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Freiwilliges Arbeitsengagement: Begriffsklärung und Forschungsstand

  • Freiwilliges Arbeitsengagement in Organisationen
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Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO) Aims and scope Submit manuscript

Zusammenfassung

Der Beitrag, den Mitarbeiter zum Erfolg einer Arbeitsgruppe oder Organisation leisten können, erschöpft sich nicht mit der genauen Erfüllung ihrer vertraglichen Pflichten. Er besteht auch aus Verhaltensweisen, die über die jeweilige Stellenbeschreibung hinausgehen, zum Beispiel spontane Hilfeleistungen, Verbindlichkeit gegenüber Kollegen und die Bereitschaft, kleinere Unannehmlichkeiten zu tolerieren. Diese Verhaltensweisen, die nicht Bestandteil beruflicher Leistung im engeren Sinne sind, aber dennoch Einfluss auf den Unternehmenserfolg haben, können unter dem Konstrukt „freiwilliges Arbeitsengagement“ zusammengefaßt werden. Dieser Artikel faßt die bisher vorliegenden Forschungsergebnisse zu diesen und verwandten Konstrukten zusammen (Organizational Citizenship Behavior; Organizational Spontaneity, Prosocial Organizational Behavior, Contextual Performance) inklusive Fragen der konzeptuellen Abgrenzung. Neben der Diskussion möglicher Bedingungen für freiwilliges Arbeitsengagement werden Konsequenzen sowohl für Organisationen und Arbeitsgruppen als auch für die jeweiligen Individuen dargestellt. Abschließend skizzieren wir Vorschläge für zukünftige Forschung in diesem Bereich.

Abstract

The contribution that employees can provide for the success of a work-team or an organization is not only restricted to contractual duties. It also consists of different kinds of behavior that go beyond the relevant job descriptions, as for example spontaneous helping behavior, courtesy to colleagues, and the willingness to tolerate smaller unconveniences. This behavior which is not part of job performance in a more narrow sense but nevertheless affects organizational success, can be subsumed under the construct of „voluntary work engagement.“ The present article summarizes recent research findings on this and related constructs (Organizational Citizenship Behavior; Organizational Spontaneity, Prosocial Organizational Behavior, Contextual Performance) including questions of conceptual differentiation. Besides discussing possible conditions for voluntary work engagement we describe consequences for organizations and work-teams, as well as for the involved individuals. Finally, we sketch suggestions for future research in this field.

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Authors and Affiliations

  1. Arbeits-, Organisations-und Marktpsychologie, Institut für Psychologie der Universität Kiel, Olshausenstr. 62, 24 098, Kiel, Germany

    Guido Hertel

  2. Alter Gutshof 4, 30419, Hannover, Germany

    Elke Bretz

  3. insbesondere Wirtschafts-und Sozialpsychologie an der Universität Erlangen-Nürnberg, Lange Gasse 20, 90403, Nürnberg, Germany

    Klaus Moser

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  1. Guido Hertel
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  2. Elke Bretz
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  3. Klaus Moser
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Correspondence to Guido Hertel.

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Hertel, G., Bretz, E. & Moser, K. Freiwilliges Arbeitsengagement: Begriffsklärung und Forschungsstand. Gruppendynamik 31, 121–140 (2000). https://doi.org/10.1007/s11612-000-0013-4

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