Gottfried Grote
Biographic Data
| ID | 2057545 |
|---|---|
| NAME | Gottfried Grote |
| GIVEN NAMES | Gottfried |
| FAMILY NAME | Grote |
| SIGNATURE | GROTE G |
| AFFILIATIONS | ETH Zurich |
| ORCID | 0000-0002-5581-0452 |
| VERIFIED | Yes |
| TOTAL WORKS | 22 |
| TOTAL CITATIONS | 83 |
| AUTHOR COUNT | 22 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1971 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 4 |
The Role of Uncertainty Mindsets in Shaping Diversity Attitudes and Their Downstream Effects on Commitment to Societal Change and Right-Wing Populist Voting
How people respond to uncertainty has far-reaching socio-political consequences. When perceived as fixed and threatening, individuals may gravitate toward ideologies that undermine intergroup relations and social cohesion. We examined whether fostering an uncertainty-as-enabling mindset (viewing uncertainty as malleable and an opportunity) promotes positive diversity attitudes and indirectly affects commitment to societal change and support for r…
Uncertainty in Work-Related Transitions over the Life Course
Many aspects of one’s life are uncertain due to missing information about situations, probabilistic events, and decision outcomes. In this article, we argue and show that diverse perspectives from lifespan development as well as work and organizational psychology can be integrated into a fuller picture of individuals’ experiences of work-related transitions over the life course through the lens of uncertainty. Drawing from a panel discussion amon…
Navigating uncertainty across the lifespan in contemporary work and careers
Uncertainty is a pervasive and increasingly defining feature of work and careers across the lifespan. Uncertainty is a topic of growing relevance in light of demographic shifts, evolving career and retirement patterns, and ongoing work-related changes, such as technological advancements, shifting economic landscapes, and unforeseen global events. While traditionally regarded as an aversive state to be avoided, uncertainty is also recognized as a …
Facing Change With Stability
In today’s dynamic work environments, individuals must manage their careers. Although research suggests that many individuals change jobs and organizations more frequently, they often pursue their careers within one occupation still. The current study addresses how such seemingly stable careers unfold in the face of societal, economic, and technological changes and explores the proactive and reactive strategies individuals use to sustain occupati…
Older workers' knowledge seeking from younger coworkers
Increasing age diversity in the workplace has led to growing research attention to the knowledge transfer between older and younger employees. The existing literature on age‐diverse knowledge exchange has mostly focused on knowledge transfer from older to younger employees as a means of knowledge retention. In this study, we change perspectives by aiming to understand how and when older employees' knowledge seeking from younger coworkers is relat…
More than ‘more than ever’
We respond to commentaries on our 2020 article ‘Automation, algorithms, and beyond: Why work design matters more than ever in a digital world’ and report on research on the topic since that publication. A top‐down work design perspective on digital technologies appears even more important than ever yet still neglected, as suggested by recent studies. The opportunities and challenges of new technologies have been addressed somewhat more successful…
Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories
Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter‐organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been consid…
How romantic relationships affect individual career goal attainment
Despite the importance of career goals for career self-management, we know little about the self-regulatory processes underlying career goal attainment. In this study, we draw on transactive goal dynamics theory to investigate whether and how romantic relationships impact career goal attainment. For testing our research model, we focused on the career goal of being successful in a political election, and gathered survey and objective data from po…
Grass roots of occupational change
Most prior research on career mobility has focused on people changing jobs and organizations. We know little about processes involved in individuals changing occupations, although these changes cause high individual, organizational, and public costs. Moreover, occupations are increasingly acknowledged as important anchors in times of more boundaryless careers. The current study investigates the impact of early satisfaction with the trained occupa…
Uncertainty in Aging and Lifespan Research
Uncertainty is at the center of debates on how to best cope with the Covid-19 pandemic. In our exploration of the role of uncertainty in current aging and lifespan research, we build on an uncertainty regulation framework that includes both reduction and creation of uncertainty as viable self-regulatory processes. In particular, we propose that future time perspective, a key component in models of successful aging, should be reconceptualized in t…
Automation, Algorithms, and Beyond
We propose a central role for work design in understanding the effects of digital technologies. We give examples of how new technologies can-depending on various factors-positively and negatively affect job resources (autonomy/control, skill use, job feedback, relational aspects) and job demands (e.g., performance monitoring), with consequences for employee well-being, safety, and performance. We identify four intervention strategies. First, work…
Managing Uncertainty in Work Organizations
Managing uncertainty is a crucial task for organizations. This essay argues that uncertainty management should not only be understood in terms of reducing externally generated uncertainty, as previous research has predominantly done, but should also consider internal uncertainty creation. Evidence from extant research illustrates how this expanded perspective is better able to capture the paradoxical tensions inherent in uncertainty management. A…
Pedagogical aims, course characteristics and their relation to students` behavior
An exploratory blended learning case study in corporate finance is presented. A detailed description of the actual use of different training materials (books / simulations / self-assessing) and scenarios (online / offline / individual / group learning) is given. This was one of the first blended learning studies integrating different evaluation methods into a systematic user behavior analysis approach. A sample of one hundred sixty one students f…
The case for reinvigorating quality of working life research
The quality of working life became an important topic in the 1960s and 1970s, helping to stimulate an early approach to evidence-based policy advocacy drawing on interdisciplinary research by social scientists. Over the years it fell out of the limelight but much relevant, albeit fragmented, research has continued. We present a case for rekindling an integrated and normative approach to quality of working life research as one means of promoting w…
Disentangling Effects of Age and Career Preferences on the Relationship Between Job Satisfaction and Turnover Intention and Behavior
Given the growing concern for managing an aging workforce, the generally lower inclination for voluntary turnover of older employees can be considered good news for companies. However, there is also evidence that certain unsatisfactory working conditions will prompt higher turnover intention among these employees. Our study aimed to disentangle the effects of age-related and age-independent preferences in the relationship between job satisfaction…
How career orientation shapes the job satisfaction–turnover intention link
This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independe…
Grenzen technischer Sicherheit
A longitudinal study of determinants of perceived employability
Employability is highly important to individuals in coping with job insecurity. Although many employability models have been developed, few studies have tested determinants of employability empirically. This longitudinal study aims to analyze core determinants of perceived employability. These were tested using a sample of 465 employees (time 1) taken from four companies in Switzerland and surveyed at three points in time. In order to include dat…
Careers and identity in flexible working
The relationship between personal identity and experience of individual career change and flexible working was investigated. Cluster analyses with survey data from 596 employees in 14 companies with varying levels of flexibility indicated the existence of four types of personal identity: the critical-flexible, self-determined, continuous, and job-centred type. The types were explicated further on the basis of narrative interviews with 59 individu…
Flexibilität ersetzt Kontinuität
Mit der Flexibilisierung von Arbeitsverhältnissen verändern sich auch die psychologischen Kontrakte, d.h. die wechselseitigen Angebote und Erwartungen von Arbeitgebenden und Arbeitnehmenden. Parallel dazu wird vermehrt auch individuell der Wunsch nach mehr Flexibilität im Berufsalltag oder in der beruflichen Laufbahn geäussert. In der vorliegenden auf qualitativen Interviews beruhenden Studie wird die Veränderung der psychologischen Kontrakte in …
Testing Behavioral Consistency and Coherence with the Situation-Response Measure of Achievement Motivation
The Situation-Response (S-R) Measure of Achievement Motivation was developed to analyze the cross-situational consistency of achievement-related behavior. This measure was based on a conceptualization of achievement motivation that included the following three components: need to achieve, need to avoid failure, and perceived self-efficacy. Data obtained from 246 college students provided evidence for the validity of the new instrument. However, e…
Mainly Motets
Automation, Algorithms, and Beyond
We propose a central role for work design in understanding the effects of digital technologies. We give examples of how new technologies can-depending on various factors-positively and negatively affect job resources (autonomy/control, skill use, job feedback, relational aspects) and job demands (e.g., performance monitoring), with consequences for employee well-being, safety, and performance. We identify four intervention strategies. First, work…
The case for reinvigorating quality of working life research
The quality of working life became an important topic in the 1960s and 1970s, helping to stimulate an early approach to evidence-based policy advocacy drawing on interdisciplinary research by social scientists. Over the years it fell out of the limelight but much relevant, albeit fragmented, research has continued. We present a case for rekindling an integrated and normative approach to quality of working life research as one means of promoting w…
A longitudinal study of determinants of perceived employability
Employability is highly important to individuals in coping with job insecurity. Although many employability models have been developed, few studies have tested determinants of employability empirically. This longitudinal study aims to analyze core determinants of perceived employability. These were tested using a sample of 465 employees (time 1) taken from four companies in Switzerland and surveyed at three points in time. In order to include dat…
Careers and identity in flexible working
The relationship between personal identity and experience of individual career change and flexible working was investigated. Cluster analyses with survey data from 596 employees in 14 companies with varying levels of flexibility indicated the existence of four types of personal identity: the critical-flexible, self-determined, continuous, and job-centred type. The types were explicated further on the basis of narrative interviews with 59 individu…
Older workers' knowledge seeking from younger coworkers
Increasing age diversity in the workplace has led to growing research attention to the knowledge transfer between older and younger employees. The existing literature on age‐diverse knowledge exchange has mostly focused on knowledge transfer from older to younger employees as a means of knowledge retention. In this study, we change perspectives by aiming to understand how and when older employees' knowledge seeking from younger coworkers is relat…
How career orientation shapes the job satisfaction–turnover intention link
This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independe…
Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories
Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter‐organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been consid…
Uncertainty in Aging and Lifespan Research
Uncertainty is at the center of debates on how to best cope with the Covid-19 pandemic. In our exploration of the role of uncertainty in current aging and lifespan research, we build on an uncertainty regulation framework that includes both reduction and creation of uncertainty as viable self-regulatory processes. In particular, we propose that future time perspective, a key component in models of successful aging, should be reconceptualized in t…
Disentangling Effects of Age and Career Preferences on the Relationship Between Job Satisfaction and Turnover Intention and Behavior
Given the growing concern for managing an aging workforce, the generally lower inclination for voluntary turnover of older employees can be considered good news for companies. However, there is also evidence that certain unsatisfactory working conditions will prompt higher turnover intention among these employees. Our study aimed to disentangle the effects of age-related and age-independent preferences in the relationship between job satisfaction…
Mainly Motets
Testing Behavioral Consistency and Coherence with the Situation-Response Measure of Achievement Motivation
The Situation-Response (S-R) Measure of Achievement Motivation was developed to analyze the cross-situational consistency of achievement-related behavior. This measure was based on a conceptualization of achievement motivation that included the following three components: need to achieve, need to avoid failure, and perceived self-efficacy. Data obtained from 246 college students provided evidence for the validity of the new instrument. However, e…
Flexibilität ersetzt Kontinuität
Mit der Flexibilisierung von Arbeitsverhältnissen verändern sich auch die psychologischen Kontrakte, d.h. die wechselseitigen Angebote und Erwartungen von Arbeitgebenden und Arbeitnehmenden. Parallel dazu wird vermehrt auch individuell der Wunsch nach mehr Flexibilität im Berufsalltag oder in der beruflichen Laufbahn geäussert. In der vorliegenden auf qualitativen Interviews beruhenden Studie wird die Veränderung der psychologischen Kontrakte in …
A longitudinal study of determinants of perceived employability
Employability is highly important to individuals in coping with job insecurity. Although many employability models have been developed, few studies have tested determinants of employability empirically. This longitudinal study aims to analyze core determinants of perceived employability. These were tested using a sample of 465 employees (time 1) taken from four companies in Switzerland and surveyed at three points in time. In order to include dat…
Careers and identity in flexible working
The relationship between personal identity and experience of individual career change and flexible working was investigated. Cluster analyses with survey data from 596 employees in 14 companies with varying levels of flexibility indicated the existence of four types of personal identity: the critical-flexible, self-determined, continuous, and job-centred type. The types were explicated further on the basis of narrative interviews with 59 individu…
Grenzen technischer Sicherheit
How career orientation shapes the job satisfaction–turnover intention link
This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independe…
Disentangling Effects of Age and Career Preferences on the Relationship Between Job Satisfaction and Turnover Intention and Behavior
Given the growing concern for managing an aging workforce, the generally lower inclination for voluntary turnover of older employees can be considered good news for companies. However, there is also evidence that certain unsatisfactory working conditions will prompt higher turnover intention among these employees. Our study aimed to disentangle the effects of age-related and age-independent preferences in the relationship between job satisfaction…
The case for reinvigorating quality of working life research
The quality of working life became an important topic in the 1960s and 1970s, helping to stimulate an early approach to evidence-based policy advocacy drawing on interdisciplinary research by social scientists. Over the years it fell out of the limelight but much relevant, albeit fragmented, research has continued. We present a case for rekindling an integrated and normative approach to quality of working life research as one means of promoting w…
Managing Uncertainty in Work Organizations
Managing uncertainty is a crucial task for organizations. This essay argues that uncertainty management should not only be understood in terms of reducing externally generated uncertainty, as previous research has predominantly done, but should also consider internal uncertainty creation. Evidence from extant research illustrates how this expanded perspective is better able to capture the paradoxical tensions inherent in uncertainty management. A…
Pedagogical aims, course characteristics and their relation to students` behavior
An exploratory blended learning case study in corporate finance is presented. A detailed description of the actual use of different training materials (books / simulations / self-assessing) and scenarios (online / offline / individual / group learning) is given. This was one of the first blended learning studies integrating different evaluation methods into a systematic user behavior analysis approach. A sample of one hundred sixty one students f…
Automation, Algorithms, and Beyond
We propose a central role for work design in understanding the effects of digital technologies. We give examples of how new technologies can-depending on various factors-positively and negatively affect job resources (autonomy/control, skill use, job feedback, relational aspects) and job demands (e.g., performance monitoring), with consequences for employee well-being, safety, and performance. We identify four intervention strategies. First, work…
Grass roots of occupational change
Most prior research on career mobility has focused on people changing jobs and organizations. We know little about processes involved in individuals changing occupations, although these changes cause high individual, organizational, and public costs. Moreover, occupations are increasingly acknowledged as important anchors in times of more boundaryless careers. The current study investigates the impact of early satisfaction with the trained occupa…
Uncertainty in Aging and Lifespan Research
Uncertainty is at the center of debates on how to best cope with the Covid-19 pandemic. In our exploration of the role of uncertainty in current aging and lifespan research, we build on an uncertainty regulation framework that includes both reduction and creation of uncertainty as viable self-regulatory processes. In particular, we propose that future time perspective, a key component in models of successful aging, should be reconceptualized in t…
How romantic relationships affect individual career goal attainment
Despite the importance of career goals for career self-management, we know little about the self-regulatory processes underlying career goal attainment. In this study, we draw on transactive goal dynamics theory to investigate whether and how romantic relationships impact career goal attainment. For testing our research model, we focused on the career goal of being successful in a political election, and gathered survey and objective data from po…
More than ‘more than ever’
We respond to commentaries on our 2020 article ‘Automation, algorithms, and beyond: Why work design matters more than ever in a digital world’ and report on research on the topic since that publication. A top‐down work design perspective on digital technologies appears even more important than ever yet still neglected, as suggested by recent studies. The opportunities and challenges of new technologies have been addressed somewhat more successful…
Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories
Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter‐organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been consid…
Facing Change With Stability
In today’s dynamic work environments, individuals must manage their careers. Although research suggests that many individuals change jobs and organizations more frequently, they often pursue their careers within one occupation still. The current study addresses how such seemingly stable careers unfold in the face of societal, economic, and technological changes and explores the proactive and reactive strategies individuals use to sustain occupati…
Older workers' knowledge seeking from younger coworkers
Increasing age diversity in the workplace has led to growing research attention to the knowledge transfer between older and younger employees. The existing literature on age‐diverse knowledge exchange has mostly focused on knowledge transfer from older to younger employees as a means of knowledge retention. In this study, we change perspectives by aiming to understand how and when older employees' knowledge seeking from younger coworkers is relat…
The Role of Uncertainty Mindsets in Shaping Diversity Attitudes and Their Downstream Effects on Commitment to Societal Change and Right-Wing Populist Voting
How people respond to uncertainty has far-reaching socio-political consequences. When perceived as fixed and threatening, individuals may gravitate toward ideologies that undermine intergroup relations and social cohesion. We examined whether fostering an uncertainty-as-enabling mindset (viewing uncertainty as malleable and an opportunity) promotes positive diversity attitudes and indirectly affects commitment to societal change and support for r…
Uncertainty in Work-Related Transitions over the Life Course
Many aspects of one’s life are uncertain due to missing information about situations, probabilistic events, and decision outcomes. In this article, we argue and show that diverse perspectives from lifespan development as well as work and organizational psychology can be integrated into a fuller picture of individuals’ experiences of work-related transitions over the life course through the lens of uncertainty. Drawing from a panel discussion amon…
Navigating uncertainty across the lifespan in contemporary work and careers
Uncertainty is a pervasive and increasingly defining feature of work and careers across the lifespan. Uncertainty is a topic of growing relevance in light of demographic shifts, evolving career and retirement patterns, and ongoing work-related changes, such as technological advancements, shifting economic landscapes, and unforeseen global events. While traditionally regarded as an aversive state to be avoided, uncertainty is also recognized as a …
Psychology (15 works) · Social Psychology (11 works) · Job Satisfaction and Organizational Behavior (10 works) · Computer Science (8 works) · Social Psychology (8 works) · Economics (6 works) · Engineering (6 works) · Job satisfaction (5 works) · Management (5 works) · Political science (5 works)