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Published Online:https://doi.org/10.1026/0932-4089.53.1.11

In dieser Studie wurden Zusammenhänge zwischen arbeitseinheitsbezogenen Change-Charakteristika (Valenz, Ausmaß), der Wahrnehmung des Arbeitskontextes (veränderungsspezifische Arbeitsplatzunsicherheit) und Reaktionen wissenschaftlicher Mitarbeiter (emotionale Erschöpfung, Arbeitszufriedenheit, Kündigungsabsicht) in der Umstellungsphase einer deutschen Hochschule untersucht. 315 Mitarbeiter unterschiedlicher Arbeitseinheiten nahmen an der Befragung teil. Die Ergebnisse der Strukturgleichungsanalysen zeigten einen signifikanten negativen Zusammenhang zwischen Valenz der Veränderung für die Arbeitseinheit und veränderungsspezifischer Arbeitsplatzunsicherheit. Entgegen der Annahme korrelierte das Ausmaß der Veränderung für die Arbeitseinheit nicht mit der veränderungsspezifischen Arbeitsplatzunsicherheit. Emotionale Erschöpfung mediierte sowohl die negative Beziehung zwischen veränderungsspezifischer Arbeitsplatzunsicherheit und Arbeitszufriedenheit als auch die positive Beziehung zwischen veränderungsspezifischer Arbeitsplatzunsicherheit und Kündigungsabsicht.


Burn out and unsatisfied? How change characteristics and change-specific job insecurity are related to emotional exhaustion, job satisfaction, and turnover intentions

In this study the relationships between work-unit change characteristics (benefit and extent of change), perception of the work context (change-specific job insecurity), and reactions of academic staff (emotional exhaustion, job satisfaction, turnover intentions) during organizational change at a German university were examined. 315 employees from different work-units were surveyed. Structural equation modelling results showed a significant negative relationship between benefit of change for the work unit and perceived change-specific job insecurity. Despite the assumption, extent of change for the work unit did not correlate with change-specific job insecurity. Emotional exhaustion mediated the negative relationship between change-specific job insecurity and job satisfaction as well as the positive relationship between change-specific job insecurity and turnover intentions.

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