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See detailWorkplace bullying exposure and subjective well-being – The mediating role of the frustration of the need for relatedness. A longitudinal six-wave study
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2019, November 08)

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. Drawing on self-determination theory, we propose that bullying ... [more ▼]

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. Drawing on self-determination theory, we propose that bullying exposure thwarts employee’s need for relatedness with the result of decreased well-being. Studies examining these mechanisms used either a cross-sectional design (Trépanier et al., 2013) or a longitudinal design with (not theoretically justified) long time intervals (i.e., 12-month time lag; Trépanier et al., 2015). Therefore, the aim of our study was to test this mediation in a longitudinal design with much shorter time intervals (i.e. monthly), whether to see if the bullying exposure also shows short-term effects on well-being. A six-wave online survey design with monthly time lag was employed and data were collected among U.S. employees. The sample consists of 1,595 respondents (55.8% females, n=890, ageM = 36.9, ageSD =10.3). Workplace bullying exposure was assessed with the S-NAQ (Notelaers et al., 2018), frustration of the need for relatedness with the Psychological Needs Thwarting Scale (Bartholomew et al., 2011) and well-being with the WHO-5 well-being-index (Topp et al., 2015). Cross-lagged mediation analysis within a structural equation modeling framework confirmed the mediation model: Bullying exposure was significantly related to a change in frustration of relatedness and frustration of relatedness was significantly related to a change in well-being across all waves. The study findings advance the field through showing that bullying exposure has not only a long-term effect on well-being but also a short one, and that this effect is mediated through the frustration of relatedness. [less ▲]

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See detailThe association between workplace bullying exposure and workplace bullying perpetration – The role of frustration of the need for relatedness
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2019, October 24)

Workplace bullying (WB) is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior (Nielsen & Einarsen, 2012). WB is seen as an escalated ... [more ▼]

Workplace bullying (WB) is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior (Nielsen & Einarsen, 2012). WB is seen as an escalated conflict, where both parties engage in increasing overt acts of aggression (e.g., Einarsen et al., 2011). This perspective is supported by one of the most robust finding in WB and aggression literature, the association between experienced workplace aggression and enacting in workplace aggression (e.g., Baillien et al., 2016). However, there are only a few studies that have researched the mechanism between these phenomena (Samnani & Singh 2012). Self-determination theory (SDT) might explain this link. As need frustration is linked to less self-control (Vansteenkiste & Ryan, 2012), the frustration of the need for relatedness might also lead to increased aggressive behavior. Drawing on SDT, we propose that bullying exposure thwarts employee’s need for relatedness that increase aggressive behavior. Thus, the aim of our study was to test this mediation in a longitudinal design with short time intervals (i.e. monthly). A six-wave online survey design with monthly time lag was employed and data were collected among U.S. employees. The sample consists of 1,595 respondents (55.8% females, n=890, ageM = 36.9, ageSD =10.3). Workplace bullying exposure was assessed with the S-NAQ (Notelaers et al., 2018). Being a perpetrator of bullying was measured by the same nine items of the S-NAQ, however, formulated in an active manner (e.g., Baillien et al., 2011). Finally, frustration of the need for relatedness was assessed with the Psychological Needs Thwarting Scale (Bartholomew et al., 2011). Cross-lagged mediation analysis within a path modeling framework only partially confirmed the proposed model: WB exposure was significantly related to a change in frustration of relatedness. However, frustration of relatedness did (most of the time) not increase WB perpetration, but WB exposure. These longitudinal findings underline the vicious circle nature of WB exposure. [less ▲]

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See detailIs the effect of workplace bullying exposure on subjective well-being mediated through the frustration of the need for relatedness? A longitudinal six-wave study.
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2019, May 30)

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. Drawing on self-determination theory, we propose that bullying ... [more ▼]

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. Drawing on self-determination theory, we propose that bullying exposure thwarts employee’s need for relatedness with the result of decreased well-being. Studies examining these mechanisms used either a cross-sectional design (Trépanier et al., 2013) or a longitudinal design with (not theoretically justified) long time intervals (i.e., 12-month time lag; Trépanier et al., 2015). Therefore, the aim of our study was to test this mediation in a longitudinal design with much shorter time intervals (i.e. monthly), whether to see if the bullying exposure also shows short-term effects on well-being. A six-wave online survey design with monthly time lag was employed and data were collected among U.S. employees. The sample consists of 1,595 respondents (55.8% females, n=890, ageM = 36.9, ageSD =10.3). Workplace bullying exposure was assessed with the S-NAQ (Notelaers et al., 2018), frustration of the need for relatedness with the Psychological Needs Thwarting Scale (Bartholomew et al., 2011) and well-being with the WHO-5 well-being-index (Topp et al., 2015). Cross-lagged mediation analysis within a structural equation modeling framework confirmed the mediation model: Bullying exposure was significantly related to a change in frustration of relatedness and frustration of relatedness was significantly related to a change in well-being across all waves. The study findings advance the field through showing that bullying exposure has not only a long-term effect on well-being but also a short one, and that this effect is mediated through the frustration of relatedness. [less ▲]

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See detail5. Forschungsbericht zur Weiterentwicklung des Arbeitsqualitätsindexes in Luxemburg
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2019)

Der „Quality of Work Index Luxembourg“ (QoW)-Survey, der von der Universität Luxemburg und der luxemburgischen Chambre des Salariés konzipiert wurde (Steffgen, Kohl, 2013; Sischka, Steffgen, 2015, 2016 ... [more ▼]

Der „Quality of Work Index Luxembourg“ (QoW)-Survey, der von der Universität Luxemburg und der luxemburgischen Chambre des Salariés konzipiert wurde (Steffgen, Kohl, 2013; Sischka, Steffgen, 2015, 2016, 2017, 2019), wurde 2018 zum sechsten Mal durchgeführt. Ziel des Surveys ist es, die erlebte Arbeitssituation und -qualität luxemburgischer Arbeitnehmer zu erfassen. Der vorliegende Bericht dokumentiert die psychometrische Testung der Güte des aktuellen Erhebungsinstruments. In einem ersten Schritt erfolgt eine Beschreibung der Befragungsumstände sowie eine demographische Beschreibung der Stichprobe. Da die Erhebung 2018 als Mixed-Mode-Design – telefonische als auch Online-Befragung – durchgeführt wurde, wird auch analysiert, ob Stichprobenunterschiede zwischen den beiden Erhebungsmodi auftreten. Außerdem wird geklärt, ob es hinsichtlich demographischer Eigenschaften der Befragten, hinsichtlich der QoW-Skalen oder hinsichtlich verschiedener Well-Being-Maße zu systematischen Ausfällen seit der letzten Welle gekommen ist. Dann werden die Items der QoW- und Well-Being-Skalen auf fehlende Werte untersucht und es erfolgt eine Beschreibung der Items mittels verteilungsbeschreibender Maßzahlen und Balkendiagramme. In einem nächsten Schritt werden die Skalen mittels verschiedener Reliabilitätsstatistiken (Cronbach’s Alpha, Korrelationsanalysen der Items) sowie Koeffizienten zur Beschreibung der Skalenverteilung überprüft. Außerdem werden die Zusammenhänge der Skalen mittels Korrelationsanalysen überprüft. Im Anschluss daran wird die unterstellte Faktorenstruktur mittels konfirmatorischer Faktoren-analysen getestet. Die QoW-Skalen werden außerdem auf verschiedene Well-Being-Skalen regressiert, um deren Relevanz für den QoW-Index zu prüfen. Ebenso werden einige Längsschnitt-Regressionsanalysen durchgeführt, um zu überprüfen ob einige Arbeitsbedingungen längerfristige Effekte auf das Well-Being der Arbeitnehmer aufweisen. Die QoW-Befragung 2018 hat außerdem das Schwerpunktthema „Work-Life-Balance“ behandelt. Die Güte der Skalen zu diesem Thema wird ebenfalls geprüft. Im Anschluss werden dann Korrelationen mit den QoW- und Well-Being-Skalen berechnet. Abschließend wird das gesamte Erhebungsinstrument zusammenfassend diskutiert und Emp-fehlungen bezüglich zukünftiger Befragungen gegeben. [less ▲]

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See detailWeshalb wechseln Arbeitnehmer ihren Arbeitgeber?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2019)

4,4% der Befragten des Quality of Work Survey hat zwischen den Erhebungen 2017 und 2018 den Arbeitgeber gewechselt. Vor allem die jüngsten Arbeitnehmer (16 bis 24 Jahre) sowie Arbeitnehmer mit einer ... [more ▼]

4,4% der Befragten des Quality of Work Survey hat zwischen den Erhebungen 2017 und 2018 den Arbeitgeber gewechselt. Vor allem die jüngsten Arbeitnehmer (16 bis 24 Jahre) sowie Arbeitnehmer mit einer befristeten Arbeitsstelle wechselten eher ihren Arbeitgeber. Je geringer Partizipation und Feedback, je höher Mobbing, und je geringer Einkommenszufriedenheit, Ausbildungs- und Beförderungsmöglichkeiten ausfallen, desto höher die Wahrscheinlichkeit eines Arbeitgeberwechsels. Arbeitnehmer, die den Arbeitgeber gewechselt haben, weisen dann im Mittel einen Zuwachs an Wohlbefinden auf. [less ▲]

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See detail4. Forschungsbericht zur Weiterentwicklung des Arbeitsqualitätsindexes in Luxemburg
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2019)

Der Survey zu dem „Quality of Work Index Luxembourg“ (QoW), der von der Universität Luxemburg und der luxemburgischen Chambré des Salariés entwickelt wurde (Steffgen, Kohl, 2013; Sischka, Steffgen, 2015 ... [more ▼]

Der Survey zu dem „Quality of Work Index Luxembourg“ (QoW), der von der Universität Luxemburg und der luxemburgischen Chambré des Salariés entwickelt wurde (Steffgen, Kohl, 2013; Sischka, Steffgen, 2015, 2016, 2017), wurde 2017 bereits zum fünften Mal mittels einer telefonischen Befragung durchgeführt. Ziel des Index ist es, die erlebte Arbeitssituation und -qualität luxemburgischer Arbeitnehmer zu erfassen. Der vorliegende Bericht dokumentiert die psychometrische Testung der Güte des aktuellen Erhebungsinstruments. Dazu erfolgt zunächst eine Beschreibung der für die Skalen genutzten Items, die Überprüfung der internen Konsistenz der jeweiligen Skala mittels verschiedener Reliabilitätsstatistiken (Cronbach’s Alpha, Korrelationsanalysen der Items) sowie Koeffizienten zur Beschreibung der Skalenverteilung. Konfirmatorische Faktorenanalysen dienen dazu, zu testen, ob die Items auf den a priori festgelegten Faktoren laden und ob sich die unterstellte Faktorenstruktur auch in den Daten zeigt. Außerdem werden die Zusammenhänge der Skalen mittels Korrelationsanalysen über-prüft. Die QoW-Skalen werden außerdem auf verschiedene Well-Being-Skalen regressiert, um deren Relevanz für den QoW-Index zu prüfen. Da der QoW Survey teilweise als Panelbefragung durchgeführt wird, wird außerdem geklärt, ob es hinsichtlich demographischer Eigenschaften der Befragten, hinsichtlich der QoW-Skalen oder hinsichtlich verschiedener Well-Being-Maße zu systematischen Ausfällen seit der letzten Welle gekommen ist. Ebenso werden einige Längsschnitt-Regressionsanalysen gerechnet, um zu überprüfen, ob einige Arbeitsbedingungen längerfristige Effekte auf das Well-Being der Arbeitnehmer aufweisen. Die QoW-Befragung 2017 hat außerdem das Schwerpunktthema „Digitalisierung“ behandelt. Die Themenblöcke werden mittels Latenter Profile-Analysen untersucht. Im Anschluss wird überprüft ob sich die extrahierten Profile hinsichtlich der QoW- und der Well-Being-Skalen unterscheiden. Abschließend wird das gesamte Erhebungsinstrument zusammenfassend diskutiert und Empfehlungen bezüglich der weiteren Entwicklung der Skalen gegeben. [less ▲]

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See detailPsychometrical Properties of a French Version of the General Self-Efficacy Short Scale (ASKU)
Décieux, Jean Philippe; Sischka, Philipp UL; Schumacher, Anette UL et al

in Swiss Journal of Psychology (2019)

General self-efficacy is a central personality trait often evaluated in surveys as context variable. It can be interpreted as a personal coping resource reflecting individual belief in one’s overall ... [more ▼]

General self-efficacy is a central personality trait often evaluated in surveys as context variable. It can be interpreted as a personal coping resource reflecting individual belief in one’s overall competence to perform across a variety of situations. The German-language Allgemeine-Selbstwirksamkeit-Kurzskala (ASKU) is a reliable and valid instrument to assess this disposition in the German-speaking countries based on a three-item equation. This study develops a French version of the ASKU and tests this French version for measurement invariance compared to the original ASKU. A reliable and valid French instrument would make it easy to collect data in the French-speaking countries and allow comparisons between the French and German results. Data were collected on a sample of 1,716 adolescents. Confirmatory factor analysis resulted in a good fit for a single-factor model of the data (in total, French, and German version). Additionally, construct validity was assessed by elucidating intercorrelations between the ASKU and different factors that should theoretically be related to ASKU. Furthermore, we confirmed configural and metric as well as scalar invariance between the different language versions, meaning that all forms of statistical comparison between the developed French version and the original German version are allowed. [less ▲]

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See detailThe Quality of Work Index Luxembourg (QoWIL): A multidimensional approach and its links to well-being at work.
Sischka, Philipp UL; Fernandez de Henestrosa, Martha UL; Steffgen, Georges UL

Scientific Conference (2019)

Quality of work is a very often used and complex concept. We will present a new conceptualization of quality of work, compare it with the European Working Conditions Survey framework to measure job ... [more ▼]

Quality of work is a very often used and complex concept. We will present a new conceptualization of quality of work, compare it with the European Working Conditions Survey framework to measure job quality (Eurofund, 2017), and structure it with the help of the Job Demands-Resources model (Bakker & Demerouti, 2017). Based on this conceptualization we developed and validated a new measure of quality of work, the Quality of Work Index – Luxembourg (QoWIL) in three different languages (German, French, Luxembourgish). The QoWIL is composed of 43 items, focusing on four areas of work – work intensity, job design, physical conditions, and social conditions (subdivided in eleven components) – which are particularly important for employees’ well-being. Data were collected via computer-assisted telephone interviews in a representative sample of 1,522 employees working in Luxembourg (aged 17–67 years; 57.2% male). Confirmatory factor analysis confirmed the proposed factors structure and scalar measurement invariance for the three different language versions. Internal consistencies were satisfactory for all subscales (Cronbach’s α between .70 and .87). Correlations and hierarchical regression analysis with different psychological health measures (i.e., burnout, general well-being, psychosomatic complaints, work satisfaction, vigor) and subjective work performance confirmed the construct validity of the new questionnaire. We conclude that the QoWIL is globally and on the level of the sub-categories an effective tool to measure work quality, which could be used to compare work quality between organizations and different countries. Furthermore, the current study confirms associations between the different components of quality of work and employees health. Therefore, this new tool allows to monitor and to benchmark quality of work and health outcomes and compare them with each other, across gender, age, nationality and work sector. [less ▲]

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See detailErster Forschungsbericht zur Weiterentwicklung der „Enquête concernant la qualité de vie et la motivation au travail“.
Sischka, Philipp UL; Fernandez de Henestrosa, Martha UL; Steffgen, Georges UL

E-print/Working paper (2019)

Das Ministère de la Fonction publique et de la Réforme administrative hat 2017 eine Befragung mit dem Titel “Enquête concernant la qualité de vie et la motivation au travail” unter den Mitarbeitern des ... [more ▼]

Das Ministère de la Fonction publique et de la Réforme administrative hat 2017 eine Befragung mit dem Titel “Enquête concernant la qualité de vie et la motivation au travail” unter den Mitarbeitern des öffentlichen Dienstes durchgeführt. Die Universität Luxembourg wurde damit betraut, die psychometrische Qualität des Fragebogens zu prüfen, die Zusammenhänge zwischen den Gruppenvariablen zu untersuchen, die gruppenbezogene Vergleiche vorzulegen, die Befunde mit mit denen anderer Studien zu vergleichen sowie Handlungshinweise zur Optimierung der Arbeitsqualitàt vorzulegen (siehe Convention de recherche entre l‘Université du Luxembourg et le Minsitère de la Fonction Publique et de la Réforme administrative du 24. mai 2018). Entsprechend der Vorgaben der Konvention werden in dem vorliegenden ersten Bericht, die Befunde a) zu der psychometrischen Testung der Güte des aktuellen Erhebungsinstruments (Punkt 2.1.1 der Konvention), b) zu den gruppenbezogenen Vergleiche (Punkt 2.1.3, Satz 1 der Konvention) sowie c) zu den Zusammenängen zwischen den Gruppenvariablen (Punkt 2.1.2 der Konvention) vorgelegt. In einem ersten Schritt erfolgt zunächst eine Beschreibung der Items mittels verteilungsbe-schreibender Maßzahlen und Balkendiagramme, wobei die Items auch auf fehlende Werte un-tersucht werden. Ergebnisse der inhaltlichen und psychometrischen Itemprüfung zeigen, dass der Fragebogen z.T. noch wichtige Entwicklungsfelder aufweist. In einem zweiten Schritt werden exploratorische Faktorenanalysen durchgeführt, um einen Überblick über die Faktorstruktur des Fragebogens zu erhalten. Die Faktoranalysen erfolgen bezogen auf die einzelnen Themenblöcke (Zufriedenheit, Motivation, Wohlbefinden, Arbeits-bedingungen). Auf Basis der identifizierten Faktorstruktur wurden geeignete Items aus den vier Bereichen zu 17 Skalen zusammengefasst. In einem dritten Schritt erfolgt eine Analyse der internen Konsistenz der neu gebildeten Skalen. Zudem werden die Inter-Korrelationen dieser Skalen vorgelegt. Befunde zeigen, dass die meisten Skalen akzeptable bis exzellente Reliabilitätskoeffizienten aufweisen. Allerdings lassen sich erhöhte Inter-Korrelationen zwischen einigen Skalen identifizieren, die auf eine vorliegende Redundanz der Skalen deuten. In einem vierten Schritt werden gruppenbezogene Vergleiche hinsichtlich Geschlecht, Alters-gruppen, Beschäftigungssituation, Jahre im öffentlichen Dienst, Gehaltsgruppen, Anzahl Zusammenfassung II zugeordneter Mitarbeiter sowie Länge des Arbeitswegs zu den neu gebildeten Skalen durchgeführt und die Befunde präsentiert. Beispielsweise zeigen Mitarbeiter mit den wenigsten Jahren im öffentlichen Dienst tendenziell günstigere Werte hinsichtlich der vier Themenblöcke auf. In einem fünften Schritt werden Regressionsanalysen durchgeführt, um Zusammenhänge zwischen den Gruppenvariablen, Arbeitsbedingungen und den einzelnen Themenblöcken zu veranschaulichen. Die Befunde verdeutlichen, dass Zufriedenheit, Motivation und Wohl-befinden mit verschiedenen Arbeitsbedingungen assoziiert sind. In einem abschließenden Schritt wird das gesamte Erhebungsinstrument zusammenfassend diskutiert und Empfehlungen bezüglich der weiteren Entwicklung des Fragebogens und der Skalen gegeben. [less ▲]

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See detailWorin liegen die Chancen und Risiken der verstärkten Nutzung von Informations- und Kommunikationstechnologien außerhalb des Arbeitsplatzes?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2018)

Rund 11% der Arbeitnehmer in Luxemburg können der Gruppe zugeordnet werden, die häufig Informations- und Kommunikationstechnologien nutzt, um fern von ihrer organisationalen Arbeitsstelle zu arbeiten ... [more ▼]

Rund 11% der Arbeitnehmer in Luxemburg können der Gruppe zugeordnet werden, die häufig Informations- und Kommunikationstechnologien nutzt, um fern von ihrer organisationalen Arbeitsstelle zu arbeiten. Insbesondere bei männlichen und höher gebildeten Arbeitnehmern sowie bei Managern und Arbeitnehmern in akademischen Berufen ist dieser Anteil an Nutzern stärker ausgeprägt. Diese Arbeitsplatz fernen Nutzer von Informationstechnologien geben im Durchschnitt ein höheres Maß an Autonomie und Partizipation bei der Arbeit an, sind jedoch verstärkt von problematischen psychosozialen Arbeitsbedingungen (z.B. Mobbing, Work-Life-Konflikte) sowie Burnout betroffen. [less ▲]

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See detailCompetition and Workplace Bullying. The moderating role of passive avoidant leadership style.
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2018, November 02)

The aim of the study was to test if competition is a potential risk factor for the occurrence of workplace bullying and if this association depends on the level of passive avoidant leadership style. We ... [more ▼]

The aim of the study was to test if competition is a potential risk factor for the occurrence of workplace bullying and if this association depends on the level of passive avoidant leadership style. We proposed that competition and passive avoidant leadership style are positive related to workplace bullying exposure and perpetration. Furthermore, we hypothesized that the effect of competition on workplace bullying exposure and perpetration is moderated through passive avoidant leadership style. An online survey design was employed and data were collected among U.S. employees. The final sample consists of 1,408 respondents. Workplace bullying exposure and perpetration were cross-sectionally assessed via self-labeling and behavioral experience method. Hierarchical regression analyses showed that competition and passive avoidant leadership style are important predictors for workplace bullying exposure and perpetration. Furthermore, the results indicated that the effect of competition on workplace bullying exposure (measured via behavioral method) and self-labeled workplace bullying exposure and perpetration is moderated through passive avoidant leadership style. However, for workplace bullying perpetration (measured via behavioral method) no moderation effect was found. The findings underline the importance of the supervisor’s behavior in the occurrence of workplace bullying. Organizations may decrease workplace bullying incidents by training their supervisors to apply a more constructive leadership style. [less ▲]

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See detailThe WHO-5 Well-Being Index – Testing measurement invariance across 33 countries
Sischka, Philipp UL

Scientific Conference (2018, September 15)

In recent years, several studies have stressed out the importance to guarantee the comparability of theoretical constructs (i.e. measurement invariance) in the compared units (e.g., groups or time points ... [more ▼]

In recent years, several studies have stressed out the importance to guarantee the comparability of theoretical constructs (i.e. measurement invariance) in the compared units (e.g., groups or time points) in order to conduct comparative analyses (e.g. Harkness, Van de Vijver, & Mohler, 2003; Meredith, 1993; Vandenberg, & Lance, 2000). If one does not test for measurement invariance (MI) or ignores lack of invariance, differences between groups in the latent constructs cannot be unambiguously attributed to ‘real’ differences or to differences in the measurement attributes. The five-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief standard measure in cross-cultural large-scale clinical studies (Topp, Østergaard, Søndergaard, & Bech, 2015). However, MI as a prerequisite for cross-country comparisons remains untested to date. We performed multigroup confirmatory factor analyses (MGCFA) and the alignment method (Asparouhov & Muthén, 2014) to test the WHO-5 for MI across 33 countries and for cross-time MI over five years. Analyses were based on data of the 2010 and 2015 waves from the European Working Condition survey (EWCS). The EWCS collected data via computer-aided personal interviews in a sample of 41,870 employees and self-employed individuals (wave 2010; wave 2015: 41,290) from the EU28 countries as well as Norway, Switzerland, Albania, the former Yugoslav Republic of Macedonia, Montenegro, Serbia and Turkey. MGCFA indicated metric MI and lack of scalar MI of the WHO-5. The alignment method revealed several non-invariant parameters across countries. We estimated latent mean differences between countries with the scalar and the alignment method. The results corroborate the need to use latent variable modeling and to account for non-invariant parameters when mean levels are of concern. Furthermore, the poor performance of some items in some countries has to be considered. [less ▲]

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See detailHow working conditions influence work-related anger
Steffgen, Georges UL; Sischka, Philipp UL

Scientific Conference (2018, July 13)

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See detailPsychological contact violation or basic need frustration? Psychological mechanisms behind the effects of workplace bullying.
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2018, July 12)

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. However, research that examines the mechanisms behind these ... [more ▼]

Workplace bullying is a serious phenomenon that has serious detrimental effects on victim’s health, attitudes, and work-related behavior. However, research that examines the mechanisms behind these relations is still sparse. Two theories that may explain the links between workplace bullying and various negative outcomes are social exchange theory and self-determination theory. Drawing on these theories, we hypothesized that the relationship between workplace bullying and various outcomes is mediated by perceptions of psychological contract violation and the frustration of basic psychological needs (i.e. autonomy, competence, relatedness). Therefore, the aim of our study was to test these mediators separately and simultaneously to see whether they have an incremental mediation effect between workplace bullying and well-being, work satisfaction, engagement, performance, burnout, workplace deviance and turnover intentions. An online survey design was employed and data were collected among U.S. employees. The final sample consists of 1,408 respondents (56.6% females, n=798, age: M=37.3, SD =10.4). Single mediation analysis within a structural equation modeling framework revealed that psychological contract violation acted as a mediator for all outcome variables. Furthermore, basic need frustrations were also meaningfully mediators between workplace bullying and all outcomes, but different need frustration were differently linked with them. The multiple mediation analyses mainly supported the hypothesized importance of the mediators for the different outcomes. The study findings advance the field through identifying the most important mediators between workplace bullying and several outcome variables guiding possible interventions. [less ▲]

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See detailWorkplace bullying: Validation of a measurement and the role of competition, passive avoidant leadership style, psychological contract violation and basic need frustration.
Sischka, Philipp UL

Doctoral thesis (2018)

Workplace bullying, mobbing or harassment describe a situation where an employee is the target of systematic mistreatment by other organizational members (i.e., colleagues, supervisors, subordinates) that ... [more ▼]

Workplace bullying, mobbing or harassment describe a situation where an employee is the target of systematic mistreatment by other organizational members (i.e., colleagues, supervisors, subordinates) that may cause severe social, psychological and psychosomatic problems in the targeted employee. Since the appearance of the book “The harassed worker” by Brodsky (1976) and initial studies by Heinz Leymann (1986, 1990), workplace bullying research has developed into a huge and still massively growing research area that is conducted all over the globe. Especially, when related concepts are considered, a vast amount of studies have researched prevalence, risk factors, consequences, and, very recently, psychological mechanisms of workplace bullying exposure. A literature review revealed that existing workplace bullying exposure self-report inventories exhibit some weaknesses. Therefore, the first study (Chapter 2) aimed to develop a new short scale, the Luxembourg Workplace Mobbing Scale (LWMS) in three different language versions (i.e., Luxembourgish, French, German). Furthermore, it investigated the psychometric properties and the validity of this scale and examined if the three language versions exhibit measurement invariance. The LWMS revealed good psychometric properties in terms of its internal consistency and its factor structure. Furthermore, metric and partial scalar invariance across the three language versions could be established. Initial validation tests revealed high criterion validity of the LWMS. In line with recent workplace bullying exposure research, the LWMS was meaningfully linked with other working factors and measures of psychological health. The second study (Chapter 3) aimed to test the LWMS’s factor structure and measurement invariance across possible risk groups of bullying exposure (i.e., gender, age, and occupational groups). Moreover, based on recent theories and findings on workplace bullying the study aimed to further elucidate the LWMS’s nomological net with relevant psychological (i.e., psychological well-being, work engagement, sleeping hours, suicidal thoughts) and physiological health measures (i.e., physiological health problems, alcohol and smoking consumption, body mass index) as well as with important organizational criteria (i.e., work performance, turnover intention, absenteeism) and with self-labeling victim status. Evaluation of different measurement invariance models confirm metric and (partial) scalar invariance across all compared groups. Neither age, gender, nor the most frequent areas of occupation in Luxembourg represent important risk factors for workplace bullying exposure. Regarding criterion validity, with the exceptions of alcohol and smoking consumption, all proposed psychological and physiological health measures as well as organizational criteria are meaningfully associated with the LWMS. In summary, the LWMS is especially useful, when the identification of workplace bullying exposure risk groups or cross-cultural research is of concern. The third study (Chapter 4) aimed to test specific organizational risk factors of the occurrence of workplace bullying. Specifically, competition and passive avoidant leadership style were tested as risk factors of workplace bullying (exposure and perpetration) assessed with two assessment methods (behavioral experience and self-labeling method). Consistent with theoretical reasoning and prior research, results demonstrated that competition as well as passive avoidant leadership style are important risk factors of workplace bullying exposure. Moreover, results showed that the same effects showed up for perpetration. Even more interesting, passive avoidant leadership style acted as a moderator on the effect of competition on workplace bullying exposure. In line with theory, competition is stronger related to workplace bullying exposure, when passive avoidant leadership is high. Thus, passive avoidant leadership style can be considered a disruptive factor reinforcing the negative association with competition. Regarding workplace bullying perpetration the same moderation effect was only found for the self-labeled assessment method. The fourth study (Chapter 5) aimed to identify different psychological mechanisms (i.e., psychological contract violation and frustration of basic needs) that link being target of workplace bullying and health, attitudinal and behavioral outcomes. Furthermore, their relative impact and importance on different outcomes were highlighted. Psychological contract violation was an important mediator for decreased job satisfaction and higher turnover intentions, whereas frustration of autonomy mediated the effect between workplace bullying exposure and increased levels of burnout, frustration of competence mediated the effect of bullying exposure on decreased work performance and frustration of relatedness was strongly associated with decreased well-being and vigor. Results showed that feelings of psychological contract violation and frustration of basic needs accounted for unique variation in many outcome variables, pointing to the individual contribution of both psychological mechanisms. The present thesis deepens our understanding of the organizational circumstances under which workplace bullying is more likely and the psychological mechanisms that link the bullying exposure with several outcomes. These results can guide possible prevention and intervention strategies. [less ▲]

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See detailCompetition and Workplace Bullying. The moderating role of passive avoidant leadership style.
Sischka, Philipp UL; Steffgen, Georges UL

Scientific Conference (2018, June 06)

It has been argued that an organizational climate that is characterized by competition and envy may increase workplace bullying (Salin, 2003, 2015; Vartia, 1996). Employees may be tempted to gain a ... [more ▼]

It has been argued that an organizational climate that is characterized by competition and envy may increase workplace bullying (Salin, 2003, 2015; Vartia, 1996). Employees may be tempted to gain a relative advantage over their colleagues by setting them under pressure, isolating them, undermining or sabotaging their work (Kohn, 1992; Ng, 2017, Salin, 2003), in sum trying to bully them. This should be especially true, when supervisor exhibit a passive avoidant leadership style that is when supervisor are physically in post but fail to carry out their duties (Hoel, Glasø, Hetland, Cooper, & Einarsen, 2010). Therefore, the aim of our study was to test if competition is a potential risk factor for workplace bullying and if this association depends on the level of passive avoidant leadership style. We proposed that competition and passive avoidant leadership style are positive related to workplace bullying victimization and perpetration. Furthermore, we hypothesized that the effect of competition on workplace bullying victimization and perpetration is moderated through passive avoidant leadership style. Amazon Mechanical Turk was used to recruited employees. We followed recent recommendations using MTurk as participant recruiting system (Keith et al., 2017), e.g., prescreening for desired target population, fair payment (i.e. US$0.10 per estimated minute of participation; Chandler & Shapiro, 2016) and data screening methods for insufficient effort responding (McGonagle, Huang, & Walsh, 2016). The final sample consists of 1,411 respondents (56.6% females, n = 798). Respondents age ranged from 20 to 73 (M = 37.3; SD = 10.4). As the self-labelling method and the behavioral method to assess workplace bullying both have its shortcomings (Nielsen, Notelaers, & Einarsen, 2011), both approaches were used. Hierarchical regression analyses showed that competition and passive avoidant leadership style are important predictor for workplace bullying victimization and perpetration. Furthermore, the results indicated that the effect of competition on workplace bullying victimization (measured via behavioral method) and self-labelled workplace bullying victimization and perpetration is moderated through passive avoidant leadership style. However, for workplace bullying perpetration (measured via behavioral method) no moderation effect was found. These findings have important implications for employers that seek to end workplace bullying in their organization. The present study contributes to the workplace bullying literature in at least two ways. First, while recent research has focused on the main effects of competition (e.g., Salin, 2003) and passive avoidant leadership (e.g., Skogstad et al., 2007) on workplace bullying, the present study sheds light on the moderation effect of passive avoidant leadership style on the effect of competition on workplace bullying. Second, not only workplace bullying victimization but also perpetration is considered, that is still an under-researched topic. [less ▲]

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See detailDigitalisierung der Arbeit in Luxemburg - Teil 3
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2018)

Arbeitnehmer unterscheiden sich hinsichtlich dem Grad durch den ihre Arbeit von der Digitalisierung betroffen ist sowie durch die Auswirkungen, die die Digitalisierung auf ihre Arbeit und ihr Arbeits(er ... [more ▼]

Arbeitnehmer unterscheiden sich hinsichtlich dem Grad durch den ihre Arbeit von der Digitalisierung betroffen ist sowie durch die Auswirkungen, die die Digitalisierung auf ihre Arbeit und ihr Arbeits(er)leben haben. Arbeitnehmer, deren Arbeit stärker durch die Digitalisierung beeinflusst ist, erleben tendenziell mehr Partizipation, Feedback und Autonomie auf ihrer Arbeit. Gleichzeitig weisen sie auch mehr emotionale und mentale Anforderungen, sowie mehr Zeitdruck auf. Arbeitnehmer, deren Arbeit nur in geringem Maß von der Digitalisierung betroffen ist, sind dagegen weniger von emotionalen und mentalen Anforderungen, sowie von Zeitdruck, Konkurrenz und Mobbing betroffen. Insbesondere die geringere Planbarkeit von Arbeitszeit und Freizeit sowie die stärkere Überwachung und Kontrolle der Arbeitsleistung sind negative Konsequenzen der Digitalisierung, die zu einem verstärkten Erleben von emotionalen und mentalen Anforderungen sowie von Zeitdruck, Konkurrenz und Mobbing führt. Die Möglichkeit durch die Digitalisierung auch von zuhause oder von unterwegs arbeiten zu können führt einerseits zu mehr wahrgenommener Autonomie, andererseits ist dieses Potenzial der Digitalisierung auch mit negativen Konsequenzen verknüpft (z.B. erhöhter Zeitdruck). [less ▲]

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See detailDigitalisierung der Arbeit in Luxemburg - Teil 2
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2018)

Arbeitnehmer mit höherer formaler Bildung sowie Arbeitnehmer, die als Manager und Führungskräfte, in akademischen Berufen, als Techniker und als Bürokräfte arbeiten, berichten eher von einer gestiegenen ... [more ▼]

Arbeitnehmer mit höherer formaler Bildung sowie Arbeitnehmer, die als Manager und Führungskräfte, in akademischen Berufen, als Techniker und als Bürokräfte arbeiten, berichten eher von einer gestiegenen Entscheidungsfreiheit, von geringerer körperlicher Belastung, von mehr Aufgaben, von der Notwendigkeit ständiger Weiterentwicklung der eigenen Fähigkeiten sowie einer erhöhten Arbeitsleistung durch die Digitalisierung. Insbesondere Hilfsarbeitskräfte geben seltener an sowohl von den Vorteilen aus auch von den Nachteilen der Digitalisierung betroffen zu sein. Differenziert nach Geschlecht oder nach Alter ergeben sich oft nur geringfügige Unterschiede. [less ▲]

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See detailDigitalisierung der Arbeit in Luxemburg - Teil 1
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2018)

Die Digitalisierung steht derzeit im Fokus der öffentlichen und politischen Debatte. Im Folgenden wird dargestellt, wie Arbeitnehmer in Luxemburg ihre Arbeit durch die Digitalisierung beeinflusst sehen ... [more ▼]

Die Digitalisierung steht derzeit im Fokus der öffentlichen und politischen Debatte. Im Folgenden wird dargestellt, wie Arbeitnehmer in Luxemburg ihre Arbeit durch die Digitalisierung beeinflusst sehen. Hierbei werden die verschiedenen Formen der Digitalisierung sowie die Angst durch den technischen Fortschritt seinen Arbeitsplatz zu verlieren näher beleuchtet. Manager und Führungskräfte, Arbeitnehmer in akademischen Berufen, Techniker sowie Bürokräfte konstatieren einen starken Einfluss der Digitalisierung auf ihre Arbeit. Diese Einschätzung fällt für Arbeitnehmer in Dienstleistungs- und in Handwerksberufen sowie für Bedienern von Anlagen und Hilfsarbeitskräfte moderater aus. Während Manager und Führungskräfte, sowie Arbeitnehmer in akademischen Berufen vor allem die Bedeutung von elektronischer Kommunikation und unterstützender elektronischer Geräte hervorheben, kommt für Techniker und Arbeitnehmer in Handwerksberufen auch noch das Arbeiten mit computergesteuerten Maschinen oder Robotern hinzu. Die mit der Digitalisierung und dem technischen Fortschritt häufig debattierte Angst vor Arbeitsplatzverlust ist insgesamt moderat ausgeprägt. Etwas stärker ist diese bei Arbeitnehmern der Altersgruppe ab 35 Jahren sowie bei Bedienern von Anlagen und Bürokräften ausgeprägt. [less ▲]

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See detailFurther Evidence for Criterion Validity and Measurement Invariance of the Luxembourg Workplace Mobbing Scale
Sischka, Philipp UL; Schmidt, Alexander F.; Steffgen, Georges UL

in European Journal of Psychological Assessment (2018)

Workplace mobbing has various negative consequences for targeted individuals and are costly to organizations. At present it is debated whether gender, age, or occupation are potential risk factors ... [more ▼]

Workplace mobbing has various negative consequences for targeted individuals and are costly to organizations. At present it is debated whether gender, age, or occupation are potential risk factors. However, empirical data remain inconclusive as measures of workplace mobbing so far lack of measurement invariance (MI) testing – a prerequisite for meaningful manifest between-group comparisons. To close this research gap, the present study sought to further elucidate MI of the recently developed brief Luxembourg Workplace Mobbing Scale (LWMS; Steffgen, Sischka, Schmidt, Kohl, & Happ, 2016) across gender, age, and occupational groups and to test whether these factors represent important risk factors of workplace mobbing. Furthermore, we sought to expand data on criterion validity of the LWMS with different self-report criterion measures such as psychological health (e.g., work-related burnout, suicidal thoughts), physiological health problems, organizational behavior (i.e., subjective work performance, turnover intention, and absenteeism), and with a self-labeling mobbing index. Data were collected via computer-assisted telephone interviews (CATI) in a representative sample of 1,480 employees working in Luxembourg (aged from 16 to 66; 45.7% female). Confirmatory factor analyses revealed scalar MI across gender and occupation as well as partial scalar invariance across age groups. None of these factors impacted on the level of workplace mobbing. Correlation and receiver operating characteristic (ROC) analyses strongly support the criterion validity of the LWMS. Due to its briefness while at the same time being robust against language, age, gender, and occupational group factors and exhibiting meaningful criterion validity, the LWMS is particularly attractive for large-scale surveys as well as for single-case assessment and, thus, general percentile norms are reported in the Electronic Supplementary Materials. [less ▲]

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