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(Deutsch) Ausgewählte Artikel

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Ideal- and counter-ideal values as two distinct forces: Exploring a gap in organizational value research

Van Quaquebeke, N., Graf, M.M., Kerschreiter, R., Schuh, S.C., & Van Dick, R. (in press).

(Deutsch) Motives and values at work have long been key topics of business and management studies. In a focused review of the literature on the nature of human values, we identify a disconnect with the literature on human motivation despite the otherwise inherent relatedness of the two fields...

Authenticity, employee silence, prohibitive voice, and the moderating role of organizational identification

Knoll, M., & Van Dick, R. (in press).

(Deutsch) Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely, employee silence and prohibitive voice...

Gender differences in leadership role occupancy: The mediating role of power motivation

Schuh, S.C., Hernandez Bark, A., van Quaquebeke, N., Hossiep, R., Frieg, P., & Van Dick, R. (in press).

(Deutsch) Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality...

Getting everyone on board: The effect of differentiated transformational leadership by CEOs on top management team effectiveness and leader-rated firm performance

Zhang, X-a., Li, N., Ullrich, J., & Van Dick, R. (in press).

(Deutsch) Drawing upon the principles of upper echelons theory and team leadership research andusing 101 subsidiary TMTs, our study revealed that subsidiary CEO transformational leadership that was focused evenly on every top management team (TMT) member increased team effectiveness and firm performance, whereas leadership that differentiated among individual members decreased both outcomes. By differentiating the amount of individual consideration and intellectual stimulation across TMT members, CEOs unintentionally disrupted the team’s dynamics (team potency), ultimately reducing team effectiveness and subsidiary firm performance ratings...

"We" are not stressed: Social identity in groups buffers neuroendocrine stress reactions

Häusser, J.A., Kattenstroth, M., Van Dick, R. & Mojzisch, A. (in press).
Journal of Experimental Social Psychology

(Deutsch) The presence of others in threatening situations can be a mixed blessing since it is not always perceived as supportive but can also impair well-being. Building on social identity theory, we tested the idea that the presence of others only has a buffering effect on neuroendocrine stress reactions if a sense of shared social identity is evoked...

Individual and group level effects of social identification on workplace bullying

Escartin, J., Ullrich, J., Zapf, D., Schlüter, E., & Van Dick, R. (2013).
European Journal of Work and Organizational Psychology

(Deutsch) A study of 494 employees nested in workgroups from 19 diferent organizations revealed group identification to be an important factor inﬂuencing work-related bullying at both the individual and the group level. Results show that the more employees identified with their group, the less likely they were victims of bullying, which is in line with previous social identity-based analyses of work stress...

Within-person Variation in Affective Commitment to Teams: Where It Comes From and Why It Matters

Becker, T. F., Ullrich, J. & Van Dick, R. (2013).
Human Resource Management Review

(Deutsch) Teamwork is crucial to organizational success and commitment to teams is an important predictor of team-related behaviors. However, theorists and researchers have typically assumed that commitment levels are generally stable within-persons, increasing or decreasing as a result of substantial organizational changes...

Is an outgroup member in need a friend indeed? Personal and task-oriented contact as predictors of intergroup prosocial behavior

Koschate, M.J., Oethinger, S., Kuchenbrandt, D., & Van Dick, R. (2012).

(Deutsch) Intergroup contact, particularly close personal contact, has been shown to improve intergroup relations, mainly by reducing negative attitudes and emotions toward outgroups. We argue that contact can also increase intergroup prosocial behavior...

For the good or the bad? Interactive effects of transformational leadership with moral and authoritarian leadership behaviors

Schuh, S.C., Zhang, X.-a., Tian, P. (2012).

(Deutsch) Although the ethical aspects of transformational leadership have attracted considerable attention, very little is known about followers' reactions to the moral and immoral conduct of transformational leaders. Against this background, the current study examined whether and how transformational leadership interacts with moral and authoritarian leadership behaviors in predicting followers’ in-role and extra-role efforts...

Towards understanding the role of organizational identification in service settings: A multilevel, multisource study.

Schuh, S.C., Egold, N.W., & Van Dick, R. (2012).
European Journal of Work & Organizational Psychology

(Deutsch) Previous research has shown that organizational identification (OI) of leaders is positively related to employee OI and, in turn, linked to positive behaviours of employees towards the organization. In the present study, we argue that leader OI does not only affect variables at the employee level but, through its influence on employees, also contributes to important customer outcomes (i.e., customer satisfaction, customer loyalty, and customer recommendations)...

The downside of organizational identification: Relationships between identification, workaholism and well-being

Avanzi, L., van Dick, R., Fraccaroli, F., & Sarchielli, G. (2012).
Work & Stress

(Deutsch) Employee organizational identification has been proposed and found to be positively related to employee health and well-being. The empirical evidence, however, is not unequivocal, and some authors have suggested possible dark sides of identification...

Do I hear the whistle? A first attempt to measure four forms of employee silence and their correlates.

Knoll, M., & Van Dick, R. (2013).
Journal of Business Ethics

(Deutsch) Silence in organizations refers to a state in which employees refrain from calling attention to issues at work such as illegal or immoral practices or developments that violate personal, moral or legal standards. While Morrison and Milliken (2000) discussed how organizational silence as a top-down organizational level phenomenon can cause employees to remain silent, a bottom-up perspective – that is, how employee motives contribute to the occurrence and maintenance of silence in organizations – has not yet been given much research attention...

Leader and follower organizational identification: The mediating role of leader behavior and implications for follower OCB.

Schuh, S.C., Zhang, X.-A., Egold, N.W., Graf, M.M., Pandey, D., & Van Dick, R. (2012).
Journal of Occupational and Organizational Psychology

(Deutsch) The transfer model of organizational identification (OI) posits a trickle-down process of OI from leaders to followers. This, in turn, should foster employees’ willingness to engage in extra-role behaviour...

Getting Tuned in to Those Who Are Different: The Role of Empathy as Mediator between Diversity and Performance

Stegmann, S., Roberge, M.-E., & Van Dick, R. (2012).
Zeitschrift für Betriebswirtschaft

(Deutsch) We present a theoretical model on the processes that mediate and moderate the diversity-performance relationship. Past research on this topic – for example the categorization elaboration model (van Knippenberg et al., 2004) – has often focused on information elaboration as mediator...

I feel bad - We feel good? Emotions as a driver for personal and organizational identity and organizational identification as a resource for serving unfriendly customers.

Wegge, J., Schuh, S.C., & Van Dick, R. (2012).
Stress and Health

(Deutsch) The social identity approach is used to demonstrate how personal and organizational identity is affected by emotions at work and that organizational identification can function as a valuable resource in coping with stressors. We analysed data from an experiment with 96 call centre agents to investigate relationships between positive and negative emotions, identification and strain...

Opportunity, fair process and relationship value: Career development as a driver of proactive behavior

Crawshaw, J.R., Van Dick, R., & Brodbeck, F.C. (2012).
Human Resource Management Journal

(Deutsch) In line with recent findings from organisational justice theory, we hypothesised that employee proactive behaviour and careerist orientation is predicted by the interplay of perceived favourability of career development opportunities, the perceived fairness of the procedures used to decide them, and employee organisational commitment. Employees (N = 325) of a large financial services organisation responded to a self-completion questionnaire...

How Do Transformational Leaders Foster Positive Employee Outcomes? A Self-Determination Based Analysis of Employees’ Needs as Mediating Links

Kovjanic, S.*, Schuh, S.C.*, Jonas, K., Van Quaquebeke, N., & Van Dick, R. (2012).
Journal of Organizational Behavior. 

(Deutsch) Although followers’ needs are a central aspect of transformational leadership theory, little is known about their role as mediating mechanisms for this leadership style. The present research thus seeks to integrate and extend theorizing on transformational leadership and self-determination...

Do women behave more reciprocally than men? Gender differences in real effort dictator games

Heinz, M., Juranek, S., Rau, H. A., (2012).
Journal of Economic Behavior & Organization

(Deutsch) We analyze dictator allocation decisions in an experiment where the recipients have to earn the pot to be divided with a real-effort task. As the recipients move before the dictators, their effort decisions resemble the first move in a trust game...

The Relationship Between Leaders’ Group-Oriented Values and Follower Identification with and Endorsement of Leaders: The Moderating Role of Leaders’ Group Membership

Graf*, M.M., Schuh*, S.C., Van Quaquebeke, N., & Van Dick, R. (2012).
Journal of Business Ethics

(Deutsch) In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from a different social group than their followers)...

(Deutsch) Do women prefer longer conversations? Evidence of communication preferences from telephone use

Friebel G., Seabright P. (2011).
Journal of Economic Psychology.

Team Governance: Empowerment or Hierarchical Control

Friebel, G. & Schnedler, W. (2011).
Journal of Economic Behavior and Organization

We investigate the costs and benefits of managerial interventions with a team in which workers care to different degrees about output. We show that if there are complementarities in production and if the team manager has some information about team members, interventions by the manager may have destructive effects: they can distort how workers perceive their co-worker and may lead to a reduction of effort by those workers who care most about output...

Getting More Work for Nothing? Symbolic Awards and Worker Performance.

Kosfeld, M. & Neckermann, S. (2011).
American Economic Journal: Microeconomics

(Deutsch) We study the impact of status and social recognition on worker performance in a field experiment. In collaboration with an international non-governmental organization we hired students to work on a database project...

Conditional Cooperation and Costly Monitoring Explain Success in Forest Commons Management

Rustagi, D., Engel, S., & Kosfeld, M. (2010).
Science

(Deutsch) Recent evidence suggests that prosocial behaviors like conditional cooperation and costly norm enforcement can stabilize largescale cooperation for commons management. However, field evidence on the extent to which variation in these behaviors among actual commons users accounts for natural commons outcomes is altogether missing...

(Deutsch) Resource Allocation and Organizational Form

Friebel, G. & Raith, M. (2010).
American Economic Journal: Microeconomics

(Deutsch) We develop a theory of firm scope based on the benefits and costs of resource allocation within firms. Integrating two firms into one makes it possible to allocate by authority scarce resources that are costly to trade...

Two lighthouses to navigate: Effects of ideal and counter-ideal values on follower identification and satisfaction

Van Quaquebeke, N., Kerschreiter, R., Buxton, A.E., & Van Dick, R. (2010).
Journal of Business Ethics

(Deutsch) Ideals (or ideal values) help people to navigate in social life. They indicate at a very fundamental level what people are concerned about, what they strive for, and what they want to be affiliated with...

The role of job-related spatial mobility in constructing gender relations in society and in intimate relationships in Germany and Poland.

Hofmeister, H., Hünefeld, A. L. und Proch, C. (2010).
Zeitschrift für Familienforschung

(Deutsch) Der Artikel untersucht die Aufteilung von Hausarbeit und Kinderbetreuung auf Basis von Selbsteinschätzungen berufsbedingter räumlicher mobiler und nicht mobiler Befragter in Deutschland und Polen. Anhand von Daten des Projektes Job Mobility and Family Lives (2007) betrachten wir Personen, die mit ihrem Partner in einem Doppelverdiener-Haushalt leben...

Railroad (De)Regulation - A European Efficiency Comparison

Friebel, G., Ivaldi, M., & Vibes, C. (2010).
Economica

(Deutsch) We estimate the effects of reforms on railroad efficiency in Europe by using a new panel data covers most EU countries over a period of more than 20 years. A production frontier model finds efficiency increases when reforms such as third-party network access, introduction of an independent regulator, and vertical separation are implemented...

Fighting for Talent: Risk-shifting, Corporate Volatility, and Organizational Change

Friebel, G. & Giannetti, M. (2009).
Economic Journal

(Deutsch) We show that access to finance may affect firms through the labour market. Talented workers want to realise their ideas but also seek insurance against income risk...

A social identity perspective on leadership and employee creativity.

Hirst, G., Van Dick, R., & Van Knippenberg, D. (2009).
Journal of Organizational Behavior

(Deutsch) This research uses a social identity analysis to predict employee creativity. We hypothesized that team identification leads to greater employee creative performance, mediated by the individual's creative effort...

Institution Formation in Public Goods Games.

Kosfeld, M., Okada, A., & Riedl, A. (2009).
American Economic Review

(Deutsch) Sanctioning institutions are of utmost importance for overcoming free-riding tendencies and enforcing outcomes that maximize group welfare in social dilemma situations. We investigate, theoretically and experimentally, the endogenous formation of institutions in public goods provision...

Worker Self-Selection and the Profits from Cooperation.

Kosfeld, M. & von Siemens, F. (2009).
Journal of the European Economic Association

(Deutsch) We investigate a competitive labor market with team production. Workers differ in their motivation to exert team effort, and types are private information...

The role of leaders in internal marketing.

Wieseke, J., Ahearne, M., Lam, S.K., & Van Dick, R. (2009).
Journal of Marketing

(Deutsch) There is little empirical research on internal marketing despite its intuitive appeal and anecdotal accounts of its benefits. Adopting a social identity theory perspective, the authors propose that internal marketing is fundamentally a process in which leaders instill into followers a sense of oneness with the organization, formally known as “organizational identification” (OI)...

Substitutes for procedural fairness: Prototypical leaders are endorsed whether they are fair or not.

Ullrich, J., Christ, O., & Van Dick, R. (2009).
Journal of Applied Psychology

(Deutsch) This article extends research on leader procedural fairness as well as the social identity model of leadership effectiveness (SIMOL) by demonstrating that leader prototypicality can act as a substitute for procedural fairness. Although procedural fairness in general and voice in particular have been found to have a robust positive influence on leader endorsement, the authors showed in an experimental scenario study and a correlational field study that the influence of voice on leader endorsement is substantially reduced when leaders are perceived as prototypical for the group that they lead and followers are highly identified with their group...

Group diversity and group identification: The moderating role of diversity beliefs.

Van Dick, R., Van Knippenberg, D., Hägele, S., Guillaume, Y.R.F., & Brodbeck, F. (2008).
Human Relations

(Deutsch) Research on diversity in teams and organizations has revealed ambiguous results regarding the effects of group composition on workgroup performance. The categorization—elaboration model (van Knippenberg et al., 2004) accounts for this variety and proposes two different underlying processes...

Widening and Deepening: Reforming the European Union.

Berglof. E., Burkart, M., Friebel, G., & Paltseva, E. (2008).
American Economic Review (Papers and Proceedings)

(Deutsch) The European Union is the product of a unique institutional process: individual states, often with a history of belligerent relationships, have gradually given up ever more sovereignty to produce an increasing number of common goods, including the Single Market, a joint currency, and common policies. In the process, the Union has integrated increasingly diverse countries and achieved institutional progress beyond its borders...

Interactive effects of work group and organizational identitification on job satisfaction and extra-role behavior.

Van Dick, R., Van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008).
Journal of Vocational Behavior

(Deutsch) Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification...

The Dynamics of Neighbourhood Watch and Norm Enforcement.

Kosfeld, M. & Huck, S. (2007).
Economic Journal

(Deutsch) We propose a dynamic model of neighbourhood watch schemes. While the state chooses punishment levels, apprehension of criminals depends on the watchfulness of citizens...

Relationships between leader and follower organizational identification and implications for follower attitudes and behaviour

Van Dick, R., Hirst, G., Grojean, M.W., & Wieseke, J. (2007).
Journal of Occupational and Organizational Psychology

(Deutsch) We present a multi-sample multi-level approach that examines the link between leader and follower organizational identification, and follower attitudes. Study 1 comprises 367 school teachers and 60 head teachers in Germany...

The Hidden Cost of Control

Kosfeld, M. & Falk, A. (2006).
American Economic Review

(Deutsch) We analyze the consequences of control on motivation in an experimental principalagent game, where the principal can control the agent by implementing a minimum performance requirement before the agent chooses a productive activity. Our results show that control entails hidden costs since most agents reduce their performance as a response to the principal’s controlling decision...

Late 20th century persistence and decline of the female homemaker in Germany and the United States

Grunow, D., Hofmeister, H. und Buchholz, S. (2006).
International Sociology

(Deutsch) The article compares changes in West German and American women's mid-career job exits and re-entries and introduces an innovative event-history model to compare mobility across three decades using 1940s and 1950s birth cohorts from the German Life History Study and the US National Longitudinal Survey of Young Women. Processes by which transitions through parenthood and marriage impact women's labour market participation vary by country and cohort, evidence that changing gender relations, norms and institutions provide unique options and restrictions for women's family and career trajectories...

Boundary spanners’ identification, intergroup contact and effective intergroup relations

Richter, A., West, M.A., Van Dick, R., & Dawson, J.F. (2006).
Academy of Management Journal

(Deutsch) We examined the relationship between group boundary spanners' work group identification and effective (i. E...

Smuggling Humans: A Theory of Debt-Financed Migration

Friebel, G. & Guriev, S. (2006).
Journal of the European Economic Association

(Deutsch) We introduce financial constraints in a theoretical analysis of illegal immigration. Intermediaries finance the migration costs of wealth-constrained migrants, who enter temporary servitude contracts to pay back the debt...

Attaching Workers Through In-kind Payments: Theory and Evidence from Russia"

Friebel, G. & Guriev, S. (2005).
The World Bank Economic Review

(Deutsch) External shocks may cause a decline in the productivity of fixed capital in certain regions of an economy. Exogenous obstacles to migration make it hard for workers in those regions to reallocate to more prosperous regions...

Geographic Mobility of Couples in the United States: Relocation and Commuting Trends

Hofmeister, H. (2005).
Zeitschrift für Familienforschung

(Deutsch) I propose that the rising number of dual-earner couples in the United States impacts the trend toward declining residential mobility and rising commute times. I describe these mobility trends in the United States, first relocation trends and then daily commuting trends...

It's not only clients: Studying emotion work with clients and co-workers with an event-sampling approach

Tschan, F., Rochat, S., & Zapf, D. (2005).
Journal of Occupational and Organizational Psychology

(Deutsch) A group of 78 young employees in service and non-service professions reported 848 task related interactions at work over 1 week using a variant of the Rochester Interaction Record which measured emotion work requirements, emotional dissonance, and deviance. Multi-level analyses showed that dissonance was more likely in interactions with customers, whereas deviance, that is, the violation of display rules by acting out one’s felt emotion, was more likely in co-worker interactions.Well-being in the interaction was lower (a) for interactions with emotion work requirements, (b) for dissonance, even after controlling for felt negative emotions, and (c) for deviance...

Neuroeconomic Foundations of Trust and Social Preferences

Fehr, E., Fischbacher, U., & Kosfeld, M. (2005).
American Economic Review (Papers & Proceedings)

Oxytocin Increases Trust in Humans

Kosfeld, M., Heinrichs, M., Zak, P. J., Fischbacher, U., and Fehr, E. (2005).
Nature

(Deutsch) Trust pervades human societies. Trust is indispensable in friendship, love, families and organizations, and plays a key role in economic exchange and politics...

A Positive Theory of "Give-away" Privatization"

Debande, O. & Friebel, G. (2004).
International Journal of Industrial Organization

(Deutsch) We make a first step towards a positive theory of privatization, in a framework similar to the one of Shleifer and Vishny’s “Politicians and Firms” (QJE, 1994). In our model, a government may want to privatize because privatization can provide managers with stronger incentives to exert effort, and more managerial effort may help to maintain jobs that otherwise would be destroyed...

Abuse of Authority and Hierarchical Communication

Friebel, G. & Raith, M. (2004).
The Rand Journal of Economics

(Deutsch) If managers and their subordinates have the same basic qualifications, organizations can benefit from replacing unproductive superiors with more productive subordinates. This threat may induce superiors to deliberately recruit unproductive subordinates, or abuse their personnel authority in other ways, to protect themselves...

Role of perceived importance in intergroup contact

Van Dick, R., Wagner, U., Pettigrew, T.F., Christ, O., Wolf, C., Petzel, T., Smith Castro, V., & Jackson, J.S. (2004).
Journal of Personality and Social Psychology

(Deutsch) Furthering Allport's (1954) contentions for optimal contact, the authors introduce a new construct: the perceived importance of contact. They propose that perceived importance is the best proximal predictor of contact's reduction of prejudice...

Customer-related social stressors and burnout

Dormann, C., & Zapf, D. (2004).
Journal of Occupational Health Psychology

(Deutsch) Assesses the various forms of customer-related social stressors in different service jobs. Causes of burnout; Aspects of service work; Demonstration of the casual effects of social stressors on strains in longitudinal analysis....

Social Stressors at Work, Irritation, and Depressive Symptoms: Accounting for Unmeasured Third Variables in a Multi-Wave Study

Dormann, C., & Zapf, D. (2002).
Journal of Occupational and Organizational Psychology

(Deutsch) This article investigates the relationship between social stressors, comprising conflicts with co-workers and supervisors and social animosities at work, irritation and depressive symptoms. It is argued that only a few mediation hypotheses have been investigated in organizational stress research...

Why negative affectivity should not be controlled in job stress research: Don't throw out the baby with the bath water

Spector, P. E., Zapf, D., Chen, P. Y., & Frese, M. (2000).
Journal of Organizational Behavior

(Deutsch) In 1987 Watson, Pennebaker, and Folger wrote an influential paper in which they noted the potential importance of negative affectivity (NA) in job stress research, going so far as to suggest the provocative hypothesis that NA biased self-reports of most job stressors (and other measures of work conditions) and job strains. A number of concerned researchers, noting correlations between NA and other variables, have recommended that we statistically control for NA bias in general stress (McCrae, 1990) and job stress (e.g., Brief et al., 1988; Payne, 1988) studies with some form of partialling...

Social Support, Social Stressors at Work and Depression: Testing for Moderating Effects with Structural Equations in a 3-wave Longitudinal Study

Dormann, C., & Zapf, D. (1999).
Journal of Applied Psychology

(Deutsch) This study investigated the moderating effects of social support by supervisors and colleagues relative to social stressors at work and depressive symptoms using a structural equations approach in a 9-wave longitudinal study over 1 year. The analyses were based on a randomly drawn sample (N = 543) of citizens in the area around Dresden in the former East Germany...

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