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journal paper
Kunze, F., Dejong, S., & Bruch, H. (2014). Consequences of Collective-Focused Leadership and Differentiated Individual-Focused Leadership. Journal of Management, 2014(published online 08.13 - forthcoming), 1-30, DOI:10.1177/0149206313498903.
   
Böhm, S. A., Kunze, F., & Bruch, H. (2014). Spotlight on age diversity climate: The impact of age-inclusive HR-practices on firm level outcomes. Personnel Psychology, 2014(early view seit 09/13 - forthcoming!), 1-38, DOI:10.1111/peps.12047.
   
Böhm, S. A., Dwertmann, D. J. G., Kunze, F., Michaelis, B., Parks, K., & McDonald, D. (2014). Expanding Insights on the Diversity Climate-Performance Link: The Role of Work Group Discrimination and Group Size. Human Resource Management(forthcoming), 1-40.
   
Kunze, F. (2013). Strategisches Personalmanagement in der öffentlichen Verwaltungen im Zeichen des demografischen Wandels. Verwaltung und Management, 2013(5), 268-273.
   
Kunze, F. (2013). Werte der Digital Natives: Führungs- und Anreizsysteme angemessen ausgestalten. zfo Zeitschrift für Führung und Organisation, 82(4), 232-236.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2013). Organizational Performance Consequences of Age Diversity: Inspecting the Role of diversity-friendly HR Policies and Top managers’ Negative Age Stereotypes. Journal of Management Studies, 50(3), 413-442, DOI:10.1111/joms.12016.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2013). Age, resistance to change, and job performance: Testing for a common stereotype. Journal of Managerial Psychology, 28(7/8), 741-760, DOI:10.1108/JMP-06-2013-0194.
   
Kunze, F., & Bruch, H. (2012). Aktives Demografiemanagement - Gezielte Maßnahmen steigern die Arbeitszufriedenheit. Zeitschrift für Führung und Organisation, 81(06), 397-402.
   
Kunze, F., & Böhm, S. A. (2012). Organizational Boundary Conditions to Prevent Negative Performance Consequences of Age Diversity. Academy of Management Best Paper Proceedings, 2012(1), 1-6, DOI:10.5465/AMBPP.2012.28.
   
Kunze, F., Dejong, S., & Bruch, H. (2012). To Differentiate or Not? How Individual and Collective-focused Leadership Relate to Firm Performance. Academy of Management Best Paper Proceedings, 2012(1), 1-6, DOI:10.5465/AMBPP.2012.29.
   
Brahm, T., & Kunze, F. (2012). The role of trust climate in virtual teams. Journal of Managerial Psychology, 27(06), 595-614, DOI:10.1108/02683941211252446.
   
Kunze, F. (2011). Dealing with the demographic change in companies: Potential Impacts and Intervention Strategies for an Aging Workforce. Zeitschrift für Personalforschung, 25(3), 273-275.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2011). Age Diversity, Age Discrimination Climate and Performance Consequences – a Cross Organizational Study. Journal of Organizational Behavior, 32(2), 264-290, DOI:10.1002/job.698.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2010). Age, Resistance to Change, and Job Performance: Testing for A Common Stereotype. Academy of Management Best Paper Proceedings, 2010(1), 1-6, DOI:10.5465.
   
Kunze, F., & Bruch, H. (2010). Age-based Faultlines and Perceived Productive Energy: The Moderation of Transformational Leadership. Small Group Research, 41(5), 593-620, DOI:10.1177/1046496410366307.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2009). Age diversity, age discrimination, and performance consequences - A cross organizational study. Academy of Management Best Paper Proceedings, 2009(1), 1-6, DOI:10.5465.
   
Bruch, H., & Kunze, F. (2007). Management einer Aging Workforce: Ansätze zu Kultur und Führung. Zeitschrift Führung und Organisation, 2(76), 72-77.
   
thesis
Kunze, F. (2010). Dealing with the Demographic in Companies: Impacts and Intervention Strategies for an Aging Workforce, Universität St. Gallen, Thesis. Bamberg: Difo Druck.
   
book
Bruch, H., Kunze, F., & Böhm, S. A. (2010). Generationen erfolgreich führen: Konzepte und Praxiserfahrungen zum Management des demographischen Wandels. Wiesbaden: Gabler. - ISBN 978-3-8349-1042-4.
   
Kunze, F. (2007). Voting to Peace: how to manage democratic transitions in post conflict states. Saarbrücken: VDM Verlag Dr. Müller. - ISBN 9783836411158.
   
book chapter
Böhm, S. A., Schroeder, H. ., & Kunze, F. (2013). Comparative age management: Theoretical perspectives and practical implications. In The SAGE Handbook on Work, Aging, and Society (pp. 211-237). Thousand Oaks: Sage. - ISBN 978-1-4462-0782-6.
   
Kunze, F., & Böhm, S. A. (2013). Research on Age Diversity in the Workforce - Current Trends and Future Research Directions. In The SAGE Handbook on Work, Aging, and Society (pp. 41-59). London UK: Sage Publications Inc.. - ISBN 978-1-4462-0782-6.
   
Böhm, S. A., Baumgärtner, M. K., Dwertmann, D. J. G., & Kunze, F. (2011). Age diversity and its performance implications: Analysing a major future workforce trend. In From Grey to Silver: Managing the Demographic Change Successfully (pp. 121-142). Berlin: Springer. - ISBN 978-3-642-15593-2.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2011). Generational leadership: How to manage five different generations in the workforce. In From Grey to Silver: Managing the Demographic Change Successfully (pp. 87-100). Berlin: Springer. - ISBN 978-3-642-15593-2.
   
Bruch, H., Böhm, S. A., & Kunze, F. (2010). Demographiefeste HR-Strategien: Ergebnisse einer empirischen Studie in deutschen klein- und mittelständischen Unternehmen. In Management - eine gesellschaftliche Aufgabe (pp. 137-157). Baden-Baden: Nomos. - ISBN 978-3-8329-5060-6.
   
Böhm, S. A., Kunze, F., Baumgärtner, M. K., & Bruch, H. (2009). Demographiefeste Unternehmensführung: Strategische Maßnahmen zum Management einer Aging Workforce. In Strategische Führung auf dem Prüfstand (pp. 17-32). Berlin: Springer.
   
conference paper
Kunze, F. (2014). Subjective age matters — Antecedents and performance consequences of age identity in organizations. In , pp.1-30.
   
Kunze, F., Raes, A., & Bruch, H. (2013). It matters how old you feel –  Antecedents and performance  consequences of age identity in  organizations. In .
   
Dejong, S., Kunze, F., & Bruch, H. (2013). Asymmetries in Task Dependence and Organizational Effectiveness: A Mediated Moderation Analysis. In Capitalism in Question. New York: Academy of Management.
   
Kunze, F., & Menges, J. (2013). Younger Supervisors, Older Subordinates, and Company Performance: Inspecting the Role of Emotions. In Capitalism in Question. New York: Academy of Management.
   
Brahm, T., & Kunze, F. (2012). Increasing the Performance of Virtual Teams: The Context Role of Trust Climate. In INGRoup Conference. Cary NC: INGRoup.
   
Kunze, F., & Menges, J. (2012). Organizational Consequences of Supervisor-Subordinate Age Differences: A Study on the Role of Emotions. In EMONET Konferenz. Australia: The University of Queensland.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2011). Boundary Conditions to Prevent Age Discrimination in Age Diverse Companies: Inspecting the Role of TMT Stereotypes and Organizational Efforts to Support Diversity. In EAWOP Conference 2011: Decent work and Beyond. Liége, Belgium: EAWOP.
   
Böhm, S. A., & Kunze, F. (2011). Spotlight on Age-Diversity Climate: The Impact of Age-Related HR Practices on Firm-Level Outcomes. In West meets East, Paper Session 604. New York: Academy of Management.
   
Kunze, F., & Menges, J. (2011). When and Why Age Diversity Matters for Organizations: A Study on the Role of Affective Processes. In West meets East, Paper Session 826. New York: Academy of Management.
   
Krummaker, S., Vogel, B., & Kunze, F. (2011). Impact of Team Energy on Leader Empowerment and Transformational Leadership: A Follower Perspective. In Nachhaltigkeit: Unternehmerisches Handeln in globaler Verantwortung. Göttingen: VHB.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2011). Resistance to Change and Individual job performance in an aging workforce: Inspecting a counterintuitive relationship. In Nachhaltigkeit: Unternehmerisches Handeln in globaler Verantwortung. Göttingen: VHB.
   
Brahm, T., & Kunze, F. (2011). How to increase the performance of virtual teams - A moderated-mediation model of goal setting , task cohesion and trust. In Decent work and Beyond - W&O psychologists' contribution to society. Maastricht: EAWOP.
   
Böhm, S. A., Kunze, F., & Bruch, H. (2010). The Impact of Age Related Human Resource Management Practices on Age Diversity Climate and its Potential Performance Consequences. In Managing Diversity in Organisations: Bridging the World of Science and Practice. Birmingham: EAWOP.
   
Böhm, S. A., Dwertmann, D. J. G., Kunze, F., Michel, A., & Parks, K. (2010). Expanding Insights on the Diversity Climate-Performance Link: The Role of Work Group Discrimination. In Academy of Management Conference, Paper Session 736. New York: Academy of Management.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2010). Age, Resistance to Change, and Job Performance: Testing for A Common Stereotype. In Dare to Care: Passion & Compassion in Management Practice & Research, Paper Session 1420. New York: The Academy of Management.
   
Krummaker, S., Vogel, B., & Kunze, F. (2009). Impact of team energy and leader empowerment on transformational leadership: A follower perspective. In Academy of Management Conference. Chicago.
   
Böhm, S. A., Kunze, F., & Bruch, H. (2009). Age Discrimination as a consequence of age diversity and its impact on company performance. In Age Diversity Conference at Middlesex University Business School. London.
   
Kunze, F., Böhm, S. A., & Bruch, H. (2009). Age Diversity, Age Discrimination, and Performance Consequences - A Cross Organizational Study. In Academy of Management Proceedings. Briarcliff Manor New York: Academy of Management.
   
Krummaker, S., Vogel, B., Bruch, H., & Kunze, F. (2008). Followers influence on supervisors' leadership behavior - Team energy and leaders empowerment as antecedents of transformational leadership. In Positive Organizational Scholarship Conference. Ann Arbor.
   
Kunze, F., & Bruch, H. (2008). Productively Managing Age Heterogenous Teams: The Moderation of Transformational Leadership. In Academy of Management Conference. Anaheim.
   
Böhm, S. A., & Kunze, F. (2008). Human Resource Management for an aging workforce - A cross-organizational study in 173 companies. In . Anaheim.
   
article
Kunze, F., & Dejong, S. (2014). Die zwei Seiten transformationaler Führung für Gruppen- und Unternehmensleistung. Personal Quarterly, in press, 1-15.
   
Bruch, H., & Kunze, F. (2013). Management von Generationenvielfalt in Unternehmen. Praeview Zeitschrift für innovative Arbeitsgestaltung und Organisation, 2, 1-5.
   
Kunze, F. (2013). Von der Altersvielfalt in der Verwalltung profitieren. Innovative Verwaltung, 4, 11-13.
   
Kunze, F. (2013). Altersdiversität kann die Leistung des Unternehmens schmälern. Personal Quarterly, 3, 30-35.
   
Kunze, F., Leicht-Deobald, U., Lins, N., & Bruch, H. (2012). Evidenzbasierte Steuerung von Teamprozessen in einem Automobilkonzern. Personal Quarterly, 4, 24-27.
   
Bruch, H., & Kunze, F. (2010). Lauter gute Jahrgänge: Generationale Führung im Zeichen des demografischen Wandels. MBA Magazin, 3(2010), 44.
   
presentation
Kunze, F., Raes, A., & Bruch, H. (2013). It matters how old you feel - organizational-level performance consequences and antecedents of relative subjective-age. Presented at Age in the workplace meeting, Rovereto.
   
 
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*citation format: APA 5