Stephan Alexander Böhm
Title
Prof. Dr.
Last Name
Böhm
First name
Stephan Alexander
Email
stephan.boehm@unisg.ch
ORCID
Phone
+41 71 224 3181
Web Site
160 results
Now showing 1 - 10 of 160
- Some of the metrics are blocked by yourconsent settings
Item type:Publication, Disability and Employment in Transition: Challenges, Innovations, and OpportunitiesWe explore emergent micro-, meso-, and macro-level issues that impact the experiences of people with disabilities at work and how these issues can drive research. These issues have received little attention in the management literature. At the micro level we examine how the definition of disability has moved from the medical model to an interactionist model, the intersectionality between disability and other identities, and evolving assistive technology. At the meso level we focus on ableism; new forms of work impacting the inclusion of people with disabilities; how disability is treated in organizations’ diversity, equity, inclusion, and accessibility (DEIA) efforts; and the comparison of sheltered work to competitive market work. Finally, at the macro level, we examine the techno exclusion of people with disabilities, varying definitions of fairness (i.e., quotas versus accommodation), and the DEIA backlash.Type:journal articleJournal:Annual Review of Organizational Psychology and Organizational BehaviorVolume:13Issue:1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, How Job Design for Disability Improves Work for Everyone(MIT Sloan School of Management, 2026-05-14); - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Include Me: The Role of Disability Voice in Co‐Constructing the Workplace Inclusion of People With DisabilitiesPeople with disabilities (PWD) often face barriers to inclusion at work. To tackle this challenge, past research focused on the role of organizations to create more inclusive workplaces. What remains understudied, however, is the role that PWD often take themselves in shaping their inclusion experiences. In this paper, we take a co‐constructionist perspective on inclusion and study disability voice as PWDs' self‐inclusion efforts with which they claim inclusion at work through speaking out about their disability‐related needs, concerns, and ideas. Using mixed methods, we explore disability voice as a construct and study how it affects the inclusion experiences of PWD in three studies. In Study 1, we draw on 50 interviews with PWD in Germany and in Switzerland and identify seven facets of disability voice. In Study 2, we build on our findings from the first study and develop a disability voice scale. In Study 3, we analyze a sample of 676 PWD across two measurement waves to test a theoretical model examining the relationship between disability voice and PWDs' inclusion perceptions, as well as disability visibility as a potential boundary condition. We find that disability voice is positively related to PWDs' perceptions of opportunity for authenticity and belongingness. However, disability visibility did not significantly moderate these relationships. Theoretical and practical implications are discussed.Type:journal articleJournal:Journal of Organizational BehaviorVolume:in press - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Feeling Included in a Remote Working World: The Role of Leaders’ Virtual Collaboration Behaviors(SAGE Publications, 2026-01-30); ; Scopus© Citations 2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Proaktives Verhalten als Schlüssel für Inklusion und Arbeitsfähigkeit(2026); ; Type:journal articleJournal:Personal QuarterlyVolume:1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, From relation to intervention: how supervisors' health-focused intervention behavior relates to employees' sickness absenteeismSickness absenteeism represents a pressing challenge for employees, organizations, and societies. Although leadership is widely recognized as a determinant of employees' health, the relationship between leaders' Health-Focused Intervention Behavior (HFIB) and sickness absenteeism remains insufficiently understood. HFIB denotes leaders' purposeful actions to support employees' recovery, such as initiating health-related dialogue, adapting work conditions, and facilitating access to organizational and medical resources in case of ill-health. Grounded in Conservation of Resources theory, this research pursues three objectives: (1) to examine absenteeism as a theoretically and practically significant outcome of HFIB above and beyond (leader-member exchange) LMX, (2) to investigate preexisting health impairments as an underexplored boundary condition shaping HFIB effectiveness, and (3) to explore the longitudinal development of sickness absenteeism trajectories by assessing individual differences in initial absenteeism (intercept) and change over time (slope) in relation to HFIB. Drawing on multi-source data collected over 18 months, including six waves of sickness absenteeism following the baseline survey, we find that HFIB is negatively associated with sickness absenteeism, even after controlling for LMX, physical strain and respiratory diseases. Moreover, impairment severity moderates this relationship: contrary to expectations, employees with stronger impairments exhibit smaller reductions in sickness absenteeism than those with less severe impairments.Type:journal articleJournal:European Journal of Work and Organizational Psychology - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Organizational Burden or Catalyst for Ideas? Disability as a Driver of Cognitive Flexibility and Creativity(Sage, 2025-03-19); ; Scopus© Citations 13 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Start Crafting Young? Exploring Reciprocal Effects of Job Crafting and Work Ability in Younger and Older Workers(Springer Science and Business Media LLC, 2025-08-12); Fostering work ability, i.e., the ability to continue working in one’s job given prevailing demands, poses a significant challenge in today’s dynamic work landscape and aging society. Approach job crafting has emerged as an effective strategy to increase work-related resources, which are essential for meeting rising work demands. This study integrates Job Demands-Resources theory and developmental perspectives to investigate the relationship between job crafting and work ability across younger and older workers. Addressing previous shortcomings and ambiguities in the literature, it explores potential reciprocal effects between job crafting and work ability, determines their direction, and contributes to clarifying the role of age for job crafting prevalence and effectiveness. Using a random intercept cross-lagged panel approach, we analyzed data from 2769 German office workers surveyed four times over two years. Results revealed positive within-person cross-lagged effects of work organization, adoption, and metacognition on work ability across all participants, with no significant effects observed in the opposite direction. However, bidirectional within-person cross-lagged effects between metacognition and work ability were found for younger workers. While positive within-person cross-lagged effects of adoption on work ability also appeared only among younger workers, work organization showed positive effects in both age groups. In summary, this study proposes specific job crafting strategies as easily accessible approaches linked to improved work ability, while highlighting that their effectiveness may vary by age.Type:journal articleJournal:Journal of Business and PsychologyScopus© Citations 3 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, The Price of Inclusivity: How Leader Inclusivity and Age Diversity Contribute to Leader Burnout(Academy of Management, 2025-07) - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism(2024); ; Does work-family conflict (WFC) cause psychological strain or vice versa? How long do these effects take to unfold? What is the role of persistent WFC (or strain) levels in these processes? Prior research has left some of these questions open: Our systematic review reveals that WFC-strain studies have primarily used short (e.g., hours) or long (e.g., years) measurement lags, leaving mid-long lags underexplored. Moreover, while many work-family theories imply long-term effects, prior longitudinal research has often relied on cross-lagged panel models that assume effects to be solely within-person, not considering persistent between-person differences. We tested this assumption in five three-wave survey studies (N = 26,133) with varying lags (1 day, 1 week, 1 month, 6 months, 1 year) and found it to fail in all cases. Employing the random intercept crossed-lagged panel, a new approach in WFC research, our results indicate that the effects between WFC and strain (exhaustion, perceived stress, and affective rumination) depend primarily on longer-term WFC (or strain) levels. In contrast, short-term deviations from these levels (within-person effects) play a minor role. These findings suggest that the effects between WFC and strain may be more persistent than previously assumed, opening avenues for further theoretical and empirical development.Type:journal articleJournal:Journal of Applied PsychologyVolume:109Issue:12Scopus© Citations 20