Mastodawn

Did you know that work meaning is a stronger driver of #remote-work choices than leader relations, team climate, or even life satisfaction?

In our 6-month study, people who saw their work as meaningful chose remote work less often. This held after accounting for personality, happiness, #LMX, and #team dynamics.

Our findings highlight meaning as one of the most powerful psychological factors behind remote and #hybridWork decisions.

https://doi.org/10.1016/j.ssaho.2025.102301

#iopsych #HR #managementScience

Jaroslaw Grobelny, PhD Dec 4

Our new longitudinal study shows that work meaning predicts remote-work frequency over time. Employees who find their work highly meaningful tend to limit remote work to protect this psychological resource—offering fresh insight into why many RTO policies fall short.

#iopsych #psychology #HR #RemoteWork #HybridWork #remoteJobs #iopsychology #managementScience #futureofwork

Academic Europe Nov 19

Job Alert

Projekt-Informationssicherheitsbeauftragte*r (m/w/d)

Deadline: 2025-12-19
Location: Germany, München - Neubiberg

https://www.academiceurope.com/ads/projekt-informationssicherheitsbeauftragte-bzw-projekt-informationssicherheitsbeauftragter-m-w-d/

#hiring #ComputerEngineering #informatics #InformationSecurity #InformationTechnology #ManagementScience #itsecurity

Jaroslaw Grobelny, PhD Nov 5

Proud to share our new article in the Central European Management Journal! 🚀
Together with my co-authors, we tested the classic Person–Organization Fit theory in the context of remote, hybrid and on-site work arrangements.

The world of work keeps changing — so does the way we feel aligned with our organizations. Curious what we found? 👇
🔗 https://doi.org/10.1108/CEMJ-02-2025-0058

#FutureOfWork #RemoteWork #HybridWork #OnsiteWork #POFit #WorkPsychology #ManagementScience #IOpsych #iopsychology

The role of job-related affective well-being in the relationship between person–organization fit and job performance among on-site, hybrid and remote employees

Purpose. This study aimed to achieve two objectives: First, we verified whether person–organization fit indirectly affected job performance through positive and negative job-related affective well-being to explore potential affective mechanisms underlying these relationships. Second, we examined possible variations in these associations among employees in on-site, hybrid and remote work modalities.Design/methodology/approach. The cross-sectional survey, involving 804 participants across the three work arrangements, utilized moderated mediation analysis to examine the impact of person–organization fit on job performance, with the mediating role of job-related affective well-being and the moderating effects of work modes.Findings. The results revealed a positive relationship between fit and performance via positive and negative job-related affective well-being, consistent across all work modalities.Research limitations/implications. The findings implicate the importance of person–organization fit in enhancing well-being and its consequences in performance behavior and goal attainment. The consistency of this relationship across various forms of work, including remote and hybrid arrangements, suggests their similarity.Originality/value. This paper substantially contributes to the field and literature in several key aspects. First, we suggest and verify an underlying affective mechanism for the PO fit-job performance relationship. Second, we discuss this mechanism in the context of the broaden-and-build theory of positive emotions, providing theoretical insights into the empirical findings. Last, we incorporate three work modalities to create a more complex model and investigate if the post-pandemic changes observed in the work environment differentiate the fit-performance association discovered in prior research.

Emerald Publishing

Wahnsinnwissen Jul 3

Wenn etwas nicht funktioniert, heißt es oft: Der Markt versagt. Doch vielleicht liegt das Problem nicht beim Markt selbst – sondern darin, dass man ihn gar nicht wirken lässt. Auch im Krankenhaus kann das Prinzip „Anreiz durch Vergleich“ funktionieren. Vorausgesetzt, man gestaltet es klug.

Die Studie: Was wurde untersucht? #Arztmotivation #Gesundheitsökonomie #Krankenhaus #Leistung #ManagementScience #RankingSysteme

https://wahnsinnwissen.de/wann-der-markt-auch-im-op-regelt/