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Ausgewählte Artikel

Die Mitglieder des CLBO haben in führenden Journals publiziert, darunter im American Economic Review, im Journal of Applied Psychology sowie in Science und Nature. Hier finden Sie eine Auswahl.


Identity and Stress: An application of the expanded model of organizational identification in predicting strain at work

Ciampa, V., Steffens, N.K., Schuh, S.C., Fraccaroli, F., & van Dick, R. (in press).
Work & Stress.

We contribute to the understanding of the role of organizational identification for work-related stress by adopting the expanded model of organizational identification (Kreiner &Ashforth 2004). The current study exploresinteractions between organizational identification and theother types of identification of the expanded model in predicting employee strain...

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Psychosocial outcomes and resilience after paediatric liver transplantation in young adults

Mayer, K., Junge, N., Goldschmidt, I., Leiskau, C., Becker, T., Lehner, F., Richter, N., van Dick, R., Baumann, U., & Pfister, E.-D. (in press).
Clinics and Research in Hepatology and Gastroenterology.

We investigated long-term psychosocial outcomes of young adults after paediatric liver transplantation (LT) with a focus on day-to-day living. We aimed to capture patients' subjective perceptions of well-being and autonomy based on key physical outcome parameters...

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Change Leadership – Warum es sich auszahlt…

Bänke, A.-K., Schuster, C. & van Dick, R. (2018).

Zwei Studien zum Einfluss von Change Leadership auf die organisationale Identifikation und positive Verhaltensweisen von Mitarbeitenden im Changeprozess. Eine Leseprobe finden Sie hier. Die Erstveröffentlichung ist in der OrganisationsEntwicklung 3/2018 erschienen (; © Handelsblatt Fachmedien GmbH)....

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Exploring the social context of self-leadership—Self-Leadership-Culture

Bracht, E.M., Junker, N.M., & Van Dick, R. (in press).
Journal of Theoretical Social Psychology.

Self-leadership gains in importance in the context of current organizational changes, like in newly developed agile methods,where leadership is mostly replaced by self-leadership (e.g., in Scrum,see Cohn, 2010). Until now, the concept of self-leadership has focused on individual- or team-level goal-achievement (Stewart, Courtright, &Manz, 2011), and is thereby not fully applicable to the broader socio-organizational context...

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The relation between social identity and test anxiety in university students

Zwettler, C., Reiß, N., Rohrmann, S., Warnecke, I., Luka-Krausgrill, U. & van Dick, R. (2018).
Health Psychology Open

Social identification has been shown to be a protective resource for mental health. In this study, the relationships between social identification and emotional, as well as cognitive symptoms of test anxiety are investigated...

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A Matter of Time? Challenging and hindering effects of time pressure on work engagement

Baethge, A., Vahle-Hinz, T., Schulte-Braucks, J., & Van Dick, R. (2018).
Work & Stress

The aim of our research was to test time-exposure effects of time pressure as a stressor typically considered to be a challenge, rather than a hindrance stressor. We examined the within- and between-person effects of time pressure on work engagement in two diary/panel studies with employees using intervals of five days and three weeks, respectively (Study 1, n = 350, and n = 357, respectively) and six-to-eight weeks (Study 2, n = 238)...

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Identity leadership going global: Validation of the Identity Leadership Inventory across 20 countries

Van Dick, R., Lemoine, J.E., Steffens, N.K., Kerschreiter, R., Akfirat, S.A., Avanzi, L., Dumont, K., Epitropaki, O., Fransen, K., Giessner, S., Gonzáles, R., Kark, R., Lipponen, J., Markovits, Y., Monzani, L., Orosz, G., Pandey, D., Roland-Lévy, C., Schuh, S.C., Sekiguchi, T., Song, L.J., Stouten, J., Tatachari, S., Valdenegro, D., van Bunderen, L., Vörös, V., Wong, S.I., Zhang, X-a., & Haslam, S.A. (in press).
Journal of Occupational and Organizational Psychology.

Recent theorizing applying the social identity approach to leadership proposes a four-dimensional model of identity leadership that centers on leaders’ management of a shared sense of “we” and “us”. The present research validates a scale assessing this model — the Identity Leadership Inventory (ILI)...

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Age stereotypes in distributed software development: The impact of culture on age-related performance expectations

Schlögel, U, Stegmann, S., Maedche, A. & Van Dick, R. (2018).
Information and Software Technology

Context: Due to demographic changes in most developed countries,distributed software development (DSD) teams might suffer new barriers above and beyond the well-known cultural and distance-based challenges. Remarkably, six out of the twelve most important barriers for DSD are related to typical problems induced by both cultural and age diversity.Age stereotypes can hinder communication,trust, knowledge exchange and coordination in software development...

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Shared identity in organizational stress and change

Van Dick, R., Ciampa, V., & Liang, S. (2018).
Current Opinion in Psychology

The social identity approach has been found very useful for the understanding of a range of phenomena within and across organizations. It has been applied in particular to analyze employees’ stress and well-being at work and their reactions to organizational change...

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Measuring Beliefs in the Instrumentality of Ethnic Diversity – Development and Validation of the Pro-Diversity Beliefs Scale (PDBS)

Kauff, M., Stegmann, S., van Dick, R., Beierlein, C., & Christ, O. (in press).
Group Processes and Intergroup Relations.

In general, diversity beliefs are beliefs about the instrumentality of diversity for the functioning of groups. Focusing on a societal level, recent social-psychological research addressed pro-diversity beliefs as individuals’ beliefs that diversity is beneficial for the progress of society...

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How to mobilize social support against workload and burnout: The role of organizational identification.

Avanzi, L., Fraccaroli, F., Castelli, L., Marcionetti, J., Crescentini, A., Balducci, C., & Van Dick, R. (2018).
Teaching and Teacher Education

Recent theoretical and empirical research outlined the role of organizational identification in the stress process. We provide an empirical test of the social identity model of stress by testing a two-step mediation model of the identification-burnout link...

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Die Kontakthypothese: Wie Kontakt Vorurteile reduzieren und die Integration Geflüchteter fördern kann

Landmann, H., Aydin, A., , van Dick, R., & Klocke, U. (2017).
In-Mind. The Inquisitive Mind Magazin

Im Zuge der Flüchtlingsbewegungen taucht immer wieder die Frage auf, wie man eine Willkommenskultur in Deutschland aufbauen und erhalten kann. Die sozialpsychologische Forschung legt nahe, dass eine vergleichsweise einfache Maßnahme – Kontakt – die Einstellung gegenüber Geflüchteten positiv beeinflusst...

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Fremder oder Freund? Unter welchen Umständen sich der Kontakt zwischen Deutschen und Geflüchteten positiv auf das Zusammenleben auswirken kann.

Aydin, A., Landmann, H., Klocke, U. & van Dick, R. (2017).
In-Mind. The Inquisitive Mind Magazin

Die sozialpsychologische Forschung legt nahe, dass die Migration von mehr Menschen nach Deutschland mittel- und längerfristig dazu führen kann, die Vorurteile der deutschen Mehrheitsbevölkerung zu reduzieren. Die aktuelle Flüchtlingssituation in Deutschland kann daher eine Chance sein, bisher fremde Kulturen und Religionen besser zu verstehen...

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Two sides of the same coin and two routes for improvement: Integrating resilience and the social identity approach to well-being and ill-health

Van Dick, R., Ketturat, C., Häusser, J.A., & Mojzisch, A. (2017).
Health Psychology Open

We propose that resilience effectively helps people cope with stress – thus predominantly reducing the negative. On the other hand, we argue that individuals’ social identification has the potential to contribute to their well-being – thus fostering the positive...

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One, Two, Many – Insensitivity to Group Size in Games with Concentrated Benefits and Dispersed Costs

Schumacher, H., Kesternich, I., Kosfeld, M., Winter, J. ( (forthcoming).
Review of Economic Studies

We experimentally analyze distributional preferences when a decider chooses the provision of a good that benefits herself or a receiver, and creates costs for a group of payers. The treatment variation is the number of payers...

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Team incentives and performance: Evidence from a retail chain

Friebel, G, Heinz, M., Krueger, M. & Zubanov, N. (forthcoming).
American Economic review.

In a field experiment with a retail chain (1,300 employees, 193 shops), randomly selected sales teams received a bonus. The bonus increases both sales and number of customers dealt with by 3 percent...

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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

Schuh, S.C., Zhang, X-a., Ullrich, J., Van Dick, R. & Morgeson, F. (2018).
Human Resource Management

Organizations increasingly depend on employee efforts to innovate. However,the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors...

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Age stereotypes in agile software development – an empirical study on performance expectations

Schlögel, U., Stegmann, S., Maedche, A. & Van Dick, R. (2018).
Information Technology & People

Purpose– Research on agile software development (ASD) has so far primarily focused on processes and tools. Recently, researchers have started to investigate the social dimensions of ASD...

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Think manager – think male, think follower – think female: Gender bias in implicit followership theories.

Braun, S., Stegmann, S., Hernandez Bark, A., Junker, N.M., & Van Dick, R. (2017).
Journal of Applied Social Psychology

Because of the overlap between the social roles of women and followers we predicted that people would favor female followers over male followers.To support this hypothesis, we conducted two studies: An explicit test of the bias using a scenario design and an implicit association test (IAT)-based study.Both studies show that the role of an ideal follower is more strongly associated with the female gender role, which seems to becaused partly by a more communal connotation of the follower role. This effect might contribute to the underrepresentation of women in leadership positions as they are perceived to be an ideal fit for followership positions; but it may also push men away from being followers and into leadership positions....

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„You’ve got M@il“ Was die E-Mail-Flut für Unternehmen bedeutet und wie Mitarbeiter eine produktive E-Mail-Kultur schaffen

Van Dick, R. & Gross, M. (2017).

Anhand einer Pilotstudie und zwei Fallstudien in Unternehmen untersuchten die Autoren das Problem zu vieler E-Mails und was das für Gesundheit und Produktivität von Mitarbeitern bedeutet. Der Beitrag gibt Anregungen für Organisationen, wie eine Kulturveränderung zu einem konstruktiven, nicht überfordernden Umgang mit dem Instrument E-Mail in der Mitarbeiterschaft angegangen werden kann und zeigt Beispiele für erfolgreiche Maßnahmen zur Eindämmung der E-Mail-Flut...

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The impact of a lasting economic crisis on employee attitudes: A follow-up and extension.

Markovits, Y., Boer, D., Gerbers, S., & Van Dick, R. (2017).
Athens Journal of Business and Economics

This paper presents a follow-up study of Markovits et al.’s (2014) comparison of large samples of Greek employees before and at the onset of the economic crisis. Now at the crisis’ peak, we again sampled data from 450 employees about their job satisfaction, organizational commitment, regulatory focus, and burnout...

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The Effects of Financial and Recognition Incentives Across Work Contexts: The Role of Meaning

Kosfeld, M., Neckermann, S., Yang, X. (2017).
Economic Inquiry

We manipulate workers’ perceived meaning of a job in a field experiment and interact meaning of work with both financial and recognition incentives. Results show that workers exert more effort when meaning is high...

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Dying for Charisma: Human inspirational appeal increases post-mortem.

Steffens, N.K., Peters, K., Haslam, S.A., & Van Dick, R. (in press).
Leadership Quarterly .

In the present research, we shed light on the nature and origins of charisma by examining changes in a person's perceived charisma that follow their death. We propose that death is an event that will strengthen the connection between the leader and the group they belong to, which in turn will increase perceptions of leaders' charisma...

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Beyond pleasure and pain: Observations on real-life facial expressions during extreme emotions

Wenzler, S., Levine, S., Van Dick, R., Oertel-Knöchel, V., & Aviezer, H. (2016).

According to psychological models as well as common intuition, intense positive and negative situations evoke highly distinct emotional expressions. Nevertheless, recent work has shown that when judging isolated faces, the affective valence of winning and losing professional tennis players is hard to differentiate...

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Reducing age stereotypes in software development: The effects of awareness- and cooperation-based diversity interventions

Schlögel, U, Stegmann, S., Maedche, A. & Van Dick, R. (2016).
Journal of Systems and Software

Negative age stereotypes about older employees are present across industries and they are especially strong in technology-based jobs. They can hinder cooperation and team processes, which are of utmost importance in software development...

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Current prescriptions of men and women in differing occupational gender roles

March, E., Van Dick, R., & Hernandez Bark, A. (2016).
Journal of Gender Studies

The gender roles of masculinity and femininity are considered not only to be descriptive of behaviour, but also to prescribe how men and women should behave. To assess the prescriptive nature of gender roles, previous research asked participants to assign masculine (agentic) and feminine (communal) traits to men and women of differing occupational roles...

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The social identity approach to effective leadership: An overview and some ideas on cross-cultural generalizability

Van Dick, R., & Kerschreiter, R. (2016).
Frontiers in Business Research in China

When employees identify with groups and organizations they work for this typically has positive implications for work-related attitudes and behaviors. The present paper provides a focused overview of the social identity approach to leadership and some ideas on its cross-cultural generalizability...

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A meta-analytic review of social identification and health in organizational contexts

Steffens, N.K., Haslam, S.A., Schuh, S.C., Jetten, J., & Van Dick, R. (2017).
Personality and Social Psychology Review

We provide a meta-analytical review examining two decades of work on the relationship between individuals’ social identifications and health in organizations (102 effect sizes, k=58, N=19,799). Results reveal a mean-weighted positive association between organizational identification and health (r=.21, T=.14)...

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It takes two (or three) to tango: The interactive effect of authentic leadership and organizational identification on employee silence intentions.

Monzani, L., Braun, S., & Van Dick, R. (2016).
Zeitschrift fuer Personalforschung/ German Journal of Research in Human Resource Management

Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short term interests of the leader, who might perceive voicing problems as disloyal and the long term interests of the organization, which might suffer severe costs from silence...

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Who Leads More and Why? A Mediation Model from Gender to Leadership Role Occupancy.

Hernandez Bark, A., Escartin, J., Schuh, S.C., & Van Dick, R. (2016).
Journal of Business Ethics

Previous research has shown that female leaders lead slightly more effective than male leaders. However, women are still underrepresented in higher management...

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Mixed feelings, mixed blessing? How ambivalence in organizational identification relates to employees’ regulatory focus and citizenship behaviors.

Schuh, S. C., Van Quaquebeke, N., Göritz, A., Xin, K. R., De Cremer, D., & Van Dick, R. (2016).
Human Relations

Recent conceptual work suggests that the sense of identity that employees develop vis-à-vis their organization goes beyond the traditional notion of organizational identification and can also involve conflicting impulses represented by ambivalent identification. In this study, we seek to advance this perspective on identification by proposing and empirically examining important antecedents and consequences...

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The ideal and the counter-ideal follower –Advancing implicit followership theories

Junker, N.M., Stegmann, S., Braun, S., & Van Dick, R. (2016).
Leadership and Organizational Development Journal

Research on implicit followership theories – that is, individually held assumptions about how followers are and how they should be – is still in its infancy. The few existing approaches differ in what they define as the object of these theories...

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Organizational Identification and “Currencies of Exchange”: Integrating Social Identity and Social Exchange Perspectives

Tavares, S., Van Knippenberg, D., & Van Dick, R. (2016).
Journal of Applied Social Psychology

We integrate social exchange and social identity perspectives to propose and test the prediction that depending on their level of organizational identification, people may reciprocate the received organizational support using different “currencies of exchange”—reducing turnover intentions or, instead, engaging in extra-role behavior. Specifically, the relationship of perceived organizational support (POS) with turnover intentions is proposed to be stronger with lower identification, whereas POS is proposed to be more closely related to extra-role behavior with higher organizational identification...

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Disaggregating within- and between-person effects of social identification on subjective and endocrinological stress reactions in a real-life stress situation.

Ketturat, C., Frisch, J.U., Ullrich, J., Häusser, J.A., van Dick, R. & Mojzisch, A. (2016).
Personality and Social Psychology Bulletin

Several experimental and cross-sectional studies have established the stress-buffering effect of social identification, yet few longitudinal studies have been conducted within this area of research. This study is the first to make use of a multilevel approach to disaggregate between- and within-person effects of social identification on subjective and endocrinological stress reactions...

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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. (2015).
Journal of Management

Drawing on the principles of upper echelons theory and team leadership research and using 101 subsidiary top management teams (TMTs), our study revealed that subsidiary CEO transformational leadership that was focused evenly on every 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...

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Goodbye or identify: Detrimental effects of downsizing on identification and survivor performance

Van Dick, R., Drzensky, F., & Heinz, M. (2016).
Frontiers in Psychology.

Research shows that after layoffs, employees often report decreased commitment and performance which has been coined the survivor syndrome. However, the mechanisms underlying this effect remain underexplored...

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Sinnvolle Arbeit ist identitätsstiftend – Zur Bedeutung der sozialen Identifikation als Wirkmechanismus zwischen Bedeutsamkeit der Aufgabe und Arbeitseinstellungen

Van Dick, R. & Stegmann, S. (2015).
Arbeit. Zeitschrift für Arbeitsforschung

Die arbeitspsychologische Forschung der letzten Jahrzehnte belegt, dass sinnvolle Arbeit, im Sinne von subjektiv wahrgenommener Wichtigkeit oder Bedeutsamkeit der eigenen Arbeit, positive Effekte auf die Arbeitenden hat. Wir postulieren, dass die Identifikation mit dem Unternehmen einen wichtigen Wirkmechanismus darstellt, der erklärt, warum sich die Wahrnehmung von sinnvoller Arbeit positiv auf Einstellungen und Verhaltensweisen auswirkt...

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The Hidden Costs of Downsizing

Drzensky, F., Heinz, M. (2015).
The Economic Journal.

We analyse whether a principal's decision to lay off an agent affects the performance of the surviving agents in a laboratory experiment. We find that agents reduce their performance by 43% as a response to the lay-off decision...

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The role of outgroups in constructing a shared identity: a longitudinal study of a subsidiary merger in Mexico

Lupina-Wegener, A., Schneider, S.C., & Van Dick, R. (2015).
Management International Review

Both scholars and practitioners agree that constructing a shared organizational identity is necessary for successful outcomes in mergers and acquisitions. Yet the process of constructing shared identity is not an easy path...

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Media slant against foreign owners: Downsizing

Friebel, G. & Heinz, M. (2014).
Journal of Public Economics. 120

Using a unique data set from nationally distributed quality newspapers in Germany, we find evidence for both quantitative and qualitative media slant against foreign firms. A downsizing foreign firm receives almost twice as much attention as a domestic firm, and the tone of media reports is more negative...

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Emails from the boss – curse or blessing? Relations between communication channels, leader evaluation and employees’ attitudes

Braun, S., Hernandez Bark, A., Kirchner, A., Stegmann, S., & Van Dick, R. (in press).
International Journal of Management Communication

The present research investigates if and how a more digitally-centered communication between supervisors and employees satisfies employees’ needs regarding the communication with their supervisors, and influences employees’ attitudes towards the supervisor and the job. In a cross-sectional online study, 261 employees rated their supervisors’ actual and ideal use of different communication channels (i.e., telephone, face-to-face, email) regarding quality and quantity...

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Why Does Organizational Identification Relate to Reduced Employee Burnout? The Mediating Influence of Social Support and Collective Efficacy

Avanzi, L., Schuh, S.C., Fraccaroli, F., & van Dick, R. (2015).
Work & Stress

Although prior studies have consistently shown that organizational identification can reduce employees’ stress and burnout, little is known about the mediating processes that underlie this relationship. Against this backdrop and building on recent theoretical work on the social identity model of stress, the present research tests a two-step mediation model for the organizational identification-burnout link...

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Being ‘Of the Group’ and ‘For the Group’: How Followership is Shaped by Leaders’ Prototypicality and Group Identification

Steffens, N.K., Schuh, S.C., Haslam, S.A., Perez, A., & Van Dick, R. (2015).
European Journal of Social Psychology

Previous research has focused on the importance of leaders being seen to be of the group (i.e., to be prototypical of a group) but less on the impact of leaders’ own degree of identification with the group. Also, little is known about the combined impact of leader prototypicality and leader identification on followers’ responses...

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Leader Punishment and Cooperation in Groups: Experimental Field Evidence from Commons Management in Ethiopia

Kosfeld, M., & Rustagi, D. (2015).
American Economic Review

We conduct a social dilemma experiment in which real-world leaders can punish group members as a third party. Despite facing an identical environment, leaders are found to take remarkably different punishment approaches...

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The synergistic effect of prototypicality and authenticity in the relation between leaders' gender and their organizational identification

Monzani, L., Hernandez Bark, A.S., Van Dick, R., & Peiro, J.M. (in press).
Journal of Business Ethics

Role congruity theory affirms that female managers face more difficulties at work because of the incongruity between the female gender role and the leadership role. Furthermore, due to this incongruity is harder for female managers to perceive themselves as authentic leaders...

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Gesundheitsfalle Überidentifikation: Gut gemeint bedeutet nicht gut gemacht

Van Dick, R. & Groß, M. (2014).
Personal Quarterly

Forschungsfrage: Wir haben untersucht, ob es ein „Zuviel“ an Identifikation gibt und sich Überidentifikation auf Arbeitssucht mit negativen Folgen für die Gesundheit auswirkt. Methodik: In zwei Studien in Italien haben wir Angestellte an Gerichten ( N = 195) bzw. Lehrkräfte (N=140) mit standardisierten Messinstrumenten befragt. Wir fanden erhöhte Arbeitssucht ab einem bestimmten Identifikationsniveau und in der Folge negative Gesundheitswerte. Praktische Implikationen: Führungskräfte und Mitarbeiter müssen lernen, auch Grenzen zu ziehen und die Arbeit nicht zum alleinigen Lebensinhalt zu machen....

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Making support work: The interplay between social support and social identity

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

Previous research has found mixed results regarding the stress buffering effects of social support. In an attempt to explain these findings, we build on the social identity approach...

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Gender and leadership in Spain: A systematic review of some key aspects

Hernandez Bark, A., Escartin, J., & van Dick, R. (2014).
Sex Roles

As Spain experienced rapid societal and gender equality changes after the end of the dictatorship in 1975, the development of gender equality in Spain has differed from other European countries and the United States. Therefore, the results of Spanish studies conducted on gender and leadership might differ from those conducted in countries with other historical backgrounds such as other European countries or the United States...

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Who shall I trust? Trust as a mediator between identity salience and cooperative behavior

Opitz, L., Kosfeld, M., & Van Dick, R. (2014).
Schmalenbachs Business Review

This study aimed at exploring the role of trust as a mediating process in the relationship between group identity salience and cooperative behavior. Participants from two academic subjects (psychology and economics, respectively) had to make decisions in two cooperation games with an unknown partner from either their own or the other study program, respectively, to reflect conditions of shared vs...

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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. (2014).
International Journal of Management Reviews.

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...

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Leaders enhance team members’ health and well-being by crafting social identity

Steffens, N.K., Haslam, S.A., Kerschreiter, R., Schuh, S.C., & Van Dick, R. (2014).
Zeitschrift für Personalforschung/ German Journal of Research in Human Resource Management

Previous research has examined burnout and work engagement as a function of demands and resources at work. Yet we know little about the ways in which these are determined by people’s social experience as a member of their workgroup as shaped, in particular, by leaders’ management of shared identity...

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Economic crisis and the employee: The effects of economic crisis on employee job satisfaction, commitment, and self-regulation

Markovits, Y., Boer, D., & Van Dick, R. (2014).
European Management Journal.

Greece has been suffering a severe crisis starting in about 2009. This paper examines the impact of the recent economic crisis in Greece on employee work-related attitudes via changes in regulatory focus...

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Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions

Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J., & van Dick, R. (2014).
International Journal of Performance and Productivity Management.

Purpose: The aim of this study was to combine social identity and social exchange theories into a model explaining turnover intentions. Design: Questionnaires measuring the constructs of organizational identification, perceived organizational support, emotional exhaustion and turnover intentions were completed by 195 employees. Findings: Results supported our hypotheses: social identification increased the perception of organizational support which in turn reduced emotional exhaustion which was finally related to turnover intentions. Furthermore, social identification moderated the relation between organizational support and turnover intentions. Research limitations: The study design was cross-sectional and data was collected using self-report with no assessment of objective data. Practical implications: To reduce turnover, managers should focus on both support and employees’ identification with teams and organizations. Originality/value: This study combines two theoretical perspectives into an integrative framework and simultaneous moderated-mediation was used to test the model....

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Pro-social missions and worker motivation: An experimental study

Fehrler, S., & Kosfeld, M. (2014).
Journal of Economic Behavior & Organization.

Do employees work harder if their job has the right mission? In a laboratory labor market experiment, we test whether subjects provide higher effort if they can choose the mission of their job. We observe that subjects do not provide higher effort than in a control treatment.Surprised by this finding, we run a second experiment in which subjects can choose whether they want to work on a job with their preferred mission or not...

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Can you trust the good guys? Trust within and between groups with different missions

Fehrler, S., & Kosfeld, M. (2013).
Economic Letters.

Non-governmental organizations and other non-profit organizations attract workers who strongly identify themselves with their missions. We study whether these ‘‘good guys’’ are more trustworthy, and how such pronounced group identities affect trust and trustworthiness within the groups and towards out-groups...

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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. (2014).
Journal of Business Ethics.

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...

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Loafing in the digital age: The role of computer mediated communication in the relation between perceived loafing and group affective outcomes

Monzani, L., Ripoll, P., Peiro, J.M., & Van Dick, R. (2014).
Computers in Human Behavior.

Teamwork has become a central practice for the organization of the 21th century. While effective teams can create synergies which boost innovation and performance, ineffective teams become a great burden for organizations...

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Leaders enhance team members’ health and well-being by crafting social identity

Steffens, N.K., Haslam, S.A., Kerschreiter, R., Schuh, S.C., & Van Dick, R. (in press).
Zeitschrift für Personalforschung.

Previous research has examined burnout and work engagement as a function of demands and resources at work. Yet we know little about the ways in which these are determined by people’s social experience as a member of their workgroup as shaped, in particular, by leaders’ management of shared identity...

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More than music! A longitudinal test of the contact hypothesis in German-Polish music encounters

Kuchenbrandt, D., Van Dick, R., Koschate, M., & Bornewasser, M. (in press).
International Journal of Intercultural Relations

This research examines music encounters as a hitherto unexplored type of intergroup contact intervention. We tested the short- and mid-term effects of German–Polish music encounters that eithertook place in Germany or in Poland, respectively, on German’s attitudes towards Poles...

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Focusing on the bright tomorrow? The role of projected continuity for post-merger identification in dominant and subordinate merging organizations

Lupina-Wegener, A., Drzensky, F., Ullrich, J., & Van Dick, R. (2014).
British Journal of Social Psychology

Past research provides evidence that organizational identification is a key factor predicting employees’ behaviors during mergers and acquisitions. In particular, recent studies demonstrate that members of the subordinate merger partner, in contrast to the dominant group, often find it difficult to transfer their identification to the post-merger organization...

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Corporate social responsibility and organizational commitment: The moderating role of individuals’ attitudes to CSR

Crawshaw, J.R., Van Dick, R., & Boodhoo, Y. (in press).
Political Psychology.

Corporate Social Responsibility (CSR) becomes ever more important for organizations. In times of corporate scandals and more governmental regulation on the one hand and a foreseeable shortage of highly qualified employees on the other, CSR is both a means to serve the wider society and to attract employees with a positive reputation and image...

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"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

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...

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Management Quality, Ownership, Firm Performance and Market Pressure in RussiaManagement Quality, Ownership, Firm Performance and Market Pressure in Russia

Schweiger, H., & Friebel, G. (2013).
Open Economies Review

We investigate whether management quality explains firm performance in Russia. We find that it explains relatively little in terms of firm performance, but it does explain some of the differences between firms in Russia’s Far East and the rest of Russia...

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Xenophobic attacks, migration intentions, and networks: evidence from the South of Africa

Friebel, G., Gallego, J., & Mendola, M. (2013).
Journal of Population Economics

We investigate how emigration flows from a developing region are affected by xenophobic violence at destination. Our empirical analysis is based on a unique survey among more than 1000 households collected in Mozambique in summe 2008, a few months after a series of xenophobic attacks in South Africa killed dozens and displaced thousands of immigrants from neighbouring countries...

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Quantifying the effects of a resocialization project for prisoners - The resocialization project "MS Carmen"

Wolff, M., Rohrmann, S. & van Dick, R. (2013).
British Journal of Arts and Social Sciences

Qualitative studies have shown positive effects of theater projects conducted as measures of resocialization in the penal system on participants. The present evaluation study presents a quantitative evaluation of a musical theater project with respect to changes in participants’ core self-evaluation, their affect, and future prospects compared to a control group...

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

Knoll, M., & Van Dick, R. (2013).
Journal of Positive Psychology

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...

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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

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...

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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

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...

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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).
European Journal of Social Psychology

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...

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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).
Journal of Business Ethics.

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...

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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

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)...

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Club-in-the-club: Reform under unanimity

Berglöf, E., Burkart, M., Friebel, G., & Paltseva, E. (2012).
Journal of Comparative Economics

In many organizations, decisions are taken by unanimity giving each member veto power. We analyze a model of an organization in which members with heterogenous productivity privately contribute to a common good...

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

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

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...

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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

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...

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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

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...

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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

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...

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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

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...

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It's All About Connections: Evidence on Network Formation

Falk, A. & Kosfeld, M. (2012).
Review of Network Economics

We present an economic experiment on network formation, in which subjects can decide to form links to one another. Direct links are costly but being connected is valuable...

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Whistle-Blowing and Incentives in Firms

Friebel, G., & Guriev, S. (2012).
Journal of Economics & Management Strategy

Whistle-blowing is an important mechanism of corporate governance. We show that whistle-blowing has negative effects on productive efficiency by undermining the incentives within a corporate hierarchy...

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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

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...

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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.

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...

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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

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...

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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

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)...

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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...

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

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

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...

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Competition, cooperation, and corporate culture

Kosfeld, M., & von Siemens, F. A. (2011).
The RAND Journal of Economics

Cooperation between workers can be of substantial value to a firm, yet its level often varies substantially between firms. We show that these differences can unfold in a competitive labor market if workers have heterogeneous social preferences and preferences are private information...

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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

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...

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Conditional Cooperation and Costly Monitoring Explain Success in Forest Commons Management

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

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...

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Resource Allocation and Organizational Form

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

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...

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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

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...

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Railroad (De)Regulation - A European Efficiency Comparison

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

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...

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

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

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...

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A social identity perspective on leadership and employee creativity.

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

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...

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Institution Formation in Public Goods Games.

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

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...

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Worker Self-Selection and the Profits from Cooperation.

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

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

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The role of leaders in internal marketing.

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

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)...

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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

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...

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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

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...

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Widening and Deepening: Reforming the European Union.

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

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...

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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

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...

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The Dynamics of Neighbourhood Watch and Norm Enforcement.

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

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

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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

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...

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The Hidden Cost of Control

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

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...

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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

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...

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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

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

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Smuggling Humans: A Theory of Debt-Financed Migration

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

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...

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

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

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...

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

Hofmeister, H. (2005).
Zeitschrift für Familienforschung

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...

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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

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...

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Neuroeconomic Foundations of Trust and Social Preferences

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

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Oxytocin Increases Trust in Humans

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

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

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A Positive Theory of "Give-away" Privatization"

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

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...

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Abuse of Authority and Hierarchical Communication

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

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...

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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

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...

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Customer-related social stressors and burnout

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

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....

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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

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...

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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

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...

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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

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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