Work- and organisational psychology

Research

Our working group studies key work issues, including the impact of work flexibility on motivation, achievement and well-being. Other research areas are information and communication overloadat the workplace and work-related psychological stress.

In addition to our ongoing projects, our publications provide an overview of our interesting topics that are closely linked to lived realities of organisations.

Projects

The ongoing societal changes driven by digitalisation and globalisation have resulted in increased work flexibility, particularly in terms of when, where and how employees perform their tasks (Allvin et al., 2013; Eurofound, 2020). This trend towards work flexibility, accelerated by the COVID-19 pandemic, is especially evident in knowledge-intensive sectors where tasks rely more on mental than manual effort. Flexible working reduces situational constraints, offering employees greater autonomy and control, but also imposes the challenge of less clarity regarding responsibilities and expectations. These changes have revealed similarities between flexible employees and self-employed individuals who experience a similar level of control over their working lives.

This research project aims to address gaps in understanding how work flexibility impacts motivation, achievement and well-being, focusing on both employees and self-employed individuals. Research on the psychological effects of work flexibility has yielded mixed results, especially regarding its impact on achievement and well-being. However, past studies have overlooked key factors such as intrinsic motivation. Intrinsic work motivation refers to personal interest in and enjoyment of work activities (Gagné & Deci, 2005), which researchers marked as the most important type of motivation for employees’ well-being (Van den Broeck et al., 2021). Based on the situational strength theory (Meyer et al., 2010), we assume that flexible working conditions promote intrinsic motivation through greater control, but can also reduce it due to unclear work expectations and a lack of information.

Therefore, we hypothesise that lower situational strength can both enhance control and decrease clarity at work, which can have both positive and negative effects on intrinsic motivation. However, means of personal (e.g. experience) and social resources (e.g. informational support) may compensate the adverse effects of work flexibility on ambiguity. To test these hypotheses, we will work on five work packages over the course of three years, including interviews, development and validation of questionnaires, a longitudinal panel study and an experimental vignette study. All studies will target both employees and self-employed individuals.

This project will be the first to investigate work flexibility from a situational strength perspective. We will outline a psychological model of work motivation that is important for understanding the experiences of employees in today's flexible working environment.

Facts and Figures

Duration: 2025-2028
Funding: FWF Stand-Alone-Project
Project team: Christian Korunka (PI), Julia Schöllbauer (Co-PI), Jana Kühnel, Sophie Melzer, Rustin D. Meyer, Ada Sil Patterer, Anja Van den Broeck

This seed funding project studies the extent to which the transition and action phases (see Marks et al., 2001) have differential effects in human-AI teams. The focus is on several team-related behaviours that are critical to success, as well as experiences and key processes of intentional forgetting (SPP1921).

Duration: completed, 2023-2024

Funding: DFG

Project team: Benedikt Graf (PI)

In today's dynamic work environment, work and organisational psychologists develop solutions to complex organisational challenges. The role of work and organisational psychologists requires the successful integration of theoretical knowledge and practical skills. However, many graduates with a master's degree in Work and Organisational Psychology face a significant gap between their university education and the demands of professional practice.

The project TWOPAC (Training Work and Organizational Psychologists Assessment Reporting Skills) aims to address this gap. The project develops innovative teaching and training materials designed specifically to foster students’ holistic problem-solving skills. They focus on five key areas of work and organisational psychology: job analysis, assessment centre, talent management, career management and psychological risk assessment. The developed materials will be available on an online platform and are intended to be used at partner universities across Europe.

TWOPAC specifically fosters skills that are in demand in the labour market. In the long term, TWOPAC will help improve teaching standards in work and organisational psychology and prepare students optimally for the challenges of professional life.

Facts and figures