@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{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}
}
@article{HuettgesFay2015,
  author    = {Huettges, Annett and Fay, Doris},
  title     = {The Gender-Differential Impact of Work Values on Prospects in Research Careers},
  series = {Journal of career development},
  volume    = {42},
  journal   = {Journal of career development},
  number    = {6},
  publisher = {Sage Publ.},
  address   = {Thousand Oaks},
  issn      = {0894-8453},
  doi       = {10.1177/0894845315582246},
  pages     = {524 -- 539},
  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}
}