Warum Menschen bei der Arbeit mehr tun, als sie müssten: Einflussfaktoren freiwilligen Arbeitsengagements

Fazit

Wie dieser Überblick gezeigt hat, gibt es eine Vielzahl von Faktoren im Arbeitsumfeld, für die Zusammenhänge mit freiwilligem Arbeitsengagement metaanalytisch nachgewiesen werden konnten. Metaanalysen betrachten jedoch lediglich ungerichtete Zusammenhänge zwischen zwei Variablen. Erst durch Feldexperimente und längsschnittliche Studien können Belege für tatsächliche Wirkungszusammenhänge und damit begründete Empfehlungen zu entsprechenden Interventionsmaßnahmen gegeben werden. Entsprechende Studien, die einen Wirkungszusammenhang mit freiwilligem Arbeitsengagement belegen, existieren für alle hier diskutierten Einflussfaktoren: eine faire Behandlung der Mitarbeiter (Skarlicki & Latham, 1996, 1997) sowie deren Unterstützung durch die Organisation (Robinson, Kraatz, & Rousseau, 1994; Robinson & Morrison, 1995), Zusammengehörigkeitsgefühl unter den Kollegen (Neininger, Lehmann-Willenbrock, Kauffeld, & Henschel, 2010), eine gute Beziehung und Motivation durch die Führungskraft (Mönninghoff, 2008; Mönninghoff & Rowold, 2008) und nicht zuletzt eine interessante Aufgabe (Grant, 2008). All diese Faktoren können dazu beitragen, dass sich Mitarbeiter freiwillig bei der Arbeit engagieren und so ein angenehmeres Arbeitsklima, aber auch einen effizienteren Betriebsablauf schaffen.

 

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