Küllenberg, Janna
Lade...
E-Mail-Adresse
Geburtsdatum
Projekt
Organisationseinheiten
Berufsbeschreibung
Nachname
Küllenberg
Vorname
Janna
Name
Küllenberg, Janna
14 Ergebnisse
Suchergebnisse
Gerade angezeigt 1 - 10 von 14
Publikation Handlungsleitende Bedingungen gesunder Führung: Eine längsschnittliche Untersuchung aus der Perspektive der Theory of Planned Behavior(Springer, 2024) Genrich-Hasken, Melanie; Angerer, Peter; Gündel, Harald; Küllenberg, Janna; Maatouk, Imad; Puschner, Bernd; Müller, Andreas01A - Beitrag in wissenschaftlicher ZeitschriftPublikation Dilemmakompetenz. Schwierige Entscheidungen schaffen, ohne von ihnen geschafft zu werden(Kohlhammer, 2024) Born, M; Drews, A; Küllenberg, Janna; Bossmann, U; Zwack, J; Schweitzer, J.;04A - Beitrag SammelbandPublikation Mental health in the workplace hospital – results of the RCT “SEEGEN”(Karger, 2024) Hander, Nicole R.; Klein, Thomas; Mulfinger, Nadine; Jarczok, Marc; Rieger, Monika A.; Junne, Florian; Erschens, Rebecca; Maatouk, Imad; Küllenberg, Janna; Ruhle, Sascha; Süß, Stefan; Puschner, Bernd; Sander, Anja; Müller, Andreas; Angerer, Peter; Gündel, Harald; Rothermund, EvaAbstracts of the 27th ICPM World Congress in Tübingen September 202401A - Beitrag in wissenschaftlicher ZeitschriftPublikation Dilemmakompetenz. Schwierige Entscheidungen schaffen, ohne von ihnen geschafft zu werden(edition FFAS, 2024) Küllenberg, Janna; Stößel, Ulrich; Reschauer, Georg; Michaelis, Martina04B - Beitrag KonferenzschriftPublikation Spielraum in der Zwickmühle. Ein Training zur individuellen und kollektiven Dilemmakompetenz(Handelsblatt Fachmedien, 13.01.2023) Drews, Antonia; Born, Marieke; Küllenberg, Janna; Bossmann, Ulrike; Zwack, Julika; Schweitzer, Jochen01A - Beitrag in wissenschaftlicher ZeitschriftPublikation Managers perception of hospital employees’ effort-reward imbalance(BioMed Central, 2023) Heming, Meike; Siegrist, Johannes; Erschens, Rebecca; Genrich, Melanie; Hander, Nicole R.; Junne, Florian; Küllenberg, Janna; Müller, Andreas; Worringer, Britta; Angerer, PeterAbstract Objective Hospitals are frequently associated with poor working conditions that can lead to work stress and increase the risk for reduced employee well-being. Managers can shape and improve working conditions and thereby, the health of their teams. Thus, as a prerequisite, managers need to be aware of their employees’ stress levels. This study had two objectives: At first, it aimed to test the criterion validity of the Effort-Reward Imbalance (ERI) questionnaire measuring psychosocial workload in hospital employees. Secondly, mean scales of the ERI questionnaire filled in by employees were compared with mean scales of an adapted ERI questionnaire, in which managers assessed working conditions of their employees. Methods Managers (n = 141) from three hospitals located in Germany assessed working conditions of their employees with an adapted external, other-oriented questionnaire. Employees (n = 197) of the mentioned hospitals completed the short version of the ERI questionnaire to assess their working conditions. Confirmatory factor analyses (CFA) were applied to test factorial validity, using the ERI scales for the two study groups. Criterion validity was assessed with multiple linear regression analysis of associations between ERI scales and well-being among employees. Results The questionnaires demonstrated acceptable psychometric properties in terms of internal consistency of scales, although some indices of model fit resulting from CFA were of borderline significance. Concerning the first objective, effort, reward, and the ratio of effort-reward imbalance were significantly associated with well-being of employees. With regard to the second objective, first tentative findings showed that managers’ ratings of their employees’ effort at work was quite accurate, whereas their reward was overestimated. Conclusions With its documented criterion validity the ERI questionnaire can be used as a screening tool of workload among hospital employees. Moreover, in the context of work-related health promotion, managers’ perceptions of their employees’ workload deserve increased attention as first findings point to some discrepancies between their perceptions and those provided by employees.01A - Beitrag in wissenschaftlicher ZeitschriftPublikation From approachables on the sidelines to dedicated sensitives: developing a leadership typology among healthcare leaders utilizing grounded theory(Emerald, 03.10.2022) Küllenberg, Janna; Niermann, Debora; Becker, Sonja; Körner, MirjamBased on a resulting typing model, this paper focuses on four types of leaders (Approachables on the sidelines, Distanced overseers, Realistic succeeders and Dedicated sensitives), who differ in the analytical core category of “development of awareness.” Internal team coaching is intended to strengthen leaders in the health care system. The Team Leader Coaching Programme (TLCP) was implemented as an internal coaching instrument at rehabilitation centers using a train-the-trainer format. Twenty-one team leaders were surveyed on their experience of the coaching process they implemented in their teams. The interviews were analyzed using the grounded theory method (GTM) as theoretically discussed by representatives of second-generation GTM (Charmaz, 2014).01A - Beitrag in wissenschaftlicher ZeitschriftPublikation The effects of a dilemma management training program on mental health: a prospective study with mid-level executives in hospitals(Emerald, 27.06.2022) Born, Marieke; Küllenberg, Janna; Drews, Antonia; Bossmann, Ulrike; Zwack, Julika; Gündel, Harald; Schweitzer-Rothers, JochenPurpose – Mid-level executives are confronted with many dilemma situations, in which they are forced to decide between conflicting options, none of them leading to the desired result. If they fail to cope with them constructively, their individual risk for mental strains increases (Gerlmaier and Latniak, 2013). Initial findings focusing on executives in industry (Bossmann, 2020) show that fostering effective dilemma management in executives is a preventive factor against stress-related diseases. Yet, there is little empirical research that evaluates the contribution of dilemma management training on leadership’s mental health prevention in hospitals. This study aims to examine whether such a training program, adapted to current working conditions in German hospitals, promotes mid-level executives’ mental health. Design/methodology/approach – A 10-month training program was administered to N = 69 senior physicians, senior nurses and senior service and administrative staff in four hospitals. To evaluate training effects on perceived stress reactivity, on cognitive and emotional irritation over time as well as the effects of the training dose on these results, participants’ self-reported measures were collected at four points in time: before (t0), during (t1), immediately after (t2) and three months after the intervention (t3). Findings – Overall, participants showed less cognitive irritation and perceived stress reactivity over time. However, their emotional irritation did not change significantly. The dose of training participation did not moderate these results. Originality/value – This paper contributes to the prevention of stress-related diseases and the promotion of sensemaking in mid-level executives’ dilemma management routine in the face of increasingly aggravating working conditions due to financial restrictions in the German health-care system. Findings of this study are explained in greater depth using previously reported qualitative data fromthe same research project.01A - Beitrag in wissenschaftlicher ZeitschriftPublikation Medizinische Organisationspsychologie für das Krankenhaus(Vandenhoeck & Ruprecht, 2022) Küllenberg, Janna; Schweitzer, JochenDieses Buch nimmt Einrichtungen des Gesundheitswesens unter eine organisationspsychologische Lupe und unterstützt bei der Bewältigung krankenhausspezifischer Herausforderungen mit dem Handwerkszeug systemischer Beratung. Die Autor:innen geben Einblicke in die wissenschaftlich fundierte und praktische Beratungserfahrung der Sektion Medizinische Organisationspsychologie in Heidelberg. Das Spektrum reicht von der Beratung einzelner erschöpfter Mitarbeiter:innen bis zur Arbeit mit großen Teams im Schichtdienstbetrieb; von der Fallsupervision für anstrengende Patient:innenkontakte bis zur resilienzfördernden Team- und Führungskräfteentwicklung; von der breitgefassten "Inhouse-Beratung für alle Lebenslagen" bis zur hochspezialisierten Konfliktmediation. Inspiriert ist dieser Band von der Hochachtung für die Organisation Krankenhaus und deren Mitarbeitende, die tagtäglich Menschenleben retten oder zumindest vielen von uns helfen, gesund zu bleiben oder wieder zu werden. Die facettenreichen Beiträge zeigen den Geist systemischer Beratung, vermitteln Haltungen wie Wertschätzung, Neugier, Allparteilichkeit und zeugen vom Respekt gegenüber den Personen und Zielen der Organisation – bei gleichzeitiger Respektlosigkeit gegenüber angeblich nicht anzweifelbaren Glaubenssätzen.02 - MonographiePublikation The team leader coaching programme (TLCP) – a programme to implement team coaching in rehabilitation clinics – a feasibility study(Emerald, 27.05.2021) Küllenberg, Janna; Becker, Sonja; Körner, MirjamPurpose Team coaching is a promising way to advance a shift from the classical leader to a coach who leads his/her interprofessional colleagues. It is acknowledged as an effective instrument to reinforce leaders’ roles but is rarely used in the health-care sector. This paper aims to present the team leader coaching programme (TLCP), designed to strengthen team leaders by implementing coaching tools into their work routine. Design/methodology/approach The TLCP was designed based on the evaluated intervention on patient-centred team development, an expert workshop and a literature search. It addresses leadership styles, self-reflection, role clarity, attitude, moderation techniques and coaching tools with a focus on systemic questions. It was implemented as a train-the-trainer concept, in two training groups including 27 participants from 12 clinics (“multi-clinic” group) and another in-house training group (“single-clinic” group) including 15 participants from one clinic. Findings There were differences in the evaluation of the training between the group that received an inhouse training (“single-clinic” group) and the group that received a workshop in a group of professions from different clinics (“multi-clinic” group) with a tendency for a more positive evaluation by the “multi-clinic” group. Originality/value The TLCP is a promising programme to potentially improve teamwork in rehabilitation clinics, as it provides team leaders with coaching tools they can use in their work routine without being dependent on external coaches. It is characterized by a reflective stance, which seems to be highly necessary to optimally fulfil the role of a team leader.01A - Beitrag in wissenschaftlicher Zeitschrift