in research careers}, series = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, journal = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, number = {402}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-404843}, pages = {16}, year = {2015}, abstract = {Women are strongly underrepresented at top positions in research, with some research suggesting the postdoctoral career stage is a critical stage for female researchers. Drawing on role congruity theory and social cognitive career theory, we tested the gender-differential impact of work values (extrinsic rewards-oriented work values and work-life balance values) on subjective career success and supports from supervisors (leader-member exchange) and team members. We conducted an online survey with male and female postdoctoral scientists (N = 258). As hypothesized, the positive relationship between extrinsic rewards-oriented work values and subjective career success and supports was stronger for male researchers than for female researchers. Results on work-life balance values were less conclusive. These findings support the idea that gendered appraisal processes may affect career-relevant outcomes.}, language = {en} } @misc{FayUrbachScheithauer2019, author = {Fay, Doris and Urbach, Tina and Scheithauer, Linda}, title = {What motivates you right now?}, series = {Postprints der Universit{\"a}t Potsdam Humanwissenschaftliche Reihe}, journal = {Postprints der Universit{\"a}t Potsdam Humanwissenschaftliche Reihe}, number = {545}, issn = {1866-8364}, doi = {10.25932/publishup-42735}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-427350}, pages = {17}, year = {2019}, abstract = {Regulatory focus is a motivational construct that describes humans' motivational orientation during goal pursuit. It is conceptualized as a chronic, trait-like, as well as a momentary, state-like orientation. Whereas there is a large number of measures to capture chronic regulatory focus, measures for its momentary assessment are only just emerging. This paper presents the development and validation of a measure of Momentary-Chronic Regulatory Focus. Our development incorporates the distinction between self-guide and reference-point definitions of regulatory focus. Ideals and ought striving are the promotion and prevention dimension in the self-guide system; gain and non-loss regulatory focus are the respective dimensions within the reference-point system. Three-survey-based studies test the structure, psychometric properties, and validity of the measure in its version to assess chronic regulatory focus (two samples of working participants, N = 389, N = 672; one student sample [time 1, N = 105; time 2, n = 91]). In two further studies, an experience sampling study with students (N = 84, k = 1649) and a daily-diary study with working individuals (N = 129, k = 1766), the measure was applied to assess momentary regulatory focus. Multilevel analyses test the momentary measure's factorial structure, provide support for its sensitivity to capture within-person fluctuations, and provide evidence for concurrent construct validity.}, language = {en} } @misc{UrbachFay2018, author = {Urbach, Tina and Fay, Doris}, title = {When proactivity produces a power struggle}, series = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, journal = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe}, number = {447}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-412968}, pages = {17}, year = {2018}, abstract = {Previous research informs us about facilitators of employees' promotive voice. Yet little is known about what determines whether a specific idea for constructive change brought up by an employee will be approved or rejected by a supervisor. Drawing on interactionist theories of motivation and personality, we propose that a supervisor will be least likely to support an idea when it threatens the supervisor's power motive, and when it is perceived to serve the employee's own striving for power. The prosocial versus egoistic intentions attributed to the idea presenter are proposed to mediate the latter effect. We conducted three scenario-based studies in which supervisors evaluated fictitious ideas voiced by employees that - if implemented - would have power-related consequences for them as a supervisor. Results show that the higher a supervisors' explicit power motive was, the less likely they were to support a power-threatening idea (Study 1, N = 60). Moreover, idea support was less likely when this idea was proposed by an employee that was described as high (rather than low) on power motivation (Study 2, N = 79); attributed prosocial intentions mediated this effect. Study 3 (N = 260) replicates these results.}, language = {en} }