NEWS der A & O

Artikel zum Einsatz der Signal- und Modalitätsprinzipien in Augmented Reality Lernumgebungen erschienen

NEWS der A & O — Thu, 29 Jan 2026 09:47:32 +0100

Background The potential of Augmented Reality (AR) for enhancing learning has long been discussed, however, existing research primarily relies on media comparisons that provide little basis for robust theoretical development. The Cognitive Theory of Multimedia Learning (CTML) proposes design principles for learning materials to support cognitive processes leading to learning, which have been shown to be effective in different media, though have very rarely been investigated in AR. Objectives This study aims to investigate the effectiveness of two important learning principles, that is signalling and modality, on learning outcomes in AR, while examining the potential moderating impact that cognitive-affective factors caused by the technology may have. Methods Eighty adults participated in this pre-registered 2 × 2 experimental study. To test the signalling and modality principles, the presence of virtual signals (absent/present) and the content modality (text/audio) was manipulated between-subjects during an AR learning session. Declarative and procedural knowledge were measured after the learning session and additionally, learners' motivation and the system usability were included as moderators in the analysis to account for AR-specific influences. Results and Conclusions The findings revealed no significant main or interaction effects of the signalling and modality principles on either declarative or procedural knowledge, and motivation and system usability did not moderate these relationships. This indicates that the expected benefits of these design principles may not translate effectively to AR contexts, underscores the complexity of educational AR, and highlights the need for further research to better align instructional design with the unique affordances of immersive technologies. Bödding, R., & Maier, G. W. (2026). Investigating the Modality and Signalling Principles in Immersive Augmented Reality Learning Environments. Journal of Computer Assisted Learning. https://doi.org/https://doi.org/10.1002/jcal.70183

Artikel zu asymmetrischen Teamdynamiken in der Mensch-Roboter Kollaboration erschienen

NEWS der A & O — Thu, 29 Jan 2026 09:46:52 +0100

What happens when your robot teammate excludes you? As automation reshapes the workplace, understanding social dynamics in human–robot teams is more important than ever. Grounded in the Temporal Need-Threat Model, this preregistered study examines how coworker behavior (inclusion vs. ostracism-based exclusion) and agent type (human, humanoid robot, industrial robot) affect psychological needs, compensatory behavior, and social reasoning in a manufacturing context. Across 117 participants, ostracism significantly threatened core needs (belonging, self-esteem, and meaningful existence) and reduced motivation to engage in compensatory efforts (e.g., becoming more pleasant). These effects were strongest when exclusion came from a human coworker, and weakest when it came from an industrial robot. While compensatory efforts decreased under ostracism, their perceived effectiveness remained highest for human coworkers. Ostracizing humans were also penalized most in perception, receiving lower ratings on likability and intelligence than robot agents. Perceived anthropomorphism intensified both need satisfaction and need-threat, depending on context. Open-ended responses revealed distinct attribution patterns: human exclusion was interpreted as personal (e.g., dislike), whereas robot exclusion was interpreted as a mechanical or programming issue. These findings challenge the assumption that robots are treated like humans in social settings (CASA) and highlight the double-edged role of anthropomorphism. The study offers novel insights into how team dynamics shift in hybrid human–robot workplaces and underscores the need to manage expectations in collaborative automation design for safeguarding psychological needs in increasingly automated workplaces. Arlinghaus, C.S., Mambilla, K., Maier, G.W. (2026). “Who ignores you matters” Asymmetrical team dynamics in human-robot collaboration. In: Staffa, M., et al. Social Robotics + AI. ICSR+AI 2025. Lecture Notes in Computer Science(), vol 16131. Springer, Singapore. https://doi.org/10.1007/978-981-95-2379-5_13

Artikel zum Grübeln und Selbstvorwürfen nach menschlicher statt algorithmischer Ablehnung bei Bewerbungen erschienen

NEWS der A & O — Thu, 29 Jan 2026 09:46:18 +0100

With artificial intelligence (AI) increasingly integrated into recruitment processes, understanding the emotional impact of rejection by algorithmic versus human agents is crucial. This study examined emotional reactions and coping strategies following online job application rejections from either a human or an algorithmic decision-maker. Quantitative analyses revealed no significant differences in immediate emotional reactions between conditions (negative emotions: p =.070, d = -0.33; positive emotions: p =.201, d = -0.22). In contrast, significant group differences emerged in maladaptive coping: applicants rejected by humans reported more rumination (p =.004, d = -0.51) and self-blame (p =.009, d = -0.46) than those rejected by algorithms. Positive reappraisal, an adaptive strategy, did not differ significantly (p =.311, d = -0.17). Qualitative analyses revealed nuanced differences in how applicants explained their rejection: algorithmic rejections were more frequently attributed to impersonal mismatch criteria (e.g., to be a better fit for a different task), whereas human rejections often triggered personal inadequacy beliefs (e.g., to have sent a weak application or to be worse than other candidates) that may foster maladaptive strategies such as rumination and self-blame more strongly. These findings suggest that while immediate emotional responses to rejection appear comparable, human rejection may carry greater long-term psychological risks due to higher reliance on maladaptive coping. Practitioners should therefore consider not only short-term emotional outcomes but also longer-term psychological implications when designing rejection communication. Although human rejections may not feel worse in the moment, they may prompt more harmful self-focused coping over time. Rejection by humans may leave deeper scars than rejection from machines – not because of how it feels in the moment, but because of how we cope with it. Arlinghaus, C. S., Schedler, C. J., & Maier, G. W. (2025). "Why Always Me?" Rumination and self-blame are stronger after human than algorithmic rejection in job applications. In Proceedings of the 13th International Conference on Human-Agent Interaction (pp. 29-39). https://doi.org/10.1145/3765766.3765782

Best Workshop Paper Award der International Conference on Human-Agent Interaction an Clarissa Sabrina Arlinghaus verliehen

NEWS der A & O — Mon, 1 Dec 2025 10:03:23 +0100

Clarissa Sabrina Arlinghaus wurde für das Paper “Who Has the Final Say? Conformity Dynamics in ChatGPT’s Selections“ der Best Workshop Paper Award der 13th International Conference on Human-Agent Interaction (HAI) verliehen. Die Konferenz fand vom 10.-13. November 2025 in Yokohama in Japan statt. Das Workshop-Paper ist auf arXiv zu finden: https://arxiv.org/abs/2510.26481

Artikel zur Bedeutsamkeit von Voice im Kontext automatisierter Entscheidungen erschienen

NEWS der A & O — Wed, 26 Nov 2025 09:52:49 +0100

Nowadays, automated decision-making (ADM) is becoming increasingly prevalent at work. A major issue of ADM is that it can limit employees' influence and control, which can reduce job satisfaction. Considering these potential disadvantages, identifying design features that allow human influence on ADM is necessary. We therefore investigated whether a key aspect of organizational justice research, having a voice, is such a feature that can solve the aforementioned issues. Having a voice means that one can express one's views to a decision-maker. While voice has been studied extensively in human decision-making (HDM), little consideration has been given to voice in ADM. Therefore, we tested the hypotheses that voice leads to positive consequences such as satisfaction with the decision-making process, trust, and job satisfaction, and that perceived control mediates the effect of voice. We investigated the hypotheses with two vignette studies (N1 = 108; N2 = 108). The participants were randomly assigned to a scenario in which a human/computer gave them voice/no-voice in a work-related decision (2x2 design). As reactions to the scenario, satisfaction with the decision-making process, trust, job satisfaction, and perceived control were measured with self-report questionnaires. Key findings are that voice led to satisfaction with the decision-making process, trust, and job satisfaction both in ADM and HDM. Perceived control mediated the effect of voice. Our findings support the proposition that ADM should allow employees to have voice, which is a crucial implication for research on decision-making systems. Hellwig, P., Schmid-Palzer, J., & Maier, G.W. (2025). Control! Why employees should have a voice in automated decision-making. Social Sciences and Humanities Open, 12:102113. https://doi.org/10.1016/j.ssaho.2025.102113

Metaanalyse zur erfolgreichen Implementierung von Technologie am Arbeitsplatz erschienen

NEWS der A & O — Thu, 20 Nov 2025 11:48:06 +0100

Social support provided by organizational actors responsible for designing the change is promoted to achieve technology implementation success (TIS). However, how these support interventions exert their effects remains unclear. We examine interdisciplinary literature on social support provided to employees and identify interventions we frame as organizational support strategies (OSS). Drawing on theories of social support and technology acceptance, we develop and test our social support model of technology implementation. Using meta-analysis, we examine the relationship between OSS—emotional support (e.g., participation, management support), instrumental support (e.g., training, technical support), and informational support (e.g., information provision, change vision)—and TIS outcomes (e.g., technology acceptance, user satisfaction, performance, positive change attitude, computer selfefficacy, reduced strain). Meta-analytic structural equation modeling based on k = 108 unique samples (N = 23,005) showed a moderate relationship between OSS and TIS (r =.30). A closer examination revealed that informational support (r = .38) was the strongest predictor of overall TIS. Further analyses showed that each kind of support was most strongly related to a specific indicator of TIS. These findings help explain how OSS function and offer guidance for aligning support interventions with targeted implementation outcomes. Schlicher, K.D. & Maier, G.W. (in press). Social support for the successful implementation of technologies in the workplace: An examination of theories and meta-analysis of research. Group & Organization Management.

Vortrag zu Corporate Social Responsibility

NEWS der A & O — Mon, 7 Jul 2025 16:53:19 +0200

Am 25.6. hat Dr. Agnieszka Paruzel in der bundesweiten digitalen Kolloquiumreihe „Ökologische Nachhaltigkeit im Arbeits- und Organisationskontext“ einen Vortrag mit dem Titel „Auf die Balance kommt es an – wie Beschäftigte ein Ungleichgewicht von internen und externen Corporate Social Responsibility Maßnahmen erleben“ gehalten. Das Kolloquium wird organisiert von Dr. Clara Kühner (Universität Leipzig), Kristien Klaka (TU Braunschweig) und Hannes Schilling (TU Braunschweig).

Metaanalyse zum Einsatz von Mixed Reality (MR) in der beruflichen Aus- und Weiterbildung erschienen

NEWS der A & O — Wed, 12 Mar 2025 12:08:49 +0100

Mixed Reality (MR), including virtual and augmented reality, is increasingly implemented for Vocational Education and Trainings (VETs), prompting research to establish their effectiveness in professional settings. This paper systematizes this research for behavioral, cognitive, and affective training outcomes respectively, while investigating the role of the training technology, content, and context. The systematic literature review covers k = 53 studies, followed by a synthesis of the results through three-level meta-analyses with exploratory moderator analyses. When compared to control groups, there are significant positive effects for the use of MR in VETs for behavioral (d = 0.40), cognitive (d = 0.84), and affective training outcomes (d = 0.65). These effects remained comparable when considering the subset of studies with equal training contents (d behavioral = 0.40, dcognitive = 0.68, daffective = 0.71) but not when considering the subsets where two MR conditions were compared (d behavioral = 0.04, d cognitive = -0.31, daffective = -0.51). Furthermore, results indicate that within MR VETs behavioral (d = 1.79), cognitive, (d = 1.29), and affective (d = 1.31) training outcomes improve from pre-to-post-intervention, but results at follow-up were more ambivalent. The subsequently conducted moderator analyses highlighted that the effectiveness of MR VETs is mostly independent of the investigated technological, content, and context features. Overall, these results underline the promising effects of MR training for different kinds of training outcomes but also pointed to a lack of comparative research which implements and compares instructional features to support active knowledge construction and investigates the interaction of immersive technologies with instructional methods. Bödding, R., Schriek, S.A. & Maier, G.W. A systematic review and meta-analysis of mixed reality in vocational education and training: examining behavioral, cognitive, and affective training outcomes and possible moderators. Virtual Reality 29, 44 (2025). https://doi.org/10.1007/s10055-025-01118-z

Artikel zu Zoom Fatigue und Konformität erschienen

NEWS der A & O — Thu, 29 Aug 2024 08:48:30 +0200

Virtual meetings are widespread in organizations despite being perceived as fatiguing; a phenomenon also known as Zoom fatigue. Research suggests that Zoom fatigue is stronger when the camera is on, potentially influencing individuals to conform to majority opinions during professional online meetings. Two preregistered studies were conducted to explore the relationships between camera use, Zoom fatigue, social presence, and conformity. Study 1 involved 287 participants describing a professional online meeting in terms of the content discussed as well as the study variables. Study 2 involved 64 participants in an experimentally manipulated online meeting (camera on vs. off), focusing on a personnel selection task. We measured how many times participants changed their answers to match the majority and how this was related to Zoom fatigue and self-reported conformity. Results from both studies indicated that camera use was not related to either conformity or Zoom fatigue. Despite not finding the presumed mediation effect, the studies showed a clear link between fatigue and conformity. The results explain the emergence of conformity in online meetings and provide practical information for the design of video conferences. Masjutin, L., Bangemann, A., Reimann, L., & Maier, G. W. (2024). Fatigued individuals show increased conformity in virtual meetings. Scientific Reports. https://doi.org/10.1038/s41598-024-69786-6

Artikel zu Führung und Wohlbefinden erschienen

NEWS der A & O — Mon, 25 Mar 2024 13:31:08 +0100

PURPOSE: Drawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership. DESIGN/METHODOLOGY/APPROACH: The profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses. Findings LPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership. ORIGINALITY/VALUE: The person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions. REFERENCE: Wittmers, A., Klasmeier, K. N., Thomson, B., & Maier, G. W. (2024). Unveiling the interplay between leadership behavior and leader well-being: A person-centered approach. Journal of Managerial Psychology. https://doi.org/10.1108/JMP-06-2023-0339

Vortrag zu Gefährdungsbeurteilung psychischer Belastungen zur erfolgreichen Organisationsentwicklung in der Ringvorlesung

NEWS der A & O — Mon, 8 Jan 2024 12:16:39 +0100

Dr. Christiane Stempel (FernUniversität Hagen) hält am 09.01.2024 um 17:30 Uhr einen Vortrag mit dem Titel: „Von der Pflicht zur Kür – Von der Gefährdungsbeurteilung psychischer Belastungen zur erfolgreichen Organisationsentwicklung“. Der Vortrag findet im Rahmen der Ringvorlesung „Vier Hochschulen – Ein Thema: Angewandte Psychologie im Wirtschaftsleben“ statt. Die Ringvorlesung ist eine gemeinsame Veranstaltung von Lehrenden der Universitäten Bielefeld und Paderborn, der Hochschule Bielefeld und der Technischen Hochschule Ostwestfalen-Lippe. Alle Interessierten sind herzlich eingeladen. Für eine Teilnahme an den Zoom-Sitzungen melden Sie sich bitte unter ao-psychologie@uni-bielefeld.de, Sie erhalten dort die Zugangsdaten.

Vortrag zum Einfluss eines KI-Systems auf die Job-Identität in der Ringvorlesung

NEWS der A & O — Thu, 14 Dec 2023 09:10:50 +0100

Prof. Dr. Annette Kluge (Ruhr-Universität Bochum) hält am 19.12.2023 um 17:30 Uhr einen Vortrag mit dem Titel: „„Was macht die Einführung eines KI-Systems mit meiner Job Identität?“ - Eine arbeits- und organisationspsychologische Perspektive und erste empirische Ergebnisse“. Der Vortrag findet im Rahmen der Ringvorlesung „Vier Hochschulen – Ein Thema: Angewandte Psychologie im Wirtschaftsleben“ statt. Die Ringvorlesung ist eine gemeinsame Veranstaltung von Lehrenden der Universitäten Bielefeld und Paderborn, der Hochschule Bielefeld und der Technischen Hochschule Ostwestfalen-Lippe. Alle Interessierten sind herzlich eingeladen. Für eine Teilnahme an den Zoom-Sitzungen melden Sie sich bitte unter ao-psychologie@uni-bielefeld.de, Sie erhalten dort die Zugangsdaten.

Vortrag zu Lügen, Betrügen und Schokoladenseiten-Zeigen in Vorstellungsgesprächen in der Ringvorlesung

NEWS der A & O — Wed, 6 Dec 2023 08:52:43 +0100

Prof. Dr. Klaus Melchers (Universität Ulm) hält am 12.12.2023 um 17:30 Uhr einen Vortrag mit dem Titel: „Lügen, Betrügen und Schokoladenseiten-Zeigen in Vorstellungsgesprächen: Müssen wir uns Sorgen machen um die Qualität von Auswahlentscheidungen“. Der Vortrag findet im Rahmen der Ringvorlesung „Vier Hochschulen – Ein Thema: Angewandte Psychologie im Wirtschaftsleben“ statt. Die Ringvorlesung ist eine gemeinsame Veranstaltung von Lehrenden der Universitäten Bielefeld und Paderborn, der Hochschule Bielefeld und der Technischen Hochschule Ostwestfalen-Lippe. Alle Interessierten sind herzlich eingeladen. Für eine Teilnahme an den Zoom-Sitzungen melden Sie sich bitte unter ao-psychologie@uni-bielefeld.de, Sie erhalten dort die Zugangsdaten.

11. Internationale Konferenz über Human-Agent Interaction in Göteborg

NEWS der A & O — Wed, 6 Dec 2023 08:44:26 +0100

Vom 04. bis 07. Dezember 2023 fand die 11. Internationale Konferenz über Human-Agent Interaction in Göteborg in Schweden statt, an dem unsere Arbeitseinheit mit zwei Beiträgen vertreten war. Die Tagung steht unter dem Motto „Human Empowerment and Inclusive Society". Am Montag, den 04.12. präsentierte Clarissa Sabrina Arlinghaus ein Workshop Paper zu sozialer Exklusion in Personalauswahlverfahren durch diskriminierende KI Biases sowie ein Poster zu verschiedenen Formen von sozialer Exklusion in Human-Agent Interaction.

Online-Vortrag zu Führung und Gesundheit am 05.12.

NEWS der A & O — Wed, 29 Nov 2023 10:08:40 +0100

Am 5.12. hält Anja Wittmers (wissenschaftliche Mitarbeiterin bei der b a u a : Bundesanstalt für Arbeitsschutz und Arbeitsmedizin) im Rahmen des Seminars "Prozesse in Organisationen: Führung" einen Vortrag zum Thema Führung und Gesundheit. Der Vortrag findet um 8:30 Uhr via Zoom statt. Interessierte sind herzlich eingeladen! Die Zugangsdaten erhalten Sie bei Frau Paruzel (a.paruzel@uni-bielefeld.de).

Vortrag zu evidenzbasierter Auswahl und Entwicklung von Führungskräften für das obere Management in der Ringvorlesung

NEWS der A & O — Mon, 27 Nov 2023 15:14:38 +0100

Dr. Torsten Holstad (Senior Principle, Korn Ferry) hält am 28.11.2023 um 17:30 Uhr einen Vortrag mit dem Titel: „Von der Theorie zur Praxis: Evidenzbasierte Auswahl und Entwicklung von Führungskräften für das obere Management“. Der Vortrag findet im Rahmen der Ringvorlesung „Vier Hochschulen – Ein Thema: Angewandte Psychologie im Wirtschaftsleben“ statt. Die Ringvorlesung ist eine gemeinsame Veranstaltung von Lehrenden der Universitäten Bielefeld und Paderborn, der Hochschule Bielefeld und der Technischen Hochschule Ostwestfalen-Lippe. Alle Interessierten sind herzlich eingeladen. Für eine Teilnahme an den Zoom-Sitzungen melden Sie sich bitte unter ao-psychologie@uni-bielefeld.de, Sie erhalten dort die Zugangsdaten.

Neuauflage eines Kapitels zur Diagnose und Entwicklung von Führungskompetenzen erschienen

NEWS der A & O — Mon, 27 Nov 2023 15:12:45 +0100

In dem folgenden Beitrag beschreiben wir an einem Praxisbeispiel aus der Finanzdienstleistungsbranche, wie ein Managementprogramm für eine entwicklungsorientierte Führungsdiagnostik konzipiert und umgesetzt wird. Die bayerischen Sparkassen haben im Rahmen ihres Talentmanagements das sogenannte TopPotenzialProgramm mit dem Ziel aufgesetzt, Potenzialträger*innen für Vorstandspositionen zu identifizieren und zu entwickeln. In dem Führungsentwicklungsprogramm werden Motive und Kompetenzen von Führungskräften diagnostiziert und durch geeignete Feedback- und Trainingsinterventionen entwickelt. Die Grundannahme ist, dass langfristiger Führungserfolg entscheidend vom Wollen und Können einer Führungskraft abhängt. Die Basis für das TopPotenzialProgramm bilden das wissenschaftlich validierte Kompetenzmodell LEaD zu effektiver Führung (Leadership Effectiveness and Development) und Erkenntnisse aus der Motivforschung zum Leadership Motiv Pattern.

Dörr, S., Schmidt-Huber, M., Inderst, F. X., & Maier, G. W. (2023). Führungskompetenzen diagnostizieren und entwickeln. In J. Felfe & R. van Dick (Eds.), Handbuch Mitarbeiterführung (2. Aufl., pp. 1–18). Springer Berlin Heidelberg.

Metaanalyse zu Corporate Social Responsibility und Kreativität und Innovation erschienen

NEWS der A & O — Thu, 9 Feb 2023 10:08:15 +0100

As innovation is crucial to an organization's survival and can contribute to sustainability and cleaner production, researchers have recently paid closer attention to employees' creativity and innovative behaviors in the context of corporate social responsibility strategies. This manuscript provides a quantitative synthesis on the relation between corporate social responsibility and employees' innovative behaviors, as well as a descriptive overview of explaining mechanisms. For this purpose, a meta-analysis of primary studies on corporate social responsibility and employees' innovative behavior was conducted, using the methods of Schmidt and Hunter. In total, k = 26 studies (N = 7970) were statistically synthesized. The average effect size was large (ρ = 0.45). Moderators were investigated in subsample analyses (internal vs. external corporate social responsibility as well as human development and corporate size) and meta-regressions (gender and culture). The effect size was larger for internal than for external corporate social responsibility. Human development of the organization's country of operation seems to have an impact on the relation between corporate social responsibility and innovative behaviors. Moreover, the effect was stronger in smaller than in bigger organizations. Practical implications are relevant for upper management, sustainability departments in organizations, and human resource management: The potential of corporate social responsibility for innovation in organizations is discussed. We stress the importance of corporate social responsibility as an organization-level determinant of employee innovative behavior for cleaner production.

Paruzel, A., Schmidt, L., & Maier, G. W. (2023). Corporate social responsibility and employee innovative behaviors: A meta-analysis. Journal of Cleaner Production, 393, Article 136189. https://doi.org/10.1016/j.jclepro.2023.136189

Bis Ende März können Sie den Artikel über den folgenden Link kostenlos herunterladen: https://authors.elsevier.com/a/1gZG93QCo9iwzJ

Kapitel zu beruflicher Handlungskompetenz in der Umsetzung des Auftragsdurchlaufs von morgen erschienen

NEWS der A & O — Fri, 16 Dec 2022 09:25:41 +0100

Im Rahmen des in diesem Beitrag vorgestellten Projekts wurde der Fokus auf die sozialverträgliche, mitarbeitergerechte Gestaltung digitaler Arbeitsplätze gelegt und die Beantwortung der Frage „Wie kann Arbeit unter Bedingungen der Digitalisierung weiterhin motivierend sowie kompetenz- und gesundheitsförderlich gestaltet werden?“ angestrebt. Diese Forschungsfrage wurde in die Erhebung dreier Forschungsschwerpunkte übersetzt: a) Analyse der Arbeitsgestaltung digitalisierter Arbeitsplätze, b) Analyse des Qualifizierungsbedarfs der Beschäftigten bei der Arbeit an digitalisierten Arbeitsplätzen und c) Begleitung des Change Management für die Einführung neuer Technologien für die Erarbeitung von Handlungsempfehlungen. Die Projekterkenntnisse und -ergebnisse werden in diesem Beitrag berichtet.

Schlicher, K., Bentler, D., Paruzel, A., & Maier, G. W. (2022). Arbeit4.0@Hettich – Berufliche Handlungskompetenz in der Umsetzung des Auftragsdurchlaufs von morgen. In R. Dumitrescu (Ed.), Gestaltung digitalisierter Arbeitswelten. Intelligente Technische Systeme – Lösungen aus dem Spitzencluster it’s OWL (pp. 93-121). Springer. https://doi.org/10.1007/978-3-662-58014-1_7

Kapitel zu Wissenstransfer und Industrial Connectivity erschienen

NEWS der A & O — Fri, 16 Dec 2022 09:24:30 +0100

Durch die zunehmende Globalisierung und die damit häufig einhergehende Notwendigkeit, in der räumlichen Nähe zu Kunden zu produzieren, erhöht sich vermehrt die internationale Produktionskapazität von Weidmüller. Dies erfordert es, dass die komplexen Arbeitsprozesse, die in den deutschen Werken zuverlässig gemeistert werden, auch sicher und qualitativ hochwertig im internationalen Einsatz verwendet werden.

Bentler, D., Paruzel, A., Schlicher, K., & Maier, G. W. (2022). Wissenstransfer und Industrial Connectivity bei Weidmüller. In R. Dumitrescu (Ed.), Gestaltung digitalisierter Arbeitswelten. Intelligente Technische Systeme – Lösungen aus dem Spitzencluster it’s OWL (pp. 79-92). Springer. https://doi.org/10.1007/978-3-662-58014-1_6

Artikel zur deutschen Version der Hybrid Work Characteristics Scale erschienen

NEWS der A & O — Thu, 10 Nov 2022 08:13:52 +0100

Introduction: To account for fast-paced developments at work, hybrid work characteristics (HWCs) were introduced. To measure them, an English instrument was developed by Xie et al. (2019). HWCs encompass more than one work characteristics domain such as the task, social, or contextual domain and include boundarylessness, multitasking, the demand for constant learning, and non-work-related interruptions and are associated with employee attitudes and well-being. Objectives: We validated a German translation of the HWC scale. Method: Using employee samples from Germany (N = 391) and the United Kingdom (N = 400), we assessed the quality of the German translation. Results: The German version was internally consistent, showed an acceptable model fit, and reached a scalar level of measurement invariance. The HWCs are related to employee attitudes and well-being. Conclusion: We recommend the use of the German translation of the HWC scale, as our results support its reliability and validity.

Paruzel, A., Abendroth, A., Mayer, A., Xie, J. L., & Maier, G. W. (2022). The German version of the Hybrid Work Characteristics Scale. Psychological Test Adaptation and Development. Advance online publication. https://doi.org/10.1027/2698-1866/a000025

Artikel zu Task Rotation an technologieunterstützten Arbeitsplätzen erschienen

NEWS der A & O — Fri, 14 Oct 2022 10:41:15 +0200

New digital assistive technologies strive to alleviate the completion of work tasks but thereby often threaten to make jobs increasingly monotonous. To counteract jobs becoming more and more monotonous, task rotation might be an appropriate technology feature. However, it is uncertain whether task rotation has unique positive effects, why it works, and whether there are any boundary conditions. To investigate this, we conducted two experimental vignette studies. In Study 1 (N1 = 135), we drew on the job characteristics model and self-determination theory to examine perceived task variety, skill variety, and task identity, and expected satisfaction of the need for competence as mediators of the effect of task rotation on anticipated employee attitudes (job satisfaction, intrinsic work motivation), behavior (subjective performance), and well-being (positive and negative affect). The investigated vignette described a job where a digital assistance system either indicated the task rotation or only supported work steps. Regression analyses showed direct effects of task rotation on expected job satisfaction, intrinsic motivation, and positive affect. There were indirect effects of task rotation on all outcomes except expected negative affect. We used Study 2 (N2 = 159) as an exact replication of Study 1. Additionally, to investigate the boundary conditions of task rotation effects, we drew on person-job fit theory and investigated openness to experience as a moderator of the effects of task and skill variety on the outcomes. Regression analyses showed direct effects of task rotation on expected job satisfaction, subjective performance, and positive affect. There were indirect effects of task rotation on all outcomes except expected negative affect and intrinsic motivation. Thus, the results of Study 1 could only be partly replicated. Openness to experience did not moderate the effects of task and skill variety on the outcomes. The results support the relevance of task rotation as a technology feature and indicate that rotations should offer especially skill variety and task identity, as these were the strongest mediators in our studies.

Mlekus, L., Lehmann, J., & Maier, G. W. (2022). New work situations call for familiar work design methods: Effects of task rotation and how they mediated in a technology-supported workplace. Frontiers in Psychology, 13, Article 935952. https://doi.org/10.3389/fpsyg.2022.935952

52. Kongress der Deutschen Gesellschaft für Psychologie

NEWS der A & O — Fri, 2 Sep 2022 10:32:51 +0200

Vom 10. bis 15. September 2022 findet der 52. Kongress der Deutschen Gesellschaft für Psychologie in Hildesheim unter dem Motto „view on | of science“ statt, an dem unsere Arbeitseinheit mit zwei Beiträgen vertreten ist. Am Dienstag, den 13. September, präsentiert Rabea Bödding im Symposium „Lernen in der neuen Arbeitswelt: Wohin führt der Weg?“ (Chair: Julian Decius) ein systematisches Review zum Einsatz von Mixed Reality Technologien in der beruflichen Aus- und Weiterbildung. Auf Grundlage einer umfassenden, systematischen Literaturrecherche werden die verwendeten Mixed Reality Technologien untersucht und ihren bisherigen Anwendungsfällen in der Aus- und Weiterbildung gegenübergestellt, um sie so im Hinblick auf lern- und arbeitsrelevante Auswirkungen auszuwerten. Paul Hellwig berichtet am Donnerstag, den 15. September, im Symposium „Digitale Arbeitswelt – Herausforderungen und Gestaltungsmöglichkeiten für die virtuelle Zusammenarbeit“ (Chair: Simone Kauffeld) die Ergebnisse eines Online-Experiments zu prozeduraler Gerechtigkeit bei algorithmischer Aufgabenzuweisung im Internet. Die Ergebnisse dieses Experiments unterstreichen die Bedeutung von gerechter Aufgabenzuweisung und liefern Hinweise für die Gestaltung von fairen automatisierten Entscheidungsprozessen.

Artikel zu Mitspracherecht bei automatisierter Entscheidungsfindung erschienen

NEWS der A & O — Thu, 25 Aug 2022 10:16:28 +0200

Automated decision-making is on the rise and systems now make decisions traditionally made by humans. As initial evidence suggests that automation of decisions can be associated with low fairness perceptions, features for the design of fair systems are needed. One such feature could be voice. Voice means having a say in decision processes and is associated with fair processes. In the present experiment, we tested whether perceptions of the opportunity to voice one's views to a system resulted in higher perceived overall fairness of the system. Drawing on fairness heuristic theory, we furthermore investigated, whether perceived overall fairness of the system related to trust in the system, job satisfaction, and task performance. In the experiment, participants (N = 138) performed a monitoring task on temperature scales. The system decided how many scales participants had to monitor in a final work round. We varied voice (participants could or could not voice their opinion on how many scales they wanted to monitor). The results indicate that voice leads to fairness perceptions. Overall fairness mediates the relationship between voice and job satisfaction and voice and trust. Therefore, voice is an important design feature for fair automated decision-making.

Hellwig, P., Buchholz, V., Kopp, S., & Maier, G. W. (2022). Let the user have a say - voice in automated decision-making. Computers in Human Behavior. Advance online publication. https://doi.org/10.1016/j.chb.2022.107446

Artikel zu Änderungsanforderungen und -unterstützung bei technologischem Wandel veröffentlicht

NEWS der A & O — Fri, 24 Jun 2022 09:29:07 +0200

Progressing digitalization and technological changes triggered by COVID-19 lockdowns means for organizations that new technologies need to be implemented in shorter time periods. The implementation of new technologies in the workplace poses various change demands on employees. Organizations try to counteract these effects by providing change support in the form of for example training or participation options. However, to date, it is unclear how change demands develop a detrimental effect and whether change support can buffer this relation due to which working mechanisms, and whether the effectiveness of support measures can be increased by matching them to specific change demands. Based on the integrative framework of social support theory, which draws on the job demands-resources model and self-determination theory, we hypothesize that change demands can be most effectively addressed through matching change support. In three consecutive experimental vignette studies (N1 = 89, N2 = 134, N3 = 138) of dependently employed samples, we analyzed the interaction of change demands and change support on attitude to change, satisfaction with the change process, and behavioral intention to use by manipulating the degree of demand (high vs. low) and provided support (high vs. low) and by conducting moderated mediation analyses, and integrated the results meta-analytically. The results show that change demands have a detrimental effect on technology implementation outcomes. In one of the three studies we confirmed a moderating effect of change support. The relation was mediated by perceived frustration, but the mediating effect of psychological need satisfaction was inconclusive. Based on our results, we discuss that the research on matching support requires the evaluation of the personal relevance of the support receiver to increase the chance of achieving a match.

Schlicher, K., Reddehase, J., & Maier, G. W. (2022). Is a match better than no match? On the interaction of demands and support during technological change. Frontiers in Psychology, 13, Article 824010. https://doi.org/10.3389/fpsyg.2022.824010