TY - JOUR A1 - Belschak, Frank D. A1 - Den Hartog, Deanne N. A1 - Fay, Doris T1 - Exploring positive, negative and context-dependent aspects of proactive behaviours at work N2 - 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. Y1 - 2010 UR - http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)2044-8325 U6 - https://doi.org/10.1348/096317910x501143 SN - 0963-1798 ER - TY - GEN A1 - Brenner, Falko S. A1 - Ortner, Tuulia M. A1 - Fay, Doris T1 - Asynchronous video interviewing as a new technology in personnel selection BT - the applicant’s point of view T2 - Postprints der Universität Potsdam : Humanwissenschaftliche Reihe N2 - 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. T3 - Zweitveröffentlichungen der Universität Potsdam : Humanwissenschaftliche Reihe - 500 KW - applicant reactions KW - new technology KW - selection KW - asynchronous video interviewing KW - technology acceptance model Y1 - 2019 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:517-opus4-408430 SN - 1866-8364 IS - 500 ER - TY - JOUR A1 - Brenner, Falko S. A1 - Ortner, Tuulia M. A1 - Fay, Doris T1 - Asynchronous Video Interviewing as a New Technology in Personnel JF - Frontiers in psychology N2 - Although many behavioral studies have investigated the effect of processing fluency on subsequent recognition memory, little research has examined the neural mechanism of this phenomenon. The present study aimed to explore the electrophysiological correlates of the effects of processing fluency on subsequent recognition memory by using an event-related potential (ERP) approach. The masked repetition priming paradigm was used to manipulate processing fluency in the study phase, and the R/K paradigm was utilized to investigate which recognition memory process (familiarity or recollection) was affected by processing fluency in the test phase. Converging behavioral and ERP results indicated that increased processing fluency impaired subsequent recollection. Results from the analysis of ERP priming effects in the study phase indicated that increased perceptual processing fluency of object features, reflected by the N/P 190 priming effect, can hinder encoding activities, reflected by the LPC priming effect, which leads to worse subsequent recollection based recognition memory. These results support the idea that processing fluency can influence subsequent recognition memory and provide a potential neural mechanism underlying this effect. However, further studies are needed to examine whether processing fluency can affect subsequent familiarity. KW - applicant reactions KW - new technology KW - selection KW - asynchronous video interviewing KW - technology acceptance model Y1 - 2016 U6 - https://doi.org/10.3389/fpsyg.2015.00863 SN - 1664-1078 VL - 7 SP - 14822 EP - 14832 PB - Frontiers Research Foundation CY - Lausanne ER - TY - JOUR A1 - Dautzenberg, Kirsti A1 - Fay, Doris A1 - Graf, Patricia T1 - Vorwort Y1 - 2011 SN - 978-3-531-183252-7 ER - TY - JOUR A1 - Dautzenberg, Kristi A1 - Fay, Doris A1 - Graf, Patricia T1 - Wie geht es weiter Y1 - 2011 SN - 978-3-531-183252-7 ER - TY - BOOK A1 - Fay, Doris T1 - Am Angang war die Tat : Theorie und Forschung zu aktivem Handeln in der Arbeit : Antrittsvorlesung 2008-01-15 N2 - Das Menschenbild, auf dem die meisten Theorien und Modelle in der Arbeits- und Organisationspsychologie indirekt beruhen, beschreibt den Menschen als eher passives Wesen. Arbeitnehmer reagieren auf die Anforderungen ihrer Arbeitsrolle, führen die Bestimmungen des Arbeitsvertrages sowie Arbeitsaufträge und -anweisungen aus. Gleichermaßen werden die Motivation und Gesundheit von Arbeitenden in der Regel als Folge von Arbeits- und Umgebungsbedingungen betrachtet. Dieser Perspektive, die den arbeitenden Menschen als "Spielstein" seiner Umgebung darstellt, wird zunehmend die Betrachtung des aktiven Menschen entgegengesetzt. Arbeitende sind nicht nur passive Auftragsempfänger, sondern sie können auch proaktiv sein, die Initiative ergreifen und ungefragt innovative Lösungen entwickeln. In ihrem Vortrag wird Doris Fay eigene Arbeiten zu Proaktivität und Innovativität vorstellen. Es werden die Arbeitsbedingungen, die zur Entwicklung von aktiven Handlungen beitragen, betrachtet und Konsequenzen von aktivem Handeln und Ansätze zur Selbstregulation diskutiert. Y1 - 2008 UR - http://info.ub.uni-potsdam.de/multimedia/show_projekt.php?projekt_id=2 PB - Univ.-Bibl. CY - Potsdam ER - TY - JOUR A1 - Fay, Doris A1 - Bagotyriute, Ruta A1 - Urbach, Tina A1 - West, Michael A. A1 - Dawson, Jeremy T1 - Differential effects of workplace stressors on innovation BT - an integrated perspective of cybernetics and coping JF - International Journal of Stress Management N2 - It is now consensus that engaging in innovative work behaviors is not restricted to traditional innovation jobs (e.g., research and development), but that they can be performed on a discretionary basis in most of today’s jobs. To date, our knowledge on the role of workplace stressors for discretionary innovative behavior, in particular for innovation implementation, is limited. We draw on a cybernetic view as well as on a transactional, coping-based perspective with stress to propose differential effects of stressors on innovation implementation. We propose that work demands have a positive effect on innovation implementation, whereas role-based stressors (i.e., role conflict, role ambiguity, and professional compromise) have a negative effect. We conducted a time-lagged, survey-based study in the health care sector (Study 1, United Kingdom: N = 235 nurses). Innovation implementation was measured 2 years after the assessment of the stressors. Supporting our hypotheses, work demands were positively related to subsequent innovation implementation, whereas role ambiguity and professional compromise were negatively related to subsequent innovation implementation. We also tested organizational commitment as a mediator, but there was only partial support for the mediation. To test the generalizability of the findings, we replicated the study (Study 2, Germany: employees from various professions, N = 138, time lag 2 weeks). Similar results to that in Study 1 were obtained. There was no support for strain as a mediator. Our results suggest differential effects of work demands and role stressors on innovation implementation, for which the underlying mechanism still needs to be uncovered. KW - innovation implementation KW - stressors KW - innovative work behavior KW - cybernetic stress theory Y1 - 2019 U6 - https://doi.org/10.1037/str0000081 SN - 1072-5245 SN - 1573-3424 VL - 26 IS - 1 SP - 11 EP - 24 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Fay, Doris A1 - Hüttges, Annett T1 - Drawbacks of proactivity BT - effects of daily proactivity on daily salivary cortisol and subjective well-being JF - Journal of Occupational Health Psychology N2 - 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) KW - proactivity KW - well-being KW - cortisol KW - workload KW - diary study Y1 - 2016 U6 - https://doi.org/10.1037/ocp0000042 SN - 1076-8998 SN - 1939-1307 VL - 22 IS - 4 SP - 429 EP - 442 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Fay, Doris A1 - Shipton, Helen A1 - West, Michael A. A1 - Patterson, Malcolm T1 - Teamwork and Organizational Innovation: The Moderating Role of the HRM Context JF - Creativity and innovation management N2 - 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. Y1 - 2015 U6 - https://doi.org/10.1111/caim.12100 SN - 0963-1690 SN - 1467-8691 VL - 24 IS - 2 SP - 261 EP - 277 PB - Wiley-Blackwell CY - Hoboken ER - TY - JOUR A1 - Fay, Doris A1 - Sonnentag, Sabine T1 - A look back to move ahead : new directions for research on proactive performance and other discretionary work behaviours N2 - 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. Y1 - 2010 UR - http://www3.interscience.wiley.com/cgi-bin/issn?DESCRIPTOR=PRINTISSN&VALUE=0269-994X U6 - https://doi.org/10.1111/j.1464-0597.2009.00413.x SN - 0269-994X ER -