Katarzyna Adamska

Adamska, Katarzyna; Solberg, Elizabeth Anne & Wong, Sut I (2025)

On digital mindset: How our beliefs can shape perceptions of and responses to digital change

Humanizing the Digital Workspace: Creativity, Innovation and Leadership in the Age of Technology, Doi: https://doi.org/10.1007/978-3-031-76902-3

Solberg, Elizabeth; Adamska, Katarzyna, Wong, Sut I & Traavik, Laura E. Mercer (2022)

When managers believe technological ability is fixed

Human Resource Management Journal, , s. 1-18. Doi: https://doi.org/10.1111/1748-8583.12478 - Full text in research archive

Drawing from mindset theory, we predict that managers' fixed mindset about technological ability (FM-TA) will negatively influence the developmental support they provide to their employees and, in turn, their employees' engagement in digitalisation initiatives. Further, we predict that managers' FM-TA will have a disproportionate negative influence on female employees for whom negative stereotypes about technological ability exist. We test our hypotheses with two-wave field study data collected from 88 managers and 185 employees working in a Nordic banking institution. We find that managers' FM-TA relates negatively to their employees' experienced developmental support, and, in turn, their employees' efforts to approach new technology. Furthermore, our findings indicate that this negative, indirect relationship is more pronounced for female employees (estimate = −0.116, standard error [SE] = 0.052, p = 0.026) than male employees (estimate = −0.048, SE = 0.027, p = 0.071), although the interaction term (managers' FM-TA × employee gender) was not significant at the 95 percent confidence level (estimate = −0.266, SE = 0.0141, p = 0.058). Our study provides greater insight into the human resource management issues managers might have fostering employee engagement and inclusion in the digitalised workplace.

Caniëls, Marjolein C.J.; Adamska, Katarzyna, Oortmerssen, Lise A. van & Assen, Marcel F. van (2021)

Set your mind on it: The mediating role of mindset in the relationship between a learning-from-error climate and work-related flow

Current Psychology, Doi: https://doi.org/10.1007/s12144-021-01572-3 - Full text in research archive

This study aims to investigate whether and how a learning-from-error climate is associated with work-related flow experiences by employees. Drawing on the tenets of Job Demands-Resources theory, we propose that this relationship is mediated by a work-related growth mindset. The study tests a mediation model by conducting structural equations modelling. Data were gathered in two waves from 159 employees within a Dutch financial organization. Results demonstrate that work-related mindset significantly mediates the relationship between a learning-from-error climate and work-related flow. In this study, we address the call for studies that empirically assess the influence of organizational climate on work-related flow in a multiwave study design. Specifically, we highlight the relevance of understanding how individual dispositions can shape the effects of a learning-from-error climate on work-related flow.

Solberg, Elizabeth Anne; Adamska, Katarzyna, Wong, Sut I & Traavik, Laura E. Mercer (2024)

Managers with a fixed mindset about technological ability help employees less

[Professional Article]. LSE Business Review,

Birkeland, Ide Katrine; Adamska, Katarzyna & Naustdal, Sissel (2017)

Increasing Students’ Growth Mindsets – the Role of the Teacher in a Digital Intervention

[Conference Lecture]. Event