150 Psychologie
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An internal model of self-motion provides a fundamental basis for action in our daily lives, yet little is known about its development. The ability to control self-motion develops in youth and often deteriorates with advanced age. Self-motion generates relative motion between the viewer and the environment. Thus, the smoothness of the visual motion created will vary as control improves. Here, we study the influence of the smoothness of visually simulated self-motion on an observer's ability to judge how far they have travelled over a wide range of ages. Previous studies were typically highly controlled and concentrated on university students. But are such populations representative of the general public? And are there developmental and sex effects? Here, estimates of distance travelled (visual odometry) during visually induced self-motion were obtained from 466 participants drawn from visitors to a public science museum. Participants were presented with visual motion that simulated forward linear self-motion through a field of lollipops using a head-mounted virtual reality display. They judged the distance of their simulated motion by indicating when they had reached the position of a previously presented target. The simulated visual motion was presented with or without horizontal or vertical sinusoidal jitter. Participants' responses indicated that they felt they travelled further in the presence of vertical jitter. The effectiveness of the display increased with age over all jitter conditions. The estimated time for participants to feel that they had started to move also increased slightly with age. There were no differences between the sexes. These results suggest that age should be taken into account when generating motion in a virtual reality environment. Citizen science studies like this can provide a unique and valuable insight into perceptual processes in a truly representative sample of people.
OSC data
(2020)
Background: While work-related rumination increases the risk of acute stressors developing into chronic load reactions and adverse health, mental detachment has been suggested as a way to interrupt this chain. Despite the importance of mentally detaching from work during leisure time, workers seem to struggle to disengage and, instead, experience the constant mental representation of work-related stressors, regardless of their absence. Those who struggle with work-related rumination could benefit from an easy-access intervention that fosters mental detachment by promoting recreational activities. Especially during vacations, workers appear to naturally engage in sufficient recovery activities; however, this beneficial behaviour is not sustained. The smartphone app-based intervention “Holidaily” promotes recovery behaviour and, thus, mental detachment from work with the intension of extending the beneficial effects of workers’ vacations into their daily working life.
Methods: This randomised-controlled trial (RCT) evaluates the efficacy of “Holidaily”. The Holidaily app is a German stand-alone program for mobile devices with either Android/iOS operating systems. The sample includes workers, who are awaiting to go on vacation and are randomly assigned to either the intervention (IG) or a waitlist-control group (CG). The IG receives two weeks pre-vacation access to Holidaily, while the CG receives access two weeks post-vacation. On a daily basis participants in the IG are provided with three options promoting recreational activities and beneficial recovery experiences. Online questionnaires are distributed to all participants at several timepoints. The primary outcome measure assesses participants’ work-related rumination (Irritation Scale). A significant difference two weeks post-vacation is expected, favouring the IG. Secondary outcomes include symptoms of depression, insomnia severity, emotional exhaustion, thinking about work, recovery experiences, vacation specifics, work and personal characteristics. To help explain the intervention’s effect, explorative analyses will investigate the mediation properties of the frequency of engaging in recreational activities and the moderation properties of Holidaily users’ experiences.
Discussion: If successful, workers will maintain their recovery behaviour beyond their vacation into daily working life. Findings could, therefore, provide evidence for low-intensity interventions that could be very valuable from a public-health perspective. App-based interventions have greater reach; hence, more workers might access preventative tools to protect themselves from developing adverse health effects linked to work-related rumination. Further studies will still be needed to investigate whether the vacation phenomenon of “lots of fun quickly gone” can be defied and long-term benefits attained.
In recent years, there has been an increasing interest in psychological need satisfaction and its role in promoting optimal functioning. The DRAMMA model integrates existing need and recovery models to explain why leisure is connected to optimal functioning (i.e., high well-being and low ill-being). It encompasses six psychological needs: detachment, relaxation, autonomy, mastery, meaning, and affiliation (DRAMMA). While the individual needs of the DRAMMA model have been previously shown to relate to different aspects of optimal functioning, a longitudinal study examining the entire model has not been conducted before. In this longitudinal field study covering leisure and work episodes, we tested the within-person reliability and (construct and criterion) validity of the operationalization of the DRAMMA model in a sample of 279 German employees. Participants filled out measures of DRAMMA need satisfaction and optimal functioning at five measurement times before, during, and after vacation periods in 2016 and 2017. The six-factor model showed good fit to the data. In the multilevel models, relaxation, detachment, autonomy, and mastery had the most consistent within-person effects on optimal functioning, while the relationships between optimal functioning, meaning, and affiliation were considerably weaker. In conclusion, DRAMMA need satisfaction can aid and nurture employees’ optimal functioning.
Die Wahrnehmung des perzeptionellen Aufrecht (perceptual upright, PU) variiert in Abhängigkeit der Gewichtung verschiedener gravitationsbezogener und körperbasierter Merkmale zwischen Kontexten und aufgrund individueller Unterschiede. Ziel des Vorhabens war es, systematisch zu untersuchen, welche Zusammenhänge zwischen visuellen und gravitationsbedingten Merkmalen bestehen. Das Vorhaben baute auf vorangegangen Untersuchungen auf, deren Ergebnisse indizieren, dass eine Gravitation von ca. 0,15g notwendig ist, um effiziente Selbstorientierungsinformationen bereit zu stellen (Herpers et. al, 2015; Harris et. al, 2014).
In dem hier beschriebenen Vorhaben wurden nun gezielt künstliche Gravitationsbedingungen berücksichtigt, um die Gravitationsschwelle, ab der ein wahrnehmbarer Einfluss beobachtbar ist, genauer zu quantifizieren bzw. die oben genannte Hypothese zu bestätigen. Es konnte gezeigt werden, dass die zentripetale Kraft, die auf einer rotierenden Zentrifuge entlang der Längsachse des Körpers wirkt, genauso efektiv wie Stehen mit normaler Schwerkraft ist, um das Gefühl des perzeptionellen Aufrechts auszulösen. Die erzielten Daten deuten zudem darauf hin, dass ein Gravitationsfeld von mindestens 0,15 g notwendig ist, um eine efektive Orientierungsinformation für die Wahrnehmung von Aufrecht zu liefern. Dies entspricht in etwa der Gravitationskraft von 0,17 g, die auf dem Mond besteht. Für eine lineare Beschleunigung des Körpers liegt der vestibulare Schwellenwert bei etwa 0,1 m/s2 und somit liegt der Wert für die Situation auf dem Mond von 1,6 m/s2 deutlich über diesem Schwellenwert.
The number of studies on work breaks and the importance of this subject is growing rapidly, with research showing that work breaks increase employees’ wellbeing and performance and workplace safety. However, comparing the results of work break research is difficult since the study designs and methods are heterogeneous and there is no standard theoretical model for work breaks. Based on a systematic literature search, this scoping review included a total of 93 studies on experimental work break research conducted over the last 30 years. This scoping review provides a first structured evaluation regarding the underlying theoretical framework, the variables investigated, and the measurement methods applied. Studies using a combination of measurement methods from the categories “self-report measures,” “performance measures,” and “physiological measures” are most common and to be preferred in work break research. This overview supplies important information for ergonomics researchers allowing them to design work break studies with a more structured and stronger theory-based approach. A standard theoretical model for work breaks is needed in order to further increase the comparability of studies in the field of experimental work break research in the future.
Although work events can be regarded as pivotal elements of organizational life, only a few studies have examined how positive and negative events relate to and combine to affect work engagement over time. Theory suggests that to better understand how current events affect work engagement (WE), we have to account for recent events that have preceded these current events. We present competing theoretical views on how recent and current work events may affect employees (e.g., getting used to a high frequency of negative events or becoming more sensitive to negative events). Although the occurrence of events implies discrete changes in the experience of work, prior research has not considered whether work events actually accumulate to sustained mid-term changes in WE. To address these gaps in the literature, we conducted a week-level longitudinal study across a period of 15 consecutive weeks among 135 employees, which yielded 849 weekly observations. While positive events were associated with higher levels of WE within the same week, negative events were not. Our results support neither satiation nor sensitization processes. However, high frequencies of negative events in the preceding week amplified the beneficial effects of positive events on WE in the current week. Growth curve analyses show that the benefits of positive events accumulate to sustain high levels of WE. WE dissipates in the absence of continuous experience of positive events. Our study adds a temporal component and informs research that has taken a feature-oriented perspective on the dynamic interplay of job demands and resources.
In the literature on occupational stress and recovery from work, several facets of thinking about work during off-job time have been conceptualized. However, research on the focal concepts is currently rather diffuse. In this study we take a closer look at the five most well-established concepts: (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence for (1) five correlated, yet empirically distinct facets of work-related rumination. (2) Each facet yields a unique pattern of association with the eight aspects of employee well-being. For instance, detachment is strongly linked to satisfaction with life and flourishing. Affective rumination is linked particularly to burnout. Problem-solving pondering and positive work reflection yield the strongest links to work engagement. (3) The five facets of work-related rumination are distinct from related concepts, although there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarifying the structure of work-related rumination and extends the nomological network around different types of thinking about work during off-job time and employee well-being.
Opening the Career Counseling Black Box: Behavioral Mechanisms of Empathy and Working Alliance
(2019)
In the literature on occupational stress and recovery from work several facets of thinking about work in off-job time have been conceptualized. However, research on the focal concepts is currently rather disintegrated. In this study we take a closer look at the five most established concepts, namely (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence that (1) the five facets of work-related rumination are highly related, yet empirically distinct, (2) that each facet contributes uniquely to explain variance in certain aspects of employee well-being, and (3) that they are distinct from related concepts, albeit there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarify the structure of work-related rumination and extends the nomological network around different types of thinking about work in off-job time and employee well-being.
Das Forschungsprojekt beruht auf zwei Elementen: Die erste Untersuchung, ein Verhaltensexperiment mit 35 Studierenden der Hochschule Bonn-Rhein-Sieg, erforschte den Einfluss von Gruppengröße (Zuschauereffekt) und dargebotenen Informationen zu Verantwortungsdiffusion (Priming) auf nachhaltiges Verhalten. Mithilfe eines zweiten Online-Experiments folgte eine Erhebung zum Einfluss von wahrgenommener persönlicher Bedrohung auf die Bereitschaft zu nachhaltigem Verhalten (N = 72). Die Ergebnisse des ersten Experimentes zeigen einen schwachen, statistisch nicht signifikanten Einfluss der Gruppengröße sowie einen, z.T. statistisch signifikanten, Einfluss der dargebotenen Informationen zu Verantwortungsdiffusion auf das gemessene nachhaltige Verhalten. Bequemlichkeit sowie monetärer Aufwand stellen mit Abstand die größten Hindernisse für nachhaltiges Verhalten dar, während die Beeinflussung durch andere und das Ziel des Umweltschutzes als positive Argumente für nachhaltiges Verhalten genannt wurden. In der Folgestudie konnte ein statistisch signifikanter kausaler Zusammenhang zwischen der wahrgenommenen persönlichen Bedrohung durch die aktuelle Umwelt- und Klimasituation und der Bereitschaft zu nachhaltigem Verhalten nachgewiesen werden. Alle Resultate zu Verhaltensintentionen zeigten insgesamt eine hohe Bereitschaft der Probanden zu nachhaltigem Verhalten.
Zur Milderung des Klimawandels sind Maßnahmen zur Förderung von Energieeinsparungen notwendig. Energiespartipps informieren über energiesparende Verhaltensweisen und Produkte. Zur Formulierung wirkungsvoller Energiespartipps untersucht die Arbeit, welchen Einfluss Ergänzungen von CO2-Angaben und Formulierungen der Konsequenzen auf die wahrgenommene Informationsqualität, Nützlichkeit und Verhaltensabsicht haben. Außerdem wird untersucht, ob es diesbezüglich Unterschiede zwischen verhaltens- und investitionsorientierten Tipps gibt. Dazu wurde ein Onlineexperiment (N = 352) im 4 x 4 x 2 Design mit den vierstufigen Zwischensubjektfaktoren Framing der Währung (alleinige CO2-Angabe, Jahresvergleichswert, äquivalente Fahrstrecke, äquivalente Laptopnutzung) und Framing der Konsequenz (erreichte Einsparung, vermiedener Ausstoß, entgangene Einsparung, verursachter Ausstoß) sowie der Art des Energiespartipps (verhaltens- vs. investitionsorientiert) als zweistufigen Innersubjektfaktor konzipiert. Varianzanalysen ergaben, dass der verhaltensorientierte Tipp positiver als der investitionsorientierte Tipp bewertet wurde und verhaltensnahe Ergänzungen die Nützlichkeit von CO2-Angaben sowie die Verhaltensintention erhöhen. Das Framing der Konsequenz hatte keinen Effekt. Die Ergebnisse zeigen die Relevanz, zwischen verhaltens- und investitionsorientierten Energiespartipps zu differenzieren und verhaltensnahe Ergänzungen von CO2-Angaben in Kilogramm zu berücksichtigen.
Die vergangene Forschung zeigte, dass Werte und Persönlichkeitseigenschaften von (potentiellen) Arbeitnehmern die wahrgenommene Attraktivität bestimmter Arbeitgebermerkmale wie der Corporate Social Responsibility (CSR) beeinflussen. Weitere Forschung wird hingegen benötigt, um die in diesem Zusammenhang relevanten Persönlichkeitsmerkmale zu identifizieren. Diese Studie zielt darauf ab, die Werte und Persönlichkeitseigenschaften zu ermitteln, welche die unterschiedliche Attraktivität von CSR und weiteren Arbeitgebermerkmalen, die sich nicht auf die CSR beziehen, erklären können. Dazu bewerteten (potentielle) Arbeitnehmer (N = 145) auf zwei eigenentwickelten Skalen sowohl CSR-basierte Faktoren der Arbeitgeberattraktivität (z.B. Wassersparen) als auch Nicht-CSR-basierte Faktoren der Arbeitgeberattraktivität (z.B. erwünschte Unternehmenslage) hinsichtlich ihrer Wichtigkeit. Für die CSR-basierte Arbeitgeberattraktivität konnten unter Kontrolle der Big-Five hypothesenkonform die Wertedimension Selbst-Überwindung, die Persönlichkeitsdimension Communion und die prosoziale Persönlichkeit als Prädiktoren identifiziert werden. Die Wertedimensionen Selbst-Erhöhung und Selbst-Überwindung sowie die Persönlichkeitsdimensionen Agency und Communion leisten – ebenfalls über die Big-Five hinaus – einen bedeutenden Beitrag zur Vorhersage der Nicht-CSR-basierten Arbeitgeberattraktivität.
