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Institute for Leadership and Human Resource Management

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conference paper
Leicht-Deobald, U. (2013). Sustaining Productive Energy by Buffering Team Boundaries: The Consequence of Innovative Performance. In Capitalism in Question. New York: Academy of Management.
   
Leicht-Deobald, U. (2013). How is Productive Human Energy created in Teams?. In Capitalism in Question. New York: Academy of Management.
   
Rubineau, B., Nishii, L. H., Bruyere, S., McAlpine, K. L., & Dwertmann, D. J. G. (2013). Social capital effects of workplace accommodations. In , pp.25.
   
Wuermli, U. (2013). Did the Adoption if IAS/IFRS by German Firms in 2005 Improve Earnings' Predictive Power with regard to Forecasting Future Operating Cash Flows?: An Empirical Analysis of German Publicly Listed Firms. In AF 2013, pp.9. Singapore: Global Science & Technology Forum (GSTF), DOI:10.5176/2251-1997_AF13.74.
   
Böhm, S. A., & Zwingmann, I. (2013). Disability and LMX - The role of self-efficacy, performnace, and type of disability. In Capitalism in Question, pp.1-40. New York: Academy of Management.
   
Böhm, S. A., Dwertmann, D. J. G., Bruch, H., & Shamir, B. (2013). Organizational identity strength and transformational leadership climate as mediators of the relationship between CEO charisma and organizational performace. In , pp.1-40.
   
Kipfelsberger, P. (2013). How Customers Energize Organizations: The Role of Prosocial Impact and Transformational Leadership. In Capitalism in Question. Chicago: Academy of Management.
   
Kipfelsberger, P., & Bruch, H. (2013). Increasing Energy and Performance Through Customer Passion: An Organizational Level Study. In Capitalism in Question. New York: Academy of Management.
   
Leicht-Deobald, U., Bruch, H., & Fischer, A. (2013). How is the Impact of Buffering Team Boundaries on Innovative Performance Best Explained?: A Test of an Instrumental versus an Expressive Mechansim. In Imagine the future world: How do we want to work tomorrow?: EAWOP.
   
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.
   
de Hartog, D. ., Searle, R., & Weibel, A. (2012). Trusting. In .
   
Weibel, A. (2012). Understanding Trust at the Organizational Level: Conceptual and Empirical Advances. In .
   
Fischer, J., Winkler, M., & Brodbeck, F. C. (2012). Die Bestimmung der relativen Validität von Teamprozessen und transaktiven Wissenssystemen für unterschiedliche Teameffektivitätskriterien. In .
   
Dolle, D., & Baumgärtner, M. K. (2012). Facilitating productive energy in organizations: The role of HRM and transformational leadership. In The Informal Economy, Session 737. Chicago: Academy of Management.
   
Leicht-Deobald, U., & Lins, N. (2012). Wie Transformationale Führung die Produktive Energie in Teams erhöht: Der mediierende Effekt von Team Boundary Spanning. In .
   
Baumgärtner, M. K., Böhm, S. A., & Dwertmann, D. J. G. (2012). Increasing the job success of people with disabilities: The interplay of interpersonal and intrapersonal resources. In Country and Comparative Perspectives on Equality, Diversity and Inclusion.
   
Böhm, S. A., Dwertmann, D. J. G., Bruch, H., & Shamir, B. (2012). Identity strength as a mediator of the charismatic leadership-performance link. In The Informal Economy, Session 1771, pp.40. Chicago: Academy of Management.
   
Baumgärtner, M. K., Böhm, S. A., & Dwertmann, D. J. G. (2012). Job performance of people with disabilities: Interpersonal and intrapersonal resources matter. In The Informal Economy, Session 1672, pp.36. Chicago: 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.
   
Rost, K., & Weibel, A. (2011). CEO Pay and Legitimacy. In .
   
Dietz, G., Skinner, D., & Weibel, A. (2011). The Dark Side of Trust. In .
   
Huettermann, H., & Döring, S. (2011). Exploring collective identity dynamics in diverse teams. In Decent work and Beyond. Maastricht, NL: EAWOP European Association of Work and Organizational Psychology.
   
Huettermann, H., Döring, S., & Boerner, S. (2011). ecause it's more than the sum of its parts: The influence of leadership on collective team identity. In .
   
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.
   
Dwertmann, D. J. G., Baumgärtner, M. K., & Böhm, S. A. (2011). Management Research in Disability: Methodological Challenges and Possible Solutions. In West meets East: Enlightening, Balancing, Transcending, Paper Session 1525, pp.37. New York: Academy of Management.
   
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.
   
Leicht-Deobald, U., Sell, C., Bergmann, J., Gemp, S., & Harper, F. (2010). Klassifikation depressiver Störungen in einem zweidimensionalen System: Eine explorative Studie. In .
   
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.
   
Wehner, T., Liebermann, S., & Leicht-Deobald, U. (2009). Bedingungsloses Grundeinkommen, oder: Der Umbau der Arbeitsgesellschaft findet ohne die A&O-Psychologie statt- ist das angemessen?. In .
   
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 .
   
 
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*citation format: APA 5