TY  - JOUR
A1  - Urbach, Tina
A1  - Fay, Doris
T1  - When proactivity produces a power struggle
BT  - how supervisors’ power motivation affects their support for employees’ promotive voice
JF  - European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology
N2  - 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.
KW  - Promotive voice
KW  - idea support
KW  - power motive
KW  - supervisor support
KW  - proactivity
Y1  - 2018
U6  - https://doi.org/10.1080/1359432X.2018.1435528
SN  - 1359-432X
SN  - 1464-0643
VL  - 27
IS  - 2
SP  - 280
EP  - 295
PB  - Routledge, Taylor & Francis Group
CY  - Abingdon
ER  - 
TY  - JOUR
A1  - Selenko, Eva
A1  - Berkers, Hannah
A1  - Carter, Angela
A1  - Woods, Stephen A.
A1  - Otto, Kathleen
A1  - Urbach, Tina
A1  - De Witte, Hans
T1  - On the dynamics of work identity in atypical employment
BT  - setting out a research agenda
JF  - European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology
N2  - Starting from the notion that work is an important part of who we are, we extend existing theory making on the interplay of work and identity by applying them to (so called) atypical work situations. Without the contextual stability of a permanent organizational position, the question “who one is” will be more difficult to answer. At the same time, a stable occupational identity might provide an even more important orientation to one’s career attitudes and goals in atypical employment situations. So, although atypical employment might pose different challenges on identity, identity can still be a valid concept to assist the understanding of behaviour, attitudes, and well-being in these situations. Our analysis does not attempt to “reinvent” the concept of identity, but will elaborate how existing conceptualizations of identity as being a multiple (albeit perceived as singular), fluid (albeit perceived as stable), and actively forged (as well as passively influenced) construct that can be adapted to understand the effects of atypical employment contexts. Furthermore, we suggest three specific ways to understand the longitudinal dynamics of the interplay between atypical employment and identity over time: passive incremental, active incremental, and transformative change. We conclude with key learning points and outline a few practical recommendations for more research into identity as an explanatory mechanism for the effects of atypical employment situations.
KW  - Identity
KW  - identification
KW  - atypical work
KW  - non-normative employment
Y1  - 2018
U6  - https://doi.org/10.1080/1359432X.2018.1444605
SN  - 1359-432X
SN  - 1464-0643
VL  - 27
IS  - 3
SP  - 324
EP  - 334
PB  - Routledge, Taylor & Francis Group
CY  - Abingdon
ER  -