@article{Muschalla2018,
  author    = {Muschalla, Beate},
  title     = {A concept of psychological work capacity demands},
  series = {Work : a journal of prevention, assessment \& rehabilitation},
  volume    = {59},
  journal   = {Work : a journal of prevention, assessment \& rehabilitation},
  number    = {3},
  publisher = {IOS Press},
  address   = {Amsterdam},
  issn      = {1051-9815},
  doi       = {10.3233/WOR-182691},
  pages     = {375 -- 386},
  year      = {2018},
  abstract  = {BACKGROUND: Work capacity demands are a concept to describe which psychological capacities are required in a job. Assessing psychological work capacity demands is of specific importance when mental health problems at work endanger work ability. Exploring psychological work capacity demands is the basis for mental hazard analysis or rehabilitative action, e.g. in terms of work adjustment. OBJECTIVE: This is the first study investigating psychological work capacity demands in rehabilitation patients with and without mental disorders. METHODS: A structured interview on psychological work capacity demands (Mini-ICF-Work; Muschalla, 2015; Linden et al., 2015) was done with 166 rehabilitation patients of working age. All interviews were done by a state-licensed socio-medically trained psychotherapist. Inter-rater-reliability was assessed by determining agreement in independent co-rating in 65 interviews. For discriminant validity purposes, participants filled in the Short Questionnaire for Work Analysis (KFZA, Prumper et al., 1994). RESULTS: In different professional fields, different psychological work capacity demands were of importance. The Mini-ICF-Work capacity dimensions reflect different aspects than the KFZA. Patients with mental disorders were longer on sick leave and had worse work ability prognosis than patients without mental disorders, although both groups reported similar work capacity demands. CONCLUSIONS: Psychological work demands - which are highly relevant for work ability prognosis and work adjustment processes - can be explored and differentiated in terms of psychological capacity demands.},
  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{Muschalla2014,
  author    = {Muschalla, Beate},
  title     = {Work-related anxieties in research and practice},
  series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie : german journal of work and organizational psychology},
  volume    = {58},
  journal   = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie : german journal of work and organizational psychology},
  number    = {4},
  publisher = {Hogrefe},
  address   = {G{\"o}ttingen},
  issn      = {0932-4089},
  doi       = {10.1026/0932-4089/a000166},
  pages     = {206 -- 214},
  year      = {2014},
  abstract  = {Workplaces contain by their very nature different anxiety-provoking characteristics. When workplace-related anxieties manifest, absenteeism, long-term-sick leave, and even disability pension can be the consequences. In medical-vocational rehabilitation about 30-60 \% of the patients suffer from workplace-related anxieties that are often a barrier for return to work. Even in mentally healthy employees, 5 \% said that they were prone to ask for a sick leave certificate due to workplace-related anxieties. Future research should focus on workplace-related anxieties not only in rehabilitation, but more earlier, i. e. in the workplace. The concept of workplace-related anxieties offers ideas which can be useful in mental-health-oriented work analysis, employee-workplace-fit, and job design.},
  language  = {de}
}