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Debus, Maike Elisabeth

Nom
Debus, Maike Elisabeth
Affiliation principale
Fonction
Professeur.e assistant.e
Email
maike.debus@unine.ch
Identifiants
https://libra.unine.ch/handle/123456789/31815
_
0000-0003-1040-540X

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  • Publication
    Accès libre
    Contextual and personal resources in unemployed job search: An intra-individual perspective
    (2024)
    Serge Da Motta Veiga
    ;
    Debus, Maike Elisabeth 
    ;
    Annika Schmitz-Wilhelmy
    ;
    Mirjam Ambühl
    ;
    Katrin Hasler
    ;
    Sarah Kleinmann
    Drawing from conservation of resources (COR) theory and the equifinality principle, we challenge the prominent “the-more-resources-the-better” understanding by examining both the additive and interactive effects of contextual (i.e., networking behaviors and social support) and personal (i.e., job search self-efficacy) resources on job seeking. Specifically, based on COR theory's resource gain corollary, we propose that higher levels of each resource are positively related to job search intensity and the number of interviews obtained (an additive effect). However, based on the equifinality principle that various resources can contribute to the same goal, we propose that each type of resource can compensate for low levels of the other (an interactive effect). In a four-wave study following 89 unemployed job seekers over 6 months, we find positive intraindividual relationships between networking behaviors and job search self-efficacy with job search intensity. We find that networking behaviors and job search self-efficacy are also positively related to the number of job interviews obtained and indirectly related through job search intensity for networking behaviors. In line with our predictions, high levels of either networking behaviors or job search self-efficacy compensate for low levels of the other resource when predicting job search intensity and the number of interviews obtained.
  • Publication
    Accès libre
    Disrupting the social and time vacuum: A systemic and lifespan perspective on job insecurity
    (2024)
    Debus, Maike Elisabeth 
    ;
    Dana Unger
    In their lead article, Klug et al. conceptualize job insecurity as a multilevel construct whereby individuals are situated in mesolevel and macrolevel contexts. In our article, we advocate deepening the current conceptual model with two partially intertwined perspectives. First, we suggest adding a systemic perspective at the mesolevel that considers individuals' nestedness in family and relationship systems, thus looking into how individuals' job insecurity affects close others (i.e., [romantic] partners and family members) and how close others affect individuals' experience of and reactions to job insecurity. To illustrate our propositions, we draw on the crossover model and the systemic‐transactional model of stress processes within romantic couples. Second, we suggest adding a lifespan perspective that considers biographic time as a facet of the individual level in addition to historical time on the macrolevel. In doing so, we draw on the notion of path dependence and processes related to social learning. We advocate for future research taking into account the various, intertwined levels on which job insecurity operates to fully understand job insecurity as well as its consequences and remedies.
  • Publication
    Accès libre
    Reaching the Top? Profiles of Impression Management and Career Success
    (2024)
    Debus, Maike Elisabeth 
    ;
    Pia V. Ingold
    ;
    Christian Gross
    ;
    Mark C. Bolino
    Employees use impression management (IM) tactics to influence their image at work. Whereas findings regarding the effects of IM on interview outcomes and performance evaluations are extensive, our understanding of the career implications of IM is both limited and inconclusive. In this two-study paper, we used latent profile analysis to better understand the relationship between the use of five IM tactics in combination—ingratiation, self-promotion, exemplification, intimidation, and supplication—and multiple indicators of objective career success (i.e., salary, promotions, and supervisor-rated reward recommendations) and subjective career success. Four different IM profiles were identified in a sample of 237 employees in Study 1 and which were replicated in Study 2 with 268 employees. In Study 1, we found that the highest levels of salaries and promotions (reflecting objective career success) were associated with a passive use of IM (i.e., employing all five IM strategies at low frequency), thereby running counter to our initial expectations. In contrast, the highest level of subjective career success was associated with a positive use of IM (i.e., a pattern employing the three positive strategies ingratiation, self-promotion and exemplification at higher levels). In Study 2, we found positive use of IM to be associated with the highest level of supervisor-rated reward recommendations as a further indicator of objective career success (followed by passives with the second highest reward recommendations). Our findings highlight the importance of viewing objective and subjective career success as qualitatively different constructs and suggest benefits of employing passive IM use for objective career success.
  • Publication
    Accès libre
    Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements
    (2023)
    Debus, Maike Elisabeth 
    ;
    Barbara Körner
    ;
    Mo Wang
    ;
    Martin Kleinmann
    Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit—thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees.
  • Publication
    Restriction temporaire
    The Role of Model Personalization for Sleep Stage and Sleep Quality Recognition Using Wearables
    (2022)
    Shkurta Gashi
    ;
    Lidia Alecci
    ;
    Elena Di Lascio
    ;
    Debus, Maike Elisabeth 
    ;
    Francesca Gasparini
    ;
    Silvia Santini
    Personal informatics systems can help people promote their health and well-being. Recent studies have shown that such systems can be used to infer relevant health indicators such as, e.g., stress, anxiety, and sleeping habits. While automatic detection of sleep has been studied extensively, there is a lack of studies exploring how population and personalized models influence the performance of sleep detection. In this article, we address this challenge by investigating the recognition of sleep/wake stages and high/low sleep quality with a focus on the impact of personalized models. To evaluate our approach, we collect a dataset of physiological signals and self-reports about sleep/wake times and sleep quality score. The dataset contains 6557 hours of sensor data collected using wristbands from 16 participants over one month. Our results show that personalized models perform significantly better than population models for sleep quality recognition, and are comparably good for sleep stage detection. The balanced accuracy for sleep/wake and high/low sleep quality are 92.2% and 61.51%, which are significantly higher than baseline classifiers.
  • Publication
    Restriction temporaire
    Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes
    (2022)
    Aleksandra Luksyte
    ;
    Talya N. Bauer
    ;
    Debus, Maike Elisabeth 
    ;
    Berrin Erdogan
    ;
    Chia-Huei Wu
    In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.
  • Publication
    Accès libre
    Le télétravail
    (2022)
    Ancelle Juliette
    ;
    Bangerter, Adrian 
    ;
    Berset Bircher Valérie
    ;
    Billarant, Julien 
    ;
    Brugger Céline
    ;
    Debus, Maike Elisabeth 
    ;
    Dunand, Jean-Philippe 
    ;
    Marie Guignard
    ;
    Mitongo Kalonji, Trésor-Gauthier 
    ;
    Major Marie
    ;
    Müller Könz Corina
    ;
    Meier, Laurenz Linus 
    ;
    Riondel Besson Guylaine
    ;
    Obrist, Thierry 
    ;
    Steiner Rebekka S.
    ;
    Défago Gaudin, Valérie 
    ;
    Dunand, Jean-Philippe 
    ;
    Mahon, Pascal 
  • Publication
    Restriction temporaire
    Handling Missing Data For Sleep Monitoring Systems
    (2022)
    Shkurta Gashi
    ;
    Lidia Alecci
    ;
    Martin Gjoreski
    ;
    Elena Di Lascio
    ;
    Abhinav Mehrotra
    ;
    Mirco Musolesi
    ;
    Debus, Maike Elisabeth 
    ;
    Francesca Gasparini
    ;
    Silvia Santini
    Sensor-based sleep monitoring systems can be used to track sleep behavior on a daily basis and provide feedback to their users to promote health and well-being. Such systems can provide data visualizations to enable self-reflection on sleep habits or a sleep coaching service to improve sleep quality. To provide useful feedback, sleep monitoring systems must be able to recognize whether an individual is sleeping or awake. Existing approaches to infer sleep-wake phases, however, typically assume continuous streams of data to be available at inference time. In real-world settings, though, data streams or data samples may be missing, causing severe performance degradation of models trained on complete data streams. In this paper, we investigate the impact of missing data to recognize sleep and wake, and use regression- and interpolation-based imputation strategies to mitigate the errors that might be caused by incomplete data. To evaluate our approach, we use a data set that includes physiological traces – collected using wristbands –, behavioral data – gathered using smartphones – and self-reports from 16 participants over 30 days. Our results show that the presence of missing sensor data degrades the balanced accuracy of the classifier on average by 10-35 percentage points for detecting sleep and wake depending on the missing data rate. The imputation strategies explored in this work increase the performance of the classifier by 4-30 percentage points. These results open up new opportunities to improve the robustness of sleep monitoring systems against missing data.
  • Publication
    Accès libre
    Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
    (2021)
    Christian Gross
    ;
    Debus, Maike Elisabeth 
    ;
    Pia V. Ingold
    ;
    Martin Kleinmann
    Self-promotion has largely been researched from an individual perspective. It is thus unclear if this behavior is functional or dysfunctional within a broader social context. The present study offers a contribution in this regard by examining self-promotion within work groups. In particular, we hypothesized that work group self-promotion climate—referring to the shared perception of the occurrence of self-promotion in the work group—moderates the relationships between individuals' supervisor-focused self-promotion and supervisor ratings of both job performance and promotability. More precisely, we expected these relationships to be positive only when self-promotion climate is low. With respect to the entire work group, we further hypothesized that self-promotion climate negatively relates to supervisor-rated work group performance via impaired work group cohesion. We tested these propositions with data from 195 work groups. Multivariate path analysis provided support for our hypothesized model. Taken together, our findings illustrate the important role of self-promotion as a climate construct. In particular, self-promotion climate helps us better understand the role of self-promotion for individuals and work groups.
  • Publication
    Restriction temporaire
    I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes
    (2021)
    Christian Gross
    ;
    Debus, Maike Elisabeth 
    ;
    Yihao Liu
    ;
    Mo Wang
    ;
    Martin Kleinmann
    Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers' self-presentation, in the form of ingratiation and self-promotion, facilitates their socialization success (indicated by affective commitment, job performance, and promotability) by shaping their supervisors' relational and work-based socialization efforts. Data from a time-lagged field study of 355 newcomer-supervisor dyads provided support for the proposed model. In particular, we found that ingratiation was positively related to supervisor relational socialization effort, which in turn was positively related to newcomer affective commitment. Additionally, self-promotion was positively related to supervisor work-based socialization effort, which in turn was positively related to newcomer job performance and promotability. Drawing on social influence theory's notion that characteristics related to the influencer may further affect self-presentation effectiveness, we found that newcomers' interpersonal influence and work role clarity weakened the positive effects of newcomer self-presentation on supervisor socialization efforts. These findings illustrate how newcomers can achieve desirable socialization outcomes by enacting social influence on organizational insiders with self-presentation, extending the literatures on both self-presentation and newcomer socialization.