Betriebliche Gesundheitsförderung und Neue Arbeitsformen — Aktuelle Tendenzen in Forschung und Praxis

Ducki, Antje

doi:10.1007/s11612-002-0036-0

Cited by 5 publications

(9 citation statements)

References 15 publications

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“…The remaining 23 documents, which fulfilled all inclusion criteria, reported the results of 11 independent studies. Only 15 of these 23 documents were needed to provide all relevant information about the 11 studies reviewed in this article (Beermann et al, 1999; Ducki et al, 1998; Friczewski, 1994a; Friczewski et al, 1990; Konradt, Schmook, Wilm, & Hertel, 2000; Lück, 1999; Müller & Münch, 1997; Münch, 1996; Pluto, Nolting, & Zober, 1997; Riese, 1998; Rudow & Demuth, 1997; Slesina, 2001; Sochert, 1998; Wellendorf, Westermayer, & Riese, 2001; Westermayer & Wellendorf, 2001).…”

Section: Resultsmentioning

confidence: 99%

“…Two studies (Slesina, 2001; Sochert, 1998) summarized a number of health circles conducted between 1985 and 1997 in a variety of companies. The majority of the health circles (73 of 81, or 90%) followed the Düsseldorf model (mixed hierarchy meetings; Beermann et al, 1999; Münch, 1996; Pluto et al, 1997; Rudow & Demuth, 1997; Slesina, 2001; Sochert, 1998), whereas in 5 studies (eight health circles) the composition of the health circle meetings followed the Berlin model (employees only; Ducki et al, 1998; Friczewski, 1994a; Konradt et al, 2000; Lück, 1999; Wellendorf et al, 2001). Most studies, however, used one or the other model only as a general guide and made changes according to the actual situation.…”

Section: Resultsmentioning

confidence: 99%

“…Only 3 of the 11 studies (Konradt et al, 2000; Pluto et al, 1997; Wellendorf et al, 2001) used (nonrandomized) control groups to evaluate at least some of the measured effects (research rating: ****), but even these studies conducted just basic evaluation procedures. The most common evaluation method was a retrospective before-and-after comparison either solely by health circle participants (Friczewski, 1994a; Konradt et al, 2000; Lück, 1999; Rudow & Demuth, 1997) or by health circle participants plus all or some of the employees in the departments where the health circle had been carried out (Beermann et al, 1999; Ducki et al, 1998; Münch, 1996; Sochert, 1998; Wellendorf et al, 2001). For 24 of his 25 health circles, Slesina (2001) used a retrospective assessment through health circle participants, whereas in 1 circle a pretest-posttest questionnaire survey with all employees in the intervention department was conducted.…”

Section: Resultsmentioning

confidence: 99%

“…The Berlin model broadened its perspective on adverse health effects and health-enhancing resources at the workplace. To assure that improvement suggestions developed in the health circles could be implemented without much delay, additional meetings with decision makers and experts were initiated (Ducki, Jenewein, & Knoblich, 1998). The Düsseldorf model has become more flexible in the composition of the health circle participants.…”

Section: The German Health Circlesmentioning

confidence: 99%

See 3 more Smart Citations

Comprehensive Health Promotion Interventions at the Workplace: Experiences With Health Circles in Germany.

Aust¹,

Ducki²

2004

Journal of Occupational Health Psychology

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150

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Health circles, the central element of a comprehensive health promotion approach that has been developed in Germany in recent years, emphasize organizational and psychosocial factors while actively involving employees in the process. Through an extensive review the authors identified 11 studies, presenting the results of 81 health circles. The scientific quality of the data is limited: only 3 studies used (nonrandomized) control groups, whereas the remaining studies are based on retrospective before-and-after comparison. Nonetheless, the available data suggest that health circles are an effective tool for the improvement of physical and psychosocial working conditions and have a favorable effect on workers' health, well-being, and sickness absence. More rigorous studies are needed to confirm these results.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: The German Health Circlesmentioning

confidence: 99%

See 2 more Smart Citations

Comprehensive Health Promotion Interventions at the Workplace: Experiences With Health Circles in Germany.

Aust¹,

Ducki²

2004

Journal of Occupational Health Psychology

Self Cite

150

View full text Add to dashboard Cite

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“…Die arbeits-und organisationspsychologische Forschung hat bislang in erster Linie die negativen Auswirkungen auf die entlassenen Mitarbeiter untersucht und vielfach nachgewiesen (Mohr, 1997). Ferner werden zunehmend Auswirkungen von Arbeitsplatzunsicherheit belegt (Büssing, 1999;Mohr, 2000) und neu entstehende Arbeitsformen berücksichtigt (Ducki, 2002). In einem Überblicksartikel haben Weiss und Udris (2001) den Forschungsstand zu den Auswirkungen von Downsizing-Maßnahmen auf die Survivors aufgezeigt und auf fehlende Arbeiten und empirische Erkenntnisse insbesondere im deutschsprachigen Raum hingewiesen.…”

Section: Einführungunclassified

Auswirkungen von Downsizing-Maßnahmen auf das organisationale Commitment der verbleibenden Mitarbeiter: Ein Vorher-Nachher-Vergleich

2003

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Auswirkungen von Downsizing-Maßnahmen auf das organisationale Commitment der verbleibenden Mitarbeiter: Ein Vorher-Nachher-VergleichIn einem mittelständischen Telekommunikationsunternehmen wurden die Auswirkungen betrieblicher Umstrukturierungen, die mit Personalabbau einhergingen ("Downsizing"), auf das organisationale Commitment, die Mitarbeiterzufriedenheit und -motivation der verbleibenden Mitarbeiter ("Survivors") untersucht. Die Erhebung des organisationalen Commitments basierte auf einem im Rahmen des Dreikomponentenmodells von Allen und Meyer (1990) entwickelten Instrument. Die Mitarbeiter wurden fünf Monate vor (n=150) und elf Monate nach (n=160) Beginn der Downsizing-Maßnahmen schriftlich befragt. Der Stellenabbau fand nicht in dem untersuchten Unternehmen, sondern in einer zur selben Holding gehörenden Schwesterfirma statt. Dennoch verschlechterte sich das affektive Commitment, d.h. die emotionale Bindung zu dem Unternehmen verringerte sich. Das abwägende sowie das normative Commitment blieben hingegen stabil. Zudem gab fast jeder zweite Survivor reduzierte Arbeitszufriedenheit und -motivation an. Obwohl direkt vor Ort keine Stellen abgebaut wurden, wurde die emotionale Bindung der Mitarbeiter zu dem Unternehmen beeinträchtigt. Zusätzliche Befunde aus qualitativen Interviews deuten daraufhin, dass die Umstrukturierung als Bruch mit der bisherigen Unternehmenskultur bzw. des "psychologischen Vertrages" erlebt wurde und zudem eine Verschlechterung der Arbeitssituation durch Arbeitsverdichtung resultierte.This study examines the consequences of downsizing efforts on organizational commitment, job satisfaction and work motivation of the remaining workforce ("survivors") in a middle-sized telecommunication company. Employees were surveyed five months prior to the downsizing process (n=150) and eleven months thereafter (n=160). The assessment of organizational commitment was based on a questionnaire that was developed by Allen and Meyer (1990) within the scope of their three-componentsmodel which includes affective, continuous and normative commitment. Although layoffs -as one part of the whole downsizing process -were not implemented in the investigated company, but only in a sister enterprise, which is part of the same holding, the affective commitment of employees towards their corporation dropped. On the other hand, the normative and the balanced commitment remained constant. Moreover, every second survivor showed reduced job satisfaction and work motivation. It should be noted that although the results of reorganisation and restructuring did not directly affect the employees of the investigated company, the emotional linkage between employees and employer was affected in a negative way. Additional findings from qualitative interviews suggest that restructuring was perceived to cause a crack in the prevailing corporate culture and the psychological contract. In addition, a deterioration of work conditions through work overload resulted.

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The Intensification of Work

Paškvan¹,

Kubicek

2017

Job Demands in a Changing World of Work

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Betriebliche Gesundheitsförderung und Neue Arbeitsformen — Aktuelle Tendenzen in Forschung und Praxis

Cited by 5 publications

References 15 publications

Comprehensive Health Promotion Interventions at the Workplace: Experiences With Health Circles in Germany.

Comprehensive Health Promotion Interventions at the Workplace: Experiences With Health Circles in Germany.

Auswirkungen von Downsizing-Maßnahmen auf das organisationale Commitment der verbleibenden Mitarbeiter: Ein Vorher-Nachher-Vergleich

The Intensification of Work

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