@article{FaySonnentag2010, author = {Fay, Doris and Sonnentag, Sabine}, title = {A look back to move ahead : new directions for research on proactive performance and other discretionary work behaviours}, issn = {0269-994X}, doi = {10.1111/j.1464-0597.2009.00413.x}, year = {2010}, abstract = {Over the last two decades, the multi-dimensional notion of job performance has been fully brought to life. The differentiation between core task performance and various aspects of discretionary work behaviour is flow commonly applied. A multitude of empirical studies, enhancing our knowledge of the antecedents and consequences of the different performance aspects, have recently been summarised through various meta-analyses. We use this as all occasion for taking stock in order to identify new areas of theorising and empirical research. Focusing in particular oil proactive performance aspects, the present paper identifies three themes that could inspire new research and model development. We suggest taking a new approach to the treatment of time in order to account for the dynamic nature of performance oil the one hand, and to consider life-span changes oil the other, developing comprehensive models oil proactivity-enhancing interventions, and more strongly incorporating a cross-cultural perspective.}, language = {en} } @article{BelschakDenHartogFay2010, author = {Belschak, Frank D. and Den Hartog, Deanne N. and Fay, Doris}, title = {Exploring positive, negative and context-dependent aspects of proactive behaviours at work}, issn = {0963-1798}, doi = {10.1348/096317910x501143}, year = {2010}, abstract = {This article is an introduction to the Special Section entitled 'Exploring positive, negative and context- dependent aspects of proactive behaviours at work' which features in this issue of Journal of Occupational and Organizational Psychology.}, language = {en} } @article{FaySonnentag2012, author = {Fay, Doris and Sonnentag, Sabine}, title = {Within-person fluctuations of proactive behavior how affect and experienced competence regulate work behavior}, series = {Human performance}, volume = {25}, journal = {Human performance}, number = {1}, publisher = {Routledge, Taylor \& Francis Group}, address = {Philadelphia}, issn = {0895-9285}, doi = {10.1080/08959285.2011.631647}, pages = {72 -- 93}, year = {2012}, abstract = {This article studies proactive work behavior from a within-person perspective. Building on the broaden-and-build model and the mood-as-information approach, we hypothesized that negative trait affect and positive state affect predict the relative time spent on proactive behavior. Furthermore, based on self-determination theory we argued that persons want to feel competent and that proactive behavior is one way to experience competence. In an experience-sampling study, 52 employees responded to surveys 3 times a day for 5 days. Hierarchical linear modeling confirmed the hypotheses on trait and state affect. Analyses furthermore showed that although a higher level of experienced competence at core task activities was associated with a subsequent increase in time spent on these activities, low experienced competence predicted an increase in time spent on proactive behavior.}, language = {en} } @article{MuschallaHeldmannFay2013, author = {Muschalla, Beate and Heldmann, Madleen and Fay, Doris}, title = {The significance of job-anxiety in a working population}, series = {Occupational medicine}, volume = {63}, journal = {Occupational medicine}, number = {6}, publisher = {Oxford Univ. Press}, address = {Oxford}, issn = {0962-7480}, doi = {10.1093/occmed/kqt072}, pages = {415 -- 421}, year = {2013}, abstract = {Background Job-anxiety, as distinguished from trait-anxiety, is associated with long-term sickness absence. The prevalence of job-anxiety within a working population is not known. Identifying individuals who would benefit from intervention might be useful. Aims To investigate job-anxiety in employees not undergoing treatment for mental health illness, firstly by assessing the level of job-anxiety and work-related avoidance tendencies in a working sample, and secondly by testing whether job-anxiety is distinguishable from trait-anxiety. Methods Cross-sectional survey of a convenience sample obtained through personal contact distribution. Employees from different professional settings completed an anonymous questionnaire and provided information on their employment status. The State-Trait-Anxiety Inventory (STAI-T) was used to measure trait-anxiety and the Job-Anxiety-Scale (JAS) was used to assess job (state) anxiety. Results There was a 69\% response rate (240 responses); 188 responses were available for analysis of whom 62\% were women. There were no employees with high trait-anxiety. Ten employees (5\%) reported increased job-anxiety and of these nine employees reported high 'tendencies of avoidance and workplace absence'. Avoidance was most often accompanied by the comorbid job-anxieties 'job-related social anxiety', 'fear of changes at work' and 'fears of existence', 'anticipatory' and 'conditioned' job-anxiety and 'panic symptoms'. Conclusions In this sample, self-reported job-anxiety appeared as a specific type of anxiety as opposed to trait-anxiety. In the workplace job-anxiety can present as job-avoidance and sickness absence and should be distinguished from trait-anxiety. In practice, employers and occupational health practitioners should be aware of those employees prone to sickness absence.}, language = {en} } @article{LiFayFreseetal.2014, author = {Li, Wen-Dong and Fay, Doris and Frese, Michael and Harms, Peter D. and Gao, Xiang Yu}, title = {Reciprocal relationship between proactive personality and work characteristics: A latent change score approach}, series = {Journal of applied psychology}, volume = {99}, journal = {Journal of applied psychology}, number = {5}, publisher = {American Psychological Association}, address = {Washington}, issn = {0021-9010}, doi = {10.1037/a0036169}, pages = {948 -- 965}, year = {2014}, abstract = {Previous proactivity research has predominantly assumed that proactive personality generates positive environmental changes in the workplace. Grounded in recent research on personality development from a broad interactionist theoretical approach, the present article investigates whether work characteristics, including job demands, job control, social support from supervisors and coworkers, and organizational constraints, change proactive personality over time and, more important, reciprocal relationships between proactive personality and work characteristics. Latent change score analyses based on longitudinal data collected in 3 waves across 3 years show that job demands and job control have positive lagged effects on increases in proactive personality. In addition, proactive personality exerts beneficial lagged effects on increases in job demands, job control, and supervisory support, and on decreases in organizational constraints. Dynamic reciprocal relationships are observed between proactive personality with job demands and job control. The revealed corresponsive change relationships between proactive personality and work characteristics contribute to the proactive personality literature by illuminating more nuanced interplays between the agentic person and work characteristics, and also have important practical implications for organizations and employees.}, language = {en} } @inproceedings{NowozinWahnschaffeFayetal.2014, author = {Nowozin, Claudia and Wahnschaffe, A. and Fay, Doris and Pollatos, Olga and Kunz, D.}, title = {Does bright light interfere with fear learning?}, series = {Journal of sleep research : official journal of the European Sleep Research Society}, volume = {23}, booktitle = {Journal of sleep research : official journal of the European Sleep Research Society}, publisher = {Wiley-Blackwell}, address = {Hoboken}, issn = {0962-1105}, pages = {102 -- 102}, year = {2014}, language = {en} } @article{FayShiptonWestetal.2015, author = {Fay, Doris and Shipton, Helen and West, Michael A. and Patterson, Malcolm}, title = {Teamwork and Organizational Innovation: The Moderating Role of the HRM Context}, series = {Creativity and innovation management}, volume = {24}, journal = {Creativity and innovation management}, number = {2}, publisher = {Wiley-Blackwell}, address = {Hoboken}, issn = {0963-1690}, doi = {10.1111/caim.12100}, pages = {261 -- 277}, year = {2015}, abstract = {Evidence is accumulating on the role of teams in shaping a variety of business outcomes, but our knowledge on the effect of teamwork on organizational innovation is still evolving. This study examines whether the extent to which two staff groups are organized in teams (production staff and management/administrative staff) affects organizational innovation and whether human resource management (HRM) systems, which can be of facilitating or constraining nature, enhance the teamwork/innovation relationships. Hypotheses were tested with lagged and longitudinal data derived from 18 to 45 organizations from the UK manufacturing sector. Results suggest that the more widespread the use of teamwork in organizations, the higher the level of organizational innovation. Furthermore, this effect depends, particularly for production teams, on the overall quality of the HRM systems that exist in their organizations. Teamwork/innovation relationships are further moderated (for management and administrative teams) by an HRM practice that provides teams with time for thoughtful reflection. Thus, HRM systems can be of more or less facilitating or constraining nature for teams in organizations.}, language = {en} } @article{HuettgesFay2015, author = {Huettges, Annett and Fay, Doris}, title = {The Gender-Differential Impact of Work Values on Prospects in Research Careers}, series = {Journal of career development}, volume = {42}, journal = {Journal of career development}, number = {6}, publisher = {Sage Publ.}, address = {Thousand Oaks}, issn = {0894-8453}, doi = {10.1177/0894845315582246}, pages = {524 -- 539}, 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{HuetgesFay2015, author = {Huetges, Annett and Fay, Doris}, title = {Gender influences on career development a brief review}, series = {Journal of personnel psychology.}, volume = {14}, journal = {Journal of personnel psychology.}, number = {3}, publisher = {Hogrefe}, address = {G{\"o}ttingen}, issn = {1866-5888}, doi = {10.1027/1866-5888/a000152}, pages = {113 -- 120}, year = {2015}, language = {en} } @article{FayHuettges2016, author = {Fay, Doris and H{\"u}ttges, Annett}, title = {Drawbacks of proactivity}, series = {Journal of Occupational Health Psychology}, volume = {22}, journal = {Journal of Occupational Health Psychology}, number = {4}, publisher = {American Psychological Association}, address = {Washington}, issn = {1076-8998}, doi = {10.1037/ocp0000042}, pages = {429 -- 442}, year = {2016}, abstract = {The benefit of proactive work behaviors for performance-related outcomes has been well established. However, this approach to studying proactivity has not yet acknowledged its potential implications for the actor's well-being. Drawing on the fact that resources at work are limited and that the workplace is a social system characterized by interdependencies, we proposed that daily proactivity could have a negative effect on daily well-being. We furthermore proposed that this effect should be mediated by work overload and negative affect. We conducted a daily diary study (N = 72) to test the potential negative effects of proactivity on daily well-being. Data was collected across 3 consecutive work days. During several daily measurement occasions, participants reported proactivity, work overload, negative affect, and fatigue. They also provided 4 saliva samples per day, from which cortisol was assayed. Based on the 4 samples, a measure of daily cortisol output was produced. Multilevel analyses showed that daily proactivity was positively associated with higher daily cortisol output. The positive association of daily proactivity with bedtime fatigue was marginally significant. There was no support for a mediating effect of work overload and negative affect. Implications for theory-building on the proactivity-well-being link are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved)}, language = {en} }