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Miriam Karin Baumgärtner
Title
Dr.
Last Name
Baumgärtner
First name
Miriam Karin
Email
miriam.baumgaertner@unisg.ch
Phone
+41 71 224 3195
Homepage
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1 - 10 of 35
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PublicationType: journal articleJournal: Harvard Business ManagerVolume: 38Issue: 2
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PublicationJob satisfaction of employees with disabilities - The role of perceived structural flexibility(Wiley, 2015-03-01)With this article we contribute to the inclusion of employees with disabilities in the workplace. Based on Stone and Colella's (1996) model of factors affecting the treatment of employees with disabilities in organizations, we concentrate on the investigation of job satisfaction as a focal affective response. Besides examining job satisfaction differences between employees with and without disabilities, we focus on perceived flexibility as an organizational boundary condition, arguing for its influence on the job satisfaction of employees with disabilities. We introduce perceived centralization and formalization, representing different indicators of flexibility, as moderators of the disability-job satisfaction relationship. Regression analysis using data from 110 small and medium-sized companies with 4,141 employees reveals that employees with disabilities are less satisfied than their colleagues without disabilities in highly centralized environments. As predicted, a decentralized organizational context relates to higher job satisfaction levels for all employees, but especially for those having a disability. Contrary to our hypothesis, perceived formalization does not significantly influence the relationship between having a disability and job satisfaction. However, our results clearly indicate the need for companies and especially human resource departments to better adapt to the needs of people with disabilities by creating flexible working environments.
Scopus© Citations 56 -
PublicationJob performance of employees with disabilities: Interpersonal and intrapersonal resources matterPurpose - The purpose of this paper is to follow the call of researchers to take intrapersonal resources into account when trying to understand the influence of interpersonal resources by investigating the interplay of social support and self-efficacy in predicting job performance of people with disabilities. Design/methodology/approach - Data were collected in an Israeli call center employing mostly people with disabilities. The independent and moderator variables were assessed by an employee survey. To avoid common source bias, job performance was rated by the supervisors four weeks after conducting the survey. Hierarchical regression analysis was used to test the hypotheses. Findings - The first main effect hypothesis, stating a positive relationship between social support and job performance was conditionally supported (p=0.06). The relationship between self-efficacy and job performance did not gain support. In line with the extended support buffer hypothesis, the job performance of low self-efficacious employees increased with higher levels of social support. The interference hypothesis, postulating a negative effect of social support under the condition of high levels of self-efficacy, was not supported. Practical implications - The results indicate that employees with disabilities differ in the level of social support they need in order to reach high levels of job performance. Instead of a one-size-fits-all-approach, organizations should take individual levels of self-efficacy into account and offer support accordingly in order to unleash the full working potential. Originality/value - This is the first known empirical investigation examining the role of individual differences in the need of social support among employees with disabilities.Type: journal articleJournal: Equality, Diversity and Inclusion: An International JournalVolume: 33Issue: 4
Scopus© Citations 25 -
PublicationType: journal articleJournal: Schweizerische Zeitschrift für HeilpädagogikVolume: 2010Issue: 3
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PublicationUnderstanding versus liking: Disability similarity as predictor of idiosyncratic deals( 2020-08)
;Jain, Amit ;Maier, KarinType: conference paper -
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PublicationHealth-focused leadership - Prevention and intervention as enablers of work ability and performanceThis study aims at advancing our knowledge of the conceptualization, measurement, and organizational functioning of health-focused leadership. By drawing from the fields of organizational psychology, medicine, public health, disability management, and social work, and transferring this knowledge to the leadership context, we derive a health-focused leadership construct with the two dimensions of prevention and intervention. In a second step, we develop and test a model of organizational health in which prevention and intervention behaviors relate to emotional exhaustion and work ability, which in turn, relate to job performance and turnover intention. We base our scale development and model testing on a qualitative study with 153 employees of a German car manufacturer and two quantitative studies with 96 members of the German working population, respectively 1,277 employees of a German public service organization. We find that prevention and intervention behaviors are significant predictors of employees' physical and psychological health states and that these, in turn, show significant relationships with both job performance and turnover intention.Type: conference paperJournal: Academy of Management Proceedings
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PublicationType: conference paper
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PublicationType: conference paper
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PublicationJob performance of employees with disabilities: Interpersonal and intrapersonal resources matter(Academy of Management, 2012-08-07)Type: conference paperVolume: Session 1672