Employees In Germany Research Articles

Meldepflicht von Berufskrankheiten bei grenzüberschreitender Tätigkeit von Beschäftigten in Deutschland und Österreich

Obligation to report occupational diseases in the case of cross-border activities of employees in Germany and Austria Cross-border work brings new challenges – including the obligation to report occupational diseases. What are the regulations governing physicians in Germany and Austria? What happens if suspected cases occur in different EU countries? European regulations govern cooperation between social insurance institutions and regulate the obligations of medical professionals in reporting occupational diseases.

The Paradox of Job Retention Schemes: A Latent Growth Curve Modeling Approach to Immediate and Prolonged Effects of Short-Time Work on Job Insecurity and Employee Well-Being

Many countries rely on short-time work to prevent mass layoffs in economic crises. Despite serving to protect jobs, short-time work may trigger job insecurity perceptions, which may impair employee well-being. Moreover, past experiences of unemployment may increase susceptibility to job insecurity in response to short-time work. Drawing on Conservation of Resources (COR) Theory, Appraisal Theory and temporal stressor-strain models, this study investigates effects of short-time work on the development of job satisfaction, life satisfaction and affective well-being via perceived job insecurity across 6 years, considering previous unemployment as a moderator. We used propensity score matching to account for selectivity into short-time work and calculated latent growth curve models with N = 1211 employees in Germany (619 affected by short-time work, 592 controls). Short-time work predicted higher levels and an immediate increase in job insecurity, followed by a decrease over time. Both levels and changes in job insecurity were associated with levels and changes in well-being. Indirect effects of short-time work on well-being via job insecurity persisted 2 years after short-time work. We found no difference between previously unemployed respondents and others in their reactions to short-time work. The findings support COR theory and a prolonged stress-reaction model, showing lingering effects on well-being via job insecurity even after short-time work ends. The study supports short-time work as an antecedent of job insecurity and reveals temporal dynamics between job insecurity, its antecedents and outcomes over time. When implementing short-time work, employers should aim to mitigate concerns about job security to protect employee well-being.

Perceived Ethical Leadership and Follower Outcomes in the Public Sector: The Moderating Effect of Followers' Need for Autonomy

Ethical leadership is of growing interest and concern in public administration research and practice. Although both scholarship and practical wisdom suggest that the outcomes of leadership are contingent on followers' characteristics, knowledge about what individual preferences matter for the leadership–outcome relationship and how they moderate it is still scant. This study expands on extant scholarship by focusing on the moderating role of followers' need for autonomy in the association between perceived ethical leadership and two important follower outcomes, i.e., job satisfaction and affective organizational commitment. Building on self-determination theory, we test rivaling hypotheses on the moderating effect of follower's need for autonomy in a sample of public sector employees in Germany (n = 462). The results support the enhancement hypothesis, according to which the association between ethical leadership and follower outcomes increases at higher levels of need for autonomy. However, we find this effect only for job satisfaction, while no such moderation occurs in the case of affective organizational commitment. Future research is challenged to further explore the multiple contingencies of ethical leadership in the public sector by examining other configurations of outcomes and moderators at various levels of analysis.

Psychische Gesundheit am Arbeitsplatz – Welche Rolle spielen sozioökonomische, geschlechterspezifische und migrationsbedingte Ungleichheiten?

ZusammenfassungHintergrundRisikofaktoren für die psychische Gesundheit sind häufig in sozioökonomischen, geschlechter- und migrationsspezifischen Ungleichheiten begründet. Diese sowie die Ausprägung der Depressivität, Ängstlichkeit und Somatisierung von Beschäftigten wurden in der vorliegenden Studie untersucht.MethodenIm Rahmen der friaa-Studie („Frühe Intervention am Arbeitsplatz“) wurden psychisch belastete Beschäftigte an 5 Standorten in Deutschland zu soziodemografischen, arbeits-, migrations- und gesundheitsbezogenen Inhalten befragt. Mittels Regressionsanalysen wurde der Zusammenhang dieser Faktoren mit Depressivität (Patient-Health-Questionnaire-9, PHQ-9), Ängstlichkeit (Generalized Anxiety Disorder-2, GAD-2) und Somatisierung (Somatic Symptom Scale-8, SSS-8) an der gesamten Stichprobe sowie bei Personen mit Migrationshintergrund (MH) untersucht. Bei Letzteren wurden zusätzlich die Akkulturation (Frankfurter Akkulturationsskala, FRAKK) und das Belastungsempfinden gegenüber Migrationsanforderungen (Demands of Immigration Scale, DIS) berücksichtigt.ErgebnisseDie 550 Beschäftigten (12 % mit MH) wiesen im Durchschnitt eine klinisch relevante Depressivität (M = 13,0, SD = 5,1) (PHQ-9 ≥ 10), Ängstlichkeit (M = 3,5, SD = 1,7) (GAD ≥ 3) sowie Somatisierung (M = 13,0, SD = 5,8) (SSS-8 ≥ 12) auf. Das weibliche Geschlecht war mit höheren Werten für Ängstlichkeit und Somatisierung assoziiert. Höheres Alter und Nachtschichtarbeit hingen mit stärkerer Somatisierung zusammen.DiskussionDie Ergebnisse bestätigen die hohe psychische Belastung der Beschäftigten in dieser Stichprobe aus Deutschland. Um deren psychische Gesundheit aufrechtzuerhalten, sollten Unterstützungsmaßnahmen insbesondere für vulnerable Gruppen wie Frauen, ältere Beschäftigte und Nachtschichtarbeitende angeboten werden.

Do increases in work uncertainty help older workers maintain higher levels of occupational future time perspective?

Abstract In this study, we consider how changes in work uncertainty (i.e., systematic, linear trajectories that reflect over-time changes in resource, task, and input/output uncertainty) moderate the generally negative relation between employee age and occupational future time perspective (OFTP) (i.e., employees’ perceptions of their remaining time, opportunities, and limitations at work). Based on the theoretical model of uncertainty regulation and propositions from socioemotional selectivity theory, we argue that increases (vs. decreases) in work uncertainty present the potential for new opportunities, particularly among older (vs. younger) workers, who can draw on their age-related strengths for dealing with uncertainty. Specifically, we argue that increases in work uncertainty allow older workers to make use of their accumulated knowledge and experience, which, in turn, helps them to maintain higher levels of OFTP. We consider longitudinal data collected among a sample of n = 720 employees in Germany. Considering substantive variables, variously measured across 18 months, we find evidence in partial support of the general proposition that increases in work uncertainty across three months (i.e., June through September of 2022) buffer the relation between age and OFTP collected at four subsequent timepoints (November of 2022, and June, November, and December of 2023). We discuss the implications of these findings for the future development of the model of uncertainty regulation.

Immunity against vaccine-preventable diseases among pregnant employees in Germany. A situation analysis before the introduction of the Measles Protection Act

BackgroundImmunization against vaccine-preventable diseases prior to pregnancy is an important measure of primary prevention both for the mother and the unborn child. We analyzed immunity rates against measles, mumps, rubella, varicella, and pertussis in pregnant employees in Germany prior to significant changes in legal conditions in 2020, to provide a basis of comparison for future research. MethodsWe analyzed occupational-medical routine data in three collectives of pregnant women with an occupational risk of infection in the years 2018 and 2019: 1: hospital staff with regular access to an in-house company physician (n = 148); 2: employees in childcare with regular access to external occupational-health services (n = 139); 3: teachers with no regular access to occupational healthcare (n = 285). Immune status was assessed by a physician based on vaccination certificates, laboratory results, and medical documentation on prior infections. We compared immunity rates against measles, rubella, varicella, and pertussis as well as full immunity against all targeted vaccine-preventable diseases. ResultsAltogether, n = 572 pregnant women were included in our study. Of these women, 96.5 % were immune to rubella, 95.8 % to varicella, 88.3 % to measles, 82.7 % to mumps, and 67.8 % to pertussis. Only 56.2 % of the women had full immunity against all targeted vaccine-preventable diseases. Collective 1 showed the highest immunity rates against measles and pertussis as well as the highest rate of full immunity against all targeted vaccine-preventable diseases. The immunity rates against rubella and varicella did not differ significantly between the collectives. With the exception of rubella, the lowest immunity rates during pregnancy were found in Collective 3. ConclusionWe found pregnancy-relevant immunity gaps in all our study groups with significant differences between the collectives. Considering the potentially devastating consequences of infections during pregnancy, all medical professionals and health-policy makers should be involved in an increased effort to improve vaccination rates prior to pregnancy.

Working from home: When is it too much of a good thing?

AbstractBased on an integration of meta‐theoretical perspectives on the “too much of a good thing” effect with psychological demands and resources theories, we propose and test nonlinear relations between the percentage of time people work from home and a variety of important work‐related outcomes (i.e., professional isolation, work from home satisfaction, work from home self‐efficacy, work performance, job satisfaction). Then, also based on resource theories, we explore whether and how certain work from home resources (i.e., previous experience working from home, appropriate technologies to facilitate working from home, dedicated workspaces) buffer these nonlinear relations. Data on working from home were provided by n = 994 employees in Germany across 32 monthly measurement waves between April 2020 and December 2022. Our results support the general idea that the percentage of time people work from home has nonlinear associations with a variety of important work‐related outcomes. However, only in a few cases (i.e., work performance, job satisfaction) do these relations take the form of inverse U‐shapes that would be indicative of “too much of a good thing.” Our exploratory analysis suggests that, in several cases, work from home resources can buffer these nonlinear associations. These findings have implications for the continued development of meta‐theoretical perspectives on “too much of a good thing” and for employees' and organizations' attempts to make working from home a positive and productive experience.

Associations between precarious employment trajectories and mental health among older workers in Germany: Vertical and horizontal inequalities.

The aim of the study was to investigate the longitudinal association between multi-dimensionally measured precarious employment (PE) trajectories and mental health among older employees in Germany. Current data from the German lidA study was used, including panel cases, who participated in all four survey waves (2011, 2014, 2018, 2022). The study comprised 1636 subjects, aged 46 and 52 years at baseline. Group-based trajectory modelling was used to model PE trajectories based on a score combining multiple items from the dimensions employment insecurity and income inadequacy. The association between PE trajectories (2011-2022) and mental health (2022) was tested using weighted logistic regression. We identified a PE trajectory with upward movement that best described 13.6% of the study sample. Representation in this group was socially unequally distributed with noticeably larger shares of female, lower-educated and lower-skilled workers in PE. Women following this trajectory had increased odds [odds ratio (OR) 1.68-1.82] of reporting poor mental health in 2022 compared to their counterparts in constant non-PE. This was not the case for men (OR 0.37-0.51). Our findings highlight horizontal and vertical inequalities with respect to exposure to and consequences of PE. Future labor market reforms should improve protection of women, who will likely be disadvantaged by accumulating employment-related mental health risks over the course of their lives.

Workplace digitalization and workload: changes and reciprocal relations across 3 years

This article reports the results of a 33-wave longitudinal study of changes in, and reciprocal relations between, workplace digitalization and workload. Monthly data were collected between April 2020 and December 2022 from n = 1661 employees in Germany. Based on theoretical models of workplace information and communication technology use, stress, and coping, we hypothesized both positive and negative within-person effects of digitalization on workload, and vice versa. Results of an autoregressive latent trajectory model with structured residuals (ALT-SR) showed on-average positive linear trajectories in digitalization, but not in workload over time. Moreover, higher digitalization was associated with subsequently higher levels of workload, and vice versa. This pattern of results suggests a dynamic, reciprocal process wherein positive deviations from one’s average trajectory of digitalization (workload) are associated with subsequently higher levels of workload (digitalization). We additionally find evidence for linear trends in these within-person processes, suggesting that the strength of the within-person effects of digitalization on workload, and of workload on digitalization, becomes more strongly positive over time. Practitioners developing work design interventions could focus on ways to reduce the detrimental impact of digitalization on increased workload, while simultaneously encouraging the potential of digitalization to help employees cope effectively with their workload.

A person-environment fit approach to environmental sustainability in the workplace

In times of multiple environmental crises, considering environmental sustainability in the context of work and organizations is imperative. Although research suggests that environmental sustainability may offer benefits for organizations, the implications of environmental sustainability for employees’ job attitudes have been largely overlooked. Drawing on person-environment (P-E) fit theory, we examine the role of environmental employee characteristics and corresponding environmental work characteristics in shaping job attitudes, including job satisfaction, organizational commitment, and turnover intentions. We introduce environmental self-efficacy and values as environmental employee characteristics and environmental job demands, job autonomy, coworker support, supervisor support, and organizational climate as environmental work characteristics. In addition to analyzing direct effects of the interactions between environmental employee characteristics and environmental work characteristics on job attitudes, we also examine indirect relationships via five types of perceived environmental P-E fit (i.e., environmental demands-abilities, needs-supplies, person-team, person-supervisor, and person-organization fit). A sample of 2265 employees in Germany participated in a three-wave panel study across two months. Results of structural equation modeling showed that interactions between environmental employee characteristics and environmental work characteristics were significantly related to job attitudes. Specifically, combinations of high levels of environmental employee characteristics and corresponding environmental work characteristics were associated with higher job satisfaction, higher organizational commitment, and lower turnover intentions. These associations were partly mediated by perceived environmental P-E fit. The findings suggest that organizations should maximize environmental P-E fit to foster favorable job attitudes of those employees motivated to, and capable of, protecting the environment.

Employees’ acceptance of AI-based emotion analytics from speech on a group level in virtual meetings

Detecting emotions in virtual meetings can be a demanding task for humans due to technological constraints of current videoconferencing systems. AI-based emotion analytics from speech is a promising technological option to provide helpful analyses for online business meetings, but might be perceived as scary as emotions are a sensitive topic. However, employees' acceptance of such a type of software is not understood properly yet as there are no offers on the market yet. To investigate potential users' intentions, we conducted a survey in 2021 as well as in 2023 with data from 470 employees in Germany with regard to a novel type of software analyzing emotions from speech on a group level in virtual meetings. We argue that employees' decision of acceptance bases on balancing different pros and cons for sticking with an existing behavior or using an emotion analytics software. A partial least squares (PLS) approach to structural equation modeling (SEM) was used to test the study's hypotheses. Our results show that attitude, perceived norms, perceived efficacy and perceived threats are significant predictors for the intention to accept such a software. At the same time, privacy concerns were only in 2023 a reason to reject the software. This paper contributes to a better understanding on why employees are willing to use emotion analytics software.

Night shift work and cardiovascular diseases among employees in Germany: five-year follow-up of the Gutenberg Health Study.

This study aimed to determine if there is an increased risk of incident cardiovascular diseases (CVD) resulting from cumulative night shift work in the German population-based Gutenberg Health Study (GHS). We examined working participants of the GHS at baseline and after five years. Cumulative night shift work in the 10 years before baseline was assessed and categorized as low (1-220 nights ≙ up to 1 year), middle (221-660 nights ≙ 1-3 years), and high (>660 nights ≙ more than 3 years) night shift exposure. Hazard ratios (HR) were estimated for incident "quality-assured CVD events" using Cox proportional hazard models. At baseline, 1092 of 8167 working participants performed night shift work. During the follow-up, 202 incident cardiovascular events occurred. The crude incidence rates for CVD per 1000 person-years were 6.88 [95% confidence interval (CI) 4.80-9.55] for night shift workers and 5.19 (95% CI 4.44-6.04) for day workers. Cumulative incidence curves showed a higher cumulative incidence in workers exposed to night shift work compared to day workers after five years. The adjusted HR for incident CVD events were 1.26 (95% CI 0.68-2.33), 1.37 (95% CI 0.74-2.53) and 1.19 (95% CI 0.67-2.12) for employees in the low, middle and high night shift categories compared to employees without night shift work, respectively. The observed tendencies indicate that night shift work might be negatively associated with cardiovascular health. We expect the continued follow-up will clarify the long-term impact of night shift work.

Employee Attitudes Toward and Perceived Employer Stances on Spirituality at Work in Germany

While spirituality at work is gaining attention in research and practice, we lack empirical knowledge about how many employees wish to bring their spirituality to work, what their employers’ stances are, and if employee attitudes match their perceptions of their employers’ stances. Using large-scale quantitative data (N = 2,174) on employees in Germany, we develop a typology of four employee attitudes toward spirituality at work: negative, neutral, positive-ambivalent, and positive, and show how these are distributed across them. Empirically investigating Miller and Ewest’s (2015) typology of employers’ stances, our results show a duality of perceived employer stances: faith-positive and faith-negative. The largest group of participants has a negative attitude, matching a perceived faith-negative stance of their employer. The second-largest group did not clearly assign a perceived employer stance. As especially younger employees wish to bring their spirituality to work, spirituality in the workplace will likely become more important for employers.

Associations between depressive symptoms and 5-year subsequent work nonparticipation due to long-term sickness absence, unemployment and early retirement in a cohort of 2,413 employees in Germany

BackgroundWe examined the association of depressive symptoms with subsequent events – and duration thereof – of work nonparticipation (long-term sickness absence, unemployment and early retirement).MethodsWe employed a 5-year cohort from the Study on Mental Health at Work (S-MGA), based on a random sample of employees subject to social contributions aged 31–60 years in 2012 (N = 2413). Depressive symptoms were assessed at baseline through questionnaires, while work nonparticipation was recorded in follow-up interviews. Associations of depressive symptoms with subsequent events of work nonparticipation were examined in two-part models, with events analysed by logistic regressions and their duration by generalized linear models.ResultsMedium to severe depressive symptoms were associated with events of work nonparticipation (males Odds Ratio [OR] = 3.22; 95% CI = 1.90–5.45; females OR = 1.92; 95% CI = 1.29–2.87), especially with events of long-term sickness absence in both genders and events of unemployment in males. Mild depressive symptoms were also associated with events of work nonparticipation (males OR = 1.59; 95% CI = 1.19–2.11; females OR = 1.42; 95% CI = 1.10–1.84). Among those experiencing one or more events, the duration of total work nonparticipation was twice as high among males [Exp(β) = 2.06; 95% CI = 1.53–2.78] and about one third higher [Exp(β) = 1.38; 95% CI = 1.05–1.83] among females with medium to severe depressive symptoms.ConclusionsThe present study focuses on both events and duration of work nonparticipation, which are both critical for examining societal consequences of depressive symptoms. It is key to regard also mild depressive symptoms as a possible risk factor and to include different types of work nonparticipation.

Is the success of working from home a matter of configuration? – a comparison between the USA and Germany using PLS-SEM

Purpose The world of work is constantly changing. The COVID-19 pandemic has reinforced working from home, and there is an increasing demand for flexibility regarding the workplace. There is little empirical evidence on the mechanisms and factors that influence employee outcomes, such as productivity and turnover intention, at the workplace and at home. In addition, it is unclear whether the workplace characteristics that influence employee outcomes vary between different nations due to country-specific circumstances. The paper aims to address these two issues. Design/methodology/approach The research model applied in this study is based on the job demands-resources (JD-R) and environmental demands-resources models using German (n = 429) and USA (n = 507) survey samples. Partial least squares structural equation modelling is used to analyse the influence of workplace characteristics (isolation, family–work interference, equipment/facilities and skill variety) on employee outcomes (satisfaction, burnout, productivity and turnover intention). Additionally, a multi-group analysis is used to explore group differences in the factors influencing satisfaction, burnout, productivity and turnover intention between employees in Germany and the USA. Findings The results reveal that significant determinants of productivity and turnover intention include isolation, family–work interference, equipment/facilities and skill variety. Isolation and equipment/facilities are identified as the most important demands and resources of the home workplace. Some significant differences are found between Germany and the USA. The positive effect of isolation on burnout is significantly stronger in the USA than in Germany, whereas the positive effect of family–work inference on burnout is stronger in Germany than in the USA. The negative effects visible for the relations between burnout and satisfaction, and satisfaction and turnover intention are stronger in Germany than in the USA. The positive effect of burnout on turnover intention is stronger in the USA compared to Germany. Originality/value The study adds empirical evidence to the JD-R theory by analysing the influence of the home workplace characteristics on employee outcomes in different countries for the first time using a multi-group analysis. In addition, the study reveals new insights into the differences between the knowledge workforces in Germany and the USA by uncovering how key factors influence employee outcomes such as productivity and turnover intention, partially carried by varying length of experience in work from home between both of these countries. Insights from this study can support corporate real estate managers to make better decisions on the design of employees’ home workplaces and the integration of work from home into the company’s workspace concept.

Health and work: regional health reporting on employees in Germany

The vast majority of people work a large part of their live, therefore work inevitably has a major impact on health as well. In Germany, great efforts are made to improve health and well-being in the occupational context. To support this, the evaluation of health data especially from employees is one the main scopes in health reporting of the Federal Association of Company Health Insurance Funds (BKK Dachverband). These results are made available to the interested public via various publication channels, including interactive online diagrams. Data from the areas of incapacity to work, outpatient and inpatient care as well as drug prescriptions are applied. Due to the in large parts identically structured representations, comparisons across health care system sectors are also possible. The aim of this article is to describe the provided regional health care data of employees with focus on the interactive data provision, to show by example particularities in single sources and across sources. From this the impact of work as well as workplace health promotion on the health of employees and, in a broader sense, the quality of health care in Germany can be derived.

What employees perceive as personal communication: results of a Q study on internal communication

PurposeEngaging with stakeholders in “a personal, intimate way” (Men and Tsai, 2016, p. 932) or “includ[ing] the ‘personal touch’” (Kent and Taylor, 1998, p. 323) is often seen as desirable in internal communication management. While the importance of personal communication is undisputed from the perspectives of internal communication, its communicators, and from internal stakeholders, this is not true when it comes to the dimensions and characteristics that constitute an experience of communication as feeling personal. The present study aims to explore what makes communication personal from the employees' perspective.Design/methodology/approachThe study used the Q methodology and Q method, thus focusing on an individual's subjective perspective. The Q methodology was implemented in the form of a Q-sort survey exploring the perceptions of 32 German employees (selected from a representative cross-section of 400 employees in Germany, using a balanced-block design to maximize heterogeneity).FindingsThe results show that while direct and dyadic communication is often perceived as personal, many other dimensions and characteristics are also considered “personal” in both the literature and based on stakeholder perceptions. The Q-sort survey revealed four perception types whose perceptions of communication as “personal” vary widely, with all these types rejecting non-human communicators.Originality/valueThis study contributes to the limited understanding of employees' perceptions of internal communication as “personal.” It shows how the Q methodology and Q method—a rarely used perspective—can complement existing theoretical and empirical research on internal communication. For internal communication management, the findings show that a “one-size-fits-all” approach must be questioned and that a communication team's involvement in personal communication can have negative consequences.

“Digital Taylorism” for some, “digital self-determination” for others? Inequality in job autonomy across different task domains

Abstract In interdisciplinary debates, it is often assumed that changes in job autonomy in the course of digitalisation will be similar for all employees, even across task domains. Some authors postulate the emergence of a “digital Taylorism”, while others suggest that the digital transformation enables more “digital self-determination”. Based on a large-scale survey of employees in Germany, this article quantitatively examines both assumptions, with a particular focus on possible differences across job tasks. The results point to a systematic inequality between the task domains considered: Knowledge-related tasks seem to be associated with increased “digital self-determination”, while the results for manufacturing and service tasks tend towards a pattern of “digital Taylorism”. Overall, the debate needs to go beyond discussing possible future scenarios and address the complex links between job quality, digital technologies and tasks that are already changing the world of work today.

A longitudinal perspective on the interplay of job demands and destructive leadership on employees’ work ability in Germany

PurposeWork ability as a predictor of early retirement or lengthy/frequent sick leaves becomes more and more relevant due to the demographic change. Therefore, factors, which affect employees’ work ability, need to be further examined with a theoretical base. According to Karasek’s job demands–control (JDC) model, high job demands and low control are related to poor employee health. The subsequent job demands–control support (JDCS) model proposed that a lack of support, also from leaders, has a negative impact on health indicators. This article looked at whether destructive leadership reinforces the negative influence of high job demands on employees’ work ability.MethodsWe used the BAuA Working Time Survey waves 2015, 2017, and 2019 (BAuA-WTS), which are representative of employees in Germany. Our data set covers 2448 respondents, who took part in all three waves. Central to the analyses were the variables job demands, control, destructive leadership, and work ability.ResultsResults from pooled ordinary least squares (OLS) and fixed effect (FE) models revealed that job demands influenced work ability negatively, whereas neither control by the employee nor the interaction of job demands and control was significant regarding effecting work ability in the FE models. Destructive leadership exerted a negative effect on work ability and moderated job demands significantly in the FE models meaning a further decrease in work ability.ConclusionLeadership behavior should be further examined as an important factor for work ability.

Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy

Worldwide, governments have introduced novel information and communication technologies (ICTs) for policy formulation and service delivery, radically changing the working environment of government employees. Following the debate on work stress and particularly on technostress, we argue that the use of ICTs triggers “digital overload” that decreases government employees’ job satisfaction via inhibiting their job autonomy. Contrary to prior research, we consider job autonomy as a consequence rather than a determinant of digital overload, because ICT-use accelerates work routines and interruptions and eventually diminishes employees’ freedom to decide how to work. Based on novel survey data from government employees in Germany, Italy, and Norway, our structural equation modeling (SEM) confirms a significant negative effect of digital overload on job autonomy. More importantly, job autonomy partially mediates the negative relationship between digital overload and job satisfaction, pointing to the importance of studying the micro-foundations of ICT-use in the public sector.