European Journal of Work and Organizational Psychology ( IF 4.867 ) Pub Date : 2020-12-07 , DOI: 10.1080/1359432x.2020.1844663 Burkhard Wörtler 1 , Nico W. Van Yperen 1 , Dick P. H. Barelds 1
ABSTRACT
In blended working arrangements (BWAs), employees have discretion over when and where they work. Although BWAs are proliferating worldwide, the lack of predefined temporal and locational structures is unlikely to appeal to every employee. To investigate with whom and when BWAs cause positive reactions, we conducted two experimental vignette studies among full-time employees. In Study 1, we used a 2 (BWAs: yes vs. no) × 2 (development support: yes vs. no) between-subjects design (N = 212) and, in Study 2, a within-subjects design with the same factors (N = 114). Additionally, in both studies, we measured individual differences in autonomy orientation and personal need for structure. Study 1 showed that, relative to traditional working arrangements, BWAs enhance organizational attractiveness and intention to demonstrate organizational citizenship behaviour. In Study 2, in which employees could compare working arrangements, we only found effects of BWAs among employees high in autonomy orientation or low in personal need for structure. Development support for independent working was not found to moderate the effects of BWAs. By indicating which employees tend to prefer BWAs, our findings could help organizations determine employees’ suitability for such arrangements, which is likely to contribute to BWAs being effective.
中文翻译:
混合工作安排是否会增强组织吸引力和组织公民行为意向?个体差异视角
摘要
在混合工作安排 (BWA) 中,员工可以自行决定工作的时间和地点。尽管 BWA 在全球范围内激增,但缺乏预定义的时间和位置结构不太可能吸引每个员工。为了调查 BWA 与谁以及何时引起积极反应,我们在全职员工中进行了两项实验性小插图研究。在研究 1 中,我们使用了 2(BWA:是与否)×2(开发支持:是与否)受试者间设计(N = 212),在研究 2 中,我们使用了具有相同因素 ( N = 114)。此外,在这两项研究中,我们测量了自主取向和个人对结构需求的个体差异。研究 1 表明,相对于传统的工作安排,BWA 增强了组织吸引力和展示组织公民行为的意愿。在员工可以比较工作安排的研究 2 中,我们只发现 BWA 对自主取向高或个人结构需求低的员工有影响。没有发现对独立工作的开发支持可以减轻 BWA 的影响。通过指出哪些员工更喜欢 BWA,我们的研究结果可以帮助组织确定员工是否适合此类安排,这可能有助于 BWA 有效。