Psychological conditions of personal engagement and disengagement at work

Article Abstract:

This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which have implications both for their work and experiences. Two qualitative, theory-generating studies of summer camp counselors and members of an architecture firm were conducted to explore the conditions at work in which people personally engage, or express and employ their personal selves, and disengage, or withdraw and defend their personal selves. this article describes and illustrates three psychological conditions - meaningfulness, safety, and availability - and their individual and contextual sources. These psychological conditions are linked to existing theoretical concepts, and directions for future research are described. (Reprinted by permission of the publisher.)

Analysis, Psychological research, Personality, Camp counselors

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Newcomer information seeking: exploring types, modes, sources, and outcomes

Article Abstract:

This study provides insight into the organizational newcomer information-seeking process. Surveys were given to 205 new accountants one, three, and six months into their jobs. Patterns of seeking varied by the type of information being sought. Newcomers sought technical information primarily by asking others and sought other types of information primarily through observation. Further, they sought technical information, information about role demands, and performance feedback mostly from supervisors but sought normative and social information mostly from peers. These patterns were stable over time. Information seeking was also related to satisfaction, performance, and intentions to leave an organization. The results support a view of newcomers as "proactive." (Reprinted by permission of the publisher.)

Workers

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Personal initiative at work: differences between East and West Germany

Article Abstract:

Personal initiative, a concept akin to entrepreneurship and organizational spontaneity, was compared in East and West Germany. Differences were hypothesized to be the results of occupational socialization, particularly of work control and complexity, rather than of a selection effect. A representative longitudinal study was conducted in the East and a cross-sectional study in the West. Lower initiative at work was found in the East; control and complexity affected changes in initiative. The results speak for socialization and against selection. (Reprinted by permission of the publisher.)

Social intelligence, East Germany, West Germany, Personality and social intelligence, Germans

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