% Encoding: UTF-8
@COMMENT{BibTeX export based on data in FAU CRIS: https://cris.fau.de/}
@COMMENT{For any questions please write to cris-support@fau.de}
@article{faucris.120366444,
abstract = {This experiment investigated how individuals adapt to increased work autonomy and examined the moderating role of task reflection. Work autonomy was manipulated in an experimental setting in which participants (n = 56) completed a scheduling task. Multilevel analyses demonstrated that participants who began work with low autonomy showed poorer performance when autonomy was increased compared to participants who began with a high level of autonomy. Analysis of thinking-aloud protocols revealed that reflection about task accomplishment had a negative impact on performance among those individuals who worked previously with low autonomy. The data suggest that cognitive capacity limitations and prior task-related knowledge led to the detrimental effects of task reflection on performance when experiencing low autonomy. © 2009 Psychology Press.},
author = {Niessen, Cornelia and Volmer, Judith},
doi = {10.1080/13594320902990396},
faupublication = {yes},
journal = {European Journal of Work and Organizational Psychology},
pages = {442-460},
peerreviewed = {Yes},
title = {{Adaptation} to increased work autonomy: {The} role of task reflection},
volume = {19},
year = {2010}
}
@inproceedings{faucris.122467884,
author = {Niessen, Cornelia and Swarowski, Christine},
booktitle = {Annual Meeting of the Academy of Management},
faupublication = {no},
peerreviewed = {unknown},
title = {{Age} and adaptation to changes in the workplace},
venue = {Georgia, USA},
year = {2006}
}
@article{faucris.108649904,
abstract = {Purpose: This paper aims to investigate the relationship between age and adaptation to changes in the workplace (perceived demand-ability fit, task performance before and after change). It also seeks to explore two mediators of the potential age-adaptation relationships: adaptive self-efficacy and job experience. Design/methodology/approach: A sample of 117 employees from three multinational organizations completed two questionnaires one month before and three months after changes in their workplaces. Findings: Hierarchical linear modelling revealed that age was not related to fit and performance before but was negatively related to fit and performance after organizational change. These relationships were mediated by job experience. Job experience made it more difficult for employees - whether young or old - to adapt to workplace changes. Adaptive self-efficacy did not mediate the negative age-adaptation association. Research limitations/implications: In the sample, only a few employees were older than 56 years which might limit the generalizability of the results. Future research should also attempt to include objective performance data. Practical implications: Managerial interventions regarding learning, development, and job rotation might counteract negative effects of job tenure. Originality/value: There is little empirical research addressing issues related to age and adaptation in the workplace. The longitudinal field study presented in the paper contributes to the literature on individual adaptation to changes in the workplace by empirically examining the relationship between age and indicators of adaptation, and its mediating factors. © Emerald Group Publishing Limited.},
author = {Niessen, Cornelia and Swarowski, Christine and Leiz, Markus},
doi = {10.1108/02683941011035287},
faupublication = {no},
journal = {Journal of Managerial Psychology},
keywords = {Adaptability; Employee behaviour; Older workers; Organizational change; Workplace},
pages = {356-384},
peerreviewed = {Yes},
title = {{Age} and adaptation to changes in the workplace},
volume = {25},
year = {2010}
}
@article{faucris.119822604,
abstract = {Purpose - The purspose of this study is to examine the interplay between job resources (job control and support for creativity from coworkers and supervisors), age and creativity at work. Job control and support for creativity are assumed to benefit idea creativity and to moderate the relationship between age and idea creativity. Design/methodology/approach - A sample of 117 nurses completed questionnaire measures and reported a creative idea they recently had at work. Three subject matter experts rated the creativity of the ideas. Hierarchical regression analyses were used to test hypotheses. Findings - Job control and support for creativity as well as age were unrelated to idea creativity. However, job control and support for creativity moderated the relationship between age and idea creativity. Age was positively related to idea creativity under high job control and negatively related to idea creativity under low job control and low support for creativity. Research limitations/implications - A potentially selective sample due to systematic drop-outs and a selection effect of older nurses might limit the generalizability of our results. Future research should examine the mechanisms that explain the moderating effect of job resources in the relationship between age and performance. Practical implications - Older employees' creativity at work can be raised by fostering support for creativity from coworkers and supervisors. Younger employees should get support to deal with a high level of job control, because their creativity is lowest under a high level of job control. Originality/value - Using data from multiple sources the study shows that different constellations of job resources benefit older and younger employees' creativity at work.},
author = {Niessen, Cornelia and Binnewies, Carmen and Ohly, Sandra},
doi = {10.1108/02683940810869042},
faupublication = {no},
journal = {Journal of Managerial Psychology},
keywords = {Creative thinking; Nurses; Older workers; Resources},
month = {Jan},
pages = {438-457},
peerreviewed = {Yes},
title = {{Age} and creativity at work: {The} interplay between job resources, age and idea creativity},
volume = {23},
year = {2008}
}
@article{faucris.110750684,
abstract = {This study investigated age, past job control, social support and financial hardship as predictors of continuous learning among a sample of unemployed job seekers. A total of 172 participants completed measures of continuous learning (motivation to learn, education initiative and updating behaviour) and of potential predictors. Analysis showed that age was not related to motivation to learn and education initiative. Past job control and social support moderated the relationship between age and continuous learning. Age was positively related to some types of continuous learning for unemployed people with high social support and high past job control. Future research should identify more individual and situational characteristics, which support continuous learning throughout the lifespan. Copyright © 2006 John Wiley & Sons, Ltd.},
author = {Niessen, Cornelia},
doi = {10.1002/job.400},
faupublication = {no},
journal = {Journal of Organizational Behavior},
pages = {771-792},
peerreviewed = {Yes},
title = {{Age} and learning during unemployment},
volume = {27},
year = {2006}
}
@inproceedings{faucris.118780464,
author = {Niessen, Cornelia and Mäder, Inge and Schröder, Carina and Volmer, Judith},
booktitle = {18th European Association of Work and Organizational Psychology Congress},
date = {2017-05-17/2017-05-20},
faupublication = {yes},
peerreviewed = {unknown},
title = {{Age} and {Personal} {Growth} at {Work}. {The} {Moderating} {Role} of {Transformational} {Leadership} on {Teachers}‘ {Self}-{Efficacy} and {Thriving}},
venue = {Dublin},
year = {2017}
}
@inproceedings{faucris.119363244,
author = {Niessen, Cornelia and Dorr, Sandra},
booktitle = {22st Annual SIOP Conference},
faupublication = {no},
peerreviewed = {unknown},
title = {{Age}-related changes in job search and retraining during unemployment},
venue = {New York},
year = {2006}
}
@inproceedings{faucris.120295604,
author = {Niessen, Cornelia and Braun, I.},
booktitle = {Annual Meeting of the Academy of Management},
faupublication = {no},
peerreviewed = {unknown},
title = {{A} longitudinal investigation of employee adaptability during an organizational change: {The} role of self-regulation.},
venue = {Montreal, Canada},
year = {2010}
}
@article{faucris.110744524,
abstract = {A model of the mental activities of en route controllers in air traffic control (ATC) is outlined. As an example of the psychological research rendering the basis for this model, the methods and results of an experiment with experienced controllers is sketched which is concerned with conflict detection in ATC. Further, a procedure for conflict resolution is described, supplementing the general model. This procedure is designed to be transformed into a computer based assisting system in ATC. Problems and functions of operator models in the development of new technologies in air traffic management are discussed. © 2003 Éditions scientifiques et médicales Elsevier SAS. All rights reserved.},
author = {Niessen, Cornelia and Eyferth, K. and Spaeth, O.},
doi = {10.1016/S1270-9638(03)00064-6},
faupublication = {no},
journal = {Aerospace Science and Technology},
keywords = {ATC; Conflict resolution; En route control; Operator models; Scenarios; Simulation},
pages = {409-416},
peerreviewed = {Yes},
title = {{A} model of air traffic controllers' conflict detection and conflict resolution},
volume = {7},
year = {2003}
}
@article{faucris.123172764,
abstract = {This paper reviews the development of a model of the air traffic controller's mental image, 'picture', or situation awareness, used for controlling air traffic. The computerised model's development, origins and theoretical basis are outlined, and the model is described in some detail in the context of current air traffic operations. The model can be utilised to explore the potential impacts of future automation on the cognitive performance of the air traffic controller. The general potential contributions of the area of cognitive modelling to system design and training in accelerating industries such as air traffic control, are also discussed. Copyright © 2001 Elsevier Science Ltd.},
author = {Niessen, Cornelia and Eyferth, K.},
doi = {10.1016/S0925-7535(00)00048-5},
faupublication = {no},
journal = {Safety Science},
keywords = {Air traffic control; Cognitive modelling; Dynamic changes; Picture; Situation awareness},
pages = {187-202},
peerreviewed = {Yes},
title = {{A} model of the air traffic controller's picture},
volume = {37},
year = {2001}
}
@article{faucris.230319332,
abstract = {Research has shown that managers who recognize and acknowledge positive employee behaviors and achievements at work foster their health and well-being. In the present 3-wave study, we investigated appreciation from managers in the context of the progression of employees' depressive symptoms across 1 year. Building on self-determination theory, we examined employees' need satisfaction for autonomy, competence, and relatedness as moderating factors, and the mediating role of maladaptive coping (i.e., ruminative thoughts) in this relationship. Findings from 194 employees working in the energy branch of an international company revealed that high appreciation from one's manager was related to less depressive symptoms only for those individuals whose basic need for relatedness was more satisfied at work. We did not find moderator effects with respect to satisfaction of need for autonomy and competence. Further, moderated mediation analyses revealed significant indirect effects for depressive symptoms for lower levels of need satisfaction of relatedness: Appreciation in the context of unsatisfying relationships at work made employees more likely to ruminate about negative events, which was related to more depressive symptoms in the long run. However, ruminative thoughts did not mediate the significant negative relationship between appreciation and depressive symptoms when needs for relatedness were satisfied. The study adds to the discussion that the potential positive impact of appreciation depends on how satisfying social relationships at work are experienced.},
author = {Kranabetter, Caroline and Niessen, Cornelia},
doi = {10.1037/ocp0000153},
faupublication = {yes},
journal = {Journal of Occupational Health Psychology},
keywords = {Appreciation; Depressive symptoms; Need satisfaction; Ruminative thoughts},
note = {CRIS-Team Scopus Importer:2019-12-10},
pages = {629-640},
peerreviewed = {Yes},
title = {{Appreciation} and depressive symptoms: {The} moderating role of need satisfaction},
volume = {24},
year = {2019}
}
@article{faucris.211813532,
abstract = {
Keywords:
-
time allocation;
-
diary study;
-
self-regulation;
-
relationship quality;
-
relationship hassles;
-
working time;
-
social support;
-
intimacy
This diary study investigates time allocation between work and private life of dual-earner couples. Addressing the association between positive and negative experiences in romantic relationships and time spent on work, we test propositions derived from a general control-theoretical approach. We also study the consequences of time allocation to work and private life for relationship-oriented needs and goals (i.e., intimacy and social support). A total of 152 persons (i.e., 76 couples), mainly working in academia, took part in our study. Using multilevel path analysis, we found support for the general control-theoretical approach. Relationship quality was positively and relationship hassles were negatively associated with time spent on work. We found evidence for a trade-off between time spent on work and relationship time. Relationship time in turn was positively associated with intimacy and social support. In our discussion, we stress the importance of time control in organizations in order to support employees in their daily trade-off between time spent on work and on the relationship.
Practitioner points
-
We examine daily time spent to work, a variable that is highly important for goal-pursuit at work and in the private life.
-
We shed light on resource allocation between work and private life as a self-regulatory strategy helpful for the simultaneous pursuit of concerns in both life domains.
-
The outcomes intimacy and social support have relevance for performance and dealing with stress in the work domain.
-
Valuing and engaging in face time at work is challenged.
},
author = {Niessen, Cornelia and Unger, Dana and Kuonath (née Neff), Angela and Sonnentag, Sabine},
faupublication = {yes},
journal = {Journal of Occupational and Organizational Psychology},
keywords = {time allocation;diary study;self-regulation;relationship quality;relationship hassles;working time;social support;intimacy},
pages = {158-176},
peerreviewed = {Yes},
title = {{A} question of time: {Daily} time allocation between work and private life},
volume = {87},
year = {2013}
}
@incollection{faucris.121627264,
address = {Berlin},
author = {Niessen, Cornelia and Hommelhoff, Sabine and Mäder, Inge},
booktitle = {Handbuch Laufbahnmanagement und Karriereplanung},
doi = {10.1007/978-3-662-48750-1{\_}17},
editor = {S. Kauffeld & D. Spurk (Hrsg.)},
faupublication = {yes},
pages = {425-458},
peerreviewed = {unknown},
publisher = {Berlin: Springer.},
title = {{Arbeitsleistung} im {Kontext} von {Laufbahnentwicklung}},
year = {2018}
}
@incollection{faucris.114646224,
address = {Hamburg},
author = {Eibl, Bettina},
booktitle = {Zündstoff Motivation: Motivierungsmethoden für Mitarbeiter, Führungskräfte und Organisationen},
editor = {Sauerland Martin, Weikamp Julia},
faupublication = {no},
pages = {291-309},
peerreviewed = {No},
publisher = {Kovač},
title = {{Arbeitsplatzgestaltung}},
year = {2009}
}
@article{faucris.228444378,
abstract = {This study validates automated emotion and action unit (AU) coding applying FaceReader 7 to a dataset of standardized facial expressions of six basic emotions (Standardized and Motivated Facial Expressions of Emotion). Percentages of correctly and falsely classified expressions are reported. The validity of coding AUs is provided by correlations between the automated analysis and manual Facial Action Coding System (FACS) scoring for 20 AUs. On average 80% of the emotional facial expressions are correctly classified. The overall validity of coding AUs is moderate with the highest validity indicators for AUs 1, 5, 9, 17 and 27. These results are compared to the performance of FaceReader 6 in previous research, with our results yielding comparable validity coefficients. Practical implications and limitations of the automated method are discussed.},
author = {Skiendziel, Tanja and Rösch, Andreas and Schultheiss, Oliver},
doi = {10.1371/journal.pone.0223905},
faupublication = {yes},
journal = {PLoS ONE},
note = {CRIS-Team Scopus Importer:2019-10-29},
pages = {e0223905-},
peerreviewed = {Yes},
title = {{Assessing} the convergent validity between the automated emotion recognition software {Noldus} {FaceReader} 7 and {Facial} {Action} {Coding} {System} {Scoring}},
volume = {14},
year = {2019}
}
@article{faucris.235328681,
author = {Niessen, Cornelia and Möller, Heidi},
doi = {10.1007/s11613-020-00633-z},
faupublication = {yes},
journal = {Organisationsberatung, Supervision, Coaching},
pages = {1-3},
peerreviewed = {Yes},
title = {{Aufblühen}, {Wachsen} und {Gedeihen} bei der {Arbeit}},
volume = {27},
year = {2020}
}
@incollection{faucris.316623551,
author = {Meinlschmidt, Hannes and Sons, Meike and Stemmler, Mark},
booktitle = {Dependent Data in Social Sciences Research - Forms, Issues and Methods of Analysis (second edition)},
editor = {Mark Stemmler, Wolfgang Wiedermann, Francis Huang},
faupublication = {yes},
peerreviewed = {Yes},
title = {{A} variational approach to {Continuous} {Time} {Dynamic} {Models}},
year = {2024}
}
@incollection{faucris.120009164,
address = {Düsseldorf: Symposium},
author = {Jürgensohn, T and Niessen, Cornelia and Leuchter, S.},
booktitle = {Mensch-Maschine Systemtechnik},
editor = {K.-P. Timpe, T. Jürgensohn & H. Kolrep},
faupublication = {no},
pages = {149-178},
peerreviewed = {unknown},
publisher = {Berlin-Forschung},
title = {{Bedienermodellierung}: {Beispiele}},
year = {2002}
}
@article{faucris.235220277,
author = {Hommelhoff, Sabine and Richter, David and Niessen, Cornelia and Gerstorf, Denis and Heckhausen, Jutta},
doi = {10.1037/mot0000155},
faupublication = {yes},
journal = {Motivation Science},
peerreviewed = {Yes},
title = {{Being} unengaged at work but still dedicating time and energy: {A} longitudinal study},
year = {2019}
}
@incollection{faucris.208807069,
abstract = {Im Beitrag werden erste Ergebnisse einer Teilstudie des interdisziplinären Koope-
rationsprojekts BISU berichtet: Die Interviews mit Grundschullehrkräften
(N=55) geben Aufschluss darüber, welche Fälle Lehrkräfte in inklusiven Settings
als besonders belastend wahrnehmen. In einem Mixed-Methods-Design werden
sowohl Merkmale dieser „besonderen Kinder“ identifiziert als auch Typen gebil-
det. Erste Hinweise auf Zusammenhänge zwischen Belastungsintensität der Fälle
und Wohlbefinden der Lehrkräfte sind erkennbar. Die Erkenntnisse fließen in das
Fortbildungskonzept LehrKRÄFTE ein, das der fallbasierten Förderung persona-
ler, emotional-energetischer und sozialer Ressourcen für den produktiven Um-
gang mit Diversität und einhergehenden Belastungen in inklusiven Settings dient.
Der Einfluss einer Eigenkündigung auf die Wahl der sozialen Kontakte am Arbeitsplatz
Fragestellung
Diese Studie beleuchtet die sozioemotionale Selektivitätstheorie im Arbeitskontext. Sie untersucht, wie sich eine Eigenkündigung - welche die Zeitperspektive am Arbeitsplatz in der Regel auf drei Monate verkürzt - auf die Wahl der sozialen Kontakte am Arbeitsplatz auswirkt.
Untersuchungsdesign
In einer online durchgeführten Vignetten Studie stellten sich die Teilnehmer in randomisierter Reihenfolge einmal eine unbefristete Arbeitssituation und einmal eine Eigenkündigung vor. Im Anschluss beurteilten sie die Attraktivität verschiedener Sozialpartner für eine gemeinsame Mittagspause. Weiterhin erfassten wir die möglichen Moderatoren Alter, Geschlecht und Leistungsmotivation.
Ergebnisse
Wenn sich Personen in die unbefristete Arbeitssituation hineinversetzten (unbefristete Perspektive), wählten sie eher instrumentelle Kontakte (d.h. für das berufliche Vorankommen nützliche Personen) für das gemeinsame Mittagessen. Wenn sich Personen dagegen vorstellten, selbst gekündigt zu haben (befristete Perspektive), wurden emotionale Kontakte (d.h. liebenswerte Personen) für den Kantinenbesuch bevorzugt. Bezüglich des Alters zeigten sich teilweise Moderationseffekte.
Limitationen
Es handelt sich um eine Querschnittstudie mit einer relativ jungen Stichprobe (M = 27.87 Jahre) und einem Studentenanteil von 58%.
Theoretische/praktische Implikationen
Die vorliegende Arbeit weist auf die Übertragbarkeit der sozioemotionalen Selektivitätstheorie auf den Arbeitskontext hin und legt nahe, dass sich das soziale Gefüge am Arbeitsplatz im Zeitraum zwischen Eigenkündigung und Ausscheiden verändert.
Relevanz/Beitrag
Unsere Studie verdeutlicht die Motive, die dem sozialen Kontaktverhalten am Arbeitsplatz zugrunde liegen und zeigt, dass sich die sozioemotionale Selektivitätstheorie auch im Arbeitskontext anwenden lässt, obwohl wir in der Wahl unserer Kontakte am Arbeitsplatz eingeschränkter sind als in anderen Kontexten.
},
author = {Müller, Teresa and Hommelhoff, Sabine},
booktitle = {9. Fachgruppentagung Arbeits-, Organisations- und Wirtschaftspsychologie der DGPs},
date = {2015-09-24/2015-09-26},
faupublication = {yes},
title = {{Der} {Einfluss} einer {Eigenkündigung} auf die {Wahl} der sozialen {Kontakte} am {Arbeitsplatz}.},
venue = {Mainz},
year = {2015}
}
@article{faucris.120678184,
abstract = {In recent years, researchers in work and organizational psychology have increasingly become interested in short-term processes and everyday experiences of working individuals. Diaries provide the necessary means to examine these processes. Although diary studies have become more popular in recent years, researchers not familiar with this method still find it difficult to get access to the required knowledge. In this paper, we provide an introduction to this method of data collection. Using two diary study examples, we discuss methodological issues researchers face when planning a diary study, examine recent methodological developments, and give practical recommendations. Topics covered include different types of diary studies, the research questions to be examined, compliance and the issue of missing data, sample size, and issues of analyses.},
author = {Niessen, Cornelia and Zapf, Dieter and Ohly, Sandra and Sonnentag, Sabine},
doi = {10.1027/1866-5888/a000009},
faupublication = {no},
journal = {Journal of Personnel Psychology},
keywords = {Diary study; Event-sampling; Experience-sampling; Mood; Performance},
pages = {79-93},
peerreviewed = {Yes},
title = {{Diary} studies in organizational research: {An} introduction and some practical recommendations},
volume = {9},
year = {2010}
}
@inproceedings{faucris.121847484,
author = {Rickers, Saskia and Risberg, Inga and Hommelhoff, Sabine},
booktitle = {50. Kongress der Deutschen Gesellschaft für Psychologie},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Die} {Wahrnehmung} von deutschem und englischem {Geschäftsjargon} bei {Führungskräften}},
venue = {Leipzig},
year = {2016}
}
@article{faucris.122197504,
abstract = {The present study examines whether disengagement from previous work-roles positively predicts adaptation to a new work-role (here, becoming self-employed) by reducing negative consequences of psychological attachment to these previous roles. Disengagement involves an individual's effort to release attention from thoughts and behaviours related to the previous work-role. A three-wave longitudinal study investigated the relationship between psychological attachment (measured as affective commitment) to a prior work-role, disengagement from the prior work-role, and adaptation to a new work-role [pursuit of learning, fit perceptions with self-employment, task performance over time]. Participants included 131 persons who recently founded a small business. Results indicated that psychological attachment to the past work-role was negatively related to pursuit of learning and fit with the new work-role. Disengagement from the past work-role was positively related to pursuit of learning in the new work-role, and buffered the negative relationship between psychological attachment and fit as well as task performance. © 2010 The British Psychological Society.},
author = {Niessen, Cornelia and Binnewies, Carmen and Rank, J.},
doi = {10.1348/096317909X470717},
faupublication = {no},
journal = {Journal of Occupational and Organizational Psychology},
pages = {695-715},
peerreviewed = {Yes},
title = {{Disengagement} in work-role transitions},
volume = {83},
year = {2010}
}
@article{faucris.120659044,
abstract = {Social interactions at work can strongly influence people's well-being. Extending past research, we examined how social conflicts with customers at work (SCCs) are related to employees' well-being (i.e., state negative affect, NA) and nonwork experiences (i.e., psychological detachment from work and negative work reflection at home) on a daily level. Using experience-sampling methodology, we collected data from 98 civil service agents over 5 working days. Hierarchical linear modeling revealed that on the daily level, SCCs were related to employees' NA as well as with their nonwork experiences. Specifically, SCCs were negatively related to psychological detachment from work and positively related to negative work reflection after work. Furthermore, results provide support for the mediating role of NA in the SCC-nonwork experiences relationship. The findings of the present study broaden the scope of workplace conflict research by showing that conflicts are not only associated with employees' impaired well-being but even encroach on their nonwork experiences. © 2012 American Psychological Association.},
author = {Niessen, Cornelia and Volmer, Judith and Binnewies, Carmen and Sonnentag, Sabine},
doi = {10.1037/a0028454},
faupublication = {yes},
journal = {Journal of Occupational Health Psychology},
pages = {304-315},
peerreviewed = {Yes},
title = {{Do} social conflicts with customers at work encroach upon our private lives? {A} diary study},
volume = {17},
year = {2012}
}
@article{faucris.277348559,
abstract = {To date, only a few studies have examined whether and when stressed individuals are still prosocially motivated and willing to help others, which is in contrast to the relevance and importance that helping others has for our society. The present study investigates the impact of affective and biopsychological acute stress responses on prosociality (prosocial motivation, helping behavior) under controlled laboratory conditions. In addition, it was examined whether this relationship is affected by individuals' current life stress and the cognitive ability to keep stress-related thoughts at bay. To induce acute stress responses (heart rate, negative affect, salivary alpha-amylase, cortisol), 55 individuals (28 women, M = 24 years old, SD = 4.53) were exposed to the Trier Social Stress Test (TSST). Current life stress (cortisol) was assessed over two days of participants' everyday lives. Thought control ability was assessed with the think/no-think paradigm and was additionally manipulated after the acute stress intervention (TSST) via instructions. The results showed that acute stress was positively associated with prosociality. Specifically, negative affect was positively related to prosocial motivation and salivary alpha-amylase was positively associated with helping behavior. Current life stress moderated the relationship between salivary cortisol and helping behavior: the association was positive at low levels of current life stress. The instruction to control one's thoughts but not participants' general ability to do so reduced stress responses (negative affect). In sum, the findings suggest that prosociality increases following acute stress and that this effect depends on the level of current life stress. Additionally, adopting the strategy of controlling stress-related thoughts was found to be promising for attenuating individuals' stress responses.},
author = {Hensel, Lisa and Rohleder, Nicolas and Niessen, Cornelia},
doi = {10.1080/10253890.2022.2054697},
faupublication = {yes},
journal = {Stress. The International Journal on the Biology of Stress},
month = {Jan},
note = {CRIS-Team WoS Importer:2022-07-01},
pages = {235-245},
peerreviewed = {Yes},
title = {{Effects} of psychosocial stress on prosociality: the moderating role of current life stress and thought control},
volume = {25},
year = {2022}
}
@misc{faucris.108516804,
author = {Göbel, Kyra and Janson, Johanna},
faupublication = {yes},
peerreviewed = {automatic},
title = {{Einfluss} der {Machtposition} auf {Selbst}- und {Fremdwahrnehmungen} bei {Frauen} und {Männern}},
year = {2013}
}
@inproceedings{faucris.205149143,
abstract = {The amount of knowledge shared between or inside engineering design teams, often working in different engineering environments, needs to be increased. For instance, such knowledge refers to design-relevant manufacturing knowledge or methods for checking the properties and the behaviour of components using numerical simulations. An efficient knowledge exchange is essential. To support this new collaborative design approach, this contribution proposes an interface in engineering design, which provides all relevant knowledge to a design. It is based on the knowledge representation employing ontologies. The novelty of the presented approach can be found in using an ontology for the relevant engineering design knowledge and in the description of the whole ontology design process.
1 = 61, N2 = 33, N3= 73). Moreover, building on the concept of distributed cognition, we check possible cross-connections between external (digital) and internal (human) memory. Specifically, we examine whether deleting external files also contributes to human forgetting of the related mental representations. Multilevel modeling results show the importance of presenting explanations for the acceptance of deleting suggestions in all three experiments, but also point to the need of their verifiability to generate trust in the system. However, we did not find clear evidence that deleting computer files contributes to human forgetting of the related memories. Based on our findings, we provide basic recommendations for the design of AI systems that can help to reduce the burden on people and the digital environment, and suggest directions for future research.},
author = {Göbel, Kyra and Niessen, Cornelia and Seufert, Sebastian and Schmid, Ute},
doi = {10.3389/frai.2022.919534},
faupublication = {yes},
journal = {Frontiers in Artificial Intelligence},
keywords = {distributed cognition; explainable AI; forgetting; human-AI partnership; transactive memory; trust},
note = {CRIS-Team Scopus Importer:2022-12-16},
peerreviewed = {Yes},
title = {{Explanatory} machine learning for justified trust in human-{AI} collaboration: {Experiments} on file deletion recommendations},
volume = {5},
year = {2022}
}
@article{faucris.309675556,
author = {Niessen, Cornelia and Melchers, Klaus G. and Ohly, Sandra and Fay, Doris and Handke, Lisa and Kern, Und Marcel},
doi = {10.1026/0033-3042/a000637},
faupublication = {yes},
journal = {Psychologische Rundschau},
note = {CRIS-Team Scopus Importer:2023-08-25},
pages = {180-182},
peerreviewed = {Yes},
title = {{Fachgruppe} {Arbeits}-, {Organisations}- und {Witschaftspsychologie} {Ein} {Plädoyer} für breit gewählte und anforderungsbezogene {Leistungsindikatoren}},
volume = {74},
year = {2023}
}
@article{faucris.217171630,
author = {Ellwart, Thomas and Ulfert, Anna-Sophie and Antoni, Conny and Göbel, Kyra and Hertel, Guido and Niessen, Cornelia and Sonnentag, Sabine and Wehrt, Wilken},
doi = {10.30844/ais-tes.v4i1.16},
faupublication = {yes},
journal = {AIS-Transactions on Enterprise Systems},
pages = {1-19},
peerreviewed = {Yes},
title = {{Forgetting} in future work systems: {System} characteristics and user-related psychological consequences on emotion, cognition, and behaviors},
volume = {4},
year = {2019}
}
@article{faucris.316775486,
author = {Wolff, Mauren and Ravid, Daniel M. and Behrend, Tara S.},
doi = {10.1016/j.orgdyn.2023.101026},
faupublication = {yes},
journal = {Organizational Dynamics},
keywords = {Digital work; Electronic performance monitoring; Performance management; Practical guide; Surveillance; Technology},
note = {CRIS-Team Scopus Importer:2024-01-19},
peerreviewed = {Yes},
title = {{Guidelines} for the use of electronic performance monitoring},
year = {2024}
}
@article{faucris.209966246,
abstract = {Workplace friendships can be joyful for employees and conducive to positive organizational outcomes. However, recent research has suggested that there are also dark sides and complexities associated with workplace friendships, which are not well understood. This exploratory critical incident study of 201 employees therefore focuses on conflicts that can arise among friends when work and friendship norms clash. Incidents were coded in terms of conflicting resources and broken friendship rules. Results showed that conflicts most often revolved around the resources status and affection. That is, hierarchies and promotions collided with friendship. Moreover, two friendship rules were broken frequently, the intimacy and the third- party rule. That is, either trust was betrayed, or a friend did not act like a friend when a third person, for example, a supervisor, became involved. In demonstrating potential downsides of workplace friendships, this study aims to help employees in understanding and maintaining good workplace relationships.},
author = {Hommelhoff, Sabine},
doi = {10.1026/0932-4089/a000300},
faupublication = {yes},
journal = {Zeitschrift für Arbeits- und Organisationspsychologie},
note = {CRIS-Team WoS Importer:2019-08-06},
pages = {152-164},
peerreviewed = {Yes},
title = {{Having} {Workplace} {Friends} {Is} {Not} {Always} {Fun}},
volume = {63},
year = {2019}
}
@article{faucris.107307684,
author = {Hagmaier-Göttle, Tamara and Abele-Brehm, Andrea and Göbel, Kyra},
doi = {10.1108/JMP-09-2017-0326},
faupublication = {yes},
journal = {Journal of Managerial Psychology},
peerreviewed = {Yes},
title = {{How} do career satisfaction and life satisfaction associate?},
year = {2018}
}
@inproceedings{faucris.109630444,
abstract = {Niessen, C. & Mäder, I. (2015, May). How does job insecurity relate to adaptive performance?. Paper presented at the 17th congress of the European Association of Work and Organizational Psychology, Oslo, Norway.},
author = {Niessen, Cornelia and Mäder, Inge},
booktitle = {17th congress of the European Association of Work and Organizational Psychology},
faupublication = {yes},
title = {{How} does job insecurity relate to adaptive performance?},
venue = {Oslo},
year = {2015}
}
@inproceedings{faucris.119071524,
author = {Hommelhoff, Sabine},
booktitle = {Annual Meeting of the Academy of Management (AOM)},
date = {2015-08-07/2015-08-11},
faupublication = {yes},
peerreviewed = {Yes},
title = {{How} implicit theories of human motivation relate to customer service strategies},
venue = {Vancouver},
year = {2015}
}
@article{faucris.122887424,
abstract = {Purpose – The purpose of this paper is to investigate the relation between extending and reducing job crafting behavior, cognitive crafting and task performance. Design/methodology/approach – Hierarchical regression analyses of data from 131 employee-supervisor pairs were conducted to analyze the differential relations of five job crafting dimensions to self- and supervisor-rated task performance. Findings – The present study shows that reduction behavior is rated as counterproductive, and extension behavior is rated as productive in terms of task performance by employees themselves. Supervisors rated task performance higher when employees extended their tasks, and lower when they reduced relationships. Research limitations/implications – Future research should test the hypotheses in a longitudinal setting and should focus processes that moderate the differential job crafting-task performance relationships. Originality/value – By distinguishing extending and reducing task and relational boundaries and cognitive crafting, the authors give first evidence to possible negative sides of job crafting.},
author = {Niessen, Cornelia and Weseler, Daniela},
doi = {10.1108/JMP-09-2014-0269},
faupublication = {yes},
journal = {Journal of Managerial Psychology},
keywords = {Counterproductive work behaviour; Employee behaviour; Job crafting; Proactivity; Task performance},
pages = {672-685},
peerreviewed = {Yes},
title = {{How} job crafting relates to task performance},
volume = {31},
year = {2016}
}
@article{faucris.124010744,
abstract = {The purpose of this study is (1) to investigate how managers act in situations when employees are exhausted and (2) to compare these leadership behaviors to more general, context-independent leadership styles (transformational leadership, consideration, initiating structure). Interviews with 48 managers of different industries were used to examine how managers respond to exhausted employees. Based on action regulation theory, interview protocols provided insight into managers' information collection, planning, execution of actions, and feedback processing when responding to exhausted employees. In addition, context-specific leadership behaviors were identified and compared to prominent leadership styles. Managers highlighted redesigning the task and emotionally supporting the employee as particularly useful in situations when employees are exhausted.},
author = {Kranabetter, Caroline and Niessen, Cornelia},
doi = {10.1027/1866-5888/a000157},
faupublication = {yes},
journal = {Journal of Personnel Psychology},
keywords = {Consideration; Exhaustion; Health; Initiating structure; Qualitative research; Transformational leadership},
pages = {106-115},
peerreviewed = {Yes},
title = {{How} managers respond to exhausted employees},
volume = {15},
year = {2016}
}
@article{faucris.108937004,
abstract = {SBR ist mit Peer Review, die automatische Angabe oben ist leider nicht korrekt},
author = {Hommelhoff, Sabine and von Wangenheim, Florian},
faupublication = {no},
journal = {Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung},
pages = {196-225},
peerreviewed = {Yes},
title = {{How} relationship norms affect consumers’ stance on differential customer treatment},
volume = {67},
year = {2015}
}
@article{faucris.120523744,
author = {Hommelhoff, Sabine},
doi = {10.1108/JSTP-05-2015-0124},
faupublication = {yes},
journal = {Journal of Service Theory and Practice},
pages = {47-68},
peerreviewed = {Yes},
title = {{Implicit} managerial theories about followers and customers},
volume = {27},
year = {2017}
}
@masterthesis{faucris.112681184,
author = {Mäder, Inge},
faupublication = {yes},
school = {Friedrich-Alexander-Universität Erlangen-Nürnberg},
title = {{Implizite} {Motive} als {Prädiktoren} von {Leader}- {Member}- {Exchange}: die {Rolle} von {Moderatoren}},
year = {2012}
}
@incollection{faucris.317652208,
abstract = {Im BMBF-geförderten Verbundprojekt INSELpro bieten Prosumer ihre Dienste auf einem Markt der örtlichen Nachbarschaftsdienstleistungen an. Hilfebedürftigen Mitbürgern in einem geografischen Quartierbereich werden über eine Dienstleistungsplattform zu ihrer jeweiligen Unterstützungsanforderung passende Helfer vermittelt, die sich grundsätzlich dazu bereiterklärt haben, Hilfe zu leisten. Angebot und Nachfrage werden über die Plattform zusammengeführt, die Dienstleistungen aber extern zwischen den Beteiligten konkretisiert und ausgeführt. Die Besonderheit ist dabei, dass die Vermittlung mithilfe einer flexiblen Matrix aus benötigten und vorhandenen Fähigkeiten erfolgt, was die Vermittlungsqualität verbessert. Das Forschungsprojekt setzt auf den wissenschaftlichen Ansatz des Prototyping, bei dem ein Artefakt (hier: die Vermittlungsplattform mit einer App als Frontend) in mehreren iterativen Zyklen entwickelt wird. Dabei sind jeweils nutzerzentrierte Evaluationen direkt an die einzelnen Entwicklungsschritte angekoppelt, um ggf. Fehlentwicklungen frühzeitig gegensteuern zu können. Um die Beteiligung an dieser elektronisch unterstützten und koordinierten Art der Nachbarschaftshilfe auszubauen bzw. auf einem hohen Niveau zu halten, sind unterschiedliche Maßnahmen denkbar. Der vorliegende Beitrag zeigt Ansätze zur Incentivierung der beteiligten Prosumenten auf, die sowohl online als auch offline durchführbar sind.
LehrKRÄFTE vorgestellt (vgl. http://www.grundschulforschung.phil.fau.de/files/2019/10/Flyer-LehrKRÄFTE.pdf; Teilprojekt des Forschungsprojekts BISU – Belastungen in einer inklusiven Schule und im gemeinsamen Unterricht begegnen;
vgl. zu Anlage und Ergebnissen Martschinke et al. 2019, Oetjen et al.
in diesem Band). Erste deskriptive Ergebnisse verweisen darauf, dass der
fallorientierte Fortbildungsansatz Grundschullehrkräfte (N = 13) im Umgang mit den Mehrbelastungen in inklusiven Settings unterstützen könnt},
address = {Wiesbaden},
author = {Elting, Christian and Baumann, Rebecca and Martschinke, Sabine and Grüning, Miriam and Niessen, Cornelia and Kopp, Bärbel and Oetjen, Birte},
booktitle = {Mythen, Widersprüche und Gewissheiten der Grundschulforschung. Eine wissenschaftliche Bestandsaufnahme nach 100 Jahren Grundschule},
doi = {10.1007/978-3-658-31737-9{\_}41},
editor = {Böhme, N., Dreer, B., Hahn, H., Heinecke, S., Mannhaupt, G., Tänzer, S.},
faupublication = {yes},
pages = {369-376},
peerreviewed = {No},
publisher = {Springer VS},
series = {Jahrbuch Grundschulforschung},
title = {{LehrKRÄFTE} schonen und sinnvoll einsetzen. {Konzeption} und erste {Evaluation} einer fallbasierten {Fortbildung} für {Lehrkräfte} zum {Umgang} mit {Belastungen} in inklusiven {Settings}},
volume = {25},
year = {2021}
}
@inproceedings{faucris.108811604,
author = {Hommelhoff, Sabine and Götz, Davina},
booktitle = {17th congress of the European Association of Work and Organizational Psychology},
faupublication = {yes},
title = {{Let}’s become friends! {How} amicable job ads affect potential applicants},
venue = {Oslo},
year = {2015}
}
@inproceedings{faucris.109740664,
author = {Niessen, Cornelia},
booktitle = {20st Annual SIOP Conference},
faupublication = {no},
peerreviewed = {unknown},
title = {{Life}-long learning of unemployed individuals: {Age} effects on continuous learning.},
venue = {Los Angeles, CA},
year = {2005}
}
@inproceedings{faucris.106664184,
author = {Scheibe, Susanne and Riediger, Michaela and Hommelhoff, Sabine},
booktitle = {113th Annual Convention of the American Psychological Association},
date = {2005-08-18/2005-08-21},
faupublication = {no},
title = {{Longings} and goals: {Two} representations of positive development},
venue = {Washington, DC},
year = {2005}
}
@article{faucris.119694564,
abstract = {This study investigates the associations between job stressors and accommodation (i.e., constructive and nondestructive reactions to negative behavior) in romantic relationships. We propose that situational constraints and workload negatively relate to self-regulatory resources that, in turn, are associated positively with constructive reactions and negatively with destructive reactions. To test our hypotheses, we surveyed 238 employees with online questionnaires twice on one workday. In general, results showed that job stressors were negatively associated with self-regulatory resources that, in turn, were associated with accommodation. In particular, situational constraints, but not workload, negatively related to self-regulatory resources. Self-regulatory resources were negatively associated with destructive reactions, but unrelated to constructive reactions. Self-regulatory resources mediated the indirect effect of job stressors on destructive reactions assessed with a scenario method. We discuss the importance of replenishing self-regulatory resources and suggest ways how to do so. (PsycINFO Database Record},
author = {Unger, Dana and Sonnentag, Sabine and Niessen, Cornelia and Kuonath (née Neff), Angela},
doi = {10.1037/str0000034},
faupublication = {yes},
journal = {International Journal of Stress Management},
keywords = {Accommodation; Constructive and destructive reactions; Job stressors; Negative partner behavior; Self-regulatory resources},
pages = {74-97},
peerreviewed = {Yes},
title = {{Love} won't tear us apart but work might: {How} job stressors relate to constructive and destructive reactions to one's romantic partner's negative behavior},
volume = {24},
year = {2016}
}
@article{faucris.109629124,
abstract = {Drawing on social learning literature, this study examined managers' health awareness and health behavior (health-related self-regulation) as a moderator of the relationships between transformational leadership and employee exhaustion and cynicism. In 2 organizations, employees (n = 247; n = 206) rated their own exhaustion and cynicism, and their managers' transformational leadership. Managers (n = 57; n = 30) assessed their own health-related self-regulation. Multilevel modeling showed that, as expected, managers' health awareness moderated the relationship between transformational leadership and employee exhaustion and cynicism. Employees experienced less exhaustion and cynicism when transformational leaders were aware of their own health. Managers' health behavior moderated the relationship between transformational leadership and employee exhaustion in 1 organization, but not in the other. With respect to health behavior, we found no significant results for employee cynicism. In sum, the results indicate that when managers are role models for health, employees will benefit more from the transformational leadership style. (PsycINFO Database Record},
author = {Niessen, Cornelia and Kranabetter, Caroline},
doi = {10.1037/ocp0000044},
faupublication = {yes},
journal = {Journal of Occupational Health Psychology},
peerreviewed = {unknown},
title = {{Managers} as role models for health: {Moderators} of the relationship of transformational leadership with employee exhaustion and cynicism.},
year = {2016}
}
@article{faucris.111537844,
author = {Hommelhoff, Sabine},
faupublication = {yes},
journal = {Wirtschaftspsychologie aktuell},
pages = {53-56},
peerreviewed = {No},
title = {{Meistens} schön, manchmal schmerzlich: {Freundschaften} am {Arbeitsplatz}},
volume = {3},
year = {2016}
}
@article{faucris.274939036,
abstract = {We meta-analytically examined correlations between task-based and self-report thought control measures as well as potential moderators. Results of a frequentist meta-analysis indicate that the two measures do not overlap, r =.07, 95% CI [−0.01;0.15] (k = 20; N = 1194); subgroup analyses for different self-report measures r =.12; 95% CI [−0.06;0.30] and r =.03, 95% CI [−0.05;0.11], respectively. Additionally, we found no evidence for the presence of moderators. To further test whether the identified effect size is more consistent with a null effect or the assumption of a positive association, robust Bayesian meta-analyses were conducted. We did not obtain sufficiently strong evidence to decide for or against a null effect. In sum, our findings suggest that task-based and self-report thought control measures might capture different psychological processes and thus call for more research on the different underlying processes and constructs they measure.},
author = {Göbel, Kyra and Hensel, Lisa and Schultheiss, Oliver and Niessen, Cornelia},
doi = {10.1002/acp.3952},
faupublication = {yes},
journal = {Applied Cognitive Psychology},
keywords = {Bayesian meta-analysis; meta-analysis; think/no-think; thought control; thought suppression},
note = {CRIS-Team Scopus Importer:2022-05-13},
peerreviewed = {Yes},
title = {{Meta}-analytic evidence shows no relationship between task-based and self-report measures of thought control},
year = {2022}
}
@inproceedings{faucris.123062764,
author = {Niessen, Cornelia and Eyferth, K. and Bierwagen, T.},
booktitle = {Sixth European Conference on Cognitive Science Approaches to Process Control},
faupublication = {no},
peerreviewed = {unknown},
title = {{Modelling} cognitive processes of experienced air traffic controller},
venue = {Baveno, Italy},
year = {1997}
}
@article{faucris.110748264,
abstract = {A model of the cognitive activities of experienced air traffic controllers is presented as an example of the challenging theoretical task to model mental processes in a dynamic task environment. Owing to the continuous changes in the task environment and the demand for the temporal coordination of activities in air traffic control, the model pays special attention to the mental representation of the situation. This unit of the model plays a salient role in maintaining situational awareness, in anticipating future states, and in coordinating simultaneously ongoing events. The assumptions about the mental representation of the changing task environment are discussed within the mental model approach.},
author = {Niessen, Cornelia and Eyferth, K. and Bierwagen, T.},
doi = {10.1080/001401399184857},
faupublication = {no},
journal = {Ergonomics},
keywords = {Diagnosis; Dynamic environment; Expertise; Mental models; Modelling; Monitoring},
pages = {1507-1520},
peerreviewed = {Yes},
title = {{Modelling} cognitive processes of experienced air traffic controllers},
volume = {42},
year = {1999}
}
@article{faucris.121284504,
author = {Mäder, Inge and Niessen, Cornelia},
faupublication = {yes},
journal = {Human performance},
peerreviewed = {Yes},
title = {{Nonlinear} associations between job insecurity and adaptive performance: {The} mediating role of negative affect and negative work reflection.},
year = {2017}
}
@inproceedings{faucris.120849124,
author = {Hommelhoff, Sabine},
booktitle = {Doctoral Colloquium of the 39th Annual Conference of the European Marketing Academy},
date = {2010-06-01/2010-06-04},
faupublication = {no},
peerreviewed = {Yes},
title = {{Perceived} fairness of customer prioritization and customer divestment in {B2C} markets},
venue = {Copenhagen},
year = {2010}
}
@phdthesis{faucris.117827644,
author = {Hommelhoff, Sabine},
faupublication = {no},
school = {Friedrich-Alexander-Universität Erlangen-Nürnberg},
title = {{Perceived} fairness of differential customer treatment},
url = {https://mediatum.ub.tum.de/doc/1081401/1081401.pdf},
year = {2011}
}
@article{faucris.110039644,
author = {Hommelhoff, Sabine and von Wangenheim, Florian},
doi = {10.1177/1094670512464274},
faupublication = {no},
journal = {Journal of service research},
pages = {99-113},
peerreviewed = {Yes},
title = {{Perceived} fairness of differential customer treatment: {Consumers}' understanding of distributive justice really matters},
volume = {16},
year = {2013}
}
@inproceedings{faucris.113794384,
author = {Hommelhoff, Sabine and von Wangenheim, Florian},
booktitle = {AMA Winter Educators' Conference},
date = {2011-02-18/2011-02-20},
faupublication = {no},
peerreviewed = {Yes},
title = {{Perceived} fairness of differential customer treatment: {How} {US} and {German} consumers differ},
venue = {Austin, Texas},
year = {2011}
}
@inproceedings{faucris.113255164,
author = {Niessen, Cornelia and Heinrichs, N.},
booktitle = {21st Annual SIOP Conference},
faupublication = {no},
peerreviewed = {unknown},
title = {{Persuit} and adjustment of goals during unemployment},
venue = {Dallas, Texas, USA},
year = {2005}
}
@article{faucris.120903464,
abstract = {This longitudinal study investigated the predictive value of 2 self-regulatory processes (goal pursuit and goal adjustment) on mental health and reemployment success over a period of 8 months. A total of 87 unemployed job seekers participated in this study. There is some evidence that age moderated the relationship between goal pursuit and goal adjustment with mental health and reemployment success. Contrary to expectations, goal pursuit was positively related to mental health for relatively older individuals. The authors found no effects of goal adjustment on mental health. However, as expected, goal adjustment had a negative relationship with reemployment success for relatively younger individuals. The authors found no moderator effects of age on the relationship between goal pursuit and reemployment success. Thus, the study revealed different relationships between self-regulatory processes and mental health as well as reemployment success for younger and older individuals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)},
author = {Niessen, Cornelia and Heinrichs, Nina and Dorr, Sandra},
doi = {10.1037/a0015683},
faupublication = {no},
journal = {International Journal of Stress Management},
pages = {102-123},
peerreviewed = {Yes},
title = {{Pursuit} and adjustment of goals during unemployment: {The} role of age},
volume = {16},
year = {2009}
}
@article{faucris.120661024,
abstract = {While previous research has mainly emphasised the importance of leader-member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor-employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory. © 2011 The Authors. Applied Psychology: An International Review © 2011 International Association of Applied Psychology.},
author = {Volmer, Judith and Niessen, Cornelia and Linz, Alexandra and Spurk, Daniel and Abele, Andrea E.},
doi = {10.1111/j.1464-0597.2011.00446.x},
faupublication = {yes},
journal = {Applied Psychology},
pages = {522-545},
peerreviewed = {Yes},
title = {{Reciprocal} relationships between leader-member exchange ({LMX}) and job satisfaction: {A} cross-lagged analysis},
volume = {60},
year = {2011}
}
@inproceedings{faucris.122585804,
author = {Niessen, Cornelia and Binnewies, Carmen and Bauhuis, C. and Dingeldein, K.},
booktitle = {24st Annual SIOP Conference},
faupublication = {no},
peerreviewed = {unknown},
title = {{Recovery} experiences during leisure time and unemployed individuals´well-being},
venue = {New Orleans},
year = {2009}
}
@incollection{faucris.110246224,
abstract = {This chapter gives an overview of research on work-related recovery processes. Recovery can be conceptualized as a process that reverses the strain process and that restores well-being. The chapter focuses on the question of how recovery processes improve positive affective states, work engagement, and job performance. The chapter stresses that it may not only be important to gain distance from negative work experiences, but also to capitalize on positive work events and experiences.},
address = {Oxford},
author = {Sonnentag, Sabine and Niessen, Cornelia and Neff, Angela},
booktitle = {The Oxford Handbook of Positive Organizational Scholarship},
doi = {10.1093/oxfordhb/9780199734610.013.0066},
editor = {Cameron Kim S.},
faupublication = {yes},
isbn = {9780199734610},
keywords = {Job performance; Positive affect; Proactive behavior; Psychological detachment; Recovery; Restoration; Work engagement},
pages = {867-881},
peerreviewed = {No},
publisher = {University Press},
title = {{Recovery}: {Non}-work experiences that promote positive states},
year = {2012}
}
@inproceedings{faucris.122124904,
author = {Hommelhoff, Sabine and Richter, David},
booktitle = {17th Congress of the European Association of Work and Organizational Psychology},
date = {2015-05-20/2015-05-23},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Refuting} the cliché of the distrustful manager},
venue = {Oslo},
year = {2015}
}
@article{faucris.106419984,
author = {Hommelhoff, Sabine and Richter, David},
doi = {10.1016/j.emj.2016.06.007},
faupublication = {yes},
journal = {European Management Journal},
pages = {164-173},
peerreviewed = {Yes},
title = {{Refuting} the cliché of the distrustful manager},
volume = {35},
year = {2017}
}
@inproceedings{faucris.121029304,
author = {Mäder, Inge and Niessen, Cornelia},
booktitle = {18th Congress of the European Association of Work and Organizational Psychology Dublin, May 18, 2017},
date = {2016-05-17/2017-05-20},
faupublication = {yes},
peerreviewed = {unknown},
title = {{Resilience} and adaptation to organizational change: {The} moderating role of transformational leadership},
venue = {Dublin},
year = {2017}
}
@incollection{faucris.120900604,
address = {Opladen},
author = {Niessen, Cornelia and Sonnentag, Sabine and Unger, Dana and Neff, Angela},
booktitle = {Dual Career Couples an Hochschulen: zwischen Wissenschaft, Praxis und Politik},
editor = {Gramespacher Elke},
faupublication = {no},
pages = {75-88},
peerreviewed = {No},
publisher = {Budrich},
title = {{Ressourcen} und {Belastungen} bei {Doppelkarrierepaaren} - eine arbeitspsychologische {Perspektive}},
year = {2010}
}
@inproceedings{faucris.235268705,
author = {Hahnel, Tina and Hommelhoff, Sabine and Liao, Hsiao-Wen},
booktitle = {The Gerontological Society of America’s 71st Annual Scientific Meeting},
doi = {10.1093/geroni/igz038.1133},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Retirees}’ memories of work life and well-being after retirement: {A} qualitative inquiry.},
venue = {Austin, Texas},
year = {2019}
}
@misc{faucris.121468864,
author = {Müller, Teresa},
faupublication = {yes},
peerreviewed = {automatic},
title = {{Reziprozität} und {Emotionale} {Nähe} in {Partnerschaften}},
year = {2012}
}
@article{faucris.107350364,
author = {Müller, Teresa and Niessen, Cornelia},
doi = {10.1108/JMP-04-2017-0149},
faupublication = {yes},
journal = {Journal of Managerial Psychology},
month = {Jan},
pages = {74-92},
peerreviewed = {Yes},
title = {{Self}-leadership and self-control strength in the work context},
volume = {33},
year = {2018}
}
@inproceedings{faucris.217169759,
author = {Müller, Teresa and Niessen, Cornelia},
booktitle = {78th Annual Academy of Management Conference},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Self}-leadership in the context of part-time teleworking},
venue = {Chicago},
year = {2018}
}
@article{faucris.217071745,
author = {Müller, Teresa and Niessen, Cornelia},
doi = {10.1002/job.2371},
faupublication = {yes},
journal = {Journal of Organizational Behavior},
pages = {883-898},
peerreviewed = {Yes},
title = {{Self}-leadership in the context of part-time teleworking},
volume = {40},
year = {2019}
}
@inproceedings{faucris.123149664,
author = {Kusmenko, Olga and Hommelhoff, Sabine},
booktitle = {9. Fachgruppentagung Arbeits-, Organisations- und Wirtschaftspsychologie},
date = {2015-09-24/2015-09-26},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Sind} gute {Manager} perfektionistisch? {Ein} {Experiment} zu impliziten {Führungstheorien}},
venue = {Mainz},
year = {2015}
}
@inproceedings{faucris.119813144,
author = {Chaillié, Olivia and Hommelhoff, Sabine},
booktitle = {9. Fachgruppentagung Arbeits-, Organisations- und Wirtschaftspsychologie},
date = {2015-09-24/2015-09-26},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Sind} gute {Manager} ungeduldig? {Ein} {Experiment} zu impliziten {Führungstheorien}},
venue = {Mainz},
year = {2015}
}
@masterthesis{faucris.117917624,
author = {Müller, Teresa},
faupublication = {yes},
peerreviewed = {automatic},
school = {Friedrich-Alexander-Universität Erlangen-Nürnberg},
title = {{Soziale} {Kontakte} im {Arbeitskontext} – der {Einfluss} einer {Eigenkündigung} auf die soziale {Partnerwahl} am {Arbeitsplatz}},
year = {2014}
}
@article{faucris.123171004,
abstract = {Staying vigorous throughout the day is important for work-related behaviour, subjective well-being, and for effective functioning in the family domain. This study examined trait vigour (i.e. a person's general level of vigour), day-specific workload (time pressure, work hours), and recovery resulting from unwinding during leisure time as predictors of day-specific vigour as experienced at the end of the working day. Seventy-five individuals from service and public administration organizations completed one general survey and daily surveys two times per day for five working days. Trait vigour, demographic variables and control variables (e.g. job control, home workload) were assessed in the general survey. Day-specific level of vigour, day-specific workload, and day-specific recovery were measured in the daily survey. Analyses following a hierarchical linear modelling approach showed that trait vigour, day-specific workload and recovery accumulated during the preceding evenings predicted an individual's level of vigour at the end of the working day, after controlling for a range of other variables (gender, age, job control, and home workload). Trait vigour and accumulated recovery experiences interacted significantly to predict vigour at the end of the working day, indicating that individuals high on trait vigour benefit most from recovery experienced over the course of several days. © 2008 The British Psychological Society.},
author = {Niessen, Cornelia and Sonnentag, Sabine},
doi = {10.1348/096317908X310256},
faupublication = {no},
journal = {Journal of Occupational and Organizational Psychology},
pages = {435-458},
peerreviewed = {Yes},
title = {{Staying} vigorous until work is over: {The} role of trait vigour, day-specific work experiences and recovery},
volume = {81},
year = {2008}
}
@article{faucris.241437086,
abstract = {In modern work environments, it can be difficult for workers to avoid becoming distracted from their current task. This study investigates person–situation interactions to predict thought control activities (kind of self-control), which aim to stop distracting thoughts that enter the mind. Specifically, it was examined (1) how challenging work demands (time pressure, task complexity) activate workers’ thought control to stop distractive thoughts (nlevel2 = 143) and relate to the effort to do so (nlevel2 = 91) in daily working life and (2) how these relationships differ according workers’ general cognitive ability to suppress unwanted thoughts. To understand these person–situation interactions, an experience sampling study was combined with a laboratory task assessing the ability to suppress unwanted thoughts (think/no-think task). Multilevel modeling revealed that workers’ engage more often and more intensively in thought control activities at a moderate level of time pressure but only when they had a higher general ability to suppress unwanted thoughts. For workers with a lower ability to suppress unwanted thoughts, increasing time pressure was negatively related to thought control activities, even at very low levels of time pressure. Thus, whether time pressure activates or hinders thought control depends on individuals’ ability to suppress distractive thoughts.
Baumeister, Bratslavsky, Muraven, & Tice, 1998). To date more than 200 experiments – mostly following the sequential-task paradigm – examined self-regulation and found evidence for the concept of ego depletion (Carter & McCullough, 2014). Building on sequential-task paradigm, we examined ego depletion in the context of self-leadership at work. As self-leadership is beneficial for work performance and well-being, behavior focused strategies and constructive thought patterns might be demanding and should lead to energy depletion as well. At the canteen of a German university, in a sample of 153 students and employees, we measured ego depletion twice, immediately before and immediately after lunch break with a hand grip task. In addition, participants had to fill out two questionnaires about their work experiences. Hierarchical regression analyses revealed that using constructive thought patterns in the morning was related to higher energy depletion (less time on the hand grip) before lunch. Behavior focused strategies in the morning were associated with higher depletion after lunch when work in the morning was highly demanding. The results of this study indicate that self-leadership might be a double edged sword: Self-leadership is not only a resource in demanding work environments but also demanding itself.},
author = {Müller, Teresa and Niessen, Cornelia},
booktitle = {50. Kongress der Deutschen Gesellschaft für Psychologie (DGPs)},
date = {2016-09-18/2016-09-22},
faupublication = {yes},
peerreviewed = {unknown},
title = {{The} dark side of self-leadership: {Do} self-leadership strategies deplete energy?},
venue = {Leipzig},
year = {2016}
}
@article{faucris.235218778,
author = {Hommelhoff, Sabine and Schröder, Carina and Niessen, Cornelia},
doi = {10.1007/s11613-020-00634-y},
faupublication = {yes},
journal = {Organisationsberatung, Supervision, Coaching},
pages = {5-19},
peerreviewed = {Yes},
title = {{The} experience of personal growth in different career stages: {An} exploratory study},
url = {http://link.springer.com/article/10.1007/s11613-020-00634-y},
volume = {27},
year = {2020}
}
@inproceedings{faucris.108917424,
author = {Niessen, Cornelia and Müller, Teresa and Hommelhoff, Sabine and Westman, Mina},
booktitle = {Annual Conference of the Society for Industrial and Organizational Psychology},
date = {2017-04-27/2017-04-29},
faupublication = {yes},
peerreviewed = {Yes},
title = {{The} impact of future-oriented coping on business travelers' work-life balance},
venue = {Orlando, Florida, USA},
year = {2017}
}
@article{faucris.118686744,
author = {Niessen, Cornelia and Müller, Teresa and Hommelhoff, Sabine and Westman, Mina},
doi = {10.1002/job.2215},
faupublication = {yes},
journal = {Journal of Organizational Behavior},
pages = {113-127},
peerreviewed = {Yes},
title = {{The} impact of preventive coping on business travellers’ work and private life},
volume = {39},
year = {2018}
}
@article{faucris.123786784,
abstract = {This two-wave panel study investigates the associations between working time, selective optimization with compensation in private life and relationship outcomes (i.e. relationship satisfaction and self-disclosure) in dual-career couples. We propose that one partner’s selective optimization with compensation in private life either mediates or moderates the association of this partner’s working time and relationship outcomes (i.e. relationship satisfaction and self-disclosure). Moreover, we postulate the crossover (i.e. transmission) of relationship satisfaction and self-disclosure within the couple. To test these hypotheses, we conducted an online study with a time lag of six months, in which 285 dual-career couples took part. We found evidence for selective optimization with compensation in private life as a mediator: working time spent by partners in dual-career couples was associated with selective optimization with compensation in their private life that, in turn, predicted relationship satisfaction and self-disclosure. Results did not support the assumption that one partner’s selective optimization with compensation in private life moderates the association between working time and relationship satisfaction and self-disclosure. Relationship satisfaction, but not self-disclosure, crossed over within the couples. The results challenge the assumption that longer work hours have negative consequences for romantic relationships.},
author = {Niessen, Cornelia and Sonnentag, Sabine and Unger, Dana and Neff, Angela},
doi = {10.1177/0018726715571188},
faupublication = {yes},
journal = {Human Relations},
keywords = {dual-career couple; relationship satisfaction; selective optimization with compensation; self-disclosure; working time},
pages = {1889-1912},
peerreviewed = {unknown},
title = {{The} longer your work hours, the worse your relationship? {The} role of selective optimization with compensation in the associations of working time with relationship satisfaction and self-disclosure in dual-career couples},
volume = {68},
year = {2015}
}
@article{faucris.249780641,
author = {Hommelhoff, Sabine and Weseler, Daniela and Niessen, Cornelia},
doi = {10.1080/10615806.2021.1892653},
faupublication = {yes},
journal = {Anxiety Stress and Coping},
peerreviewed = {Yes},
title = {{The} role of cognitive job crafting in the relationship between turnover intentions, negative affect, and task mastery},
year = {2021}
}
@article{faucris.109503064,
author = {Niessen, Cornelia and Binnewies, Carmen and Rank, J.},
faupublication = {no},
journal = {Journal of Occupational and Organizational Psychology},
pages = {695-715},
peerreviewed = {Yes},
title = {{The} role of disengagement in work adjustment},
volume = {83},
year = {2010}
}
@article{faucris.258181969,
abstract = {Dealing with unwanted thoughts is a recurrent phenomenon in everyday life. The present study focuses on intrusive thoughts in the work context and examines the protective function of thought control for self-esteem. Possible mediators (negative affect, task focus) and individual differences in the ability to control unwanted thoughts are also considered. We assessed 143 employees' individual ability to suppress thoughts using the think/no-think paradigm, followed by a five-day experience sampling study in the work context. Multilevel analyses showed that individuals with lower suppression abilities experienced higher negative affect and lower self-esteem when they tried to suppress intrusive thoughts, whereas individuals with higher suppression abilities did not. The findings reveal the protective nature of thought suppression abilities, but also highlight possible detrimental aspects of unsuccessfully engaging in thought control. The results provide a basis for recommendations to individuals on dealing with intrusive thoughts.},
author = {Göbel, Kyra and Niessen, Cornelia},
doi = {10.1002/acp.3830},
faupublication = {yes},
journal = {Applied Cognitive Psychology},
keywords = {experience sampling; intrusive thoughts; self-esteem; think/no-think; thought control},
note = {CRIS-Team Scopus Importer:2021-05-14},
peerreviewed = {Yes},
title = {{Thought} control in daily working life: {How} the ability to stop thoughts protects self-esteem},
year = {2021}
}
@article{faucris.111495824,
abstract = {Changes at work are often accompanied with the threat of, or actual, resource loss. Through an experiment, we investigated the detrimental effect of the threat of resource loss on adaptive task performance. Self-regulation (i.e., task focus and emotion control) was hypothesized to buffer the negative relationship between the threat of resource loss and adaptive task performance. Adaptation was conceptualized as relearning after a change in task execution rules. Threat of resource loss was manipulated for 100 participants undertaking an air traffic control task. Using discontinuous growth curve modeling, 2 kinds of adaptation-transition adaptation and reacquisition adaptation-were differentiated. The results showed that individuals who experienced the threat of resource loss had a stronger drop in performance (less transition adaptation) and a subsequent slower recovery (less reacquisition adaptation) compared with the control group who experienced no threat. Emotion control (but not task focus) moderated the relationship between the threat of resource loss and transition adaptation. In this respect, individuals who felt threatened but regulated their emotions performed better immediately after the task change (but not later on) compared with those individuals who felt threatened and did not regulate their emotions as well. However, later on, relearning (reacquisition adaptation) under the threat of resource loss was facilitated when individuals concentrated on the task at hand. (PsycINFO Database Record},
author = {Niessen, Cornelia and Jimmieson, N.L.},
doi = {10.1037/apl0000049},
faupublication = {yes},
journal = {The Journal of Applied Psychology},
pages = {450},
peerreviewed = {unknown},
title = {{Threat} of resource loss: {The} role of self-regulation in adaptive task performance.},
volume = {101},
year = {2015}
}
@inproceedings{faucris.123604844,
author = {Niessen, Cornelia and Sonnentag, Sabine and Sach, Frederike},
booktitle = {25st Annual SIOP Conference},
faupublication = {no},
peerreviewed = {unknown},
title = {{Thriving} at work: {A} diary study.},
venue = {Atlanta},
year = {2010}
}
@article{faucris.108646164,
abstract = {The present diary study examines how employees thrive at work in response to resources (i.e., positive meaning, relational resources, and knowledge). Thriving is conceptualized as the joint experience of vitality and learning. A total of 121 employees working in the social services sector responded to three daily surveys (in the morning, at lunchtime, and at the end of the work day) for a period of five work days. Intra-individual analyses (hierarchical linear modeling) revealed that on days when employees experience positive meaning at work in the morning, they feel more vital at the end of the work day and have a higher sense of learning. Work behaviors such as task focus and exploration mediated the relation between positive meaning and both components of thriving. © 2011 John Wiley & Sons, Ltd.},
author = {Niessen, Cornelia and Sonnentag, Sabine and Sach, Frederike},
doi = {10.1002/job.763},
faupublication = {yes},
journal = {Journal of Organizational Behavior},
pages = {468-487},
peerreviewed = {Yes},
title = {{Thriving} at work - {A} diary study},
volume = {33},
year = {2012}
}
@article{faucris.111363384,
author = {Niessen, Cornelia and Mäder, Inge and Jimmieson, N.L.},
faupublication = {yes},
journal = {Journal of Vocational Behavior},
peerreviewed = {Yes},
title = {{Thriving} when exhausted: {The} role of perceived transformational leadership.},
year = {2017}
}
@inproceedings{faucris.123819564,
author = {Niessen, Cornelia and Mäder, Inge and Jimmieson, N.L.},
booktitle = {Poster presented at the 32nd Annual SIOP Conference, Orlando, Florida.},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Thriving} when exhausted: {The} {Role} of {Tranformational} {Leadership}.},
year = {2017}
}
@incollection{faucris.209966889,
address = {Cambridge},
author = {Liao, Hsiao-Wen and Hommelhoff, Sabine and Carstensen, Laura L.},
booktitle = {Handbook of Cognitive Aging},
doi = {10.1017/9781108552684.016},
editor = {A. Gutchess & A. K. Thomas},
faupublication = {yes},
pages = {254-272},
peerreviewed = {No},
publisher = {Cambridge University Press},
title = {{Time} perceptions from seconds to lifetimes: {How} perceived time affects adult development},
year = {2020}
}
@article{faucris.230865281,
abstract = {Emerging technologies at work encourage the collection and storage of large amounts of data. However, these vast quantities of data are likely to impair efficient work decisions by employees over time, with negative consequences for the organization. As human attention increasingly represents the scarce resource at work, the present paper focuses on a mechanism of attentional control at work-namely, intentionally forgetting unwanted and outdated internal (e.g., knowledge) and external (e.g., digital objects) information. The purpose of this paper is threefold. Based on a short review of the research on intentional forgetting, a prototypical conceptualization of an interactive assistive system (Dare2Del, cognitive companion) is provided, which should support employees in temporally ignoring or permanently deleting outdated information. Then, we completed a critical incident study to examine why and when employees might want to forget information at work, and to identify in which working situations an assistive system should be particularly helpful.},
author = {Niessen, Cornelia and Göbel, Kyra and Siebers, Michael and Schmid, Ute},
doi = {10.1026/0932-4089/a000308},
faupublication = {yes},
journal = {Zeitschrift für Arbeits- und Organisationspsychologie},
keywords = {information overload; intentional forgetting; self-control},
note = {CRIS-Team Scopus Importer:2019-12-27},
pages = {30-45},
peerreviewed = {Yes},
title = {{Time} to {Forget}: {Intentional} {Forgetting} in the {Digital} {World} of {Work}},
volume = {64},
year = {2020}
}
@inproceedings{faucris.119352244,
author = {Eibl, Bettina and Niessen, Cornelia},
booktitle = {Conference of the European Association of Work and Organizational Psychology},
faupublication = {yes},
title = {{To} be or not to be proactive: {The} role of leadership and employees' gender},
venue = {Oslo},
year = {2015}
}
@article{faucris.245479348,
abstract = {Previous correlational studies have shown that both psychological detachment from work and positively thinking about work during non-work time are associated with favorable affective states. In our research we integrate these contradictory findings and add more rigor to detachment research by using an experimental design. In two experimental studies conducted in the laboratory, we manipulated two different kinds of detachment from work (thinking about a hobby; explicit detachment instruction) and three different kinds of thinking about work (thinking negatively, thinking positively, thinking in an unspecific way) by short written instructions. Results show that both detachment strategies lead to a reduction in negative affect (in both studies) and to an increase in positive affect (in one study). The effect of detachment was particularly strong when it was contrasted with thinking negatively about work and when end-of-workday negative affect was high. In some of the comparisons, the affective benefits of positively thinking about work were stronger than those of psychological detachment from work. Taken together, our studies demonstrate that detachment from work as well as positive thinking improves subsequent affect, highlighting the causality underlying the association between psychological detachment from work - as a core recovery experience - and subsequent affective states.},
author = {Sonnentag, Sabine and Niessen, Cornelia},
doi = {10.3389/fpsyg.2020.560156},
faupublication = {yes},
journal = {Frontiers in Psychology},
note = {CRIS-Team WoS Importer:2020-11-20},
peerreviewed = {Yes},
title = {{To} {Detach} or {Not} to {Detach}? {Two} {Experimental} {Studies} on the {Affective} {Consequences} of {Detaching} {From} {Work} {During} {Non}-work {Time}},
volume = {11},
year = {2020}
}
@misc{faucris.119992224,
abstract = {In this exploratory study, we analyze under which circumstances employees are willing to accept tracking and tracing technologies at the workplace inside and outside the employer’s premises. The results from our multi-factorial survey show that employees do not reject these technologies per se. However, they are sensitive, e.g., regarding the transparency and efficiency of the informational changes and the involvement of works councils, and they are rather skeptical if these technologies are to be used for monitoring health and performance. The results indicate that the new technologies at hand will probably be introduced, but the introduction may be subject to bargaining and conflicts between the actors involve},
author = {Abraham, Martin and Grimm, Veronika and Lorek, Kerstin and Möslein, Kathrin and Niessen, Cornelia and Schnabel, Claus and Wrede, Matthias},
faupublication = {yes},
keywords = {tracking; tracing, labor market; work council},
peerreviewed = {automatic},
title = {{To} track or not to track? {LASER} {Discussion} {Paper}, {No}. 101, {Erlangen}-{Nürnberg}.},
url = {http://www.laser.uni-erlangen.de/papers/paper/297.pdf},
year = {2017}
}
@inproceedings{faucris.123413004,
author = {Mäder, Inge and Niessen, Cornelia},
booktitle = {European Association of Work and Organizational Psychology Small Group Meeting (SGM). The psychology of organizational change: Understanding and dealing with change recipients’ reactions. Athens, Greece.},
date = {2016-06-08/2016-06-10},
faupublication = {yes},
title = {{Uncertainty} and adaption to organizational change: {The} moderating role of leaders` informational support and employees` trust in leaders.},
venue = {Athens, Greece.},
year = {2016}
}
@masterthesis{faucris.111168244,
author = {Hommelhoff, Sabine},
faupublication = {no},
school = {Friedrich-Alexander-Universität Erlangen-Nürnberg},
title = {({Un}){Erreichbar} fern: {Ein} {Vergleich} persönlicher {Ziele} und {Sehnsüchte}},
year = {2004}
}
@inproceedings{faucris.110373164,
author = {Hommelhoff, Sabine and Scheibe, Susanne and Riediger, Michaela},
booktitle = {17. Arbeitstagung der Fachgruppe Entwicklungspsychologie},
date = {2005-09-14/2005-09-16},
faupublication = {no},
peerreviewed = {Yes},
title = {({Un})erreichbar fern: {Unterschiede} zwischen {Sehnsüchten} und persönlichen {Zielen}},
venue = {Bochum},
year = {2005}
}
@article{faucris.112660064,
author = {Hommelhoff, Sabine and Scheibe, Susanne and Riediger, Michaela},
doi = {10.1027/1016-9040.13.2.126},
faupublication = {no},
journal = {European Psychologist},
pages = {126-140},
peerreviewed = {Yes},
title = {({Un}){Reachable}? {An} empirical differentiation of goals and life longings},
volume = {13},
year = {2008}
}
@inproceedings{faucris.106168304,
author = {Hommelhoff, Sabine},
booktitle = {9. Fachgruppentagung Arbeits-, Organisations- und Wirtschaftspsychologie},
date = {2015-09-24/2015-09-26},
faupublication = {yes},
peerreviewed = {Yes},
title = {{Warum} {Freundschaften} am {Arbeitsplatz} nicht nur {Freude} bereiten},
venue = {Mainz},
year = {2015}
}
@article{faucris.271390980,
abstract = {Organizations trying to attract talents sometimes promise friendships or family-like workplace relations in their job advertisements. This research examined how jobseekers of different ages react to such promises of communal workplace relationships. In two experiments (N = 292 and N = 343), we found consistent evidence that, compared to conventional exchange-oriented job advertisements, communal job advertisements led jobseekers to assume lower organizational performance standards. However, no differences were apparent in their job-choice intentions. While the jobseekers' age did not moderate these relationships, we found that older employees generally expected higher organizational performance standards. These experiments combine relationship and recruitment research and contribute to our understanding of how people react to the mingling of different relationship norms in the work context. Practically speaking, the findings suggest that the usage of communal job advertisements might not be in the best interest of organizational performance.},
author = {Hommelhoff, Sabine and Götz, Davina},
doi = {10.1026/0932-4089/a000390},
faupublication = {yes},
journal = {Zeitschrift für Arbeits- und Organisationspsychologie},
note = {CRIS-Team WoS Importer:2022-03-25},
pages = {80-91},
peerreviewed = {Yes},
title = {{We} are all friends and family here! {How} jobseekers react to communal job advertisements},
volume = {67},
year = {2023}
}
@article{faucris.108647264,
abstract = {This diary study examines the daily crossover of self-esteem within working couples. By integrating self-esteem research into the crossover framework, we hypothesized that the day-specific self-esteem experienced by one partner after work crosses over to the other partner. Furthermore, we proposed that this daily crossover process is moderated by the other partner's general level of self-esteem and empathic concern. We conducted a diary study over five consecutive working days among 102 working couples. Multilevel analyses using the actor-partner interdependence model supported our hypotheses. Day-specific self-esteem experienced by one partner after work crossed over to the other partner in the evening, particularly when this partner had a generally low level of self-esteem and a generally high level of empathic concern. © 2012 Elsevier Inc.},
author = {Niessen, Cornelia and Unger, Dana and Sonnentag, Sabine and Neff, Angela},
doi = {10.1016/j.jvb.2012.10.002},
faupublication = {yes},
journal = {Journal of Vocational Behavior},
pages = {385-394},
peerreviewed = {Yes},
title = {{What}'s mine is yours: {The} crossover of day-specific self-esteem},
volume = {81},
year = {2012}
}
@article{faucris.109628684,
abstract = {As a proactive behavior, job crafting refers to changes in the task (cognitive, and behavioral) and social boundaries at work. This article focuses on antecedents of job crafting and the development and validation of a job crafting scale. In Study 1 (N = 466), an exploratory factor analysis with one half of the sample (n = 233) and a confirmatory factor analysis with the other half (n = 233) supported a three-dimensional structure of job crafting (task crafting, relational crafting and cognitive crafting), and convergent as well as discriminant validity of job crafting, in relation to personal initiative and organizational citizenship behavior. In Study 2 (N = 118, two points of measurement), we cross-validated the measure and demonstrated that job crafting was related to, yet distinct from, taking charge. We found that an increase in job crafting at Time 2 was predicted by need for positive self-image (Time 1), as well as by work experience (Time 1). Need for human connection (Time 1) was related to job crafting at Time 2 when self-efficacy was high. Moreover, there was evidence that job crafting as self-oriented behavior related positively to person–job fit. Implications for future research are discussed.},
author = {Niessen, Cornelia and Weseler, Daniela and Kostova, Petya},
doi = {10.1177/0018726715610642},
faupublication = {yes},
journal = {Human Relations},
keywords = {job crafting needs proactive behavior scale development self self-efficacy work characteristics},
month = {Jan},
pages = {1287-1313},
peerreviewed = {unknown},
title = {{When} and why do individuals craft their jobs? {The} role of individual motivation and work characteristics for job crafting},
url = {http://hum.sagepub.com/content/early/2016/01/07/0018726715610642},
year = {2016}
}
@inproceedings{faucris.235270490,
author = {Hommelhoff, Sabine and Götz, Davina},
booktitle = {11. Fachgruppentagung Arbeits-, Organisations- und Wirtschaftspsychologie},
faupublication = {yes},
peerreviewed = {Yes},
title = {„{Wir} sind {Freunde} statt {Kollegen}“: {Wie} potentielle {Bewerber} auf kommunale {Stellenanzeigen} reagieren.},
venue = {Braunschweig, Deutschland},
year = {2019}
}