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„Fair“ ändern? Veränderungsprozesse mittels Führung fair gestalten

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Fehlzeiten-Report 2020

Part of the book series: Fehlzeiten-Report ((FEHLREPORT,volume 2020))

Zusammenfassung

Organisationaler Wandel kann die Motivation von Mitarbeiterinnen und Mitarbeitern beeinträchtigen. Förderlich für die Veränderungsbereitschaft der Beschäftigten ist vor allem ein transformationaler Führungsstil der Führungskräfte. Die betroffenen Personen schätzen auf Basis bisheriger Erfahrungen ein, ob der anstehende Veränderungsprozess fair ablaufen wird. Die Wahrnehmung von Unfairness geht mit höherem Stresserleben und schlechterer Gesundheit einher. Die Uncertainty-Management-Theorie legt nahe, dass Fairness in unsicheren Situationen an Bedeutung gewinnt und insofern ein Mechanismus sein kann, durch den sich Führungsverhalten auf den Umgang mit Veränderungen auswirkt. Vor allem die informationale Fairness sollte durch zeitnahe und umfassende Informationsbereitstellung sowohl mit mehr Veränderungsbereitschaft als auch besserem psychischem Befinden der Beschäftigten einhergehen. In einer Querschnittsstudie mit 243 Beschäftigten bestätigen wir die Annahme, dass transformationale Führung mit mehr Veränderungsbereitschaft und besserer psychischer Gesundheit zusammenhängt. Die interaktionale (insbesondere informationale) Fairness mediierte diesen Zusammenhang vollständig, d. h. adäquate Informationen über anstehende Veränderungen seitens der Führungskraft sind unabdingbar für die Bereitschaft von Beschäftigten, Veränderungen mitzutragen. Praxisrelevante Empfehlungen für interaktionale, prozedurale und distributive Fairness werden gegeben.

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Authors and Affiliations

  1. Faculty of Psychology, Work and Organizational Psychology, Philipps University of Marburg, 35032, Marburg, Deutschland

    Prof. Dr. Kathleen Otto

  2. Internationales Institut für Management und ökonomische Bildung, Abteilung Arbeits- und Organisationspsychologie, Europa-Universität Flensburg, 24937, Flensburg, Deutschland

    Dr. Tabea Scheel

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  1. Prof. Dr. Kathleen Otto
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Correspondence to Kathleen Otto .

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Editors and Affiliations

  1. Fakultät für Gesundheitswissenschaften, Universität Bielefeld, Bielefeld, Nordrhein-Westfalen, Germany

    Bernhard Badura

  2. Wirtschafts- und Gesellschaftswissenschaften, Beuth Hochschule für Technik, Berlin, Berlin, Germany

    Antje Ducki

  3. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Helmut Schröder

  4. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Joachim Klose

  5. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Markus Meyer

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Otto, K., Scheel, T. (2020). „Fair“ ändern? Veränderungsprozesse mittels Führung fair gestalten. In: Badura, B., Ducki, A., Schröder, H., Klose, J., Meyer, M. (eds) Fehlzeiten-Report 2020. Fehlzeiten-Report, vol 2020. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-61524-9_11

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