All Stories

  1. How Brexit may affect employees' well-being through work-related processes
  2. Do job demands affect employee resilience?
  3. A typological approach of perceived resource fluctuations after job transitions in a representative panel study
  4. How trainee teachers stay healthy through health-oriented leadership
  5. Why employee psychopathy leads to counterproductive workplace behaviours : an analysis of the underlying mechanisms
  6. When grandiose meets vulnerable: narcissism and well-being in the organizational context
  7. Leaders as role models: Effects of leader presenteeism on employee presenteeism and sick leave
  8. Leaders’ Gender, Perceived Abusive Supervision and Health
  9. How do differing degrees of working-time autonomy and overtime affect worker well-being? A multilevel approach using data from the German Socio-Economic Panel (SOEP)
  10. “Some days won’t end ever”: Working faster and longer as a boundary condition for challenge versus hindrance effects of time pressure.
  11. How believing in your own career competencies helps to be succesfull, and how it can be fostered
  12. Psychosocial working conditions among high-skilled workers: A latent transition analysis.
  13. When Dark Leadership Exacerbates the Effects of Restructuring
  14. Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation
  15. Time and Performance Pressure
  16. Task-level work engagement of self-employed and organizationally employed high-skilled workers
  17. How Followers Differing in Career Motivation Gain Career Profits from Transformational Leaders: A Longitudinal Moderated Mediation Model
  18. Reciprocal Relations between Work-Related Authenticity and Intrinsic Motivation, Work Ability and Depressivity: A Two-Wave Study
  19. One after the other: Effects of sequence patterns of breached and overfulfilled obligations
  20. Mechanisms linking authentic leadership to emotional exhaustion: The role of procedural justice and emotional demands in a moderated mediation approach
  21. Are You Thinking the Same Way?
  22. What About the Leader? Crossover of Emotional Exhaustion and Work Engagement From Followers to Leaders.
  23. Relationship between blood pressure and psychological features of experience and behaviour among teachers
  24. Nursing performance under high workload: a diary study on the moderating role of selection, optimization and compensation strategies
  25. Think transformational leadership – Think female?
  26. Three-Way Interactions Among Interruptions/Multitasking Demands, Occupational Age, and Alertness: A Diary Study
  27. Nonlinear associations between breached obligations and employee well-being
  28. Multitasking
  29. Masculinity ideology and psychological strain: Considering men’s social stressors in female-dominated occupations.
  30. Instrumentality and Expressiveness at Work
  31. Training and Performance of a Diverse Workforce
  32. Gains and losses related to career transitions within organisations
  33. Just more of the same, or different? An integrative theoretical framework for the study of cumulative interruptions at work
  34. The relation between transformational leadership and follower emotional strain: The moderating role of professional ambition
  35. The gender role self-concept of men in female-dominated occupations: does it depend on how they see their jobs?
  36. Job insecurity among temporary workers: Looking through the gender lens
  37. How Sequences of Breached and Fulfilled Obligations Impact Employee Outcomes
  38. Prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz
  39. Job insecurity and well-being in the temporary workforce: Testing volition and contract expectations as boundary conditions
  40. Interruptions to workflow: Their relationship with irritation and satisfaction with performance, and the mediating roles of time pressure and mental demands
  41. HR practices and their impact on the psychological contracts of temporary and permanent workers
  42. Risikofaktor Arbeitsunterbrechungen
  43. Aufstiegsförderliche Führung – gut für den Aufstieg, schlecht für die Gesundheit?
  44. Arbeitsunterbrechungen als tägliche Belastungsquelle
  45. Expanding the temporal context of research on non‐permanent work
  46. The Psychological Contracts of Temporary and Permanent Workers
  47. Individual and Organizational Outcomes of Employment Contracts
  48. Investigating the Experience of Temporary Workers
  49. Der Psychologische Vertrag und seine Relevanz für die Gesundheit von Beschäftigten
  50. Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes
  51. Irritation at school: Reasons to initiate strain management earlier.
  52. A Short Version of the Occupational Self-Efficacy Scale: Structural and Construct Validity Across Five Countries
  53. Balancing psychological contracts: Validation of a typology
  54. Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model
  55. East—West Differences in Employment Relations, Organizational Justice and Trust: Possible Reasons and Consequences
  56. The Assessment of Psychological Strain in Work Contexts
  57. Normwerte der Skala Irritation: Zwei Dimensionen psychischer Beanspruchung1
  58. Irritation - ein Instrument zur Erfassung psychischer Beanspruchung im Arbeitskontext. Skalen- und Itemparameter aus 15 Studien
  59. Differenzielle Aspekte psychischer Beanspruchung aus Sicht der Zielorientierung
  60. Measuring Resource Gains After a Promotion
  61. Short Occupational Self-Efficacy Scale
  62. Voll der Stress? Stress bei Adoleszenten in den letzten Schuljahren
  63. Impact of HR practices and psychological contracts on perceived performance
  64. Can you promote health promoting leadership in turbulent times?
  65. The psychological effects of restructuring
  66. Job insecurity in the temporary workforce: A moderated mediation model linking volition, job insecurity and contract expectations to well-being