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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
    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
    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.
  • Publication
    Restriction temporaire
    Dirty work on the COVID-19 frontlines: Exacerbating the situation of marginalized groups in marginalized professions
    (2021)
    Debus, Maike Elisabeth 
    ;
    Dana Unger
    ;
    Tahira M. Probst
    Comments on an article by Cort W. Rudolph et al. (see record 2021-50201-001). As a result of the COVID-19 pandemic, Rudolph et al. argue that frontline health care workers are facing very high levels of job stressors and strains, which may develop into detrimental long-term outcomes. In addition, they point to the heavy burden of jobs in “businesses that continue to provide service to the public” (p. X). Although we agree with these points, we believe that the full costs borne by those working on the COVID-19 frontlines have been understated, as well as the reasons why. In this commentary, we argue that the burden from the global pandemic falls heavily on often marginalized groups working in so-called “dirty jobs” who already face serious preexisting health and socioeconomic disparities. The pandemic has merely exacerbated such preexisting workplace inequalities. To protect these vulnerable workers, we pose potential interventions at the national, community, and organizational levels. We conclude our commentary with thoughts on how we can find a silver lining in the COVID-19 pandemic.
  • Publication
    Accès libre
    Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview
    (2021)
    Anna Luca Heimann
    ;
    Pia V. Ingold
    ;
    Debus, Maike Elisabeth 
    ;
    Martin Kleinmann
    Employees’ organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine whichmethod of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees’ OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.
  • Publication
    Restriction temporaire
    Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports
    (2021)
    Berit Greulich
    ;
    Debus, Maike Elisabeth 
    ;
    Martin Kleinmann
    ;
    Cornelius J. König
    Work stressors have major consequences for employees’ health and performance. Although organizations often ask employees to fill out work stress surveys regarding stressors and resources, the literature on survey responding offers only limited advice on how to formulate work stress surveys. Furthermore, self-, supervisor-, and co-worker-reports show only low convergence. To deepen our understanding of motivational and cognitive processes when individuals respond to work stress surveys, we used a qualitative, grounded theory approach. We interviewed employees after they responded to representative items, asking them about their thoughts, motivational processes, potential factors that might have biased their responses, and the contexts they considered when responding. Since organizations are often also interested in other-reports of stress at work, we also interviewed supervisors and co-workers. We reached theoretical saturation after 31 interviews. A multi-stage coding-process with three raters resulted in new theoretical findings regarding motivational processes, comparisons, and differences between self- and other-reports. For example, employees sometimes deliberately distort answers for fear of consequences. Furthermore, employees, supervisors, and co-workers undergo different comparison processes. The findings of this study suggest that more specific and context-rich wording of items may lead to a more reliable and comparable assessment of stressors and resources at work.