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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
    Preparing for a rainy day: A regulatory focus perspective on job insecurity and proactive career behaviors
    (2025)
    Jiang Lixin
    ;
    Debus, Maike Elisabeth 
    ;
    Xu Xiaohong
    ;
    Hu, Xiaowen
    ;
    Lopez-Bohle, Sergio
    ;
    Petitta, Laura
    ;
    Roll, Lara C.
    ;
    Stander, Marius
    ;
    Wang, Haijiang
    Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation model that links job insecurity to two proactive career behaviors — networking and seeking mentorship — through avoidance work motivation and depending on collectivism orientation. Two data sets, consisting of three-wave time-lagged surveys of employees from Chile and Australia, were used to examine our hypotheses. In both samples, for those high in collectivism orientation, job insecurity increased avoidance work motivation and subsequent proactive career behaviors up to a point, after which job insecurity was no longer related to these variables. For those low in collectivism orientation, regardless of the levels of job insecurity, there were no significant relations of job insecurity with avoidance motivation and subsequent proactive career behaviors in the Australian sample; however, the nonsignificant relations of job insecurity with avoidance motivation and subsequent proactive career behaviors turned positive in the Chilean sample. Overall, our research extends the job insecurity literature by demonstrating the conditions under which job insecurity increases proactive career behaviors.
  • Publication
    Accès libre
    Stability, Reciprocity, and Antecedent-Outcome Relations of Different Job Crafting Forms
    (2025)
    Thea Ebert
    ;
    Tanja Bipp
    ;
    Debus, Maike Elisabeth 
    Job crafting involves employees proactively changing their jobs to better suit their preferences. Recent integrative frameworks organize the multifaceted construct with superordinate factors, emphasizing the distinction between behavioral (actions to change job characteristics) and cognitive crafting (reframing one’s view on the job). However, most existing job crafting literature focuses on behavioral crafting, leaving the dynamics between behavioral and cognitive crafting and their comparability regarding antecedents and outcomes unclear. This study provides a systematic juxtaposition of behavioral and cognitive crafting forms over time, examining their stability, reciprocal influences, and their unique relations with decision-making autonomy as an antecedent and person-job fit as an outcome. It also distinguishes between approach (enlarging one’s roles) and avoidance (reducing one’s roles) strategies within each form. Using structural equation modeling within a longitudinal design across three measurement points (N = 284 German employees, time lag of four weeks each), our study revealed remarkably high levels of stability in all job crafting forms. Unexpectedly, we found no support for reciprocal relationships between the crafting forms over time nor longitudinal relations with decision-making autonomy and person-job fit. In an additional latent profile analysis, we identified four distinct job crafting profiles with significant variations in used job crafting forms and their associations with person-job fit, providing further insights into the construct's interplay. Our findings seem to question the generalizability of common theoretical assumptions in the field and emphasize the importance of investigating more differentiated mechanisms of individual job crafting forms in the future.
  • Publication
    Accès libre
    A Review of Methods for Unobtrusive Measurement of Work-Related Well-Being
    (2025)
    Zoja Anžur
    ;
    Klara Žinkovič
    ;
    Junoš Lukan
    ;
    Pietro Barbiero
    ;
    Gašper Slapničar
    ;
    Mohan Li
    ;
    Martin Gjoreski
    ;
    Debus, Maike Elisabeth 
    ;
    Sebastijan Trojer
    ;
    Mitja Luštrek
    ;
    Marc Langheinrich
    Work-related well-being is an important research topic, as it is linked to various aspects of individuals’ lives, including job performance. To measure it effectively, unobtrusive sensors are desirable to minimize the burden on employees. Because there is a lack of consensus on the definitions of well-being in the psychological literature in terms of its dimensions, our work begins by proposing a conceptualization of well-being based on the refined definition of health provided by the World Health Organization. We focus on reviewing the existing literature on the unobtrusive measurement of well-being. In our literature review, we focus on affect, engagement, fatigue, stress, sleep deprivation, physical comfort, and social interactions. Our initial search resulted in a total of 644 studies, from which we then reviewed 35, revealing a variety of behavioral markers such as facial expressions, posture, eye movements, and speech. The most commonly used sensory devices were red, green, and blue (RGB) cameras, followed by microphones and smartphones. The methods capture a variety of behavioral markers, the most common being body movement, facial expressions, and posture. Our work serves as an investigation into various unobtrusive measuring methods applicable to the workplace context, aiming to foster a more employee-centric approach to the measurement of well-being and to emphasize its affective component.
  • 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
    How and when do frequent daily work interruptions contribute to or undermine daily job satisfaction? A stress appraisal perspective
    (2024)
    Barbara Körner
    ;
    Debus, Maike Elisabeth 
    ;
    Chia‐Huei Wu
    ;
    Martin Kleinmann
    This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that frequent interruptions simultaneously trigger hindrance and threat appraisals, which are associated with negative affective reactions (daily negative affect), and challenge appraisal promoting progress toward daily goals (daily work goal progress). These reactions subsequently shape attitudes (daily job satisfaction) later in the day. Furthermore, when an individual appraises frequent interruptions as controllable (i.e., secondary appraisal), they are less likely to view them as a hindrance or threat and more likely to view them as a challenge. Daily diary data from two studies show that frequent work interruptions can elicit hindrance, threat, and challenge appraisals, and threat appraisal is found to increase daily negative affect and undermine daily work goal progress and, thus, daily job satisfaction. In Study 1, interruptions facilitate daily work goal progress. We also discuss the results of secondary appraisal as a moderator. Taken together, our research provides a broad lens of stress appraisal to expand future research on interruptions.
  • 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
    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
    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
    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
    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.