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• Profile
  • About CLBO
  • Board of Directors
    • Prof. Dr. Rolf van Dick
    • Prof. Guido Friebel, PhD
    • Prof. Heather Hofmeister, PhD
    • Dr. Antonia Kaluza
    • Prof. Dr. Michael Kosfeld
    • Prof. Dr. Dieter Zapf
  • Associates
    • Kevin Bauer
    • Dr. Eva Bracht
    • Dr. Stephan Braun
    • Julian Detemple
    • Dr. Jordi Escartín
    • Dr. Markus Eyting
    • Jakob Famulok
    • Louisa Fink
    • Prof. Dr. Andrej Gill
    • Prof. Dr. Laura von Gilsa
    • Dorian Hartlaub
    • Dr. Alina Hernandez Bark
    • Sara Herrmann
    • Dr. Florian Hett
    • Dr. Nina Junker
    • Prof. Dr. Rudolf Kerschreiter
    • Marcel Kern
    • Benedikt Kratzer
    • Stefanie Marx
    • Dr. Lucas Monzani
    • Dr. Sebastian Schäfer
    • Mario Scharfbillig
    • Miriam Scheppa-Lahyani
    • Patrick Schneider
    • Swana Schuchmann
    • Dr. Sebastian C. Schuh
    • Walter Matthias Schröder
    • Sonja Settele
    • Zahra Sharafi-Avarzaman
    • Paul Sinzig
    • Prof. Dr. Ferdinand von Siemens
    • Maíra Sontag González
    • Kai Trumpold
    • Louisa Theisges
    • Tristan Stahl
    • Anna Winkler
  • Alumni
    • Anna Lisa Aydin
    • Tomás Cano
    • Lena Beitler
    • Aljoscha Dreisörner
    • Prof. Dr. Diana Boer
    • Dr. Dr. Frank Drzensky
    • Luise Erfurth
    • Dr. Leonie Gerhards
    • Anne Göttert
    • Dr. Friedericke Hardering
    • Prof. Dr. Matthias Heinz
    • Dr. Daniel Herbold
    • Lena Hünefeld
    • Dr. Anne-Kathrin Kronberg
    • Dr. Miriam Krüger
    • Shuang Liang
    • Prof. Anoush Margaryan
    • Celina Proch
    • Matthias Revers, Ph.D.
    • Dr. Sebastian Stegmann
    • Alba María Vázquez López
  • Administration
  • Sponsors
  • Partner institutes
• Research
  • Selected articles
    • Do leaders condone unethical pro-organizational employee behaviors? The complex interplay between leader organizational identification and moral disengagement
    • When and How Health-Oriented Leadership Relates to Employee Well-Being – the Role of Expectations, Self-care, and LMX
    • Creativity in Non-routine Jobs: The Role of Transformational Leadership and Organizational Identification
    • Multiple organizational identities and change in ambivalence: The case of a chinese acquisition in Europe
    • Does work engagement exhaust? Investigating the longitudinal relationship between work engagement and exhaustion using latent growth modeling
    • Unlocking the performance potential of functionally diverse teams: The paradoxical role of leader mood
    • The how and the when of the social cure: A conceptual model of group- and individual-level mechanisms linking social identity to health and well-being
    • When “I” becomes “we”, even “illness” turns to “wellness”: Why group life is important for our health.
    • Resilient aus der kollektiven Krise: Wie Organisationen von Individuen und Nationen lernen können
    • The relationship among the components of self-compassion: A pilot study using a compassionate writing intervention to enhance self-kindness, common humanity, and mindfulness
    • Too-Much-of-a-Good-Thing? The curvilinear relation between identification, overcommitment, and employee well-being
    • How do leaders’ perceptions of organizational health climate shape employee exhaustion and engagement? Toward a cascading-effects model
    • Death becomes us! Rethinking leadership charisma as a social inference
    • Resilient aus der Krise: Wie Organisationen von Individuen und Nationen lernen können
    • Authoritarian leadership, organizational citizenship behavior, and organizational deviance: Curvilinear Relationships
    • Congruence in preferences and expectations of work-family role management: Operationalization and the relation with work-family balance and spousal support
    • Ambivalent identification as a moderator of the link between organizational identification and counterproductive work behaviors
    • Leadership Behaviour and Leader Self-Reported Well-being: A Review, Integration and Meta-Analytic Examination
    • Authoritarian Leadership, Organizational Citizenship Behavior, and Organizational Deviance: Curvilinear Relationships
    • Getting older and living up to implicit followership theories: Implications for employee psychological health and job attitudes
    • Impact of immunosuppression on executive functioning after pediatric liver transplantation. An observational cohort study
    • Coping in the final frontier: An intervention to reduce spaceflight-induced stress
    • Beyond one work day? A daily diary study on causal and reverse effects between experienced workplace incivility and behaving rude towards others
    • Construct validity and population-based norms of the German Brief Resilience Scale (BRS)
    • Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohibitive Voice
    • Exploring the mechanisms underlying the social identity – ill-health link: Longitudinal and experimental evidence
    • Identity, importance, and their roles in how corporate social responsibility affects workplace attitudes and behavior
    • Attributions of leaders’ charisma increase after their death: the mediating role of identity leadership and identity fusion
    • Identity and Stress: An application of the expanded model of organizational identification in predicting strain at work
    • Psychosocial outcomes and resilience after paediatric liver transplantation in young adults
    • Change Leadership – Warum es sich auszahlt…
    • Exploring the social context of self-leadership—Self-Leadership-Culture
    • A Matter of Time? Challenging and hindering effects of time pressure on work engagement
    • Identity leadership going global: Validation of the Identity Leadership Inventory across 20 countries
    • Age stereotypes in distributed software development: The impact of culture on age-related performance expectations
    • How to mobilize social support against workload and burnout: The role of organizational identification.
    • Die Kontakthypothese: Wie Kontakt Vorurteile reduzieren und die Integration Geflüchteter fördern kann
    • Fremder oder Freund? Unter welchen Umständen sich der Kontakt zwischen Deutschen und Geflüchteten positiv auf das Zusammenleben auswirken kann.
    • Team incentives and performance: Evidence from a retail chain
    • Are you really doing good things in your boss’s eyes? Interactive effects of subordinate innovative behavior and leader-member-exchange on supervisor ratings of job performance
    • Age stereotypes in agile software development – an empirical study on performance expectations
    • Think manager – think male, think follower – think female: Gender bias in implicit followership theories.
    • The impact of a lasting economic crisis on employee attitudes: A follow-up and extension.
    • Dying for Charisma: Human inspirational appeal increases post-mortem.
    • Beyond pleasure and pain: Observations on real-life facial expressions during extreme emotions
    • Current prescriptions of men and women in differing occupational gender roles
    • Reducing age stereotypes in software development: The effects of awareness- and cooperation-based diversity interventions
    • The social identity approach to effective leadership: An overview and some ideas on cross-cultural generalizability
    • A meta-analytic review of social identification and health in organizational contexts
    • It takes two (or three) to tango: The interactive effect of authentic leadership and organizational identification on employee silence intentions.
    • Who Leads More and Why? A Mediation Model from Gender to Leadership Role Occupancy.
    • Mixed feelings, mixed blessing? How ambivalence in organizational identification relates to employees’ regulatory focus and citizenship behaviors.
    • Organizational Identification and “Currencies of Exchange”: Integrating Social Identity and Social Exchange Perspectives
    • The ideal and the counter-ideal follower –Advancing implicit followership theories
    • Disaggregating within- and between-person effects of social identification on subjective and endocrinological stress reactions in a real-life stress situation.
    • Getting everyone on board: The effect of differentiated transformational leadership by CEOs on top management team effectiveness and leader-rated firm performance
    • Goodbye or identify: Detrimental effects of downsizing on identification and survivor performance
    • Sinnvolle Arbeit ist identitätsstiftend – Zur Bedeutung der sozialen Identifikation als Wirkmechanismus zwischen Bedeutsamkeit der Aufgabe und Arbeitseinstellungen
    • The Hidden Costs of Downsizing
    • The role of outgroups in constructing a shared identity: a longitudinal study of a subsidiary merger in Mexico
    • Media slant against foreign owners: Downsizing
    • Emails from the boss – curse or blessing? Relations between communication channels, leader evaluation and employees’ attitudes
    • Why Does Organizational Identification Relate to Reduced Employee Burnout? The Mediating Influence of Social Support and Collective Efficacy
    • Being ‘Of the Group’ and ‘For the Group’: How Followership is Shaped by Leaders’ Prototypicality and Group Identification
    • Leader Punishment and Cooperation in Groups: Experimental Field Evidence from Commons Management in Ethiopia
    • The synergistic effect of prototypicality and authenticity in the relation between leaders’ gender and their organizational identification
    • Gesundheitsfalle Überidentifikation: Gut gemeint bedeutet nicht gut gemacht
    • Making support work: The interplay between social support and social identity
    • Gender and leadership in Spain: A systematic review of some key aspects
    • Who shall I trust? Trust as a mediator between identity salience and cooperative behavior
    • Ideal- and counter-ideal values as two distinct forces: Exploring a gap in organizational value research
    • Leaders enhance team members’ health and well-being by crafting social identity
    • Economic crisis and the employee: The effects of economic crisis on employee job satisfaction, commitment, and self-regulation
    • Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions
    • Pro-social missions and worker motivation: An experimental study
    • Can you trust the good guys? Trust within and between groups with different missions
    • Gender differences in leadership role occupancy: The mediating role of power motivation
    • Loafing in the digital age: The role of computer mediated communication in the relation between perceived loafing and group affective outcomes
    • Leaders enhance team members’ health and well-being by crafting social identity
    • More than music! A longitudinal test of the contact hypothesis in German-Polish music encounters
    • Focusing on the bright tomorrow? The role of projected continuity for post-merger identification in dominant and subordinate merging organizations
    • Corporate social responsibility and organizational commitment: The moderating role of individuals’ attitudes to CSR
    • “We” are not stressed: Social identity in groups buffers neuroendocrine stress reactions
    • Xenophobic attacks, migration intentions, and networks: evidence from the South of Africa
    • Quantifying the effects of a resocialization project for prisoners – The resocialization project “MS Carmen”
    • Authenticity, employee silence, prohibitive voice, and the moderating role of organizational identification
    • Individual and group level effects of social identification on workplace bullying
    • Within-person Variation in Affective Commitment to Teams: Where It Comes From and Why It Matters
    • Is an outgroup member in need a friend indeed? Personal and task-oriented contact as predictors of intergroup prosocial behavior
    • For the good or the bad? Interactive effects of transformational leadership with moral and authoritarian leadership behaviors
    • Towards understanding the role of organizational identification in service settings: A multilevel, multisource study.
    • Club-in-the-club: Reform under unanimity
    • The downside of organizational identification: Relationships between identification, workaholism and well-being
    • Do I hear the whistle? A first attempt to measure four forms of employee silence and their correlates.
    • Leader and follower organizational identification: The mediating role of leader behavior and implications for follower OCB.
    • Getting Tuned in to Those Who Are Different: The Role of Empathy as Mediator between Diversity and Performance
    • 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.
    • It’s All About Connections: Evidence on Network Formation
    • Whistle-Blowing and Incentives in Firms
    • Opportunity, fair process and relationship value: Career development as a driver of proactive behavior
    • How Do Transformational Leaders Foster Positive Employee Outcomes? A Self-Determination Based Analysis of Employees’ Needs as Mediating Links
    • Do women behave more reciprocally than men? Gender differences in real effort dictator games
    • The Relationship Between Leaders’ Group-Oriented Values and Follower Identification with and Endorsement of Leaders: The Moderating Role of Leaders’ Group Membership
    • Competition, cooperation, and corporate culture
    • Getting More Work for Nothing? Symbolic Awards and Worker Performance.
    • Team Governance: Empowerment or Hierarchical Control
    • Conditional Cooperation and Costly Monitoring Explain Success in Forest Commons Management
    • The role of job-related spatial mobility in constructing gender relations in society and in intimate relationships in Germany and Poland.
    • Two lighthouses to navigate: Effects of ideal and counter-ideal values on follower identification and satisfaction
    • Railroad (De)Regulation – A European Efficiency Comparison
    • Fighting for Talent: Risk-shifting, Corporate Volatility, and Organizational Change
    • A social identity perspective on leadership and employee creativity.
    • Institution Formation in Public Goods Games.
    • Worker Self-Selection and the Profits from Cooperation.
    • The role of leaders in internal marketing.
    • Substitutes for procedural fairness: Prototypical leaders are endorsed whether they are fair or not.
    • Group diversity and group identification: The moderating role of diversity beliefs.
    • Widening and Deepening: Reforming the European Union.
    • Interactive effects of work group and organizational identitification on job satisfaction and extra-role behavior.
    • The Dynamics of Neighbourhood Watch and Norm Enforcement.
    • Relationships between leader and follower organizational identification and implications for follower attitudes and behaviour
    • Late 20th century persistence and decline of the female homemaker in Germany and the United States
    • The Hidden Cost of Control
    • Boundary spanners’ identification, intergroup contact and effective intergroup relations
    • Smuggling Humans: A Theory of Debt-Financed Migration
    • Attaching Workers Through In-kind Payments: Theory and Evidence from Russia”
    • Geographic Mobility of Couples in the United States: Relocation and Commuting Trends
    • It’s not only clients: Studying emotion work with clients and co-workers with an event-sampling approach
    • Neuroeconomic Foundations of Trust and Social Preferences
    • Oxytocin Increases Trust in Humans
    • A Positive Theory of “Give-away” Privatization”
    • Abuse of Authority and Hierarchical Communication
    • Role of perceived importance in intergroup contact
    • Customer-related social stressors and burnout
    • Social Stressors at Work, Irritation, and Depressive Symptoms: Accounting for Unmeasured Third Variables in a Multi-Wave Study
    • Why negative affectivity should not be controlled in job stress research: Don’t throw out the baby with the bath water
    • Social Support, Social Stressors at Work and Depression: Testing for Moderating Effects with Structural Equations in a 3-wave Longitudinal Study
  • Books
    • WDQ. Work Design Questionnaire
    • Führungsstile: Prominenten und Persönlichkeiten über die Schulter geschaut
    • Identifikation und Commitment fördern
    • Handbook Leadership: Business Psychology Practical Knowledge for Specialists and Managers
    • Stress lass nach! Wie Gruppen unser Stresserleben beeinflussen
    • Social Psychology and Organizations
    • Globalization, Uncertainty and Women’s Careers – An International Comparison
    • Teamwork, Teamdiagnose, Teamentwicklung
    • Commitment und Identifikation mit Organisationen
    • Couples’ Commutes to Work Considering Workplace, Household, and Neighborhood Contexts: The Traffic Triangle
  • Book chapters
  • Trust in Organizations
• Practice
  • Why CLBO
  • Practitioner talks
  • Fields of competence
    • Effective Leadership
    • Motivation and Incentives
    • Health in organizations
    • Managing customer relations
    • Diversity in Organizations
    • Groups and Teams
    • Performance measurement and evaluation
    • Talent and Career Management
    • Change Management
  • Articles in manager journals
    • Warum Kreativität bestraft wird
    • Guter Mitarbeiter, Schlechter Mitarbieter
    • Für mehr Wir. Warum Führungskräfte mehr Zeit zur Identitätsstiftung brauchen.
    • Bloß keinen vernachlässigen
    • Arbeitsmoral sinkt in ökonomischen Krisen
    • Gefährliche Begeisterung
    • Elf Regeln für das Teamwork
    • Wollen Frauen führen?
    • Die falsche Kontrolle
    • Gesünder in der Gruppe
    • Selbstmanagement. Behalten Sie Ihre Ziele für sich
    • Wie Sie ein Leitbild entwerfen
    • Schluss mit endlosen Meetings
  • Cooperation options
  • Trust in Organizations
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