Title
Prof. Dr.
Last Name
Böhm
First name
Stephan Alexander
Email
stephan.boehm@unisg.ch
ORCID
Phone
+41 71 224 3181
Homepage
1 - 10 of 127
-
PublicationWork-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism( 2024)
-
PublicationHow Two Megatrends Affect Each Other: Studying the Interplay of Remote Work and Workplace Inclusion with a Random Intercept Cross-Lagged Panel ModelTwo megatrends characterize the modern working world. First, remote work has become the “new normal” for many employees. Second, the increasing heterogeneity of the workforce has made a case for inclusion, i.e., belongingness and the opportunity for authenticity, that employees must perceive to reap the benefits of diversity. However, it is unclear whether the relationship between remote work and inclusion is positive or negative and if these two factors cause a unidirectional or reciprocal impact on each other. Furthermore, it is unresolved whether diversity dimensions, such as gender, have a moderating impact on the relationship. To address these questions, we collect a large-scale longitudinal dataset (N = 2,380) and use an advanced methodology (random intercept cross-lagged panel model) to separate the between-person from the within-person variances, thereby allowing for causal conclusions from the within-person effect. Our results show opposing effects at the between-person and within-person levels: although the employees who worked remotely more experienced more opportunity for authenticity and belongingness in general (between-person variance), an increase in remote work led to lower belongingness and authenticity within a single employee (within-person variance). A gender effect was observed for the opportunity for authenticity, with only negative within-person effects being shown for women.Type:Journal:
-
PublicationAccommodation, Interpersonal Justice, and the Turnover Intentions of Employees with Disabilities(Taylor & Francis Group, 2023)
-
PublicationThe role of human resource practices for including persons with disabilities in the workforce: a systematic literature review( 2022)
Scopus© Citations 18 -
PublicationNo such thing as a free ride: The impact of disability labels on relationship building at work( 2022)
Scopus© Citations 12 -
PublicationType:Journal:Volume:Issue:
Scopus© Citations 12 -
PublicationType:Journal:
-
PublicationAge-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations( 2021)
Scopus© Citations 25 -
PublicationAm I outdated? The role of strengths use support and friendship opportunities for coping with technological insecurityIn the digital era, the prevalent integration of new technologies in work processes gives rise to employees’ perceptions of technological insecurity. Such technology-induced strain poses new challenges to occupational health and safety and needs to be better understood in order to be prevented. Based on Conservation of Resources (COR) theory, we investigate to which extent the negative effect of technological insecurity on perceived health depends upon the availability of non-technology-related resources in the workplace. Specifically, we argue that employees who experience two key organizational resources, i.e. organizational support for strengths use and friendship opportunities, are better suited to cope with these modern forms of strain. We hypothesize that those resources reinforce each other in such way that employees’ coping capabilities rise and health issues decrease. For hypothesis testing, time-lagged hierarchical moderated regression analysis is conducted. The study sample consists of 8019 German employees. Results support our assumption that accumulating resources create an intensified buffering effect, which surpasses the additive buffering effects of individual resources. Under the condition of high support for strengths use and high friendship opportunities, technological insecurity does no longer show a negative relationship with employees’ time-lagged health. By using post-stratification weights, these results apply to 33.3 million employees in Germany having access to Information and Communication Technologies.Type:Journal:Volume:Issue:
Scopus© Citations 23 -
PublicationHow Do I-Deals Influence Client Satisfaction? The Role of Exhaustion, Collective Commitment, and Age DiversityThis paper introduces a multilevel perspective on the relationships of idiosyncratic deals (i-deals) with organizational outcomes (i.e., client satisfaction) and investigates how and under which conditions these relationships manifest. On the basis of contagion theory, we proposed that the positive effects of i-deals will spill over within organizational units (indicated by reduced emotional exhaustion and enhanced collective commitment), which leads to increased customer satisfaction. Moreover, we postulated that the effects of i-deals would be more prominent in units with high age diversity, as i-deals are more important in units where people’s work-related needs are more heterogeneous due to the higher diversity in employee age. A study among 19,780 employees and 17,500 clients of a German public service organization showed support for the contagion model and that i-deals were negatively related to individual emotional exhaustion and subsequently positively related to collective commitment within units and Client satisfaction measured 6 months later. Emotional exhaustion and collective commitment mediated the relationships between i-deals and client satisfaction. Finally, we found that the relationships between i-deals and emotional exhaustion / client satisfaction were more strongly negative in units with high age diversity, rather than in units with low age diversity, indicating the benefits of i-deals within units with high age diversity to reduce emotional exhaustion and enhance client satisfaction.Type:Journal:Volume:Issue:
Scopus© Citations 50