Maike E. Debus

• Dr. phil.
• University of Neuchâtel

Job crafting involves employees proactively changing their jobs to better suit their preferences. Recent integrative frameworks organize the multifaceted construct with superordinate factors, emphasizing the distinction between behavioral (actions to change job characteristics) and cognitive crafting (reframing one’s view on the job). However, most...

Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation mode...

This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that f...

Employees use impression management (IM) tactics to influence their image at work. Whereas findings regarding the effects of IM on interview outcomes and performance evaluations are extensive, our understanding of the career implications of IM is both limited and inconclusive. In this two-study paper, we used latent profile analysis to better under...

In their lead article, Klug et al. conceptualize job insecurity as a multilevel construct whereby individuals are situated in mesolevel and macrolevel contexts. In our article, we advocate deepening the current conceptual model with two partially intertwined perspectives. First, we suggest adding a systemic perspective at the mesolevel that conside...

Drawing from conservation of resources (COR) theory and the equifinality principle, we challenge the prominent “the‐more‐resources‐the‐better” understanding by examining both the additive and interactive effects of contextual (i.e., networking behaviors and social support) and personal (i.e., job search self‐efficacy) resources on job seeking. Spec...

Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit...

Sensor-based sleep monitoring systems can be used to track sleep behavior on a daily basis and provide feedback to their users to promote health and well-being. Such systems can provide data visualizations to enable self-reflection on sleep habits or a sleep coaching service to improve sleep quality. To provide useful feedback, sleep monitoring sys...

Personal informatics systems can help people promote their health and well-being. Recent studies have shown that such systems can be used to infer relevant health indicators such as, e.g., stress, anxiety, and sleeping habits. While automatic detection of sleep has been studied extensively, there is a lack of studies exploring how population and pe...

In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on...

Rédigé par quinze contributrices et contributeurs actives et actifs dans l'administration, le barreau et/ou l'enseignement, l'ouvrage a pour but de présenter les principaux défis et normes légales relatifs au télétravail.

Employees' organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment...

Flow is a positive affective state occurring when individuals are fully immersed into an activity. Being in flow during work activities can lead to higher performance and productivity. Despite the importance of flow at work, few approaches have been proposed for its automatic recognition using sensor data and most existing studies are conducted in...

Self‐promotion has largely been researched from an individual perspective. It is thus unclear if this behavior is functional or dysfunctional within a broader social context. The present study offers a contribution in this regard by examining self‐promotion within work groups. In particular, we hypothesized that work group self‐promotion climate—re...

Work stressors have major consequences for employees’ health and performance, and it is thus in the interest of organizations to assess them. Although organizations often ask employees to fill out work stress surveys regarding stressors and resources, the literature on survey responding offers only limited advice on how to formulate work stress sur...

As a result of the COVID-19 pandemic, Rudolph et al. (2020) argue that frontline healthcare workers are facing very high levels of job stressors and strains, which may develop into detrimental long-term outcomes. In addition, they point to the heavy burden of jobs in “businesses that continue to provide service to the public” (p. 8). While we agree...

Personal informatics systems for the work environment can help improving workers' well-being and productivity. Using both self-reported data logged manually by the users and information automatically inferred from sensor measurements, such systems may track users' activities at work and help them reflect on their work habits through insightful data...

Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers’ self-presentation, in the for...

Overqualified individuals have more experience, KSAs (knowledge, skills, abilities) and/or education than what is needed in their job. Prior research has identified autonomy as a work characteristic that helps individuals deal with overqualification; yet, it remains unclear as to why this is the case. The goal of the present study was to identify t...

Purpose. Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this conceptual paper is to offer a more dynamic perspective on the effects of job insecurity on job performance. Approach. Drawing from cognitive appraisal theory, research on critical life events and stress re...

This study investigates the correlates of daily flow experiences at work as well as flow variability (i.e., a person’s level of variability in daily flow states) on daily levels of creative performance. Drawing from broaden and build theory, we hypothesized that higher levels of daily flow would be positively related to higher levels of daily creat...

Building on conservation of resources theory, we examined the duality inherent in one of the most significant work-related transitions an employee may go through: becoming a manager. Specifically, we explored intra-individual resource gains (i.e., increases in participation in decision-making) and resource losses (i.e., increases in time pressure)...

Job insecurity is typically assessed via self-reports, with items usually being generic and non-contextualized (e.g., “I am sure I can keep my job”). Yet, such items may leave substantial room for interpretation, thus potentially individually biasing construct measurement. To test this, we added a time marker as a frame of reference to job insecuri...

Job insecurity is typically assessed via self-reports, with items usually being generic and non-contextualized (e.g., “I am sure I can keep my job”). Yet, such items may leave substantial room for interpretation, thus potentially individually biasing construct measurement. To test this, we added a time marker as a frame of reference to job insecuri...

Having a job constitutes one of the most potent means of attaining ‘masculine’ goals such as status, success, and material rewards. In the present research, we examine whether masculinity, both as a country‐level value and an individual orientation, moderates the relationship between job insecurity and job attitudes. In Study 1, we draw on cross‐cu...

Die Sicherheit des eigenen Arbeitsplatzes nimmt für die meisten Menschen eine wichtige Bedeutung in ihrem Leben ein. Erleben Personen ihre Stelle als unsicher, stellt dies einen karrierebezogenen Stressor dar, der typischerweise mit geringerem Wohlbefinden und geringerer Arbeitszufriedenheit einhergeht. Da Arbeitnehmerinnen und Arbeitnehmer aus die...

Zusammenfassung Überqualifizierung bezeichnet die Situation, in der Personen mehr Kenntnisse, Erfahrungen und Qualifikationen haben als für ihre Stelle benötigt werden. In den Industrieländern sind ca. 15 bis 20 % der Erwerbstätigen für ihre Stellen überqualifiziert. Es handelt sich somit um ein Phänomen, das Teil des organisationalen Alltags gewor...

Overqualification occurs when a person has a surplus of knowledge, experience, and qualifications relative to the job he or she holds. Approximately 15 to 20% of employees in industrialized countries are overqualified. Thus, overqualification has become an integral part of organizational reality. The present paper deals with overqualification in th...

*shared first authorship* The present study examines job insecurity in the context of dual-earner couples. Linking Conservation of Resources Theory (e.g., Hobfoll, 1989) with crossover research (e.g., Westman, 2001), we proposed that a partner’s job insecurity constitutes an additional resource threat. Thus, the partner’s job insecurity would exac...

Die Sicherheit des eigenen Arbeitsplatzes nimmt für die meisten Menschen eine wichtige Bedeutung in ihrem Leben ein. Erleben Personen ihre Stelle als unsicher, stellt dies einen karrierebezogenen Stressor dar, der typischerweise mit geringerem Wohlbefinden und geringerer Arbeitszufriedenheit einhergeht. Da Arbeitnehmerinnen und Arbeitnehmer aus die...

In this study, we investigated job stressor ratings through Lazarus’ transactional stress theory and the usefulness of supervisor ratings as an alternative to incumbent self-reports. Based on the finding that negative affectivity (NA) causes incumbents to over-report job stressors, we hypothesized that supervisors may also be affected by their NA w...

Purpose Flow is a state of total immersion in an activity (e.g., Csikszentmihalyi, 1990). In this diary study, we hypothesized that for being highly creative in general, it is important that employees have a high stability in their flow experiences (i.e., low variability), above and beyond the absolute level of flow experiences. Design/Methodolog...

This study unites two perspectives concerning the determinants of job insecurity perceptions that exist in the literature and that resemble the classical nature–nurture debate. On the ‘nurture’ side, we investigated the company performance and type of contract, while we focused on negative affectivity and locus of control on the ‘nature’ side. In a...

This article examines variations of work-related flow both between and within days. On the basis of the effort-recovery model (Meijman & Mulder, 1998), we hypothesized that a person's relative day-specific state of being recovered (i.e., feeling refreshed) in the morning is positively related to subsequent day-level flow experiences during work. Ta...

Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty av...

Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examined whether three possible resources (occupational self-efficacy, work locus of control, and communication) moderate the negative job insecurity-performance relationship. Analyses of a large Swiss dataset reve...