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The Covid-19 pandemic and the Online Access Act (Onlinezugangsgesetz – OZG) are forcing Germany's public administration to accelerate digital transformation in general and the digitalization of agencies on federal, state and municipal level in particular. To assess this endeavor’s progress, existing e-Government maturity models were evaluated. The majority of models mainly focus on technical characteristics of an administrative act, while disregarding the importance of (1) public servants, (2) their work situation and (3) organizational processes. It is the latter three determining successful digitalization. Consequently, we fuse previous e-Government maturity models with the individual perspective of public servants including internet-based work, virtualization of teams and societal participation. This paper describes the synthesis of a model, its advantages and limitations including next steps towards its empirical validation.
For successful digitalization of the public sector, insights into how digitalization affects the work of public sector employees must be attained. Hence, integrative conceptual models and metrics of digital work are needed. A five-dimensional model describing the degree of digitalization of administrative action (Kaesmayr, Schorn & Steidle 2021) provides the point of departure for this paper. To enable actual measurement, the development and validation of a corresponding questionnaire is presented. Its development includes the item formulation by specifying attributes, raters and objects of the underlying constructs as well as the formation of indices by means of a contrast weighting specifically augmented for this type of work. The validation of the scale includes component as well as confirmatory factor analyses based on data from 519 administrative employees in Germany. The scale provides the opportunity to describe and evaluate the degree of digitalization of administrative procedures and to evaluate measures to improve digital case processing. Furthermore, it enables research into conditions and consequences for a successful digital transformation. However, further research is required to verify the predictive validity and practical benefits of the scale.
Increasing and new work demands drain employees’ energy resources at work. This four-week longitudinal field experiment investigated the energizing potential of a respite intervention conducted at the workplace (either a simulated savoring nature intervention or a progressive muscle relaxation intervention). First, growth modeling analyses confirmed a linear trend for the growth of vigor and decline in fatigue across the days of the intervention group, indicating a typical upward resource trajectory. No changes appeared in the control group. Mediation analyses indicated that repeatedly engaging in a daily respite intervention influenced more stable energy levels after the intervention period indirectly through the immediate changes in daily energy levels during the intervention period. Findings suggest that, in some cases, respite interventions may present a useful tool to replenish and build energy resources at work. Implications for using respite intervention in organizational research and practice are discussed.
Digitalization affects public servants’ job demands and resources. The current paper investigates which measures managers can employ to optimize digital work on administrative procedures. Building on a previous study on the impact of digitalization on work experiences and performance in public agencies and on a literature research regarding leadership instruments, we derived two sets of measures on job design and digital communication management. The proposed measures were validated conducting expert interviews with actual and prospective managers from various municipal agencies. Overall, our analyses revealed heterogenous patterns regarding the prevalence of the proposed measures. Experts reported various potential benefits and challenges as well as suitable recommendations regarding their implementations which indicates that the proposed measures could indeed contribute to facilitating digital work on administrative procedures. Finally, the practical implications as well as limitations of our approach are discussed.
Research has shown that colours influence motivation and cognitive performance. In achievement contexts, red evokes avoidance motivation that hinders creativity, while blue elicits an approach motivation that facilitates creativity. However, due to their position and mode of presentation, colours may convey a different message. Red accent lighting creates a cosy, friendly room atmosphere that may, even in an achievement context, elicit an approach rather than an avoidance motivation. Results (N = 146) showed that both blue and red accent light increased strategic approach motivation compared to white accent light. Moreover, through the heightened approach motivation, colourful accent light indirectly improved creative performance. Implications for future research on colour and practical implications for colour usage are discussed. Practitioner Summary Designing work environments for creativity is a new topic in ergonomics research and practice. The present study demonstrates indirect effects of coloured accent light on creativity providing interesting possibilities for the design of work places for knowledge workers, classrooms, and all other rooms in which people work on new ideas.
Employee creativity is critical to organizational competitiveness. However, the potential contribution made by the workspace and the physical environment is not fully taken into account because, up to now, it has been rather unclear how aspects of the physical environment, especially light, can support creativity. Consequently, in six studies, the present research investigated the effect of light and darkness on creative performance. We expected that darkness would offer individuals freedom from constraints, enabling a global and explorative processing style, which in turn facilitates creativity. First, four studies demonstrated that both priming darkness and actual dim illumination improved creative performance. The priming studies revealed that the effect can occur outside of people's awareness and independent of differences in visibility. Second, two additional studies tested the underlying mechanism and showed that darkness elicits a feeling of being free from constraints and triggers a risky, explorative processing style. As expected, perceived freedom from constraints mediated the effect of dim illumination on creativity. Third, moderation analyses demonstrated the effects' boundary conditions: the darkness-related increase in creativity disappeared when using a more informal indirect light instead of direct light or when evaluating ideas instead of generating creative ideas. In sum, these results contribute to the understanding of visual atmospheres (i.e. visual messages), their importance for lighting effects, and their impact via conceptual links and attentional tuning. Limitations as well as practical implications for lighting design are discussed
Der Arbeitsplatz – die räumlichen, physikalischen und ergonomischen Bedingungen, unter denen Menschen arbeiten – kann auf vielfältige Weise die Gesundheit fördern und gefährden. Neben der direkten Wirkung auf die physische Gesundheit kann der Arbeitsplatz die Durchführung der Arbeitsaufgaben erleichtern oder behindern und das Wohlbefinden durch eine bedürfnisgerechte Gestaltung erhöhen. Die Gestaltung gesundheitsförderlicher Arbeitsplätze beinhaltet den Arbeitsraum und die dort herrschenden physikalischen Bedingungen ebenso wie die Möblierung und IT-Ausstattung.