@article{WollnyFayUrbach2016, author = {Wollny, Anna and Fay, Doris and Urbach, Tina}, title = {Personal initiative in middle childhood: Conceptualization and measurement development}, series = {Learning and individual differences}, volume = {49}, journal = {Learning and individual differences}, publisher = {Elsevier}, address = {Amsterdam}, issn = {1041-6080}, doi = {10.1016/j.lindif.2016.05.004}, pages = {59 -- 73}, year = {2016}, abstract = {Drawing on research on personal initiative in adults, this paper present the conceptualization of personal initiative in the middle childhood, and the development and validation of an eight-item teacher and parent rating scale of children's and adolescents' personal initiative. The psychometric properties and construct validity of the measure were tested in two samples of children in middle childhood (N = 1069-1657) and middle childhood to adolescence (N = 1533). Both the teacher and parent rating scale showed good item characteristics. Results of confirmatory factor analyses supported their hypothesized factorial structure. The agreement of teacher and parent ratings was satisfactory. Evidence on the construct validity of the scale was further derived from a nomological network comprising control cognitions, motivational orientations, and cognitive ability. The measures proved to be invariant across school years and raters. We discuss several avenues for future research on personal initiative in the fields of development and education.}, language = {en} } @article{WarnerLensingFay2017, author = {Warner, Greta J. and Lensing, Johanna Nele and Fay, Doris}, title = {Personal initiative}, series = {Journal of Applied Developmental Psychology}, volume = {52}, journal = {Journal of Applied Developmental Psychology}, publisher = {Elsevier}, address = {New York}, issn = {0193-3973}, doi = {10.1016/j.appdev.2017.06.004}, pages = {114 -- 125}, year = {2017}, abstract = {Although the effects of personal initiative (PI) on adults' performance and other favorable outcomes are well documented, research has only recently begun to study PI in childhood. This study aimed at examining the development of PI, its predictors, and its developmental effects from childhood to early adolescence. A total of 1,593 German children participated in a longitudinal study starting at Grades 2 to 4, with a second measurement wave two years later. Latent change score analyses revealed that 1) children differed significantly in their change scores of PI, that 2) executive functions and positive parenting predicted change scores in PI, and that 3) high initial levels and change scores in PI reduced the development of internalizing and externalizing problems and supported the development of prosocial behavior and academic competencies. These findings endorse the plasticity of PI and shed light on the active part of children in promoting their own development.}, language = {en} } @article{WarnerFaySchiefeleetal.2017, author = {Warner, Greta J. and Fay, Doris and Schiefele, Ulrich and Stutz, Franziska and Wollny, Anna}, title = {Being proactive when reading: Academic personal initiative as a predictor of word comprehension development}, series = {Learning and individual differences}, volume = {55}, journal = {Learning and individual differences}, publisher = {Elsevier}, address = {Amsterdam}, issn = {1041-6080}, doi = {10.1016/j.lindif.2017.03.012}, pages = {130 -- 140}, year = {2017}, abstract = {Academic personal initiative (API) has rarely been studied with regard to literacy development. The purpose of this longitudinal study was therefore to examine the unique effects of API on the development of word comprehension as an indicator of word reading. To this end, the effects of previous word comprehension, intrinsic reading motivation, and basic cognitive ability (i.e., processing speed) were controlled for. A total of 1,515 German students participated in a longitudinal assessment starting in Grades 1 to 3, with a second point of measurement nine months later. Latent change score analyses revealed positive associations between API and gains in word comprehension, both in the total sample and at all grade levels. These relations were robust against the effects of previous word comprehension and intrinsic reading motivation. The findings suggest that children play an active role in their own reading development. (C) 2017 Elsevier Inc. All rights reserved.}, language = {en} } @article{UrbachFayLauche2016, author = {Urbach, Tina and Fay, Doris and Lauche, Kristina}, title = {evaluation of innovative ideas}, series = {European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology}, volume = {25}, journal = {European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology}, publisher = {Routledge, Taylor \& Francis Group}, address = {Abingdon}, issn = {1359-432X}, doi = {10.1080/1359432X.2016.1176558}, pages = {540 -- 560}, year = {2016}, abstract = {Workplace innovations often take the form of making suggestions about small-range improvements, for example, of processes and work procedures. Research on innovation suggests that people holding a novel idea will often consult their peers first in order to gauge their potential approval and support before proposing the idea to formal decision makers. We argue that peer evaluators' intentions to support an innovative idea depend on the idea's capacity to satisfy or threaten the evaluator's achievement motive. Support intentions will be higher if the idea satisfies the evaluators' achievement motive (idea-motive congruence), and lower if it threatens their achievement motive (idea-motive incongruence); evaluators' affective response is proposed to mediate this effect. Moreover, the intentions attributed to the idea presenter are proposed to affect peers' support intentions. The results of two scenario-based experiments (N = 153 and 123) confirm that motive-incongruent implications of an innovative idea, in particular regarding their fear of failure, reduce the likelihood for peers' support intentions. Results on affective responses were inconsistent across studies, whereas perceiving the idea presenter to hold prosocial intentions was positively related to idea support. Implications for the evaluation of ideas are discussed.}, language = {en} } @article{UrbachFay2018, author = {Urbach, Tina and Fay, Doris}, title = {When proactivity produces a power struggle}, series = {European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology}, volume = {27}, journal = {European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology}, number = {2}, publisher = {Routledge, Taylor \& Francis Group}, address = {Abingdon}, issn = {1359-432X}, doi = {10.1080/1359432X.2018.1435528}, pages = {280 -- 295}, 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} } @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} } @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} } @article{UrbachFay2021, author = {Urbach, Tina and Fay, Doris}, title = {Leader member exchange in leaders' support for voice}, series = {Applied psychology : an international review}, volume = {70}, journal = {Applied psychology : an international review}, number = {2}, publisher = {Wiley}, address = {Hoboken}, issn = {0269-994X}, doi = {10.1111/apps.12245}, pages = {674 -- 708}, 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} } @article{SchulzSchoellgenWendscheetal.2021, author = {Schulz, Anika D. and Sch{\"o}llgen, Ina and Wendsche, Johannes and Fay, Doris and Wegge, J{\"u}rgen}, title = {The dynamics of social stressors and detachment}, series = {International journal of stress management}, volume = {28}, journal = {International journal of stress management}, number = {3}, publisher = {American Psychological Association}, address = {Washington}, issn = {1072-5245}, doi = {10.1037/str0000216}, pages = {207 -- 219}, year = {2021}, abstract = {This study examines the long-term dynamics of social stressors at work, psychological detachment, and their impact on employee well-being. Previous research has shown that social stressors are detrimental for employee well-being and the ability to mentally detach from work. However, longitudinal studies in this field are scarce, and typically, they only explore whether the level of stressors, or of detachment, at a given point in time has an effect on outcomes. That stressors and detachment may change over time, and that this change may have an independent effect in the process, has rarely been taken into consideration. Thus, it is unclear to what extent long-term dynamic effects also play a role in these relations. To address this question, we investigated whether change in detachment explains the long-term indirect relationship of change in perceived social stressors with change in emotional exhaustion and mental well-being. Data were taken from a longitudinal study of N = 246 registered nurses with up to 3 measurements over 1 year. Analyses were conducted with latent difference scores using a proportional change model. Results revealed that a decline in psychological detachment mediated the long-term effects of increases in social stressors at the workplace on subsequent change in emotional exhaustion and mental well-being. Thus, our study provides initial evidence for the underlying long-term dynamic nature of relationships among social stressors, detachment, and employee well-being, highlighting the incremental explanatory power of change in social stressors and in detachment, above and beyond their respective levels, in predicting change in well-being.}, language = {en} } @article{SchulzSchoellgenFay2019, author = {Schulz, Anika D. and Sch{\"o}llgen, Ina and Fay, Doris}, title = {The role of resources in the stressor-detachment model}, series = {International journal of stress management}, volume = {26}, journal = {International journal of stress management}, number = {3}, publisher = {American Psychological Association}, address = {Washington}, issn = {1072-5245}, doi = {10.1037/str0000100}, pages = {306 -- 314}, year = {2019}, abstract = {A recent extension of the stressor-detachment model holds that the path running from job stressors via psychological detachment to impairment of well-being is moderated by both personal and job resources (Sonnentag \& Fritz, 2015). The aim of the present study was to test this proposition by investigating the moderating role of one personal resource and one job resource (i.e., coworker social support and general self-efficacy, respectively) on the linkage between different job stressors (i.e., workload and role ambiguity), detachment, and well-being. Hypotheses were tested with structural equation modeling using data from a representative survey of the German workforce (N = 3,937 employees, M-age = 46.5 years, 47.5\% women). In agreement with previous findings, the results showed that psychological detachment mediated the negative effects of job stressors on well-being. Social support from coworkers buffered the mediation such that the conditional indirect effects of workload and role ambiguity on well-being via detachment were weaker at higher levels of support. General self-efficacy did not moderate the stressor-well-being linkage. These results imply that social support can be considered as a protective factor that helps employees maintain their well-being by alleviating the negative effects of job stressors on their ability to switch off mentally from work.}, language = {en} } @article{PingelFayUrbach2019, author = {Pingel, Ruta and Fay, Doris and Urbach, Tina}, title = {A resources perspective on when and how proactive work behaviour leads to employee withdrawal}, series = {Journal of occupational and organizational psychology}, volume = {92}, journal = {Journal of occupational and organizational psychology}, number = {2}, publisher = {Wiley}, address = {Hoboken}, issn = {0963-1798}, doi = {10.1111/joop.12254}, pages = {410 -- 435}, year = {2019}, abstract = {Previous organizational behaviour research has mainly focused on the benefits of proactivity while disregarding its possible drawbacks. The present study examines the ways in which proactive behaviour may foster counterproductive behaviour through increased emotional and cognitive strain. Drawing on conservation of resources theory, we propose that proactive behaviour is a resource-consuming activity that causes irritability and work-related rumination, which, in turn, leads to instrumentally driven employee withdrawal. Further, we hypothesize that external motivation towards proactivity amplifies its strain-eliciting effects. We conducted a longitudinal three-wave questionnaire study (N = 231) and tested hypotheses using an autoregressive, time-lagged model with latent variables. Results showed that when external motivation for proactivity was high, proactivity led to increased irritability and rumination; irritability was, in turn, related to higher levels of withdrawal. The moderated mediation analysis revealed that when external motivation towards proactive behaviour was high, proactive behaviour had an indirect effect on withdrawal behaviour via irritability. The direct effect of proactivity on work-related rumination was in the expected direction, but failed to reach conventional levels of significance (beta = .09, p = .08). Our results indicate that proactivity is not without costs, most clearly if motivated by external reasons.}, 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{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{MuschallaFaySeemann2016, author = {Muschalla, Beate and Fay, Doris and Seemann, Anne}, title = {Asking for work adjustments or initiating behavioural changes - what study on the reactions towards colleagues with a personality disorder}, series = {Fundamenta informaticae}, volume = {21}, journal = {Fundamenta informaticae}, publisher = {IOS Press}, address = {Abingdon}, issn = {1354-8506}, doi = {10.1080/13548506.2015.1109671}, pages = {856 -- 862}, year = {2016}, abstract = {People with mental disorders, especially personality disorders, often face low acceptance at work. This is particularly problematic when returning to work after sick leave, because it impedes reintegration into the former workplace. This study explores colleagues' reactions towards a problematic worker dependent on the returning person's reintegration strategy: The returning person undertaking changes in their behaviour is compared with the person requesting adjustments of the workplace. In an experimental study, 188 employed persons read one of four vignettes that described a return-to-work-situation of a problematic co-worker. Across all vignettes, the co-worker was depicted as having previously caused problems in the work team. In the first vignette, the co-worker did not change anything (control condition) when she returned to work; in the second, she asked for workplace adjustments; in the third vignette she initiated efforts to change her own behaviour; and the fourth vignette combined both workplace adjustments and behavioural change. Study participants were asked for their reactions towards the problematic co-worker. Vignettes that included a behavioural change evoked more positive reactions towards the co-worker than vignettes without any behavioural change. Asking for workplace adjustments alone did not yield more positive reactions compared to not initiating any change. When preparing employees with interactional problems for their return to work, it is not effective to only instruct them on their statutory entitlement for workplace adjustments. Instead, it is advisable to encourage them to proactively strive for behaviour changes.}, language = {en} } @article{MuschallaFayLinden2016, author = {Muschalla, Beate and Fay, Doris and Linden, M.}, title = {Self-reported workplace perception as indicators of work anxieties}, series = {Occupational medicine}, volume = {66}, journal = {Occupational medicine}, publisher = {Oxford Univ. Press}, address = {Oxford}, issn = {0962-7480}, doi = {10.1093/occmed/kqv160}, pages = {168 -- 170}, year = {2016}, abstract = {Work anxiety is a potentially disabling mental health problem, which can cause (long-term) sickness absence. In many cases patients do not openly report their anxieties and tend to give externalizing explanations of inner problems. Therefore people with work anxiety may perceive their workplace more negatively than those without such anxiety. To investigate the relation between subjective work description and work anxiety. There were 148 inpatient participants and 8015 general population controls. Patients with work anxiety described their workplace significantly more negatively than patients without work anxiety and employees in the general population, with no differences in workplace descriptions between psychosomatic patients without work anxiety and the general population sample. The type of complaint about work conditions was related to the specific type of work anxiety. Reports about workplace burdens can be indicative of work anxiety and should prompt further in-depth assessments. The content of complaints about work conditions may point to the type of underlying work anxiety.}, language = {en} } @article{MuschallaFayHoffmann2016, author = {Muschalla, Beate and Fay, Doris and Hoffmann, Karin}, title = {Inventory for Job Coping and Return Intention (JoCoRi)}, series = {Diagnostica}, volume = {62}, journal = {Diagnostica}, publisher = {Frontiers Research Foundation}, address = {G{\"o}ttingen}, issn = {0012-1924}, doi = {10.1026/0012-1924/a000146}, pages = {143 -- 156}, year = {2016}, abstract = {Ein großer Anteil der Erwerbst{\"a}tigen ist aufgrund gesundheitlicher Einschr{\"a}nkungen einmalig oder mehrfach in seiner Berufsbiografie l{\"a}ngere Zeit arbeitsunf{\"a}hig. Auf Grundlage etablierter psychologischer Konstrukte und empirischer Befunde wurde ein spezifisch arbeitsbezogenes Inventar f{\"u}r Job-Coping und R{\"u}ckkehrintention (JoCoRi) entwickelt. Der Selbsteinsch{\"a}tzungsfragebogen wurde an drei unabh{\"a}ngigen Stichproben (N = 243, N = 337, N = 111) von Rehabilitationspatienten aus Psychosomatik, Orthop{\"a}die, Kardiologie und Neurologie gepr{\"u}ft. Faktorenanalytische Ergebnisse der ersten Stichprobe best{\"a}tigen eine mehrfaktorielle Struktur. Das Inventar enth{\"a}lt 30 Items in 7 Skalen: 1. Arbeitsbezogene R{\"u}ckkehrintention und -planung, 2. Arbeitsbezogene Selbstwirksamkeitserwartung, 3. Arbeitsbezogene Selbstberuhigung und Selbstinstruktion, 4. Arbeitsbezogene externale Kontroll{\"u}berzeugung, 5. Aktives Coping am Arbeitsplatz, 6. Bedeutung der Arbeit, 7. Kontroll{\"u}berzeugung bzgl. der Arbeitsaufnahme. Die Varianzaufkl{\"a}rung liegt bei 68 \%. 25 Items haben Hauptladungen > .60. Interne Konsistenzen und Trennsch{\"a}rfen sind {\"u}berwiegend zufriedenstellend. Die Modellg{\"u}te der konfirmatorischen Faktorenanalyse ist {\"u}berzeugend. Das Modell ist in einer unabh{\"a}ngigen Stichprobe stabil (N = 337). Die Skalen wurden mit inhaltlich analogen Globalkonstrukten validiert. Die mehrfaktorielle Struktur kann in der zweiten Stichprobe repliziert werden. Eine l{\"a}ngsschnittliche Analyse der dritten Stichprobe pr{\"u}ft die pr{\"a}diktive Validit{\"a}t der R{\"u}ckkehrintentionsskala; sie wird hinsichtlich Arbeitsunf{\"a}higkeitsdauer und Arbeitsf{\"a}higkeitsstatus best{\"a}tigt.}, language = {de} } @article{LiLiFayetal.2019, author = {Li, Wen-Dong and Li, Shuping and Fay, Doris and Frese, Michael}, title = {Reciprocal Relationships Between Dispositional Optimism and Work Experiences: A Five-Wave Longitudinal Investigation}, series = {Journal of applied psychology}, volume = {104}, journal = {Journal of applied psychology}, number = {12}, publisher = {American Psychological Association}, address = {Washington}, issn = {0021-9010}, doi = {10.1037/apl0000417}, pages = {1471 -- 1486}, year = {2019}, abstract = {Previous research on dispositional optimism has predominantly concentrated on the selection effect of dispositional optimism on predicting work outcomes. Recent research, however, has started to examine the socialization effect of life experiences on fostering dispositional optimism development. Extrapolating primarily from the TESSERA framework of personality development (Wrzus \& Roberts, 2017) and the literature on dispositional optimism, the current study represents a first attempt to reconcile the 2 seemingly contrasting perspectives. We proposed and examined change-related reciprocal relationships between dispositional optimism and work experience variables including income, job insecurity, coworker support. and supervisor support. Latent change score modeling of data from a five-wave longitudinal study demonstrated that dispositional optimism resulted in decreases in job insecurity, and the decreased job insecurity in turn promoted further increases in dispositional optimism later on. Furthermore, income gave rise to increases ill dispositional optimism at a later point in time. but not vice versa. No significant relationships were observed between dispositional optimism and coworker and supervisor support. The findings provide a cautionary note to the majority of previous research based on cross-sectional and lagged designs that assumes causal effects of dispositional optimism on work outcomes. They also showcase the importance of examining personality change in organizational research and enrich our understanding of a more nuanced dynamic interplay between the optimistic employee and the work environment.}, 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} } @article{HuettgesFay2011, author = {H{\"u}ttges, Annett and Fay, Doris}, title = {Geschlechterdifferente (Wissenschafts-)Karrieren - Fakten, Theorien und Denkanst{\"o}ße}, isbn = {978-3-531-183252-7}, year = {2011}, language = {de} } @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} }