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Anna Zofia Brzykcy
Former Member
Title
Dr. oec. HSG
Last Name
Brzykcy
First name
Anna Zofia
Email
annazofia.brzykcy@unisg.ch
Phone
+41 71 224 3194
Now showing
1 - 9 of 9
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PublicationWork-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism( 2024)
;Mikko RönkköDoes work-family conflict (WFC) cause psychological strain or vice versa? How long do these effects take to unfold? What is the role of persistent WFC (or strain) levels in these processes? Prior research has left some of these questions open: Our systematic review reveals that WFC-strain studies have primarily used short (e.g., hours) or long (e.g., years) measurement lags, leaving mid-long lags underexplored. Moreover, while many work-family theories imply long-term effects, prior longitudinal research has often relied on cross-lagged panel models that assume effects to be solely within-person, not considering persistent between-person differences. We tested this assumption in five three-wave survey studies (N = 26,133) with varying lags (1 day, 1 week, 1 month, 6 months, 1 year) and found it to fail in all cases. Employing the random intercept crossed-lagged panel, a new approach in WFC research, our results indicate that the effects between WFC and strain (exhaustion, perceived stress, and affective rumination) depend primarily on longer-term WFC (or strain) levels. In contrast, short-term deviations from these levels (within-person effects) play a minor role. These findings suggest that the effects between WFC and strain may be more persistent than previously assumed, opening avenues for further theoretical and empirical development.Type: journal articleJournal: Journal of Applied PsychologyVolume: forthcoming -
PublicationNo such thing as a free ride: The impact of disability labels on relationship building at work( 2022)Do disability legislations that are meant to be beneficial for the employment situation of persons with disabilities have nevertheless unintended negative consequences? To provide key resources such as the right to workplace accommodation, governmental agencies first need to identify eligible persons and label them accordingly. However, this label may, in turn, induce public and self stigma that entails negative consequences for labeled individuals. We address this puzzle using a quasi-experimental study design: sharp regression discontinuity design. Specifically, we examine whether individuals officially labeled as “severely disabled” perceive fewer opportunities for relationship building at work than their counterparts with a similarly severe, yet unlabeled, disability condition. We use data from 845 employees with disabilities, which were drawn from a representative German workforce data set. As expected, labeling leads to perceptions of fewer opportunities for relationship building. We find this effect to be independent from supervisor knowledge of subordinate disability, type of disability, and one’s visibility of disability. These robustness checks strengthen the argument that the labeling effect might be driven primarily by self stigma rather than public stigma. Implications for organizations and public authorities are discussed.Type: journal articleJournal: Human RelationsVolume: 75Issue: 4
Scopus© Citations 12 -
PublicationType: journal articleJournal: Human RelationsVolume: 75Issue: 4
Scopus© Citations 12 -
PublicationType: journal articleJournal: Journal of Vocational BehaviorVolume: 112
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PublicationType: conference paper
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PublicationIdiosyncratic deals, Perceived Work Ability and Turnover Intention: Toward Greater Understanding of Disability Type( 2017-08-07)
;Boehm, AlexanderBaldridge, DavidNumerous studies provided evidence for the potentially positive effect of idiosyncratic deals (i-deals) on employee attitudes, yet little is known about how they might affect work outcomes for employees with disabilities, a marginalized and understudied group. The present study builds on conservation of resources theory to explain how i-deals negotiation might influence perceived work ability among employees with disabilities, and in turn, their turnover intention. Further, this study is among the first to compare the experiences of employees with physical, psychological and no disabilities. We then test our hypotheses using field data from 19,770 employees working for a large German service organization. We find the negative direct effect of i-deals on turnover intention to be stronger for employees with physical disabilities than for those without disabilities. Further, the results indicate a significant mediation effect of i-deals on turnover intention through perceived work ability for all employee groups. As expected, we find a tendency for this mediation effect to increase in magnitude when going from the conditions “having a physical” or “having no disability” to the condition “having a psychological disability”. Implications for research, theory and practice are discussed.Type: conference paper -
PublicationLebensqualität und Lebenszufriedenheit von Berufstätigen in der Bundesrepublik Deutschland: Ergebnisse einer repräsentativen Studie der Universität St. Gallen( 2017)
;Kaufmann, Flavia ;Kreiner, PhilippLoki, Besar -
PublicationType: work report