Embracing uncertainty: Individual differences and contextual influences that affect the regulation of uncertainty at work
EMBARGOED UNTIL 2028-09-16
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Date
2025
Publication Type
Doctoral Thesis
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yes
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EMBARGOED UNTIL 2028-09-16
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Abstract
Contemporary work environments are predicated on uncertainty, which has driven decades of research on how individuals manage uncertainty at work. A core focus has been on how individuals can reduce uncertainty—for instance, by seeking feedback. Recent theoretical advancements, however, have incorporated a more holistic perspective: The theory of uncertainty regulation suggests that individuals compare uncertainty in their environment to a preferred level, and regulate uncertainty by reducing or increasing it. Yet, consensus remains limited regarding what constitutes individual differences that drive this appraisal. This thesis explores how uncertainty-related individual differences are constituted and how individuals respond to uncertainty at work, particularly by seeking feedback. The dissertation comprises three scientific papers. The first paper studies feedback seeking and uncertainty longitudinally (N = 1,496). The results confirm a suggested negative between-person effect, but no within-person effects, stressing the relevance of individual differences in the perception of uncertainty. The second paper reviews seven uncertainty-related individual differences. The review identifies their similarities and differences, and organizes uncertainty across three dimensions. The third paper develops a measure of uncertainty mindset, which suggests that individuals form beliefs about uncertainty as enabling or disabling in the domain of work and life. The results of the three studies (N = 1,385) support a four-factor structure, and the scale is distinguishable from those on other individual differences and mindsets, and generalizes cross-nationally. The overall findings of this thesis underscore the relevance of uncertainty-related individual differences in understanding uncertainty at work and beyond, and suggest limitations of uncertainty reduction theory in the study of feedback seeking. The discussion encourages further research in this area by leveraging uncertainty regulation theory for interventions, and suggests that practitioners foster training at work to embrace uncertainty.
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published
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Examiner : Grote, Gudela
Examiner: Magni, Federico
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ETH Zurich
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03356 - Grote, Gudela / Grote, Gudela
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207691 - When more uncertainty is better: Interventions for promoting effective uncertainty regulation at work (SNF)