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Organisationen im Paradox der Externalisierung : wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten?

Organisationen im Paradox der Externalisierung : wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten?

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Prüfsumme: MD5:51c0cf86459b72d22ff1e3c826834d99

DÜTSCHKE, Elisabeth, 2010. Organisationen im Paradox der Externalisierung : wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten? [Dissertation]. Konstanz: University of Konstanz

@phdthesis{Dutschke2010Organ-4133, title={Organisationen im Paradox der Externalisierung : wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten?}, year={2010}, author={Dütschke, Elisabeth}, address={Konstanz}, school={Universität Konstanz} }

Dütschke, Elisabeth deu application/pdf Dütschke, Elisabeth 2010 Organisationen im Paradox der Externalisierung : wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten? Organizations in the paradox of externalization deposit-license the impact of flexible work on extra-role behavior 2011-03-24T10:12:44Z Due to increasing external challenges, e.g. technological advancement, globalization, and high competition, organizations are reducing traditional employment and increasingly rely on flexible workers like freelancers and temporary employees. At the same time, organizations depend more than ever on staff s willingness to perform beyond formal expectations, i.e. extra-role behavior. In the research literature, this phenomenon is known as the paradox of externalization. In view of this facts, the present thesis has two goals: First, to identify pos-sible predictors of flexible workers extra-role behavior. Second, to shed light on the emergence of and effects between these predictors.<br />This thesis includes three empirical studies which are connected by means through the principles of mixed methods research or of triangulation. As a first step, qualitative interviews were conducted with 26 flexible workers. Second, 197 flexible workers were surveyed using a standardized questionnaire. The hypotheses derived from these two studies were tested in a survey eximining 372 flexible workers. 106 flexible workers of this group were surveyed again within the framework of a longitudinal design.<br />The main results of the studies are (1) that flexible workers have different attitudes regarding flexible employment: while some prefer flexible work to standard employment, others do not ("preference for flexible work"). (2) Embeddedness within the organization is very important for flexible workers. Preference for flexible work turned out to be a moderator for some predictors of extra-role behavior: Professional commitment is only predictive for individuals high on preference for flexible work, instrumentality of extra-role behavior only tends to be a significant predictor for individuals low on preference for flexible work. Additionally re-gardless of the individual level of preference the commitment to co-workers is a highly significant predictor of extra-role behavior. 2011-03-24T10:12:44Z

Dateiabrufe seit 01.10.2014 (Informationen über die Zugriffsstatistik)

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