Zusammenfassung
Im Rahmen eines 2017 abgeschlossenen Forschungsprojektes haben die Autoren untersucht, welche Effekte von verschiedenen Ausprägungen der Digitalisierung auf Einstellungen von Beschäftigten ausgehen. Basis ist eine Befragung von Berufstätigen. Die Kernaussagen dieser Kurzfassung von Rüttgers und Hochgürtel (ipo Schriftenreihe der FOM. MA Akademie Verlags- und Druck-Gesellschaft mbH, Essen, 2017) lauten: Mit einem digitalen Personaleinsatzplanungssystem kann ein größeres Gerechtigkeitsempfinden der Mitarbeiter einhergehen. Stärkere Ausprägungen der Gerechtigkeitsdimensionen sind wiederum mit höherer Mitarbeiterbindung und Arbeitszufriedenheit assoziiert. Mit vermehrter Nutzungsintensität mobiler IKT, Telearbeit, flexiblen Arbeitszeiten sowie der Möglichkeit der digitalen Erfassung von Projekt- und/oder Arbeitszeiten wird eine höhere wahrgenommene Flexibilität der Mitarbeiter erreicht. Über diesen Kanal ergibt sich ein positiver Effekt auf Mitarbeiterbindung und Arbeitszufriedenheit. Mit stärkerer Nutzungsintensität mobiler IKT finden sich unerwünschte Wirkungen, wie ein Gefühl der ständigen Erreichbarkeit, die Erledigung von mehr Zusatzarbeit zu Hause sowie ein technologiegetriebener Arbeitsdruck.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
Similar content being viewed by others
Literatur
Allen, D. K., & Shoard, M. (2005). Spreading the load: Mobile information and communications technologies and their effect on information overload. Information Research, 10(2), o. S.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.
Baldwin, H. (2014). Ready for ‘Digital Transformation’? Computerworld, 48, 22–24.
Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496–513.
Bennett, E. E. (2009). Virtual HRD: The intersection of knowledge management, culture, and intranets. Advances in Developing Human Resources, 11(3), 362–374.
Bennett, E. E. (2010). The coming paradigm shift: Synthesis and future directions for virtual HRD. Advances in Developing Human Resources, 12(6), 728–741.
Biemann, T., & Weckmüller, H. (2015). Effektives Arbeiten, wann und wo man will? PERSONALquarterly, 67(2), 46–49.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Boswell, W. R., & Olson-Buchanan, J. B. (2007). The use of communication technologies after hours: the role of work attitudes and work-life conflict. Journal of Management, 33(4), 592–610.
Christensen, T. H. (2009). ‘Connected presence’ in distributed family life. New Media & Society, 11(3), 433–451.
Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321.
Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131(2), 241–259.
Derks, D., & Bakker, A. B. (2014). Smartphone use, work-home interference, and burnout: A diary study on the role of recovery. Applied Psychology, 63(3), 411–440.
Destatis Statistisches Bundesamt. (2015). 13. koordinierte Bevölkerungsvorausberechnung bis 2060, Variante G1-L1-W1, Tabelle 12421-0002. https://www-genesis.destatis.de. Zugegriffen: 9. Dez. 2016.
Duxbury, L. E., Higgins, C. A., & Thomas, D. R. (1996). Work and family environments and the adoption of computer-supported supplemental work-at-home. Journal of Vocational Behavior, 49(1), 1–23.
Eaton, S. C. (2003). If you can use them: Flexibility policies, organizational commitment, and perceived performance. Industrial Relations, 42(2), 145–167.
Estes, W. R. (1990). A meta-analysis of the effects of flextime. Applied HRM Research, 1(1), 15–18.
Felfe, J., Six, B., Schmook, R., & Knorz, C. (2002). Fragebogen zur Erfassung von affektivem, kalkulatorischem und normativem Commitment gegenüber der Organisation, dem Beruf/der Tätigkeit und der Beschäftigungsform (COBB). In D. Danner, & A. Glöckner-Rist (Hrsg.), Zusammenstellung sozialwissenschaftlicher Items und Skalen, ZIS Version 15.00. Bonn: GESIS.
Fenner, G. H., & Renn, R. W. (2004). Technology-assisted supplemental work: Construct definition and a research framework. Human Resource Management, 43(2/3), 179–200.
Fenner, G. H., & Renn, R. W. (2010). Technology-assisted supplemental work and work-to-family conflict: The role of instrumentality beliefs, organizational expectations and time management. Human Relations, 63(1), 63–82.
Germain, M.-L., & McGuire, D. (2014). The role of swift trust in virtual teams and implications for human resource development. Advances in Developing Human Resources, 16(3), 356–370.
Gold, M., & Mustafa, M. (2013). ‘Work always wins’: Client colonisation, time management and the anxieties of connected freelancers. New Technology, Work and Employment, 28(3), 197–211.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48(2), 271–288.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159–170.
Harris, K. J., Marett, K., & Harris, R. B. (2011). Technology-related pressure and work-family conflict: Main effects and an examination of moderating variables. Journal of Applied Social Psychology, 41(9), 2077–2103.
Hilbrecht, M., Shaw, S. M., Johnson, L. C., & Andrey, J. (2008). ‘I’m home for the kids’: Contradictory implications for work-life balance of teleworking mothers. Gender, Work and Organization, 15(5), 454–476.
Hill, E. J., Ferris, M., & Märtinson, V. (2003). Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life. Journal of Vocational Behavior, 63(2), 220–241.
Jarvenpaa, S. L., & Lang, K. R. (2005). Managing the paradoxes of mobile technology. Information Systems Management, 22(4), 7–23.
Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24(2), 285–308.
Kelly, E. L., Moen, P., & Tranby, E. (2011). Changing workplaces to reduce work-family conflict: Schedule control in a white-collar organization. American Sociological Review, 76(2), 265–290.
Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68(2), 347–367.
Lal, B., & Dwivedi, Y. K. (2010). Investigating homeworkers’ inclination to remain connected to work at “anytime, anywhere” via mobile phones. Journal of Enterprise Information Management, 23(6), 759–774.
Lambert, S. J. (1990). Processes linking work and family: A critical review and research agenda. Human Relations, 43(3), 239–257.
Leonardi, P. M., Treem, J. W., & Jackson, M. H. (2010). The connectivity paradox: Using technology to both decrease and increase perceptions of distance in distributed work arrangements. Journal of Applied Communication Research, 38(1), 85–105.
Matusik, S. F., & Mickel, A. E. (2011). Embracing or embattled by converged mobile devices? Users’ experiences with a contemporary connectivity technology. Human Relations, 64(8), 1001–1030.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. The Academy of Management Journal, 36(3), 527–556.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3. Aufl.). New York: McGraw-Hill.
Rennecker, J., & Godwin, L. (2005). Delays and interruptions: A self-perpetuating paradox of communication technology use. Information and Organization, 15(3), 247–266.
Richardson, K., & Benbunan-Fich, R. (2011). Examining the antecedents of work connectivity behavior during non-work time. Information and Organization, 21(3), 142–160.
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 15(2), 150–163.
Ruppel, C. P., Gong, B., & Tworoger, L. C. (2013). Using communication choices as a boundary-management strategy: How choices of communication media affect the work-life balance of teleworkers in a global virtual team. Journal of Business and Technical Communication, 27(4), 436–471.
Rüttgers, C., & Hochgürtel, K. (2017). New Work(ing Time): Was bedeutet die Digitalisierung der Arbeit für das Personalmanagement? Eine empirische Analyse der Einstellungen von Beschäftigten. In M. Zimmer & C. Rüttgers (Hrsg.), ipo Schriftenreihe der FOM (Bd. 1). Essen: MA Akademie Verlags- und Druck-Gesellschaft mbH.
Schmidt, K.-H., Kleinbeck, U., Ottmann, W., & Seidel, B. (1985). Ein Verfahren zur Diagnose von Arbeitsinhalten: Der Job Diagnostic Survey (JDS). Psychologie und Praxis, Zeitschrift für Arbeits- und Organisationspsychologie, 29, 162–172.
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict. Journal of Vocational Behavior, 71(3), 479–493.
Sutherland, M., & Jordaan, W. (2004). Factors affecting the retention of knowledge workers. SA Journal of Human Resource Management, 2(2), 55–64.
Syrek, C., Bauer-Emmel, C., Antoni, C., & Klusemann, J. (2011). Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB). Diagnostica, 57(3), 134–145.
Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6–15.
Towers, I., Duxbury, L., Higgins, C., & Thomas, J. (2006). Time thieves and space invaders: Technology, work and the organization. Journal of Organizational Change Management, 19(5), 593–618.
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201–210.
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142.
Venkatesh, A., & Vitalari, N. P. (1992). An emerging distributed work arrangement: An investigation of computer-based supplemental work at home. Management Science, 38(12), 1687–1706.
Waller, A. D., & Ragsdell, G. (2012). The impact of e-mail on work-life balance. Aslib Proceedings: New Information Perspectives, 64(2), 154–177.
Westphal, A. (2011). Ethikbasierte Unternehmensführung und Commitment der Mitarbeiter. Dissertation. Wiesbaden: Gabler.
Wright, K. B., Abendschein, B., Wombacher, K., O’Connor, M., Hoffman, M., Dempsey, M., et al. (2014). Work-related communication technology use outside of regular work hours and work life conflict: The influence of communication technologies on perceived work life conflict, burnout, job satisfaction, and turnover intentions. Management Communication Quarterly, 28(4), 507–530.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2019 Springer Fachmedien Wiesbaden GmbH, ein Teil von Springer Nature
About this chapter
Cite this chapter
Rüttgers, C., Hochgürtel, K. (2019). Digitalisierung der Arbeit und des HR-Managements – Eine empirische Analyse der Einstellungen von Beschäftigten. In: Hermeier, B., Heupel, T., Fichtner-Rosada, S. (eds) Arbeitswelten der Zukunft. FOM-Edition. Springer Gabler, Wiesbaden. https://doi.org/10.1007/978-3-658-23397-6_13
Download citation
DOI: https://doi.org/10.1007/978-3-658-23397-6_13
Published:
Publisher Name: Springer Gabler, Wiesbaden
Print ISBN: 978-3-658-23396-9
Online ISBN: 978-3-658-23397-6
eBook Packages: Business and Economics (German Language)