Unit 1.3 is concerned with research and knowledge transfer in terms of changes in the world of work i.e. shifts of legal frameworks and societal developments such as globalisation, digitalisation, demographic change, etc. and resulting alterations in structures, climates and cultures of organisations. Within the organisations, these developments are related to changes as regards working conditions and employees' wellbeing, employability and workability. Members of the unit 1.3 gather evidence in this respect and process the knowledge for different stakeholder groups such as the scientific community, policy makers and organisational practice.
Especially in the course of change and restructuring, managers and leaders at different organisational levels play a central role in terms of designing working conditions, which foster wellbeing, work satisfaction and workability. For this reason, organisational characteristics (structure, climate culture), leadership and wellbeing of employees as well as of leaders themselves are focused in our research and transfer activities. This requires the sound analysis of demand-resource constellations of these different groups in order to foster motivation, skills, abilities and competencies of employees in different areas of operational functions.
Interaction work - i.e. working on and with human beings - has become more important in recent years and was particularly discussed with respect to the COVID pandemic due to specific health risks and work demands.
Although interaction with other persons is a fundamental part of "interaction work" these specific work demands have scarcely been considered in the scientific and / or social debate or indeed in organisational practice. By putting "interaction work" on the research agenda, we shed light on the specific demands of employees and necessities in order to design appropriate and beneficial working conditions (www.interaktionsarbeit.de in German).