Navigating the Activity Based Working Environment : Relationships of self-leadership, autonomy and information richness with cognitive stress and performance
Bäcklander, Gisela ; Rosengren, Calle LU
; Lid Falkman, Lena
; Stenfors, Cecilia
; Seddigh, Aram
; Osika, Walter
and Stenström, Emma
(2019)
In Scandinavian Journal of Work and Organizational Psychology
4(1).
- Abstract
- In Activity Based Working Environment (ABWE) offices, employees are allowed increased autonomy and are expected to choose where, when, with whom, and to some degree with what, to work; in other words, employees are expected to self-lead to a higher degree and to coordinateand align with colleagues. Effectsof these expectations on employees’cognitive stress and performanceare understudied. In the present study, Swedish ABWE workers (N= 416) are compared with workers in cell offices (N= 30) and landscape offices (N=64), and relationships of self-leadership, information richness, and autonomy with cognitive stress and performance were examined using ... (More)
- In Activity Based Working Environment (ABWE) offices, employees are allowed increased autonomy and are expected to choose where, when, with whom, and to some degree with what, to work; in other words, employees are expected to self-lead to a higher degree and to coordinateand align with colleagues. Effectsof these expectations on employees’cognitive stress and performanceare understudied. In the present study, Swedish ABWE workers (N= 416) are compared with workers in cell offices (N= 30) and landscape offices (N=64), and relationships of self-leadership, information richness, and autonomy with cognitive stress and performance were examined using regression analysis. Results show no relationship between office typeand outcomes. For cognitive stress, information richness had the largest negative relationship, followed by self-leadership:goal-settingand autonomy. For performance, self-leadership:goal-settinghad the largest positive relationship, followed by information richness.This suggests that when organizational situations cannot be strongly structured–for examplebecause the best work process is not known, or innovation or different collaboration constellations are needed–they need instead to be enrichedso that employee orientation and coordinationdo not become too much of a burden on the individual employee, disruptingcognitive functioning and performance. (Less)
Please use this url to cite or link to this publication:
https://lup.lub.lu.se/record/b8039598-6628-4790-bee0-3f5da091ceeb
- author
- Bäcklander, Gisela
; Rosengren, Calle
LU
; Lid Falkman, Lena
; Stenfors, Cecilia
; Seddigh, Aram
; Osika, Walter
and Stenström, Emma
- organization
- publishing date
- 2019
- type
- Contribution to journal
- publication status
- published
- subject
- in
- Scandinavian Journal of Work and Organizational Psychology
- volume
- 4
- issue
- 1
- publisher
- Stockholm University Press
- external identifiers
-
- scopus:85091406643
- ISSN
- 2002-2867
- DOI
- 10.16993/sjwop.58
- language
- English
- LU publication?
- yes
- id
- b8039598-6628-4790-bee0-3f5da091ceeb
- date added to LUP
- 2018-11-19 10:14:38
- date last changed
- 2024-01-04 22:21:23
@article{b8039598-6628-4790-bee0-3f5da091ceeb,
abstract = {{In Activity Based Working Environment (ABWE) offices, employees are allowed increased autonomy and are expected to choose where, when, with whom, and to some degree with what, to work; in other words, employees are expected to self-lead to a higher degree and to coordinateand align with colleagues. Effectsof these expectations on employees’cognitive stress and performanceare understudied. In the present study, Swedish ABWE workers (N= 416) are compared with workers in cell offices (N= 30) and landscape offices (N=64), and relationships of self-leadership, information richness, and autonomy with cognitive stress and performance were examined using regression analysis. Results show no relationship between office typeand outcomes. For cognitive stress, information richness had the largest negative relationship, followed by self-leadership:goal-settingand autonomy. For performance, self-leadership:goal-settinghad the largest positive relationship, followed by information richness.This suggests that when organizational situations cannot be strongly structured–for examplebecause the best work process is not known, or innovation or different collaboration constellations are needed–they need instead to be enrichedso that employee orientation and coordinationdo not become too much of a burden on the individual employee, disruptingcognitive functioning and performance.}},
author = {{Bäcklander, Gisela and Rosengren, Calle and Lid Falkman, Lena and Stenfors, Cecilia and Seddigh, Aram and Osika, Walter and Stenström, Emma}},
issn = {{2002-2867}},
language = {{eng}},
number = {{1}},
publisher = {{Stockholm University Press}},
series = {{Scandinavian Journal of Work and Organizational Psychology}},
title = {{Navigating the Activity Based Working Environment : Relationships of self-leadership, autonomy and information richness with cognitive stress and performance}},
url = {{https://lup.lub.lu.se/search/files/54754989/postprint_Navigating_the_Activity_Based_Working_Environment.pdf}},
doi = {{10.16993/sjwop.58}},
volume = {{4}},
year = {{2019}},
}