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Kooperation und Engagement in der Arbeit

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Verhalten in Organisationen

Part of the book series: Managementforschung ((MGTF,volume 19))

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Zusammenfassung

Dieser Aufsatz widmet sich einem betriebswirtschaftlichen Problem, welches in letzter Zeit an Schärfe gewonnen hat: dem vermeintlich fehlenden Engagement einer Mehrzahl von Mitarbeitern. Dieses praktische Problem soll durch eine systematische Gegenüberstellung und Integration zweier Disziplinen – der psychologischen Ökonomik und der Verhaltenswissenschaft – trianguliert werden. Ein systematischer Vergleich der Erkenntnisse der Verhaltenswissenschaften zu freiwilligem Arbeitsengagement und der psychologischen Ökonomik zur Kooperation in Dilemmasituationen steht bislang noch aus. Beide Forschungsrichtungen haben sich vielmehr unabhängig und meist unbeachtet voneinander entwickelt. Ein systematischer Vergleich der Erkenntnisse kann zu Konvergenz aber auch Divergenz führen. Konvergenz ergibt sich, wenn Thesen verschiedener Theorien und Daten verschiedener Methoden Erkenntnisse liefern, die in eine einzige These zu bestimmten Sozialphänomenen münden. Im Verlauf des Aufsatzes wird gezeigt, dass beide Disziplinen Persönlichkeitseigenschaften und Reziprozitätserwartungen als wichtigen Einflussfaktor auf Kooperation und freiwilliges Arbeitsengagement erkennen. Divergenz zwischen den Disziplinen ergibt sich in erster Linie in Bezug auf den Einfluss von Persönlichkeitseigenschaften und auf den Einfluss der Art der Intentionen der Austauschpartner. Aus diesen divergenten Erkenntnissen werden neue Forschungsfragen und neue Kausalzusammenhänge entwickelt.

Abstract

This paper deals with a practical phenomenon which has been dubbed “the engagement gap” as it has been reported that the majority of workers today are not fully engaged or are even disengaged. A review about research on voluntary (work) engagement is thus both timely and important. We have compared evidence from two fields – psychological economics on cooperation and organizational behaviour on voluntary work behaviours – which investigate the phenomenon with different but complementary methods and theories. Knowledge in these two fields has progressed independently and, with very few exceptions, findings from one field are not noticed in the other. The aim of our systematic comparison of knowledge generated in these two fields is a) to look for robust findings by means of cross-validation and b) to uncover new variables and new causalities by illuminating blind spots of one discipline with the help of the other. More precisely, we found that both disciplines demonstrate that personality and reciprocity matter. However, we also uncovered that contrary to what has been suggested in “mainstream” research on voluntary engagement, personal dispositions also influence group norms to engage and thus affect voluntary engagement indirectly. In addition, we found that the intentions of the exchange partners seem to matter more than hitherto hypothesized and studied in the field.

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  1. Fürstentum Liechtenstein, Hochschule Liechtenstein, Fürst-Franz-Josef-Straße, 9490, Vaduz

    Prof. Dr. Antoinette Weibel

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    Georg Schreyögg (Betriebswirtschaftslehre, insbesondere Organisation und Führung) & Jörg Sydow (Betriebswirtschaftslehre, insbesondere Unternehmenskooperation) (Betriebswirtschaftslehre, insbesondere Organisation und Führung) &  (Betriebswirtschaftslehre, insbesondere Unternehmenskooperation)

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Weibel, A. (2009). Kooperation und Engagement in der Arbeit. In: Schreyögg, G., Sydow, J. (eds) Verhalten in Organisationen. Managementforschung, vol 19. Gabler Verlag, Wiesbaden. https://doi.org/10.1007/978-3-8349-8287-2_2

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