TY - JOUR A1 - Wollny, Anna A1 - Fay, Doris A1 - Urbach, Tina T1 - Personal initiative in middle childhood: Conceptualization and measurement development JF - Learning and individual differences N2 - 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. KW - Personal initiative KW - Proactivity KW - Childhood and adolescence KW - Scale development Y1 - 2016 U6 - https://doi.org/10.1016/j.lindif.2016.05.004 SN - 1041-6080 SN - 1873-3425 VL - 49 SP - 59 EP - 73 PB - Elsevier CY - Amsterdam ER - TY - JOUR A1 - Warner, Greta J. A1 - Lensing, Johanna Nele A1 - Fay, Doris T1 - Personal initiative BT - Developmental predictors and positive outcomes from childhood to early adolescence JF - Journal of Applied Developmental Psychology N2 - 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. KW - Personal initiative KW - Executive functions KW - Positive parenting KW - Positive development KW - Adjustment KW - Self-regulation Y1 - 2017 U6 - https://doi.org/10.1016/j.appdev.2017.06.004 SN - 0193-3973 SN - 1873-7900 VL - 52 SP - 114 EP - 125 PB - Elsevier CY - New York ER - TY - JOUR A1 - Warner, Greta J. A1 - Fay, Doris A1 - Schiefele, Ulrich A1 - Stutz, Franziska A1 - Wollny, Anna T1 - Being proactive when reading: Academic personal initiative as a predictor of word comprehension development JF - Learning and individual differences N2 - 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. KW - Personal initiative KW - Reading motivation KW - Processing speed KW - Word reading KW - Reading development Y1 - 2017 U6 - https://doi.org/10.1016/j.lindif.2017.03.012 SN - 1041-6080 SN - 1873-3425 VL - 55 SP - 130 EP - 140 PB - Elsevier CY - Amsterdam ER - TY - JOUR A1 - Urbach, Tina A1 - Fay, Doris A1 - Lauche, Kristina T1 - evaluation of innovative ideas JF - European journal of work and organizational psychology : the official journal of The European Association of Work and Organizational Psychology N2 - 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. KW - idea evaluation KW - innovation KW - co-worker support KW - achievement motive KW - proactivity Y1 - 2016 U6 - https://doi.org/10.1080/1359432X.2016.1176558 SN - 1359-432X SN - 1464-0643 VL - 25 SP - 540 EP - 560 PB - Routledge, Taylor & Francis Group CY - Abingdon ER - 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 - GEN 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 T2 - Postprints der Universität Potsdam : Humanwissenschaftliche Reihe 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. T3 - Zweitveröffentlichungen der Universität Potsdam : Humanwissenschaftliche Reihe - 447 KW - promotive voice KW - idea support KW - power motive KW - supervisor support KW - proactivity Y1 - 2018 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:517-opus4-412968 IS - 447 ER - TY - JOUR A1 - Urbach, Tina A1 - Fay, Doris T1 - Leader member exchange in leaders’ support for voice BT - good relationships matter in situations of power threat JF - Applied psychology : an international review JF - Psychologie appliquée N2 - 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. KW - proactive personality KW - antecedents KW - behavior KW - consequences KW - metaanalysis KW - model KW - performance KW - supervisors KW - trust KW - work Y1 - 2021 U6 - https://doi.org/10.1111/apps.12245 SN - 0269-994X SN - 1464-0597 VL - 70 IS - 2 SP - 674 EP - 708 PB - Wiley CY - Hoboken ER - TY - GEN A1 - Urbach, Tina A1 - Fay, Doris T1 - Leader member exchange in leaders' support for voice BT - good relationships matter in situations of power threat T2 - Zweitveröffentlichungen der Universität Potsdam : Humanwissenschaftliche Reihe N2 - 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. T3 - Zweitveröffentlichungen der Universität Potsdam : Humanwissenschaftliche Reihe - 842 KW - proactive personality KW - work KW - consequences KW - behavior KW - performance KW - model KW - trust KW - metaanalysis KW - antecedents KW - supervisors Y1 - 2021 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:517-opus4-510904 SN - 1866-8364 VL - 70 IS - 2 ER - TY - JOUR A1 - Schulz, Anika D. A1 - Schöllgen, Ina A1 - Wendsche, Johannes A1 - Fay, Doris A1 - Wegge, Jürgen T1 - The dynamics of social stressors and detachment BT - long term mechanisms impacting well-being JF - International journal of stress management N2 - 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. KW - psychological detachment KW - job stress KW - emotional exhaustion KW - well-being KW - longitudinal study Y1 - 2021 U6 - https://doi.org/10.1037/str0000216 SN - 1072-5245 SN - 1573-3424 VL - 28 IS - 3 SP - 207 EP - 219 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Schulz, Anika D. A1 - Schöllgen, Ina A1 - Fay, Doris T1 - The role of resources in the stressor–detachment model JF - International journal of stress management N2 - 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. KW - psychological detachment KW - resources KW - social support KW - self-efficacy KW - job stress Y1 - 2019 U6 - https://doi.org/10.1037/str0000100 SN - 1072-5245 SN - 1573-3424 VL - 26 IS - 3 SP - 306 EP - 314 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Pingel, Ruta A1 - Fay, Doris A1 - Urbach, Tina T1 - A resources perspective on when and how proactive work behaviour leads to employee withdrawal JF - Journal of occupational and organizational psychology N2 - 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. KW - proactive work behavior KW - strain KW - employee withdrawal KW - external motivation KW - longitudinal research Y1 - 2019 U6 - https://doi.org/10.1111/joop.12254 SN - 0963-1798 SN - 2044-8325 VL - 92 IS - 2 SP - 410 EP - 435 PB - Wiley CY - Hoboken ER - TY - CHAP A1 - Nowozin, Claudia A1 - Wahnschaffe, A. A1 - Fay, Doris A1 - Pollatos, Olga A1 - Kunz, D. T1 - Does bright light interfere with fear learning? T2 - Journal of sleep research : official journal of the European Sleep Research Society Y1 - 2014 SN - 0962-1105 SN - 1365-2869 VL - 23 SP - 102 EP - 102 PB - Wiley-Blackwell CY - Hoboken ER - TY - JOUR A1 - Muschalla, Beate A1 - Heldmann, Madleen A1 - Fay, Doris T1 - The significance of job-anxiety in a working population JF - Occupational medicine N2 - 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. KW - Job-anxiety KW - occupational health KW - sickness absence KW - trait-anxiety KW - workplace Y1 - 2013 U6 - https://doi.org/10.1093/occmed/kqt072 SN - 0962-7480 VL - 63 IS - 6 SP - 415 EP - 421 PB - Oxford Univ. Press CY - Oxford ER - TY - JOUR A1 - Muschalla, Beate A1 - Fay, Doris A1 - Seemann, Anne T1 - Asking for work adjustments or initiating behavioural changes - what study on the reactions towards colleagues with a personality disorder JF - Fundamenta informaticae N2 - 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. KW - Workplace KW - personality disorders KW - mental health KW - sick leave KW - acceptance KW - social distance Y1 - 2016 U6 - https://doi.org/10.1080/13548506.2015.1109671 SN - 1354-8506 SN - 1465-3966 VL - 21 SP - 856 EP - 862 PB - IOS Press CY - Abingdon ER - TY - JOUR A1 - Muschalla, Beate A1 - Fay, Doris A1 - Linden, M. T1 - Self-reported workplace perception as indicators of work anxieties JF - Occupational medicine N2 - 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. KW - Anxiety KW - diagnostic KW - sickness absence KW - work anxiety KW - workplace Y1 - 2016 U6 - https://doi.org/10.1093/occmed/kqv160 SN - 0962-7480 SN - 1471-8405 VL - 66 SP - 168 EP - 170 PB - Oxford Univ. Press CY - Oxford ER - TY - JOUR A1 - Muschalla, Beate A1 - Fay, Doris A1 - Hoffmann, Karin T1 - Inventory for Job Coping and Return Intention (JoCoRi) JF - Diagnostica N2 - Ein großer Anteil der Erwerbstätigen ist aufgrund gesundheitlicher Einschränkungen einmalig oder mehrfach in seiner Berufsbiografie längere Zeit arbeitsunfähig. Auf Grundlage etablierter psychologischer Konstrukte und empirischer Befunde wurde ein spezifisch arbeitsbezogenes Inventar für Job-Coping und Rückkehrintention (JoCoRi) entwickelt. Der Selbsteinschätzungsfragebogen wurde an drei unabhängigen Stichproben (N = 243, N = 337, N = 111) von Rehabilitationspatienten aus Psychosomatik, Orthopädie, Kardiologie und Neurologie geprüft. Faktorenanalytische Ergebnisse der ersten Stichprobe bestätigen eine mehrfaktorielle Struktur. Das Inventar enthält 30 Items in 7 Skalen: 1. Arbeitsbezogene Rückkehrintention und -planung, 2. Arbeitsbezogene Selbstwirksamkeitserwartung, 3. Arbeitsbezogene Selbstberuhigung und Selbstinstruktion, 4. Arbeitsbezogene externale Kontrollüberzeugung, 5. Aktives Coping am Arbeitsplatz, 6. Bedeutung der Arbeit, 7. Kontrollüberzeugung bzgl. der Arbeitsaufnahme. Die Varianzaufklärung liegt bei 68 %. 25 Items haben Hauptladungen > .60. Interne Konsistenzen und Trennschärfen sind überwiegend zufriedenstellend. Die Modellgüte der konfirmatorischen Faktorenanalyse ist überzeugend. Das Modell ist in einer unabhängigen Stichprobe stabil (N = 337). Die Skalen wurden mit inhaltlich analogen Globalkonstrukten validiert. Die mehrfaktorielle Struktur kann in der zweiten Stichprobe repliziert werden. Eine längsschnittliche Analyse der dritten Stichprobe prüft die prädiktive Validität der Rückkehrintentionsskala; sie wird hinsichtlich Arbeitsunfähigkeitsdauer und Arbeitsfähigkeitsstatus bestätigt. KW - return-to-work intention KW - work-related coping KW - scale development KW - work anxieties Y1 - 2016 U6 - https://doi.org/10.1026/0012-1924/a000146 SN - 0012-1924 SN - 2190-622X VL - 62 SP - 143 EP - 156 PB - Frontiers Research Foundation CY - Göttingen ER - TY - JOUR A1 - Li, Wen-Dong A1 - Li, Shuping A1 - Fay, Doris A1 - Frese, Michael T1 - Reciprocal Relationships Between Dispositional Optimism and Work Experiences: A Five-Wave Longitudinal Investigation JF - Journal of applied psychology N2 - 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. KW - optimism KW - work experience KW - career KW - personality change KW - reciprocal relationship Y1 - 2019 U6 - https://doi.org/10.1037/apl0000417 SN - 0021-9010 SN - 1939-1854 VL - 104 IS - 12 SP - 1471 EP - 1486 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Li, Wen-Dong A1 - Fay, Doris A1 - Frese, Michael A1 - Harms, Peter D. A1 - Gao, Xiang Yu T1 - Reciprocal relationship between proactive personality and work characteristics: A latent change score approach JF - Journal of applied psychology N2 - 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. KW - proactive personality KW - personality change KW - work characteristics KW - dynamic reciprocal relationship KW - latent change score Y1 - 2014 U6 - https://doi.org/10.1037/a0036169 SN - 0021-9010 SN - 1939-1854 VL - 99 IS - 5 SP - 948 EP - 965 PB - American Psychological Association CY - Washington ER - TY - JOUR A1 - Hüttges, Annett A1 - Fay, Doris T1 - Geschlechterdifferente (Wissenschafts-)Karrieren - Fakten, Theorien und Denkanstöße Y1 - 2011 SN - 978-3-531-183252-7 ER - TY - GEN A1 - Hüttges, Annett A1 - Fay, Doris T1 - The gender-differential impact of work values on prospects in research careers T2 - Postprints der Universität Potsdam : Humanwissenschaftliche Reihe N2 - 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. T3 - Zweitveröffentlichungen der Universität Potsdam : Humanwissenschaftliche Reihe - 402 KW - gender KW - work values KW - career success KW - supervisor support KW - team support KW - gender differences KW - role congruity theory KW - social cognitive career theory Y1 - 2018 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:kobv:517-opus4-404843 IS - 402 ER -