Anja-Kristin Abendroth | Bielefeld University (original) (raw)
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Papers by Anja-Kristin Abendroth
Social Inclusion, Nov 14, 2023
Journal of Contextual Economics – Schmollers Jahrbuch
Journal of Family Research
Objective: This study investigates whether the normalization of the use of the family-friendly wo... more Objective: This study investigates whether the normalization of the use of the family-friendly workplace policy flexiplace in the organization affects men’s adjustments in working hours following their transition to fatherhood. Background: Men’s stable full-time employment after childbirth remains to be a barrier to the equal distribution of care and paid work. Recent research suggests that state family policies promoting dual-earner/dual-carer family models can involve new norm setting of active fatherhood, albeit so far with only modest consequences for fathers’ working hours. Unclear is, however, whether family-friendly workplace policies, such as flexiplace, and involved organizational policy feedback are of complementary importance. Method: We estimated fixed-effects regression analyses on men's adjustments in actual and contracted hours after a transition to fatherhood. Analyses are based on linked employer-employee panel data (2012/13; 2014/15; 2018/19) from large German ...
Procedia Computer Science, 2023
Bielefeld University Press / transcript Verlag eBooks, Apr 3, 2023
Psychological test adaptation and development, Nov 8, 2022
New Technology, Work and Employment
Work‐related use of digital information and communication technology (ICT) is not restricted to s... more Work‐related use of digital information and communication technology (ICT) is not restricted to specific working sites and times. For employees, this can involve opportunities for flexible working, that is, having control over when and where to work. Applying an organisational comparative perspective, we examined whether adherence to the ideal worker norm inhibits and adherence to family‐friendliness promotes flexible working as a consequence of ICT use. Linked employer–employee survey data from large German work organisations revealed that employees worked more flexibly in time and place due to work‐related ICT use when supervisory work‐life support was common. Mixed evidence is provided for the prevalence of ideal worker norm expectations. We conclude that work‐life support in the organisation is a required complementary practice of flexible working for employees, promoting its dissemination.
Recent trends in a range of scientific fields have seen a shift towards research and methods conc... more Recent trends in a range of scientific fields have seen a shift towards research and methods concerning individual differences and individualisation. This article brings together various scientific disciplines—ecology, evolution, and animal behaviour; medicine and psychiatry; public health and sport/exercise science; sociology; psychology; economics and management—and conceptually integrates their research on individualisation. We clarify the concept of individualisation by distinguishing three kinds of individualisation studied in these disciplines: IndividualisationONE as creating/changing individual differences, IndividualisationTWO as individualising applications, and IndividualisationTHREE as social changes influencing autonomy, risk, and responsibilities. This also elucidates how individualisation is related to individual differences. Drawing on recent work in philosophy of biology, we analyse conceptual links between individualisation and individuality and clarify the differe...
Verdeckungen
Organisationale Schließung beinhaltet Ein-und Ausschlussdynamiken, die sich in etablierten Normen... more Organisationale Schließung beinhaltet Ein-und Ausschlussdynamiken, die sich in etablierten Normen eines idealen Beschäftigten begründen und bestimmte Beschäftigtengruppen systematisch benachteiligen. Auch in Familienunternehmen, die in diesem Beitrag als Fallbeispiel verwendet werden, finden sich idealisierte Erwartungen, die häufig auf den Werten und Normens des Gründers und damit verbunden einer »Familiness« beruhen. Wir untersuchen erstens, inwiefern Beschäftigte zur Norm des idealen Beschäftigten in Familienunternehmen Diskrepanzen wahrnehmen. Im Sinne von Identitätstheorien verstehen wir Diskrepanzen als Abweichung zwischen dem, was in der Organisation an idealisierten Erwartungen vorherrscht und dem, was Beschäftigte für sich als Selbst verstehen. Zweitens fragen wir, wie und auf welche Weise Beschäftigte auf erlebte Diskrepanzen reagieren. Durch den Rückgriff auf Literatur zur organisationalen Schließung, zur Norm eines idealen Beschäftigten, sowie zur organisationalen Identitätstheorie konzeptualisieren wir Selbstverdeckung als die dargestellte Konformität mit einer Norm eines idealen Beschäftigten, die erlebte Diskrepanzen zwischen den Erwartungen in der Organisation und dem beruflichen Selbst verdeckt. In einer qualitativen, explorativen Vorstudie zeigen wir erste Evidenzen für Adaptation und Selbstverdeckung als erste mögliche Strategien, auf die Norm des idealen Beschäftigten zu reagieren. Die Strategie der Selbstverdeckung wird seitens der Beschäftigten mit Sorgen vor Konsequenzen fehlender Konformität begründet, die bspw. einem Einschluss in die Organisation entgegenstehen und negative Konsequenzen für den Zugang zu organisationalen Ressourcen haben.
Work Organisation, Labour & Globalisation
In contemporary debates, it is regularly overlooked that working from home already has a long his... more In contemporary debates, it is regularly overlooked that working from home already has a long history, while the phenomenon of ‘tele(home) working’ has even gained momentum since the 1970s, being increasingly technologically enabled and socially prepared. This article aims to identify the self-perpetuation of work from home by investigating phases, turning points and diverging temporalities of gender- and parenthood-specific discourses and use patterns of tele(home)work in Germany and the United Kingdom from an interdisciplinary perspective, combining historical and comparative social analysis.
Work
BACKGROUND: New forms of digital work such as crowdwork promise to increase potentials for flexib... more BACKGROUND: New forms of digital work such as crowdwork promise to increase potentials for flexible working. As crowdworkers can work highly autonomous and from anywhere at any time via the internet, they may be able to make work and private demands more compatible and avoid role conflicts between the life spheres, and in turn, experience enhanced well-being. OBJECTIVE: This research asked whether crowdworkers benefit from flexible working potentials. It investigated the association of the use of different dimensions of flexible working (flex-time, flex-place, task autonomy) in crowdwork with work-life conflicts and well-being. Moreover, it explored whether the relationship between flexible working and well-being was mediated by work-life conflicts. METHODS: The study drew upon a sample of 470 crowdworkers from a cross-sectional self-assessment survey on four different German crowdwork platforms. Structural equation modeling was conducted to estimate the effects of flexible working ...
Es hat in den letzten Jahren vielfaltige politische Bemuhungen gegeben, die Gleichheit der Geschl... more Es hat in den letzten Jahren vielfaltige politische Bemuhungen gegeben, die Gleichheit der Geschlechter am deutschen Arbeitsmarkt zu fordern. Dennoch bleiben Unterschiede zwischen den Lohnen und beruflichen Positionen von Frauen und Mannern nach wie vor bestehen. Wie lasst sich diese Beharrungstendenz von Ungleichheiten erklaren? In unserer Studie zu weiblichem Claims-Making haben wir untersucht, in welchem Arbeitsplatzklima es wahrscheinlicher wird, dass Frauen und Manner gleichermasen die Initiative ergreifen, um Karrierefortschritte mit ihrem Vorgesetzten zu besprechen.
Social Inclusion, Nov 14, 2023
Journal of Contextual Economics – Schmollers Jahrbuch
Journal of Family Research
Objective: This study investigates whether the normalization of the use of the family-friendly wo... more Objective: This study investigates whether the normalization of the use of the family-friendly workplace policy flexiplace in the organization affects men’s adjustments in working hours following their transition to fatherhood. Background: Men’s stable full-time employment after childbirth remains to be a barrier to the equal distribution of care and paid work. Recent research suggests that state family policies promoting dual-earner/dual-carer family models can involve new norm setting of active fatherhood, albeit so far with only modest consequences for fathers’ working hours. Unclear is, however, whether family-friendly workplace policies, such as flexiplace, and involved organizational policy feedback are of complementary importance. Method: We estimated fixed-effects regression analyses on men's adjustments in actual and contracted hours after a transition to fatherhood. Analyses are based on linked employer-employee panel data (2012/13; 2014/15; 2018/19) from large German ...
Procedia Computer Science, 2023
Bielefeld University Press / transcript Verlag eBooks, Apr 3, 2023
Psychological test adaptation and development, Nov 8, 2022
New Technology, Work and Employment
Work‐related use of digital information and communication technology (ICT) is not restricted to s... more Work‐related use of digital information and communication technology (ICT) is not restricted to specific working sites and times. For employees, this can involve opportunities for flexible working, that is, having control over when and where to work. Applying an organisational comparative perspective, we examined whether adherence to the ideal worker norm inhibits and adherence to family‐friendliness promotes flexible working as a consequence of ICT use. Linked employer–employee survey data from large German work organisations revealed that employees worked more flexibly in time and place due to work‐related ICT use when supervisory work‐life support was common. Mixed evidence is provided for the prevalence of ideal worker norm expectations. We conclude that work‐life support in the organisation is a required complementary practice of flexible working for employees, promoting its dissemination.
Recent trends in a range of scientific fields have seen a shift towards research and methods conc... more Recent trends in a range of scientific fields have seen a shift towards research and methods concerning individual differences and individualisation. This article brings together various scientific disciplines—ecology, evolution, and animal behaviour; medicine and psychiatry; public health and sport/exercise science; sociology; psychology; economics and management—and conceptually integrates their research on individualisation. We clarify the concept of individualisation by distinguishing three kinds of individualisation studied in these disciplines: IndividualisationONE as creating/changing individual differences, IndividualisationTWO as individualising applications, and IndividualisationTHREE as social changes influencing autonomy, risk, and responsibilities. This also elucidates how individualisation is related to individual differences. Drawing on recent work in philosophy of biology, we analyse conceptual links between individualisation and individuality and clarify the differe...
Verdeckungen
Organisationale Schließung beinhaltet Ein-und Ausschlussdynamiken, die sich in etablierten Normen... more Organisationale Schließung beinhaltet Ein-und Ausschlussdynamiken, die sich in etablierten Normen eines idealen Beschäftigten begründen und bestimmte Beschäftigtengruppen systematisch benachteiligen. Auch in Familienunternehmen, die in diesem Beitrag als Fallbeispiel verwendet werden, finden sich idealisierte Erwartungen, die häufig auf den Werten und Normens des Gründers und damit verbunden einer »Familiness« beruhen. Wir untersuchen erstens, inwiefern Beschäftigte zur Norm des idealen Beschäftigten in Familienunternehmen Diskrepanzen wahrnehmen. Im Sinne von Identitätstheorien verstehen wir Diskrepanzen als Abweichung zwischen dem, was in der Organisation an idealisierten Erwartungen vorherrscht und dem, was Beschäftigte für sich als Selbst verstehen. Zweitens fragen wir, wie und auf welche Weise Beschäftigte auf erlebte Diskrepanzen reagieren. Durch den Rückgriff auf Literatur zur organisationalen Schließung, zur Norm eines idealen Beschäftigten, sowie zur organisationalen Identitätstheorie konzeptualisieren wir Selbstverdeckung als die dargestellte Konformität mit einer Norm eines idealen Beschäftigten, die erlebte Diskrepanzen zwischen den Erwartungen in der Organisation und dem beruflichen Selbst verdeckt. In einer qualitativen, explorativen Vorstudie zeigen wir erste Evidenzen für Adaptation und Selbstverdeckung als erste mögliche Strategien, auf die Norm des idealen Beschäftigten zu reagieren. Die Strategie der Selbstverdeckung wird seitens der Beschäftigten mit Sorgen vor Konsequenzen fehlender Konformität begründet, die bspw. einem Einschluss in die Organisation entgegenstehen und negative Konsequenzen für den Zugang zu organisationalen Ressourcen haben.
Work Organisation, Labour & Globalisation
In contemporary debates, it is regularly overlooked that working from home already has a long his... more In contemporary debates, it is regularly overlooked that working from home already has a long history, while the phenomenon of ‘tele(home) working’ has even gained momentum since the 1970s, being increasingly technologically enabled and socially prepared. This article aims to identify the self-perpetuation of work from home by investigating phases, turning points and diverging temporalities of gender- and parenthood-specific discourses and use patterns of tele(home)work in Germany and the United Kingdom from an interdisciplinary perspective, combining historical and comparative social analysis.
Work
BACKGROUND: New forms of digital work such as crowdwork promise to increase potentials for flexib... more BACKGROUND: New forms of digital work such as crowdwork promise to increase potentials for flexible working. As crowdworkers can work highly autonomous and from anywhere at any time via the internet, they may be able to make work and private demands more compatible and avoid role conflicts between the life spheres, and in turn, experience enhanced well-being. OBJECTIVE: This research asked whether crowdworkers benefit from flexible working potentials. It investigated the association of the use of different dimensions of flexible working (flex-time, flex-place, task autonomy) in crowdwork with work-life conflicts and well-being. Moreover, it explored whether the relationship between flexible working and well-being was mediated by work-life conflicts. METHODS: The study drew upon a sample of 470 crowdworkers from a cross-sectional self-assessment survey on four different German crowdwork platforms. Structural equation modeling was conducted to estimate the effects of flexible working ...
Es hat in den letzten Jahren vielfaltige politische Bemuhungen gegeben, die Gleichheit der Geschl... more Es hat in den letzten Jahren vielfaltige politische Bemuhungen gegeben, die Gleichheit der Geschlechter am deutschen Arbeitsmarkt zu fordern. Dennoch bleiben Unterschiede zwischen den Lohnen und beruflichen Positionen von Frauen und Mannern nach wie vor bestehen. Wie lasst sich diese Beharrungstendenz von Ungleichheiten erklaren? In unserer Studie zu weiblichem Claims-Making haben wir untersucht, in welchem Arbeitsplatzklima es wahrscheinlicher wird, dass Frauen und Manner gleichermasen die Initiative ergreifen, um Karrierefortschritte mit ihrem Vorgesetzten zu besprechen.