The mismanaged soul: Existential labor and the erosion of meaningful work
Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulne...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Bailey, Catherine [verfasserIn] |
|---|
| Format: |
E-Artikel |
|---|---|
| Sprache: |
Englisch |
| Erschienen: |
2017transfer abstract |
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| Umfang: |
15 |
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| Übergeordnetes Werk: |
Enthalten in: Tunable Schottky contact in graphene/InP - Zhang, Dingbo ELSEVIER, 2021, Amsterdam [u.a.] |
|---|---|
| Übergeordnetes Werk: |
volume:27 ; year:2017 ; number:3 ; pages:416-430 ; extent:15 |
| Links: |
|---|
| DOI / URN: |
10.1016/j.hrmr.2016.11.001 |
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| 520 | |a Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. | ||
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10.1016/j.hrmr.2016.11.001 doi /cbs_pica/cbs_olc/import_discovery/elsevier/einzuspielen/GBV00000000001677.pica (DE-627)ELV020460104 (ELSEVIER)S1053-4822(16)30076-6 DE-627 ger DE-627 rakwb eng 670 530 660 VZ 33.68 bkl 35.18 bkl 52.78 bkl Bailey, Catherine verfasserin aut The mismanaged soul: Existential labor and the erosion of meaningful work 2017transfer abstract 15 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Madden, Adrian oth Alfes, Kerstin oth Shantz, Amanda oth Soane, Emma oth Enthalten in Elsevier Science Zhang, Dingbo ELSEVIER Tunable Schottky contact in graphene/InP 2021 Amsterdam [u.a.] (DE-627)ELV005910145 volume:27 year:2017 number:3 pages:416-430 extent:15 https://doi.org/10.1016/j.hrmr.2016.11.001 Volltext GBV_USEFLAG_U GBV_ELV SYSFLAG_U SSG-OLC-PHA 33.68 Oberflächen Dünne Schichten Grenzflächen Physik VZ 35.18 Kolloidchemie Grenzflächenchemie VZ 52.78 Oberflächentechnik Wärmebehandlung VZ AR 27 2017 3 416-430 15 |
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10.1016/j.hrmr.2016.11.001 doi /cbs_pica/cbs_olc/import_discovery/elsevier/einzuspielen/GBV00000000001677.pica (DE-627)ELV020460104 (ELSEVIER)S1053-4822(16)30076-6 DE-627 ger DE-627 rakwb eng 670 530 660 VZ 33.68 bkl 35.18 bkl 52.78 bkl Bailey, Catherine verfasserin aut The mismanaged soul: Existential labor and the erosion of meaningful work 2017transfer abstract 15 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Madden, Adrian oth Alfes, Kerstin oth Shantz, Amanda oth Soane, Emma oth Enthalten in Elsevier Science Zhang, Dingbo ELSEVIER Tunable Schottky contact in graphene/InP 2021 Amsterdam [u.a.] (DE-627)ELV005910145 volume:27 year:2017 number:3 pages:416-430 extent:15 https://doi.org/10.1016/j.hrmr.2016.11.001 Volltext GBV_USEFLAG_U GBV_ELV SYSFLAG_U SSG-OLC-PHA 33.68 Oberflächen Dünne Schichten Grenzflächen Physik VZ 35.18 Kolloidchemie Grenzflächenchemie VZ 52.78 Oberflächentechnik Wärmebehandlung VZ AR 27 2017 3 416-430 15 |
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10.1016/j.hrmr.2016.11.001 doi /cbs_pica/cbs_olc/import_discovery/elsevier/einzuspielen/GBV00000000001677.pica (DE-627)ELV020460104 (ELSEVIER)S1053-4822(16)30076-6 DE-627 ger DE-627 rakwb eng 670 530 660 VZ 33.68 bkl 35.18 bkl 52.78 bkl Bailey, Catherine verfasserin aut The mismanaged soul: Existential labor and the erosion of meaningful work 2017transfer abstract 15 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. Madden, Adrian oth Alfes, Kerstin oth Shantz, Amanda oth Soane, Emma oth Enthalten in Elsevier Science Zhang, Dingbo ELSEVIER Tunable Schottky contact in graphene/InP 2021 Amsterdam [u.a.] (DE-627)ELV005910145 volume:27 year:2017 number:3 pages:416-430 extent:15 https://doi.org/10.1016/j.hrmr.2016.11.001 Volltext GBV_USEFLAG_U GBV_ELV SYSFLAG_U SSG-OLC-PHA 33.68 Oberflächen Dünne Schichten Grenzflächen Physik VZ 35.18 Kolloidchemie Grenzflächenchemie VZ 52.78 Oberflächentechnik Wärmebehandlung VZ AR 27 2017 3 416-430 15 |
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mismanaged soul: existential labor and the erosion of meaningful work |
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The mismanaged soul: Existential labor and the erosion of meaningful work |
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Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. |
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Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. |
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Meaningful work has been defined as work that is personally enriching and that makes a positive contribution. There is increasing interest in how organizations can harness the meaningfulness of work to enhance productivity and performance. We explain how organizations seek to manage the meaningfulness employees experience through strategies focused on job design, leadership, HRM and culture. Employees can respond positively to employers' strategies aimed at raising their level of experienced meaningfulness when they are felt to be authentic. However, when meaningfulness is lacking, or employees perceive that the employer is seeking to manipulate their meaningfulness for performative intent, then the response of employees can be to engage in “existential labor” strategies with the potential for harmful consequences for individuals and organizations. We develop a Model of Existential Labor, drawing out a set of propositions for future research endeavors, and outline the implications for HRM practitioners. |
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The mismanaged soul: Existential labor and the erosion of meaningful work |
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