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Institute for Leadership and Human Resource Management

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conference paper
Searle, R., Six, F., & Weibel, A. (2010). Respect and Organizational Trust. In .
   
Sauer, H., & Weibel, A. (2010). Formal Rules and Well-Being in the Workplace. In .
   
de Hartog, D. ., Searle, R., & Weibel, A. (2010). Control as a Driver of Trust in the Organization?. In .
   
Bildstein, I., Güldenberg, S., & Weibel, A. (2010). How to Mange and Control Knowledge Workers? A Contingency View on Knowledge Governance in Knowledge-Intensive Work Environments. In .
   
Döring, S., Schreiner, M., & Huettermann, H. (2010). Constructing a collective identity in diverse teams. In .
   
Dolle, D. (2010). Organizational personality and organizational performance: The mediating role of productive organizational energy. In Dare to Care: Passion & Compassion in Management Practice & Research, Paper Session 1518. New York: Academy of Management.
   
Raes, A., & Bruch, H. (2010). Top Management Team Behavioral Integration, Organizational Energy and Employee Outcomes. In Dare to Care: Passion and Compassion in Management Practice and Research, pp.1-40. New York: Academy of Management.
   
Baumgärtner, M. K., Dwertmann, D. J. G., & Böhm, S. A. (2010). Differences in job satisfaction facets between employees with and without disabilities. In EURAM 2010: Back to the Future, pp.39. Brüssel: Euram.
   
Dennerlein, T., & Vogel, B. (2010). Followership at the team level: Possible antecedents and consequences. In Management Research in a Changing Climate. UK: BAM British Academy of Management.
   
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.
   
Schudy, C., & Bruch, H. (2010). Productive organizational energy as a mediator in the contextual ambidexterity-performances relation. In Dare to Care: Passion & Compassion in Management Practice & Research, Paper Session 1150. New York: Academy of Management.
   
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.
   
Güldenberg, S., Bildstein, I., & Weibel, A. (2009). A Contingency View on Knowledge-Governance in Professional Service Firms. In .
   
de Hartog, D. ., Searle, R., & Weibel, A. (2009). Control as a Driver of Trust in the Organization?. In .
   
Bildstein, I., Güldenberg, S., & Weibel, A. (2009). A Contingency View on Knowledge-Governance in Professional Service Firms. In .
   
Huettermann, H., & Boerner, S. (2009). Functional diversity and team innovation: The moderating role of transformational leadership. In .
   
Bruch, H., Vogel, B., & Raes, A. (2009). Productive organizational energy as a mediator between strategic leadership and performance. In , pp.1-40: Academy of Management.
   
Schudy, C. (2009). Transformational leadership climate, ambidexterity, and performance. In .
   
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.
   
Rost, K., Osterloh, M., & Weibel, A. (2008). Crowding-out of Intrinsic Motivation. In .
   
Weibel, A. (2008). Governing Voluntary Work Behaviors - A Comparative View from Psychological Economics and Organizational Behaviors. In .
   
Bijlsma, K., & Weibel, A. (2008). On the positive effects of formal control on trust. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2008). A Motivation-Based View on Human-Resource-Management and Performance. In .
   
Osterloh, M., & Weibel, A. (2008). Governing Knowledge Production. In .
   
Raes, A., Heijltjes, M. G., Glunk, U., & Roe, R. A. (2008). The interface of top management team and middle managers: A process model. In , pp.1-40: Academy of Management.
   
Borg, I., & Baumgärtner, M. K. (2008). Does demographic item nonresponse cause biased results in employee surveys?. In .
   
Borg, I., & Baumgärtner, M. K. (2008). Attitudes of demographic item nonresponders in employee surveys. In .
   
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.
   
Menges, J., Walter, F., Vogel, B., & Bruch, H. (2008). Mechanism and Boundary Conditions for Performance Effects of Transformational Leadership Climate. In Academy of Management Proceedings. Briarcliff Manor New York: Academy of Management.
   
Menges, J., & Bruch, H. (2008). Organizational Emotional Intelligence and Performance - An Empirical Study. In .
   
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.
   
Böhm, S. A., & Vögtlin, C. (2008). Towards a model of collective organizational identification - A longitudinal survey study. In .
   
Böhm, S. A., & Bruch, H. (2008). The development and function of collective organizational identity strength - An empirical study across three points in time. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). Good Organizational Design for Bad Motivational Dispositions?. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). Crowding-out of Intrinsic Motivation - Opening the Black Box. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). Crowding-out of Intrinsic Motivation - Opening the Black Box. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). Crowding-out of Intrinsic Motivation - Opening the Black Box. In .
   
Bijlsma, K., Sitkin, S., & Weibel, A. (2007). Reversing a Vicious Cycle of Mutual Distrust. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). Good Organizational Design for Bad Motivational Dispositions?. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2007). High Commitment or High Performance Work Practices? - Peeping into the Black Box of Motivation. In .
   
Skinner, D., Dietz, G., & Weibel, A. (2007). The Gift of Trust a Poisoned Chalice - 6 Critical Scenarios. In .
   
Searle, R., Den Hartog, D. N., & Weibel, A. (2007). Antecedents of Organisational Trustworthiness. In .
   
Borg, I., Braun, M., & Baumgärtner, M. K. (2007). Attitudes of demographic item nonresponders in employee surveys. In .
   
Waller, M. J., Roe, R., Gevers, J. M. P., Raes, A., & Kaplan, S. (2007). Rolling with punches: How control teams manage critical events. In .
   
Van Olffen, W., Raes, A., Blumberg, B., & Chung, Y. (2007). Potential and actual subgroups in teams: Intra-team networks as validation for faultlines. In .
   
Glunk, U., Raes, A., Heijltjes, M. G., & Roe, R. A. (2007). Middle managers’ perceptions of top management team performance: The crucial role of moral leadership. In .
   
Vogel, B. (2007). Level and consensus of positive and negative unit affect: Multi-level effects on employee attachment. In .
   
Bruch, H., Cole, M., & Menges, J. (2007). Linking Productive Organizational Energy to Firm Performance and Individual's Satisfaction. In .
   
Menges, J., & Bruch, H. (2007). When Emotionally Intelligent People Work Together: The Effects on Organizational Performance. In .
   
Menges, J. (2007). Emotion Regulation Strategies at Work and Their Relation to Perceived Transformational Leadership Behaviors. In .
   
Menges, J. (2007). Emotion Regulation at Work: Untangling a Complex Phenomon. In .
   
Krummaker, S., & Vogel, B. (2007). Leaders' ability and readiness for change: A case study - based development of a model. In .
   
Bruch, H., Cole, M., & Vogel, B. (2007). Linking productive organizational energy to firm performance and individuals' satisfaction. In .
   
Vögtlin, C., & Böhm, S. A. (2007). The Influence of Employee Training Programs on Team-Empowerment and Attitudinal Outcomes. In .
   
Böhm, S. A. (2007). Organizational Identity - A Review and Research Agenda. In .
   
Walter, F., & Bruch, H. (2007). Organizational Structure and Transformational Leadership Climate. In .
   
Poralla, S., Bruch, H., & Walter, F. (2007). Goal Commitment and Transformational Leadership: The Role of Productive Organizational Energy. In .
   
Cole, M., & Walter, F. (2007). Antisocial Behavior, Affect, Expressivity and Performance: A Team-Level Moderated Mediation Study. In .
   
Rost, K., Frey, B., & Weibel, A. (2006). Why do People Cooperate in Groups?. In .
   
Weibel, A. (2006). Control and Trustworthiness - Shall the Twain Never Meet?. In .
   
Rost, K., & Weibel, A. (2006). Anreizwirkungen im Betrieb. In .
   
Six, F., Skinner, D., Searle, R., Hatzakis, T., Den Hartog, D. N., Gillespie, N., & Weibel, A. (2006). What makes an Organization Trustworthy?. In .
   
Bijlsma, K., & Weibel, A. (2006). Turning the Tables on Inter-Group Distrust: De-Entrenchment of Borders between Judges and Administrators in a Court of Law. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2006). Governing Knowledge-Sharing Behavior?. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2006). Governing Knowledge-Sharing Behavior?. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2006). Governing Knowledge-Sharing Behavior?. In .
   
Rost, K., Osterloh, M., & Weibel, A. (2006). Disziplinierung der Agenten oder Crowding-out? - Gewollte und ungewollte Anreizwirkungen von variablen Löhnen. In .
   
Raes, A., Glunk, U., Heijltjes, M. G., & Roe, R. A. (2006). Images of leadership in a top management team: A longitudinal and qualitative investigation. In , pp.1-40: INGroup.
   
Waller, M. J., Roe, R. A., Gevers, J. M. P., & Raes, A. (2006). Exploring team effectiveness during crises. In , pp.1-40: Academy of Management.
   
Bruch, H., Walter, F., & Voelpel, S. (2006). Charismatic Leadership and Collective Mental Energy: The Mediating Role of Emotional Energy and Job Involvement Climate. In .
   
Bruch, H., Vogel, B., & Cole, M. (2006). An Empirical Test of a Collective Model of Productive Organizational Energy. In .
   
Bruch, H., & Vogel, B. (2006). The Collective Construct of Productive Organizational Energy and its Antecedents and Outcomes. In .
   
Bruch, H., Voelpel, S., & Isichenko, P. (2006). Age Diversity, Team Cohesion, Goal Commitment, and Self-Efficacy. In .
   
Bruch, H., Tekie, E., Voelpel, S., & Walter, F. (2006). Leadership and the Aging Workforce. In .
   
Vogel, B., Cole, M., & Bruch, H. (2006). Longitudinal effects of cohesion quality and cohesion consensus on unit-level affective tone. In .
   
Bruch, H., Cole, M., & Vogel, B. (2006). Productive Organizational Energy: A Collective Level Model and Empirical Testing. In .
   
Bruch, H., & Vogel, B. (2006). Productive Organizational Energy: A Collective Construct, its Emergence and Consequences.. In .
   
Walter, F., & Bruch, H. (2006). Investigating the Emotional Basis of Charismatic Leadership: The Role of Leaders' Positive Mood and Emotional Intelligence. In .
   
Walter, F., & Bruch, H. (2006). Leaders' Mood and Emotional Intelligence as Leadership Antecedents: A Theoretical Model of Charismatic and Prevention-oriented Leadership Emergence. In .
   
Bruch, H., Walter, F., & Voelpel, S. (2006). The Emergence of Work Groups' Mental Energy: Investigating the Role of Charismatic Leadership. In .
   
Bruch, H., & Walter, F. (2006). Leadership Among Top and Middle Managers: Hierarchical Impacts on Transformational Leadership. In .
   
Cole, M., Bernerth, J., & Holt, D. (2006). Linking injustice to emotional exhaustion and related levels of commitment and turnover intention. In .
   
Cole, M., & Böhm, S. A. (2006). Identification as a mediator of the leadership-commitment relationship: A multilevel study. In .
   
Achilles, A., Cole, M., Fillmer, L., & Harris, S. (2006). Assessing a top management team's reactions to organizational transformation. In .
   
Skinner, D., & Weibel, A. (2005). The Gift of Trust: A Poisoned Chalice?. In .
   
Weibel, A. (2005). The Impact of Training Intensity on Establishment Productivity. In .
   
Hatzakis, T., Searle, R., Skinner, D., & Weibel, A. (2005). Understanding Inter-Organizational Relationships through Multiple Lenses. In .
   
Mellewigt, T., Madhok, A., & Weibel, A. (2005). Trust and Formal Contracts in Interorganizational Relationships - Substitutes and Complements. In .
   
Weibel, A. (2005). Diversity and Trust Across Social Boundaries. In .
   
Weibel, A. (2005). Control and Trustworthiness - Towards an Understanding of Vicious and Virtuous Cycles in Firms. In .
   
Weibel, A. (2005). Understanding Inter-Organizational Relationship through Multiple Lenses. In .
   
Weibel, A. (2005). Trust and Formal Control. In .
   
Rost, K., & Weibel, A. (2005). Die U-Kurve im Innovationsmanagement auf dem Prüfstand. In .
   
Cole, M., Feild, H., Giles, W., Harris, S., & Bernerth, J. (2005). Recruiters' inferences and their relationship with hiring recommendations. In .
   
Cole, M., Feild, H., Giles, W., & Bernerth, J. (2005). Recruiters' perceptions and use of applicant resume information. In .
   
Voelpel, S., Han, Z., Fuhl, F., & Chong, L. C. (2005). Sharing Corporate Knowledge at a Global Scale – The Dynamic Capability Perspective. In .
   
 
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*citation format: APA 5