Het onderzoek heeft zich gericht op het effect van formele control tightness, onderverdeeld naar action control tightness en result control tightness, op werkgerelateerde stress. Dit is zeker een interessant onderwerp, mede omdat naar deze relatie nog niet veel onderzoek is gedaan. In toekomstig onderzoek kan specifiek in worden gegaan op de informele controls (personnel en cultural) en het effect op werkgerelateerde stress. Omdat juist bij deze type controls sprake is van
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meer “softe” controls en hier alleen op gestuurd kan worden bij het aannemen of opleiden van personeel (personnel controls), is goed te testen of een interactie effect bestaat tussen informele controls en kennisintensiteit.
Ondanks dat een positief, significante relatie aanwezig is tussen result control tightness en werkgerelateerde stress, is de verklaarde variantie (Adjusted R2) beperkt (5,54%). Dit betekent dat
andere factoren een belangrijke rol spelen in het ontwerp van management control systemen. Opvallend in dit kader is ook de grote verandering in verklaarde variantie (Adjusted R2) als de
variabele kennisintensiteit wordt toegevoegd. Deze stijgt dan naar 14,28%, hetgeen betekent dat kennisintensiteit een belangrijk verklarende variabele is. Hetzelfde geldt voor bepaalde controlevariabelen. In het onderzoek is verondersteld dat de controlevariabelen geen invloed hebben op werkgerelateerde stress. Echter de variabelen omgevingsonzekerheid en eigendom hebben wel degelijk een significante relatie met werkgerelateerde stress. In de toekomst kan nader onderzoek worden gedaan naar deze relaties.
Tot slot kan in het vervolgonderzoek informatie over de persoonskenmerken van de respondent en informatie over de thuissituatie van de respondent worden meegenomen. Daarnaast kan in het vervolgonderzoek meer informatie over de organisatie en in het bijzonder de cultuur binnen de organisatie worden meegenomen. Het is de moeite waard om nader onderzoek te doen naar deze effecten op werkgerelateerde stress, omdat werkgerelateerde stress de productiviteit van medewerkers beïnvloedt en een belangrijke reden is voor verzuim bij medewerkers.
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Appendix A: Enquête - relevante vragen
Introduction
We are conducting research about the coordination, motivation and performance measurement of professionals working in professional and non- professional organizations. This survey will ask you a series of questions about your industry, organization and job characteristics.
It takes about 15 minutes to complete the survey, and you can save partial responses and complete the survey at a later time if necessary. Your responses are completely confidential.
If you have any questions about the survey, please email the research coordinator, Helena Kloosterman at h.kloosterman@uva.nl
We really appreciate your input!
Environmental Uncertainty
How intense is each of the following in you industry?
How many new products and/or services have been marketed during the past 5 years by your industry?
The next questions address the predictability of your industry.
Experience
Of neglibible intensity
Extremely intense
Price competition. UNC3
Price competition. Competition for manpower. UNC2
Bidding for new contracts/clients. UNC1
None Many UNC4 Very predictable Very unpredictable How would you describe the tastes and preferences of
your clients?
UNC6
How would you classify the market activities of other firms in the industry?
UNC5
How many years have you worked in your current field?
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Size
How many people are employed by your entire company?
How many people work in your organizational unit?
Ownership type
Which of the following best describes the ownership type of your organisation? My organization is primarily owned by ….
Strategy
In your organization, how much emphasis is placed on each of the following activities?
Less than 100 SIZE1
More than 100 but less than 500 SIZE1
More than 500 but less than 5,000 SIZE1
More than 5,000 SIZE1
Less than 10 SIZE2
More than 10 but less than 50 SIZE2
More than 50 but less than 100 SIZE2
More than 100 SIZE2
People who work in the organisation (i.e. partnership)
People employed outside of the organisation (i.e. shareholders, investors) no one. I work in a non-profit/public organisation
Very Little Emphasis
A Great Deal of Emphasis Providing high quality services STRAT9
Improving the cost required for coordination of various services
STRAT3
Introducing new services/procedures quickly STRAT5
Achieving lower cost of services than competitors STRAT1
Customizing services to customers' needs STRAT10
Improving the time it takes to provide services to customers
STRAT8
Providing after-sale service and support STRAT11
Offering a broader range of services than the competitors
STRAT7
Improving the utilization of available equipment, services and facilities
STRAT4
Providing services that are distinct from that of competitors
STRAT6
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Professional Tension
These questions address some additional aspects of your work.
Action Controls
These questions address the use of rules and procedures in your organization.
Strongly
disagree Neutral
Strongly agree I have to alter my professional behavior in order to
perform my job the way my organization wants me to.
TENS6
I do not have enough time to complete my work the way that I think it should be done.
TENS1
My organization hinders me from doing my work properly.
TENS5
Due to a lack of adequate resources and materials, I cannot execute my assignments properly.
TENS2
In my organization, there is a conflict between the work standards and procedures of the organization and my own ability to act according to my professional judgment.
TENS4
The type and structure of my employment gives me the opportunity to fully express myself as a professional.
(recoded)
TENS3_rec
I could do my job much better without the conditions imposed by my organization.
TENS8
In this organization, I can’t perform my job the way that I think I should. TENS7 Strongly disagree Neutral Strongly agree In my organization, we have rules for everything. ACT4
My supervisor frequently monitors the extent to which I follow established process, procedures and rules.
ACT8
Established processes, procedures and rules cover all of my job tasks.
ACT2
Employees in my organization are encouraged to adjust procedures to suit the situation. (recoded)
ACT13_rec
Whatever situation arises, we have existing processes, procedures or rules to follow in dealing with it.
ACT1
Employees in my organization are encouraged to use procedures flexibly. (recoded)
ACT12_rec
My job allows me to decide how to adjust rules to best perform my job tasks. (recoded)
ACT10_rec
The organization I work in primarily uses established processes, procedures and rules to give broad guidelines as to how activities are to be performed. (recoded)
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Results Controls
These questions address the use of rules and procedures in your organization.
Human Capital Intensity
How would you describe the employees in your organization?
Strongly
disagree Neutral
Strongly agree In my organization, employees are expected to meet pre-
established goals/targets with no exceptions.
RCT12
Employee attainment of goals/targets is checked constantly.
RCT6
My supervisor frequently checks to make sure that I am meeting my performance targets.
RCT7
In my job, there is a performance measure for everything.
RCT1
My organization sets a large number of performance goals/targets that I am expected to meet.
RCT4
Responding to new, unforeseen opportunities is considered more important by my supervisor than achieving pre-established goals/targets. (recoded)
RCT11_rec
My supervisor is very considerate of my explanations of deviations from pre-established goals/targets.
(recoded)
RCT0_rec
In our organization, goals/targets are essentially a guideline rather than a true commitment. (recoded)
RCT9_rec
Strongly
disagree Neutral
Strongly agree Our employees are creative and bright. INT3
Our employees are widely considered the best in our industry.
INT2
Our employees are experts in their particular jobs and functions.
INT4
Our employees are highly skilled. INT1