All Stories

  1. Reciprocal effects between job stressors and burnout: A continuous time meta-analysis of longitudinal studies.
  2. Supervisors’ relational transparency moderates effects among employees’ illegitimate tasks and job dissatisfaction: a four-wave panel study
  3. Introducing Continuous Time Meta-Analysis (CoTiMA)
  4. Translating cross-lagged effects into incidence rates and risk ratios: The case of psychosocial safety climate and depression
  5. Disentangling the Process of Work–Family Conflict
  6. Customer-Related Social Stressors
  7. Optimal time lags in panel studies.
  8. Motivating innovation in schools: School principals’ work engagement as a motivator for schools’ innovation
  9. The role of partners and children for employees' daily recovery
  10. Timing in Methods for Studying Psychosocial Factors at Work
  11. Psychosocial safety climate buffers effects of job demands on depression and positive organizational behaviors
  12. Stress, Burnout und Arbeitsengagement
  13. The role of partners and children for employees' psychological detachment from work and well-being.
  14. Customer-related social stressors and service providers' affective reactions
  15. “Take a break?!” Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity
  16. Psychosocial safety climate moderates the job demand–resource interaction in predicting workgroup distress
  17. Physical Safety Climate Measure
  18. Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health
  19. A matter of match? An experiment on choosing specific job resources in different demanding work situations.
  20. Objective work–nonwork conflict: From incompatible demands to decreased work role performance
  21. Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement
  22. On the positive aspects of customers: Customer-initiated support and affective crossover in employee-customer dyads
  23. Selbstregulationsstärke und Leistung
  24. ISK–Inventar Sozialer Kompetenzen von Kanning (2009)
  25. Parental role models and the decision to become self-employed: The moderating effect of personality
  26. A Longitudinal Test of the Demand–Control Model Using Specific Job Demands and Specific Job Control
  27. Increasing the probability of finding an interaction in work stress research: A two-wave longitudinal test of the triple-match principle
  28. Erwerb von Personenlizenzen zur DIN 33430 im Rahmen des Psychologiestudiums
  29. Erratum
  30. Zur Notwendigkeit des internationalen Publizierens angewandter psychologischer Forschung
  31. Zur Notwendigkeit des internationalen Publizierens angewandter psychologischer Forschung
  32. "Stressors, resources, and strain at work: A longitudinal test of the triple-match principle": Correction to de Jonge and Dormann (2006).
  33. Stressors, resources, and strain at work: A longitudinal test of the triple-match principle.
  34. A State-Trait Analysis of Job Satisfaction: On the Effect of Core Self-Evaluations
  35. The impact of state affect on job satisfaction
  36. Commentaries
  37. Soziale Stressoren in der Arbeitswelt: Kollegen, Vorgesetzte und Kunden
  38. Customer-Related Social Stressors and Burnout.
  39. Quantitative Versus Emotional Demands Among Swedish Human Service Employees: Moderating Effects of Job Control and Social Support.
  40. Call centres: High on technology—high on emotions
  41. Organisationale und persönliche Dienstleistungsorientierung und das Konzept des kundenorientierten Handlungsspielraums
  42. Unique Aspects of Stress in Human Service Work
  43. The DISC Model
  44. Emotionale Arbeitsanforderungen und ihre Konsequenzen bei Call Center-Arbeitsplätzen
  45. Job conditions and customer satisfaction
  46. Social stressors at work, irritation, and depressive symptoms: Accounting for unmeasured third variables in a multi-wave study
  47. Modeling Unmeasured Third Variables in Longitudinal Studies
  48. Testing reciprocal relationships between job characteristics and psychological well-being: A cross-lagged structural equation model
  49. Job satisfaction: a meta-analysis of stabilities
  50. Social support, social stressors at work, and depressive symptoms: Testing for main and moderating effects with structural equations in a three-wave longitudinal study.
  51. Social support, social stressors at work, and depressive symptoms: Testing for main and moderating effects with structural equations in a three-wave longitudinal study.
  52. Longitudinal studies in organizational stress research: A review of the literature with reference to methodological issues.
  53. Longitudinal studies in organizational stress research: A review of the literature with reference to methodological issues.
  54. Customer-Related Social Stressor Scale--Adapted
  55. Stress in service interactions: Antecedents, processes, and moderators
  56. Longitudinal Effects of Stress at Work: A Meta-Analysis
  57. Demanding Work Situations Vignettes
  58. The role of partners for employees' psychological detachment from work and well-being
  59. Testing the DISC-Model in Service Work: Predicting Emotional Exhaustion
  60. Teachers' Creativity: The Interplay Between Schools' Climate and Self-Efficacy
  61. Trialing Interventions to Protect Well-Being and Enhance Efficacy of Salvation Army Clergy During Relocation
  62. Daily work engagement, daily marriage and life satisfaction among dual-earner couples: An experience sampling study
  63. The Demand-Induced Strain Compensation model: renewed theoretical considerations and empirical evidence
  64. Customer-Related Social Stressors Scale
  65. Increasing the probability of finding an interaction in work-stress research: A two wave longitudinal test of the triple -match principle
  66. Psychosocial safety climate as a precursor to demands, resources, health, and engagement in humanitarian aid workers
  67. Efforts and rewards in a human service perspective: A longitudinal study of the Effort-Reward Imbalance Model