Publikationen
2025
Stein M; Kühner C; Katz I M; Zacher H
In: European Journal of Work and Organizational Psychology, 2025, ISSN: 1359-432X, (status: Advance online publication).
@article{stein_green_2025,
title = {Do green workplaces grow green employees, and vice versa? Investigating reciprocal relations between green work characteristics and proactive employee green behaviour},
author = {Maie Stein and Clara Kühner and Ian M. Katz and Hannes Zacher},
url = {https://doi.org/10.1080/1359432X.2025.2468649},
doi = {10.1080/1359432X.2025.2468649},
issn = {1359-432X},
year = {2025},
date = {2025-01-01},
urldate = {2025-02-26},
journal = {European Journal of Work and Organizational Psychology},
abstract = {Considering the escalation of multiple environmental crises, there is an increased need to understand the role of employees as active agents in the pursuit of organizational environmental sustainability. In this study, we develop and test a dynamic model of reciprocal relations between green work characteristics and proactive employee green behaviour (EGB). Drawing from action regulation theory, we examine how green job demands, autonomy, as well as supervisor and co-worker support contribute to co-worker-directed and organization-directed EGB, and vice versa. We adopted a four-wave longitudinal research design and collected monthly data from N = 1,887 employees in Germany. Results of a random intercept cross-lagged panel model showed that green job autonomy was positively related to subsequent co-worker-directed EGB. Furthermore, co-worker-directed EGB was positively related to subsequent green co-worker support and organization-directed EGB was positively related to subsequent green job demands. We also found evidence for positive behavioural spillover, suggesting that co-worker-directed EGB might subsequently motivate employees to engage in organization-directed EGB. In addition to advancing the understanding of the top-down work design processes that organizations can use to promote proactive EGB, the findings of this study provide insights into how employees can contribute bottom-up to greening work environments.},
note = {status: Advance online publication},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Considering the escalation of multiple environmental crises, there is an increased need to understand the role of employees as active agents in the pursuit of organizational environmental sustainability. In this study, we develop and test a dynamic model of reciprocal relations between green work characteristics and proactive employee green behaviour (EGB). Drawing from action regulation theory, we examine how green job demands, autonomy, as well as supervisor and co-worker support contribute to co-worker-directed and organization-directed EGB, and vice versa. We adopted a four-wave longitudinal research design and collected monthly data from N = 1,887 employees in Germany. Results of a random intercept cross-lagged panel model showed that green job autonomy was positively related to subsequent co-worker-directed EGB. Furthermore, co-worker-directed EGB was positively related to subsequent green co-worker support and organization-directed EGB was positively related to subsequent green job demands. We also found evidence for positive behavioural spillover, suggesting that co-worker-directed EGB might subsequently motivate employees to engage in organization-directed EGB. In addition to advancing the understanding of the top-down work design processes that organizations can use to promote proactive EGB, the findings of this study provide insights into how employees can contribute bottom-up to greening work environments.
Zacher H; Shemla M
In: Israel Affairs, 2025.
@article{zacher_political_2025,
title = {Political ideology and attitudes toward Israel in Germany in the aftermath of October 7th, 2023: A test of horseshoe theory},
author = {Hannes Zacher and M Shemla},
doi = {10.1080/13537121.2024.2394299},
year = {2025},
date = {2025-01-01},
journal = {Israel Affairs},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H
Foreword Buchabschnitt
In: Maree, K (Hrsg.): First steps in research, S. vi, Van Schaik, Pretoria, South Africa, 2025.
@incollection{zacher_foreword_2025,
title = {Foreword},
author = {Hannes Zacher},
editor = {K Maree},
year = {2025},
date = {2025-01-01},
booktitle = {First steps in research},
pages = {vi},
publisher = {Van Schaik},
address = {Pretoria, South Africa},
edition = {4},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Zacher H; Rudolph C W
Aging and employee misfit Buchabschnitt
In: Billsberry, J; Talbot, D L (Hrsg.): Employee misfit: Theories, perspectives, and new directions, Springer, 2025.
@incollection{zacher_aging_2025,
title = {Aging and employee misfit},
author = {Hannes Zacher and Cort W Rudolph},
editor = {J Billsberry and D L Talbot},
year = {2025},
date = {2025-01-01},
booktitle = {Employee misfit: Theories, perspectives, and new directions},
publisher = {Springer},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Koziel R J; Hüffmeier J; Zacher H; Rudolph C W
Precarious work and the basic income Buchabschnitt
In: Piccoli, B; Hudson, M (Hrsg.): Research handbook on precarious work, Edward Elgar, 2025.
@incollection{koziel_precarious_2025,
title = {Precarious work and the basic income},
author = {Ryszard J. Koziel and Joachim Hüffmeier and Hannes Zacher and Cort W Rudolph},
editor = {B Piccoli and M Hudson},
year = {2025},
date = {2025-01-01},
booktitle = {Research handbook on precarious work},
publisher = {Edward Elgar},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Zacher H
An expanded multilevel perspective on retirement Buchabschnitt
In: Wang, Mo (Hrsg.): Oxford handbook of retirement, Oxford University Press, 2025.
@incollection{zacher_expanded_2025,
title = {An expanded multilevel perspective on retirement},
author = {Hannes Zacher},
editor = {Mo Wang},
year = {2025},
date = {2025-01-01},
booktitle = {Oxford handbook of retirement},
publisher = {Oxford University Press},
edition = {2},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Rudolph C W; Zacher H
Leveraging open science to conduct high-quality research Buchabschnitt
In: Bowling, Nathan; Zhou, A; Shoss, Mindy (Hrsg.): How to conduct and publish high-quality research in industrial-organizational psychology, Edward Elgar, 2025.
@incollection{rudolph_leveraging_2025,
title = {Leveraging open science to conduct high-quality research},
author = {Cort W Rudolph and Hannes Zacher},
editor = {Nathan Bowling and A Zhou and Mindy Shoss},
year = {2025},
date = {2025-01-01},
booktitle = {How to conduct and publish high-quality research in industrial-organizational psychology},
publisher = {Edward Elgar},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Rudolph C W; Zacher H
Generations and generational differences: A thought experiment Buchabschnitt
In: Fideler, E (Hrsg.): Oxford handbook of intergenerational connections, 2025.
@incollection{rudolph_generations_2025,
title = {Generations and generational differences: A thought experiment},
author = {Cort W Rudolph and Hannes Zacher},
editor = {E Fideler},
year = {2025},
date = {2025-01-01},
booktitle = {Oxford handbook of intergenerational connections},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Friedrich J C; Koziel R J; Zacher H; Rudolph C W
The COVID-19 pandemic: Ten lessons for the future of human resource management research and practice Buchabschnitt
In: Murray, B; Dulebohn, J; Stone, D L; Lukaszewski, K M (Hrsg.): Research in Human Resource Management: The Future of Human Resource Management, Information Age Publishing, 2025.
@incollection{friedrich_covid-19_2025,
title = {The COVID-19 pandemic: Ten lessons for the future of human resource management research and practice},
author = {Jack C Friedrich and Ryszard J. Koziel and Hannes Zacher and Cort W Rudolph},
editor = {B Murray and J Dulebohn and D L Stone and K M Lukaszewski},
year = {2025},
date = {2025-01-01},
booktitle = {Research in Human Resource Management: The Future of Human Resource Management},
publisher = {Information Age Publishing},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Zacher H; Hüffmeier J; Koziel R J; Rudolph C W
The basic income and sustainable development Buchabschnitt
In: Olson-Buchanan, J B; Scott, J C; Foster, L L (Hrsg.): Sustainable development through the world of work: Translating insights from organizational psychology, 2025.
@incollection{zacher_basic_2025,
title = {The basic income and sustainable development},
author = {Hannes Zacher and Joachim Hüffmeier and Ryszard J. Koziel and Cort W Rudolph},
editor = {J B Olson-Buchanan and J C Scott and L L Foster},
year = {2025},
date = {2025-01-01},
booktitle = {Sustainable development through the world of work: Translating insights from organizational psychology},
series = {SIOP Organizational Science, Translation, and Application Series},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Kaplan S A; Aitken J A; Allen B A; Alliger G M; Ballard T; Zacher H
Revisiting Keynes’s predictions about work and leisure: A roundtable discussion of fundamental questions about the nature of modern work Artikel
In: Industrial and Organizational Psychology, 2025.
@article{kaplan_revisiting_2025,
title = {Revisiting Keynes’s predictions about work and leisure: A roundtable discussion of fundamental questions about the nature of modern work},
author = {S A Kaplan and J A Aitken and B A Allen and G M Alliger and T Ballard and Hannes Zacher},
year = {2025},
date = {2025-01-01},
journal = {Industrial and Organizational Psychology},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Posch M; Hüffmeier J; Cevik A; John J; Zacher H
In: Zeitschrift für Arbeits- und Organisationspsychologie, Bd. 69, Nr. 1, S. 1–14, 2025, ISSN: 0932-4089, 2190-6270.
@article{posch_how_2025,
title = {(How) Would you continue working? A comparison of responses to the Lottery Question and a Basic Income question},
author = {Melina Posch and Joachim Hüffmeier and Ali Cevik and Juliane John and Hannes Zacher},
url = {https://econtent.hogrefe.com/doi/10.1026/0932-4089/a000434},
doi = {10.1026/0932-4089/a000434},
issn = {0932-4089, 2190-6270},
year = {2025},
date = {2025-01-01},
urldate = {2025-01-08},
journal = {Zeitschrift für Arbeits- und Organisationspsychologie},
volume = {69},
number = {1},
pages = {1–14},
abstract = {Abstract: The introduction of a basic income (BI) is a controversial topic. A key psychological question is whether most employees would stop or, as suggested by lottery question research, continue working. We addressed this question through two surveys with 268 and 640 employees, examining their plans regarding working if they won the lottery (lottery question) or received a monthly BI (BI question) as well as their reasons for continuing to work. More than 90 % (Study 1) and more than 80 % (Study 2) of respondents planned to continue working in both scenarios. In response to the BI question, more participants indicated they would continue working as before and fewer planned to pursue a different kind of work or to stop working. Financial reasons to continue working were reported more frequently in response to the BI question. Our findings suggest that the generalizability of lottery question research to the BI is limited, which necessitates specific research on the BI.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract: The introduction of a basic income (BI) is a controversial topic. A key psychological question is whether most employees would stop or, as suggested by lottery question research, continue working. We addressed this question through two surveys with 268 and 640 employees, examining their plans regarding working if they won the lottery (lottery question) or received a monthly BI (BI question) as well as their reasons for continuing to work. More than 90 % (Study 1) and more than 80 % (Study 2) of respondents planned to continue working in both scenarios. In response to the BI question, more participants indicated they would continue working as before and fewer planned to pursue a different kind of work or to stop working. Financial reasons to continue working were reported more frequently in response to the BI question. Our findings suggest that the generalizability of lottery question research to the BI is limited, which necessitates specific research on the BI.
Zeschke M; Venz L; Zacher H
In: International Journal of Stress Management, 2025, ISSN: 1573-3424, 1072-5245.
@article{zeschke_relations_2025,
title = {Relations between idle time, exhaustion, and engagement at work: The role of work overload, autonomy, and recovery experiences.},
author = {Martin Zeschke and Laura Venz and Hannes Zacher},
url = {https://doi.apa.org/doi/10.1037/str0000340},
doi = {10.1037/str0000340},
issn = {1573-3424, 1072-5245},
year = {2025},
date = {2025-01-01},
urldate = {2025-01-08},
journal = {International Journal of Stress Management},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
2024
Schmitt A; Heihal T I; Zacher H
Financial Worries, Health Complaints, and Career Exploration: The Role of Action Crises Artikel
In: Occupational Health Science, Bd. 8, Nr. 3, S. 613–635, 2024, ISSN: 2367-0134, 2367-0142.
@article{schmitt_financial_2024,
title = {Financial Worries, Health Complaints, and Career Exploration: The Role of Action Crises},
author = {Antje Schmitt and Teodora I. Heihal and Hannes Zacher},
url = {https://link.springer.com/10.1007/s41542-024-00182-2},
doi = {10.1007/s41542-024-00182-2},
issn = {2367-0134, 2367-0142},
year = {2024},
date = {2024-09-01},
urldate = {2025-01-08},
journal = {Occupational Health Science},
volume = {8},
number = {3},
pages = {613–635},
abstract = {Abstract Financial worries, a distressing emotional state prompted by perceived threats to financial resources, are particularly prevalent among employees during economic downturns. This study investigates associations between financial worries and employees’ health and career behaviors, drawing on conservation of resources theory and the self-regulation literature. We propose that financial worries are not only positively related to health complaints, but also positively related to employees’ career exploration as a coping mechanism. In addition, we explore how financial worries are associated with action crises—internal conflicts about whether to leave one’s job—and how these crises may help explain the relationships between worries and employee outcomes. In a two-month time-lagged study with 312 employees, we observed a positive association between financial worries and health complaints, but no significant association with career exploration. Furthermore, the experience of an action crisis mediated the relation between financial worries and health complaints. Action crises were positively related to subsequent career exploration, and we established a significant indirect effect of financial worries on career exploration through action crises. This research contributes to a better understanding of the potential health-related and behavioral outcomes of financial worries by introducing action crisis as a cognitive–emotional mechanism. It also expands the limited research on antecedents and consequences of action crises and responds to calls for research on the predictors of career exploration as a career self-management behavior. We discuss the study’s implications for theory, research, and practice in light of the its limitations.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Financial worries, a distressing emotional state prompted by perceived threats to financial resources, are particularly prevalent among employees during economic downturns. This study investigates associations between financial worries and employees’ health and career behaviors, drawing on conservation of resources theory and the self-regulation literature. We propose that financial worries are not only positively related to health complaints, but also positively related to employees’ career exploration as a coping mechanism. In addition, we explore how financial worries are associated with action crises—internal conflicts about whether to leave one’s job—and how these crises may help explain the relationships between worries and employee outcomes. In a two-month time-lagged study with 312 employees, we observed a positive association between financial worries and health complaints, but no significant association with career exploration. Furthermore, the experience of an action crisis mediated the relation between financial worries and health complaints. Action crises were positively related to subsequent career exploration, and we established a significant indirect effect of financial worries on career exploration through action crises. This research contributes to a better understanding of the potential health-related and behavioral outcomes of financial worries by introducing action crisis as a cognitive–emotional mechanism. It also expands the limited research on antecedents and consequences of action crises and responds to calls for research on the predictors of career exploration as a career self-management behavior. We discuss the study’s implications for theory, research, and practice in light of the its limitations.
Jung F U; Löbner M; Rodriguez F; Engel C; Kirsten T; Reyes N; Glaesmer H; Hinz A; Witte A V; Zacher H; Loeffler M; Villringer A; Luppa M; Riedel-Heller S G
In: BMC Public Health, Bd. 24, S. 2083, 2024, ISSN: 1471-2458.
@article{jung_associations_2024,
title = {Associations between person-environment fit and mental health - results from the population-based LIFE-Adult-Study},
author = {Franziska U. Jung and Margrit Löbner and Francisca-Saveria Rodriguez and Christoph Engel and Toralf Kirsten and Nigar Reyes and Heide Glaesmer and Andreas Hinz and A. Veronica Witte and Hannes Zacher and Markus Loeffler and Arno Villringer and Melanie Luppa and Steffi G. Riedel-Heller},
url = {https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-024-19599-z},
doi = {10.1186/s12889-024-19599-z},
issn = {1471-2458},
year = {2024},
date = {2024-08-01},
urldate = {2025-01-08},
journal = {BMC Public Health},
volume = {24},
pages = {2083},
abstract = {Abstract Within occupational settings, mental health of employees can be affected by complex interactions between individuals and their work environment. The aim of this cross-sectional analysis was to investigate the association between person-environment fit and mental health in employees. Data of n = 568 participants from the LIFE adult cohort study was analysed, including socio-demographic characteristics, three dimensions of person-environment fit (P-E fit), symptoms of depression and anxiety. Assessment took place between 2017 and 2021. Statistical analysis included descriptive analyses as well as generalized linear regression models adjusted for age, gender, socioeconomic status, marital status, and job status. Correlational analysis revealed significant associations between age, marital status, SES, employment status, symptoms of depression and anxiety and P-E fit. According to regression models, greater perceived fit between person and organization was associated with lower depression scores and lower symptoms of anxiety. Higher perceived fit between demands and abilities was significantly related to lower severity of depression and anxiety. Similarly, participants reporting a higher fit between needs and supplies, exhibited less symptom severity regarding depression and anxiety. These results underline the importance of person-environment fit regarding mental health. Finding ways to obtain an optimal balance should not only be recognized as an important factor for health and well-being, but might also be beneficial for organizations and employers in the long-term.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Within occupational settings, mental health of employees can be affected by complex interactions between individuals and their work environment. The aim of this cross-sectional analysis was to investigate the association between person-environment fit and mental health in employees. Data of n = 568 participants from the LIFE adult cohort study was analysed, including socio-demographic characteristics, three dimensions of person-environment fit (P-E fit), symptoms of depression and anxiety. Assessment took place between 2017 and 2021. Statistical analysis included descriptive analyses as well as generalized linear regression models adjusted for age, gender, socioeconomic status, marital status, and job status. Correlational analysis revealed significant associations between age, marital status, SES, employment status, symptoms of depression and anxiety and P-E fit. According to regression models, greater perceived fit between person and organization was associated with lower depression scores and lower symptoms of anxiety. Higher perceived fit between demands and abilities was significantly related to lower severity of depression and anxiety. Similarly, participants reporting a higher fit between needs and supplies, exhibited less symptom severity regarding depression and anxiety. These results underline the importance of person-environment fit regarding mental health. Finding ways to obtain an optimal balance should not only be recognized as an important factor for health and well-being, but might also be beneficial for organizations and employers in the long-term.
Weiss M; Zacher H
Another trip? Functional and dysfunctional coping with business travel Artikel
In: Journal of Managerial Psychology, 2024, ISSN: 0268-3946.
@article{weiss_another_2024,
title = {Another trip? Functional and dysfunctional coping with business travel},
author = {Mona Weiss and Hannes Zacher},
url = {https://www.emerald.com/insight/content/doi/10.1108/JMP-09-2023-0524/full/html},
doi = {10.1108/JMP-09-2023-0524},
issn = {0268-3946},
year = {2024},
date = {2024-07-01},
urldate = {2025-01-08},
journal = {Journal of Managerial Psychology},
abstract = {Purpose The purpose of this study is to clarify why business travel has ambivalent effects on occupational well-being. We examine associations between business travel, career satisfaction and turnover intentions, as well as the mediating role of functional and dysfunctional coping strategies. Design/methodology/approach We collected four waves of data across three months from 676 employees ( n = 147 business travelers who traveled for work at least once during the study period; n = 529 non-travelers) working in various industries and managerial positions. Findings Consistent with expectations, the greater the extent of business travel, the higher both career satisfaction (mediated by higher emotional and instrumental support, positive reframing, and substance use, and lower venting and self-distraction, denial and self-blame, and behavioral disengagement) and turnover intentions (mediated by higher active coping and planning, venting and self-distraction, behavioral disengagement, and lower positive reframing). Practical implications Findings reveal that business travel presents an ambivalent psychological experience and point to the importance of obtaining and using a coping portfolio in this context. Originality/value This study addresses functional and dysfunctional coping as unexplored mediating mechanisms between business travel, career satisfaction, and turnover intentions and provides new insights for research and practice on business travel.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Purpose The purpose of this study is to clarify why business travel has ambivalent effects on occupational well-being. We examine associations between business travel, career satisfaction and turnover intentions, as well as the mediating role of functional and dysfunctional coping strategies. Design/methodology/approach We collected four waves of data across three months from 676 employees ( n = 147 business travelers who traveled for work at least once during the study period; n = 529 non-travelers) working in various industries and managerial positions. Findings Consistent with expectations, the greater the extent of business travel, the higher both career satisfaction (mediated by higher emotional and instrumental support, positive reframing, and substance use, and lower venting and self-distraction, denial and self-blame, and behavioral disengagement) and turnover intentions (mediated by higher active coping and planning, venting and self-distraction, behavioral disengagement, and lower positive reframing). Practical implications Findings reveal that business travel presents an ambivalent psychological experience and point to the importance of obtaining and using a coping portfolio in this context. Originality/value This study addresses functional and dysfunctional coping as unexplored mediating mechanisms between business travel, career satisfaction, and turnover intentions and provides new insights for research and practice on business travel.
Parker S L; Pahor K; Broeck A V D; Zacher H
In: European Journal of Work and Organizational Psychology, Bd. 33, Nr. 4, S. 430–445, 2024, ISSN: 1359-432X, 1464-0643.
@article{parker_effects_2024,
title = {Effects of perceived illegitimacy of interrupting tasks on employees’ cognitive and affective experiences: The mediating role of stress appraisals},
author = {Stacey L. Parker and Kateland Pahor and Anja Van Den Broeck and Hannes Zacher},
url = {https://www.tandfonline.com/doi/full/10.1080/1359432X.2024.2319904},
doi = {10.1080/1359432X.2024.2319904},
issn = {1359-432X, 1464-0643},
year = {2024},
date = {2024-07-01},
urldate = {2025-01-08},
journal = {European Journal of Work and Organizational Psychology},
volume = {33},
number = {4},
pages = {430–445},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Rudolph C W; Zacher H
In: Group & Organization Management, Bd. 49, Nr. 3, S. 543–576, 2024, ISSN: 1059-6011, 1552-3993.
@article{rudolph_how_2024,
title = {How, why, and when is the average age of employees related to climate for innovation? The role of age diversity, focus on opportunities, and work engagement},
author = {Cort W. Rudolph and Hannes Zacher},
url = {https://journals.sagepub.com/doi/10.1177/10596011221078666},
doi = {10.1177/10596011221078666},
issn = {1059-6011, 1552-3993},
year = {2024},
date = {2024-06-01},
urldate = {2025-01-08},
journal = {Group & Organization Management},
volume = {49},
number = {3},
pages = {543–576},
abstract = {Folk wisdom suggests that “you cannot teach an old dog new tricks.” Accordingly, as the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern by testing, at the organization level of analysis, whether the average age of employees is indirectly related to climate for innovation through employees’ aggregate focus on opportunities (i.e., a negative indirect effect) and work engagement (i.e., a positive indirect effect). Moreover, we proposed that organizational age diversity is a protective resource that moderates these relationships, such that they are weaker in organizations with high as compared to low age diversity. Organization-level data were collected from teaching and non-teaching staff in n = 133 schools across two time points separated by 4 years (Time 1 n = 3712 respondents; Time 2 n = 5183 respondents). Results suggest that the average age of employees within schools was negatively related to employees’ aggregate focus on opportunities which, in turn, positively predicted climate for innovation above and beyond the positive effect of work engagement. Moreover, the negative indirect effect of average age on climate for innovation through aggregate focus on opportunities was weaker for organizations with high age diversity. Overall, these findings contribute to a better understanding of relationships between age and age-related characteristics and climate for innovation at the organization level, and challenge common misunderstandings regarding the role of age in the workplace.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Folk wisdom suggests that “you cannot teach an old dog new tricks.” Accordingly, as the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern by testing, at the organization level of analysis, whether the average age of employees is indirectly related to climate for innovation through employees’ aggregate focus on opportunities (i.e., a negative indirect effect) and work engagement (i.e., a positive indirect effect). Moreover, we proposed that organizational age diversity is a protective resource that moderates these relationships, such that they are weaker in organizations with high as compared to low age diversity. Organization-level data were collected from teaching and non-teaching staff in n = 133 schools across two time points separated by 4 years (Time 1 n = 3712 respondents; Time 2 n = 5183 respondents). Results suggest that the average age of employees within schools was negatively related to employees’ aggregate focus on opportunities which, in turn, positively predicted climate for innovation above and beyond the positive effect of work engagement. Moreover, the negative indirect effect of average age on climate for innovation through aggregate focus on opportunities was weaker for organizations with high age diversity. Overall, these findings contribute to a better understanding of relationships between age and age-related characteristics and climate for innovation at the organization level, and challenge common misunderstandings regarding the role of age in the workplace.
Rudolph C W; Zacher H
In: Work, Aging and Retirement, 2024, ISSN: 2054-4650.
@article{rudolph_increases_2024,
title = {Do increases in work uncertainty help older workers maintain higher levels of occupational future time perspective?},
author = {Cort W Rudolph and Hannes Zacher},
url = {https://academic.oup.com/workar/advance-article/doi/10.1093/workar/waae010/7695892},
doi = {10.1093/workar/waae010},
issn = {2054-4650},
year = {2024},
date = {2024-06-01},
urldate = {2025-01-08},
journal = {Work, Aging and Retirement},
abstract = {Abstract In this study, we consider how changes in work uncertainty (i.e., systematic, linear trajectories that reflect over-time changes in resource, task, and input/output uncertainty) moderate the generally negative relation between employee age and occupational future time perspective (OFTP) (i.e., employees’ perceptions of their remaining time, opportunities, and limitations at work). Based on the theoretical model of uncertainty regulation and propositions from socioemotional selectivity theory, we argue that increases (vs. decreases) in work uncertainty present the potential for new opportunities, particularly among older (vs. younger) workers, who can draw on their age-related strengths for dealing with uncertainty. Specifically, we argue that increases in work uncertainty allow older workers to make use of their accumulated knowledge and experience, which, in turn, helps them to maintain higher levels of OFTP. We consider longitudinal data collected among a sample of n = 720 employees in Germany. Considering substantive variables, variously measured across 18 months, we find evidence in partial support of the general proposition that increases in work uncertainty across three months (i.e., June through September of 2022) buffer the relation between age and OFTP collected at four subsequent timepoints (November of 2022, and June, November, and December of 2023). We discuss the implications of these findings for the future development of the model of uncertainty regulation.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract In this study, we consider how changes in work uncertainty (i.e., systematic, linear trajectories that reflect over-time changes in resource, task, and input/output uncertainty) moderate the generally negative relation between employee age and occupational future time perspective (OFTP) (i.e., employees’ perceptions of their remaining time, opportunities, and limitations at work). Based on the theoretical model of uncertainty regulation and propositions from socioemotional selectivity theory, we argue that increases (vs. decreases) in work uncertainty present the potential for new opportunities, particularly among older (vs. younger) workers, who can draw on their age-related strengths for dealing with uncertainty. Specifically, we argue that increases in work uncertainty allow older workers to make use of their accumulated knowledge and experience, which, in turn, helps them to maintain higher levels of OFTP. We consider longitudinal data collected among a sample of n = 720 employees in Germany. Considering substantive variables, variously measured across 18 months, we find evidence in partial support of the general proposition that increases in work uncertainty across three months (i.e., June through September of 2022) buffer the relation between age and OFTP collected at four subsequent timepoints (November of 2022, and June, November, and December of 2023). We discuss the implications of these findings for the future development of the model of uncertainty regulation.
Zacher H; Bordia P
Generativity and leadership in organizations Buchabschnitt
In: Villar, Feliciano; Lawford, Heather L; Pratt, Michael W (Hrsg.): The development of generativity across adulthood, S. 135–150, Oxford University PressOxford, 2024, ISBN: 978-0-19-196630-9 978-0-19-287000-1.
@incollection{zacher_generativity_2024,
title = {Generativity and leadership in organizations},
author = {Hannes Zacher and Prashant Bordia},
editor = {Feliciano Villar and Heather L Lawford and Michael W Pratt},
url = {https://academic.oup.com/book/57273/chapter/459734465},
doi = {10.1093/9780191966309.003.0008},
isbn = {978-0-19-196630-9 978-0-19-287000-1},
year = {2024},
date = {2024-06-01},
urldate = {2025-01-15},
booktitle = {The development of generativity across adulthood},
pages = {135–150},
publisher = {Oxford University PressOxford},
edition = {1},
abstract = {Abstract Generativity refers to people’s motives and behaviors associated with establishing and guiding members of future generations, including younger people at the workplace. Accordingly, there is conceptual overlap between generativity and leadership, which can be broadly defined as a process during which one person influences other people in order to achieve shared goals. This chapter first explores theoretical links between generativity and leadership in organizations. Second, it reviews empirical studies on associations between these constructs. It concludes with suggestions for future research on generativity and leadership and for organizational practice.},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Abstract Generativity refers to people’s motives and behaviors associated with establishing and guiding members of future generations, including younger people at the workplace. Accordingly, there is conceptual overlap between generativity and leadership, which can be broadly defined as a process during which one person influences other people in order to achieve shared goals. This chapter first explores theoretical links between generativity and leadership in organizations. Second, it reviews empirical studies on associations between these constructs. It concludes with suggestions for future research on generativity and leadership and for organizational practice.
Eisenhauer N; Frank K; Weigelt A; Bartkowski B; Beugnon R; Liebal K; Mahecha M; Quaas M; Al‐Halbouni D; Bastos A; Bohn F J; Brito M M D; Denzler J; Feilhauer H; Fischer R; Fritsche I; Guimaraes‐Steinicke C; Hänsel M; Haun D B M; Herrmann H; Huth A; Kalesse‐Los H; Koetter M; Kolleck N; Krause M; Kretschmer M; Leitão P J; Masson T; Mora K; Müller B; Peng J; Pöhlker M L; Ratzke L; Reichstein M; Richter S; Rüger N; Sánchez‐Parra B; Shadaydeh M; Sippel S; Tegen I; Thrän D; Umlauft J; Wendisch M; Wolf K; Wirth C; Zacher H; Zaehle S; Quaas J
In: Journal of Sustainable Agriculture & Environment, Bd. 3, Nr. 2, S. e212108, 2024, ISSN: 2767-035X, 2767-035X.
@article{eisenhauer_belowground_2024,
title = {A belowground perspective on the nexus between biodiversity change, climate change, and human well‐being},
author = {Nico Eisenhauer and Karin Frank and Alexandra Weigelt and Bartosz Bartkowski and Rémy Beugnon and Katja Liebal and Miguel Mahecha and Martin Quaas and Djamil Al‐Halbouni and Ana Bastos and Friedrich J. Bohn and Mariana Madruga De Brito and Joachim Denzler and Hannes Feilhauer and Rico Fischer and Immo Fritsche and Claudia Guimaraes‐Steinicke and Martin Hänsel and Daniel B. M. Haun and Hartmut Herrmann and Andreas Huth and Heike Kalesse‐Los and Michael Koetter and Nina Kolleck and Melanie Krause and Marlene Kretschmer and Pedro J. Leitão and Torsten Masson and Karin Mora and Birgit Müller and Jian Peng and Mira L. Pöhlker and Leonie Ratzke and Markus Reichstein and Solveig Richter and Nadja Rüger and Beatriz Sánchez‐Parra and Maha Shadaydeh and Sebastian Sippel and Ina Tegen and Daniela Thrän and Josefine Umlauft and Manfred Wendisch and Kevin Wolf and Christian Wirth and Hannes Zacher and Sönke Zaehle and Johannes Quaas},
url = {https://onlinelibrary.wiley.com/doi/10.1002/sae2.12108},
doi = {10.1002/sae2.12108},
issn = {2767-035X, 2767-035X},
year = {2024},
date = {2024-06-01},
urldate = {2025-01-08},
journal = {Journal of Sustainable Agriculture & Environment},
volume = {3},
number = {2},
pages = {e212108},
abstract = {Abstract Soil is central to the complex interplay among biodiversity, climate, and society. This paper examines the interconnectedness of soil biodiversity, climate change, and societal impacts, emphasizing the urgent need for integrated solutions. Human‐induced biodiversity loss and climate change intensify environmental degradation, threatening human well‐being. Soils, rich in biodiversity and vital for ecosystem function regulation, are highly vulnerable to these pressures, affecting nutrient cycling, soil fertility, and resilience. Soil also crucially regulates climate, influencing energy, water cycles, and carbon storage. Yet, climate change poses significant challenges to soil health and carbon dynamics, amplifying global warming. Integrated approaches are essential, including sustainable land management, policy interventions, technological innovations, and societal engagement. Practices like agroforestry and organic farming improve soil health and mitigate climate impacts. Effective policies and governance are crucial for promoting sustainable practices and soil conservation. Recent technologies aid in monitoring soil biodiversity and implementing sustainable land management. Societal engagement, through education and collective action, is vital for environmental stewardship. By prioritizing interdisciplinary research and addressing key frontiers, scientists can advance understanding of the soil biodiversity–climate change–society nexus, informing strategies for environmental sustainability and social equity.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Soil is central to the complex interplay among biodiversity, climate, and society. This paper examines the interconnectedness of soil biodiversity, climate change, and societal impacts, emphasizing the urgent need for integrated solutions. Human‐induced biodiversity loss and climate change intensify environmental degradation, threatening human well‐being. Soils, rich in biodiversity and vital for ecosystem function regulation, are highly vulnerable to these pressures, affecting nutrient cycling, soil fertility, and resilience. Soil also crucially regulates climate, influencing energy, water cycles, and carbon storage. Yet, climate change poses significant challenges to soil health and carbon dynamics, amplifying global warming. Integrated approaches are essential, including sustainable land management, policy interventions, technological innovations, and societal engagement. Practices like agroforestry and organic farming improve soil health and mitigate climate impacts. Effective policies and governance are crucial for promoting sustainable practices and soil conservation. Recent technologies aid in monitoring soil biodiversity and implementing sustainable land management. Societal engagement, through education and collective action, is vital for environmental stewardship. By prioritizing interdisciplinary research and addressing key frontiers, scientists can advance understanding of the soil biodiversity–climate change–society nexus, informing strategies for environmental sustainability and social equity.
Kühner C; Stein M; Zacher H
A person-environment fit approach to environmental sustainability in the workplace Artikel
In: Journal of Environmental Psychology, Bd. 95, Nr. 1, S. 102270, 2024, ISSN: 02724944.
@article{kuhner_person-environment_2024,
title = {A person-environment fit approach to environmental sustainability in the workplace},
author = {Clara Kühner and Maie Stein and Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0272494424000434},
doi = {10.1016/j.jenvp.2024.102270},
issn = {02724944},
year = {2024},
date = {2024-05-01},
urldate = {2025-01-08},
journal = {Journal of Environmental Psychology},
volume = {95},
number = {1},
pages = {102270},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H; Rudolph C W
Subjective wellbeing during the COVID-19 pandemic: A 3-year, 35-wave longitudinal study Artikel
In: Journal of Positive Psychology, Bd. 19, Nr. 3, S. 442–456, 2024, ISSN: 1743-9760, 1743-9779.
@article{zacher_subjective_2024,
title = {Subjective wellbeing during the COVID-19 pandemic: A 3-year, 35-wave longitudinal study},
author = {Hannes Zacher and Cort W. Rudolph},
url = {https://www.tandfonline.com/doi/full/10.1080/17439760.2023.2224757},
doi = {10.1080/17439760.2023.2224757},
issn = {1743-9760, 1743-9779},
year = {2024},
date = {2024-05-01},
urldate = {2025-01-08},
journal = {Journal of Positive Psychology},
volume = {19},
number = {3},
pages = {442–456},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Rudolph C W; Zacher H
Working from home: When is it too much of a good thing? Artikel
In: Human Resource Development Quarterly, 2024, ISSN: 1044-8004, 1532-1096.
@article{rudolph_working_2024,
title = {Working from home: When is it too much of a good thing?},
author = {Cort W. Rudolph and Hannes Zacher},
url = {https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21530},
doi = {10.1002/hrdq.21530},
issn = {1044-8004, 1532-1096},
year = {2024},
date = {2024-05-01},
urldate = {2025-01-08},
journal = {Human Resource Development Quarterly},
abstract = {Abstract Based on an integration of meta‐theoretical perspectives on the “too much of a good thing” effect with psychological demands and resources theories, we propose and test nonlinear relations between the percentage of time people work from home and a variety of important work‐related outcomes (i.e., professional isolation, work from home satisfaction, work from home self‐efficacy, work performance, job satisfaction). Then, also based on resource theories, we explore whether and how certain work from home resources (i.e., previous experience working from home, appropriate technologies to facilitate working from home, dedicated workspaces) buffer these nonlinear relations. Data on working from home were provided by n = 994 employees in Germany across 32 monthly measurement waves between April 2020 and December 2022. Our results support the general idea that the percentage of time people work from home has nonlinear associations with a variety of important work‐related outcomes. However, only in a few cases (i.e., work performance, job satisfaction) do these relations take the form of inverse U‐shapes that would be indicative of “too much of a good thing.” Our exploratory analysis suggests that, in several cases, work from home resources can buffer these nonlinear associations. These findings have implications for the continued development of meta‐theoretical perspectives on “too much of a good thing” and for employees' and organizations' attempts to make working from home a positive and productive experience.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Based on an integration of meta‐theoretical perspectives on the “too much of a good thing” effect with psychological demands and resources theories, we propose and test nonlinear relations between the percentage of time people work from home and a variety of important work‐related outcomes (i.e., professional isolation, work from home satisfaction, work from home self‐efficacy, work performance, job satisfaction). Then, also based on resource theories, we explore whether and how certain work from home resources (i.e., previous experience working from home, appropriate technologies to facilitate working from home, dedicated workspaces) buffer these nonlinear relations. Data on working from home were provided by n = 994 employees in Germany across 32 monthly measurement waves between April 2020 and December 2022. Our results support the general idea that the percentage of time people work from home has nonlinear associations with a variety of important work‐related outcomes. However, only in a few cases (i.e., work performance, job satisfaction) do these relations take the form of inverse U‐shapes that would be indicative of “too much of a good thing.” Our exploratory analysis suggests that, in several cases, work from home resources can buffer these nonlinear associations. These findings have implications for the continued development of meta‐theoretical perspectives on “too much of a good thing” and for employees' and organizations' attempts to make working from home a positive and productive experience.
Zeschke M; Schubert K; Zacher H
Effects of idle time on well-being: An experimental study Artikel
In: Zeitschrift für Arbeits- und Organisationspsychologie, Bd. 68, Nr. 2, S. 93–106, 2024, ISSN: 0932-4089, 2190-6270.
@article{zeschke_effects_2024,
title = {Effects of idle time on well-being: An experimental study},
author = {Martin Zeschke and Karoline Schubert and Hannes Zacher},
url = {https://econtent.hogrefe.com/doi/10.1026/0932-4089/a000422},
doi = {10.1026/0932-4089/a000422},
issn = {0932-4089, 2190-6270},
year = {2024},
date = {2024-04-01},
urldate = {2025-01-08},
journal = {Zeitschrift für Arbeits- und Organisationspsychologie},
volume = {68},
number = {2},
pages = {93–106},
abstract = {Abstract: Idle time is a time during which employees are unable to complete work tasks for reasons beyond their control, which negatively impacts their performance and well-being. However, it has not yet been examined whether the objective event or the subjective appraisal of this situation causes these effects. Drawing on affective events theory, we conducted an experiment ( N = 338) in which we manipulated objective idle time and measured the effects on well-being, mediated by subjective idle time. We found that objective idle time positively predicted subjective idle time, which in turn was negatively related to affect but not to task satisfaction. We found indirect effects of objective idle time on affect through subjective idle time. Boredom proneness was positively and age was negatively associated with subjective idle time. The results are consistent with affective events theory and suggest that idle time is appraised as such and negatively influences affect.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract: Idle time is a time during which employees are unable to complete work tasks for reasons beyond their control, which negatively impacts their performance and well-being. However, it has not yet been examined whether the objective event or the subjective appraisal of this situation causes these effects. Drawing on affective events theory, we conducted an experiment ( N = 338) in which we manipulated objective idle time and measured the effects on well-being, mediated by subjective idle time. We found that objective idle time positively predicted subjective idle time, which in turn was negatively related to affect but not to task satisfaction. We found indirect effects of objective idle time on affect through subjective idle time. Boredom proneness was positively and age was negatively associated with subjective idle time. The results are consistent with affective events theory and suggest that idle time is appraised as such and negatively influences affect.
Zacher H; Kühner C; Katz I M; Rudolph C W
In: Group & Organization Management, Bd. 49, Nr. 2, S. 365–394, 2024, ISSN: 1059-6011, 1552-3993.
@article{zacher_leadership_2024,
title = {Leadership and environmental sustainability: An integrative conceptual model of multilevel antecedents and consequences of leader green behavior},
author = {Hannes Zacher and Clara Kühner and Ian M. Katz and Cort W. Rudolph},
url = {https://journals.sagepub.com/doi/10.1177/10596011241229891},
doi = {10.1177/10596011241229891},
issn = {1059-6011, 1552-3993},
year = {2024},
date = {2024-04-01},
urldate = {2025-01-08},
journal = {Group & Organization Management},
volume = {49},
number = {2},
pages = {365–394},
abstract = {Environmental sustainability is a strategic and ethical imperative for organizations, and numerous studies have investigated associations between leadership and employee pro-environmental or “green” behavior. However, these studies have typically focused on leadership styles that conflate leader behavior with its assumed antecedents or consequences. Moreover, the literature on relations between leadership and environmental sustainability constructs is fragmented and in need of systematic integration to effectively guide future research and practice. Accordingly, we pursue three goals in this conceptual paper. First, after a brief review of key insights from extant theoretical and empirical research, we define leadership in the context of environmental sustainability and leader green behavior based on established theoretical frameworks. Second, based on a systematic integration and extension of the literature, we present an integrative conceptual model of multilevel antecedents and consequences of leader green behavior. We further develop eight propositions on multiple known and novel pathways toward leader and follower green behaviors, as well as multiple known and novel pathways toward consequences related to environmental sustainability at the leader, follower, and organizational levels. Finally, based on our integrative conceptual model and propositions, we outline several recommendations for future research on leadership and environmental sustainability, including theoretical and methodological considerations.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Environmental sustainability is a strategic and ethical imperative for organizations, and numerous studies have investigated associations between leadership and employee pro-environmental or “green” behavior. However, these studies have typically focused on leadership styles that conflate leader behavior with its assumed antecedents or consequences. Moreover, the literature on relations between leadership and environmental sustainability constructs is fragmented and in need of systematic integration to effectively guide future research and practice. Accordingly, we pursue three goals in this conceptual paper. First, after a brief review of key insights from extant theoretical and empirical research, we define leadership in the context of environmental sustainability and leader green behavior based on established theoretical frameworks. Second, based on a systematic integration and extension of the literature, we present an integrative conceptual model of multilevel antecedents and consequences of leader green behavior. We further develop eight propositions on multiple known and novel pathways toward leader and follower green behaviors, as well as multiple known and novel pathways toward consequences related to environmental sustainability at the leader, follower, and organizational levels. Finally, based on our integrative conceptual model and propositions, we outline several recommendations for future research on leadership and environmental sustainability, including theoretical and methodological considerations.
Röllmann L F; Weiss M; Zacher H
Debate and well-being in self-managed groups: the moderating role of divergent status perceptions Artikel
In: Current Psychology, Bd. 43, Nr. 10, S. 8989–9004, 2024, ISSN: 1046-1310, 1936-4733.
@article{rollmann_debate_2024,
title = {Debate and well-being in self-managed groups: the moderating role of divergent status perceptions},
author = {Laura Frederike Röllmann and Mona Weiss and Hannes Zacher},
url = {https://link.springer.com/10.1007/s12144-023-04950-1},
doi = {10.1007/s12144-023-04950-1},
issn = {1046-1310, 1936-4733},
year = {2024},
date = {2024-03-01},
urldate = {2025-01-08},
journal = {Current Psychology},
volume = {43},
number = {10},
pages = {8989–9004},
abstract = {Abstract Research suggests that debate, that is, open discussion behavior in work groups, can affect group-level outcomes. Yet, little is known about how debate may affect group member well-being. Drawing from the literature on debate and open conflict norms, we hypothesize that debate and well-being are positively associated because differing views can be shared and discussed openly. Additionally, based on theories on status conflicts and diversity, we expect that this relationship is moderated by the divergence of status perceptions within the group. Specifically, we propose that the positive relationship between group-level debate and well-being is stronger when group members’ perceptions of the hierarchical social status distribution in their group diverge strongly (rather than little) because in this situation debate can help resolve differing status construals. Data for this study came from 163 members of 29 self-organized activist groups that pursued social and/or ecological goals. Group members reported the level of debate within their group, perceived status distribution, and their individual well-being. Results of multilevel modeling showed that debate and well-being were positively related and that divergence of status perceptions moderated this relationship. With our study, we expand research on debate by investigating its relationship with well-being. Our study adds to the literature on status dynamics by showing that not only the distribution of social status, but also the divergent perception of its distribution is an important feature of status dynamics. Finally, we advance the literature by applying constructs from work and organizational psychology to activist well-being.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Research suggests that debate, that is, open discussion behavior in work groups, can affect group-level outcomes. Yet, little is known about how debate may affect group member well-being. Drawing from the literature on debate and open conflict norms, we hypothesize that debate and well-being are positively associated because differing views can be shared and discussed openly. Additionally, based on theories on status conflicts and diversity, we expect that this relationship is moderated by the divergence of status perceptions within the group. Specifically, we propose that the positive relationship between group-level debate and well-being is stronger when group members’ perceptions of the hierarchical social status distribution in their group diverge strongly (rather than little) because in this situation debate can help resolve differing status construals. Data for this study came from 163 members of 29 self-organized activist groups that pursued social and/or ecological goals. Group members reported the level of debate within their group, perceived status distribution, and their individual well-being. Results of multilevel modeling showed that debate and well-being were positively related and that divergence of status perceptions moderated this relationship. With our study, we expand research on debate by investigating its relationship with well-being. Our study adds to the literature on status dynamics by showing that not only the distribution of social status, but also the divergent perception of its distribution is an important feature of status dynamics. Finally, we advance the literature by applying constructs from work and organizational psychology to activist well-being.
Zacher H; Rudolph C W
Workplace digitalization and workload: Changes and reciprocal relations across 3 years Artikel
In: Scientific Reports, Bd. 14, Nr. 1, S. 5924, 2024, ISSN: 2045-2322.
@article{zacher_workplace_2024,
title = {Workplace digitalization and workload: Changes and reciprocal relations across 3 years},
author = {Hannes Zacher and Cort W. Rudolph},
url = {https://www.nature.com/articles/s41598-024-56537-w},
doi = {10.1038/s41598-024-56537-w},
issn = {2045-2322},
year = {2024},
date = {2024-03-01},
urldate = {2025-01-08},
journal = {Scientific Reports},
volume = {14},
number = {1},
pages = {5924},
abstract = {Abstract This article reports the results of a 33-wave longitudinal study of changes in, and reciprocal relations between, workplace digitalization and workload. Monthly data were collected between April 2020 and December 2022 from n = 1661 employees in Germany. Based on theoretical models of workplace information and communication technology use, stress, and coping, we hypothesized both positive and negative within-person effects of digitalization on workload, and vice versa. Results of an autoregressive latent trajectory model with structured residuals (ALT-SR) showed on-average positive linear trajectories in digitalization, but not in workload over time. Moreover, higher digitalization was associated with subsequently higher levels of workload, and vice versa. This pattern of results suggests a dynamic, reciprocal process wherein positive deviations from one’s average trajectory of digitalization (workload) are associated with subsequently higher levels of workload (digitalization). We additionally find evidence for linear trends in these within-person processes, suggesting that the strength of the within-person effects of digitalization on workload, and of workload on digitalization, becomes more strongly positive over time. Practitioners developing work design interventions could focus on ways to reduce the detrimental impact of digitalization on increased workload, while simultaneously encouraging the potential of digitalization to help employees cope effectively with their workload.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract This article reports the results of a 33-wave longitudinal study of changes in, and reciprocal relations between, workplace digitalization and workload. Monthly data were collected between April 2020 and December 2022 from n = 1661 employees in Germany. Based on theoretical models of workplace information and communication technology use, stress, and coping, we hypothesized both positive and negative within-person effects of digitalization on workload, and vice versa. Results of an autoregressive latent trajectory model with structured residuals (ALT-SR) showed on-average positive linear trajectories in digitalization, but not in workload over time. Moreover, higher digitalization was associated with subsequently higher levels of workload, and vice versa. This pattern of results suggests a dynamic, reciprocal process wherein positive deviations from one’s average trajectory of digitalization (workload) are associated with subsequently higher levels of workload (digitalization). We additionally find evidence for linear trends in these within-person processes, suggesting that the strength of the within-person effects of digitalization on workload, and of workload on digitalization, becomes more strongly positive over time. Practitioners developing work design interventions could focus on ways to reduce the detrimental impact of digitalization on increased workload, while simultaneously encouraging the potential of digitalization to help employees cope effectively with their workload.
Zacher H
The dark side of environmental activism Artikel
In: Personality and Individual Differences, Bd. 219, S. 112506, 2024, ISSN: 01918869.
@article{zacher_dark_2024,
title = {The dark side of environmental activism},
author = {Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0191886923004294},
doi = {10.1016/j.paid.2023.112506},
issn = {01918869},
year = {2024},
date = {2024-03-01},
urldate = {2025-01-08},
journal = {Personality and Individual Differences},
volume = {219},
pages = {112506},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H
Older workers Buchabschnitt
In: Dunn, D S (Hrsg.): Oxford bibliographies in psychology, Oxford University Press, 2024.
@incollection{zacher_older_2024,
title = {Older workers},
author = {Hannes Zacher},
editor = {D S Dunn},
year = {2024},
date = {2024-01-01},
booktitle = {Oxford bibliographies in psychology},
publisher = {Oxford University Press},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Rietze S; Zacher H
Agiles Arbeiten [Agile working] Buch
Hogrefe, Göttingen, Germany, 2024, ISBN: 978-3-8017-3240-0.
@book{rietze_agiles_2024,
title = {Agiles Arbeiten [Agile working]},
author = {Sarah Rietze and Hannes Zacher},
url = {https://www.hogrefe.com/de/shop/agiles-arbeiten-98515.html},
isbn = {978-3-8017-3240-0},
year = {2024},
date = {2024-01-01},
publisher = {Hogrefe},
address = {Göttingen, Germany},
series = {Praxis der Personalpsychologie},
keywords = {},
pubstate = {published},
tppubtype = {book}
}
Zacher H
Schattenseiten der „New Work“: Wie lässt sich die psychische Gesundheit erhalten? Artikel
In: Forschung und Lehre, Bd. 31, Nr. 3, S. 172–173, 2024.
@article{zacher_schattenseiten_2024,
title = {Schattenseiten der „New Work“: Wie lässt sich die psychische Gesundheit erhalten?},
author = {Hannes Zacher},
year = {2024},
date = {2024-01-01},
journal = {Forschung und Lehre},
volume = {31},
number = {3},
pages = {172–173},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H
Was wäre, wenn? Artikel
In: Leipziger Leben (Schwerpunkt Neuanfänge), Bd. 1, S. 11, 2024.
@article{zacher_was_2024,
title = {Was wäre, wenn?},
author = {Hannes Zacher},
year = {2024},
date = {2024-01-01},
journal = {Leipziger Leben (Schwerpunkt Neuanfänge)},
volume = {1},
pages = {11},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H
Generationen werden erfunden Artikel
In: Psychologie Heute, Bd. 51, Nr. 7, S. 8, 2024.
@article{zacher_generationen_2024,
title = {Generationen werden erfunden},
author = {Hannes Zacher},
year = {2024},
date = {2024-01-01},
journal = {Psychologie Heute},
volume = {51},
number = {7},
pages = {8},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H
Homeoffice, Hybrid, Präsenz: Was sagt die Wissenschaft? Gesund arbeiten – besser leben Buchabschnitt
In: Schneider, E E (Hrsg.): Mental Health Matters, Haufe, 2024.
@incollection{zacher_homeoffice_2024,
title = {Homeoffice, Hybrid, Präsenz: Was sagt die Wissenschaft? Gesund arbeiten – besser leben},
author = {Hannes Zacher},
editor = {E E Schneider},
year = {2024},
date = {2024-01-01},
booktitle = {Mental Health Matters},
publisher = {Haufe},
keywords = {},
pubstate = {published},
tppubtype = {incollection}
}
Zacher H
Gibt es Generationen und Generationenunterschiede? Eine kritische Analyse und Alternativen. Artikel
In: Konfliktdynamik, Bd. 13, Nr. 1, S. 13–19, 2024, ISSN: 2193-0147.
@article{zacher_gibt_2024,
title = {Gibt es Generationen und Generationenunterschiede? Eine kritische Analyse und Alternativen.},
author = {Hannes Zacher},
url = {https://www.nomos-elibrary.de/index.php?doi=10.5771/2193-0147-2024-1-13},
doi = {10.5771/2193-0147-2024-1-13},
issn = {2193-0147},
year = {2024},
date = {2024-01-01},
urldate = {2025-01-08},
journal = {Konfliktdynamik},
volume = {13},
number = {1},
pages = {13–19},
abstract = {Der Begriff »Generation« beschreibt eine Gruppe von Personen, die aufgrund ihrer Zugehörigkeit zu bestimmten Geburtsjahren (z. B. 1980 bis 2000) und geteilter Erfahrungen (z. B. Einführung des Internet) zusammengefasst und mit einem Namen (z. B. »Generation Y«) versehen werden. Wenn mehrere dieser Gruppen hinsichtlich psychologischer Merkmale verglichen werden, geht es um »Generationenunterschiede«. Das erste Ziel dieses Beitrags ist es, das Konzept der Generationen kritisch zu beleuchten und mögliche Probleme einer Fokussierung auf Generationenunterschiede aufzuzeigen. Das zweite Ziel besteht darin, alternative Erklärungen für »intergenerationale« Konflikte und Potenziale in Kontexten wie Arbeit und Familie anzubieten. Dazu wird auf Unterschiede zwischen Individuen aufgrund ihres Lebensalters und ihres Geburtsjahrgangs (Kohorte) eingegangen. , The term »generation« describes a group of individuals who are grouped together based on their birth years (e. g. 1980–2000) and shared experiences (e. g. introduction of the Internet). This group is then typically assigned a name (e. g. »Generation Y«). The search for »generational differences« involves the comparison of several of these groups in terms of psychological characteristics. The first aim of this article is to critically examine the concept of generations and to point out possible problems with focusing on generational differences. The second aim is to offer alternative explanations for »intergenerational« conflicts and potential in contexts like work and family. To this end, differences between individuals based on their age and birth year (cohort) are discussed.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Der Begriff »Generation« beschreibt eine Gruppe von Personen, die aufgrund ihrer Zugehörigkeit zu bestimmten Geburtsjahren (z. B. 1980 bis 2000) und geteilter Erfahrungen (z. B. Einführung des Internet) zusammengefasst und mit einem Namen (z. B. »Generation Y«) versehen werden. Wenn mehrere dieser Gruppen hinsichtlich psychologischer Merkmale verglichen werden, geht es um »Generationenunterschiede«. Das erste Ziel dieses Beitrags ist es, das Konzept der Generationen kritisch zu beleuchten und mögliche Probleme einer Fokussierung auf Generationenunterschiede aufzuzeigen. Das zweite Ziel besteht darin, alternative Erklärungen für »intergenerationale« Konflikte und Potenziale in Kontexten wie Arbeit und Familie anzubieten. Dazu wird auf Unterschiede zwischen Individuen aufgrund ihres Lebensalters und ihres Geburtsjahrgangs (Kohorte) eingegangen. , The term »generation« describes a group of individuals who are grouped together based on their birth years (e. g. 1980–2000) and shared experiences (e. g. introduction of the Internet). This group is then typically assigned a name (e. g. »Generation Y«). The search for »generational differences« involves the comparison of several of these groups in terms of psychological characteristics. The first aim of this article is to critically examine the concept of generations and to point out possible problems with focusing on generational differences. The second aim is to offer alternative explanations for »intergenerational« conflicts and potential in contexts like work and family. To this end, differences between individuals based on their age and birth year (cohort) are discussed.
2023
Dietz C; Zacher H
Reciprocal effects of sickness presence, job satisfaction, and health: A six-wave longitudinal study Artikel
In: Occupational Health Science, Bd. 7, Nr. 4, S. 647–680, 2023, ISSN: 2367-0134, 2367-0142.
@article{dietz_reciprocal_2023,
title = {Reciprocal effects of sickness presence, job satisfaction, and health: A six-wave longitudinal study},
author = {Carolin Dietz and Hannes Zacher},
url = {https://link.springer.com/10.1007/s41542-023-00154-y},
doi = {10.1007/s41542-023-00154-y},
issn = {2367-0134, 2367-0142},
year = {2023},
date = {2023-12-01},
urldate = {2025-01-08},
journal = {Occupational Health Science},
volume = {7},
number = {4},
pages = {647–680},
abstract = {Abstract Numerous cross-sectional studies have examined associations of employees’ sickness presence (i.e., working while being ill) with job satisfaction and health. However, these studies conflate between- and within-person variance and do not allow disentangling the direction of effects among these constructs. Sickness presence may have positive or negative within-person effects on job satisfaction and health, and vice versa. Based on conservation of resources theory, the effort-recovery model, and the job demands-resources model, we test a set of competing hypotheses using a six-wave longitudinal study over 15 months with N = 363 employees. Results of random-intercept cross-lagged panel modeling showed that both sickness presence spells and frequency had negative within-person effects on job satisfaction, but did not predict health. In addition, job satisfaction had a negative within-person effect on sickness presence spells, and health had a negative within-person effect on sickness presence frequency. Overall, these findings contribute to the organizational literature by providing evidence for reciprocal and negative effects among sickness presence and job satisfaction, as well as a negative effect of health on sickness presence at the within-person level. Based on the findings, organizational practitioners could implement programs to enhance job satisfaction and health and to raise awareness about the potential negative consequences of sickness presence.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Numerous cross-sectional studies have examined associations of employees’ sickness presence (i.e., working while being ill) with job satisfaction and health. However, these studies conflate between- and within-person variance and do not allow disentangling the direction of effects among these constructs. Sickness presence may have positive or negative within-person effects on job satisfaction and health, and vice versa. Based on conservation of resources theory, the effort-recovery model, and the job demands-resources model, we test a set of competing hypotheses using a six-wave longitudinal study over 15 months with N = 363 employees. Results of random-intercept cross-lagged panel modeling showed that both sickness presence spells and frequency had negative within-person effects on job satisfaction, but did not predict health. In addition, job satisfaction had a negative within-person effect on sickness presence spells, and health had a negative within-person effect on sickness presence frequency. Overall, these findings contribute to the organizational literature by providing evidence for reciprocal and negative effects among sickness presence and job satisfaction, as well as a negative effect of health on sickness presence at the within-person level. Based on the findings, organizational practitioners could implement programs to enhance job satisfaction and health and to raise awareness about the potential negative consequences of sickness presence.
Rietze S; Zacher H
Agile work practices: Relationships with job demands, job resources, and occupational well-being Artikel
In: Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), Bd. 54, Nr. 4, S. 483–498, 2023, ISSN: 2366-6145, 2366-6218.
@article{rietze_agile_2023,
title = {Agile work practices: Relationships with job demands, job resources, and occupational well-being},
author = {Sarah Rietze and Hannes Zacher},
url = {https://link.springer.com/10.1007/s11612-023-00712-6},
doi = {10.1007/s11612-023-00712-6},
issn = {2366-6145, 2366-6218},
year = {2023},
date = {2023-12-01},
urldate = {2025-01-08},
journal = {Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO)},
volume = {54},
number = {4},
pages = {483–498},
abstract = {Abstract This article in the journal “Group. Interaction. Organization. (GIO)” presents the results of a study on the opportunities and risks of agile work practices (AWP) for occupational well-being. AWP have become an integral part of project work today, and they significantly change processes of collaboration and work design. However, findings on the relationships between AWP and occupational well-being are inconsistent. Based on job demands-resources theory, this study investigates concrete relationships between specific AWP, job demands and resources, and occupational well-being. Data were collected using qualitative interviews with 14 individuals working in agile teams in different organizations. Opportunities and risks were reported for almost all AWP, except for incrementation practice. Results confirm our propositions that the relationships are heterogeneous and should be investigated in a more differentiated way. In addition, various personal and organizational resources impacting these relationships are explored. The results serve as an important theoretical body and a basis for further research in this field. Furthermore, they raise awareness of opportunities and risks of agile teamwork and provide practical suggestions for its implementation. , Zusammenfassung Dieser Beitrag in der Zeitschrift „Gruppe. Interaktion. Organisation. (GIO)“ stellt die Ergebnisse einer Studie zu den Chancen und Risiken agiler Arbeitspraktiken für das berufliche Wohlbefinden dar. Agile Arbeitspraktiken sind aus der gegenwärtigen Projektarbeit nicht mehr wegzudenken und verändern Prozesse der Zusammenarbeit und Arbeitsgestaltung wesentlich. Bisherige Ergebnisse zu den Zusammenhängen agiler Arbeitspraktiken und beruflichem Wohlbefinden sind jedoch inkonsistent. In Anlehnung an die Job Demands-Resources Theorie werden in der Studie konkrete Zusammenhänge zwischen agilen Arbeitspraktiken, Arbeitsanforderungen und -ressourcen, und beruflichem Wohlbefinden untersucht. Die Daten wurden mittels einer qualitativen Interviewstudie erhoben, für welche 14 Personen aus agilen Teams unterschiedlicher Organisationen befragt wurden. Mit Ausnahme der Inkrementation-Praxis wurden für alle untersuchten agilen Arbeitspraktiken sowohl Chancen als auch Risiken bezogen auf berufliches Wohlbefinden berichtet. Die Ergebnisse bestätigen die Annahme, dass die Beziehungen sehr heterogen sind und differenziert untersucht werden sollten. Darüber hinaus werden verschiedene persönliche und organisatorische Ressourcen exploriert, die diese Beziehungen beeinflussen. Die Ergebnisse dienen als wichtiges theoretisches Gerüst und Grundlage für weitere Forschung in diesem Bereich. Darüber hinaus hat die Studie eine hohe Praxisrelevanz: Die Ergebnisse schärfen das Bewusstsein für die Chancen und Risiken agiler Teamarbeit und liefern konkrete Gestaltungsmaßnahmen für deren Umsetzung.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract This article in the journal “Group. Interaction. Organization. (GIO)” presents the results of a study on the opportunities and risks of agile work practices (AWP) for occupational well-being. AWP have become an integral part of project work today, and they significantly change processes of collaboration and work design. However, findings on the relationships between AWP and occupational well-being are inconsistent. Based on job demands-resources theory, this study investigates concrete relationships between specific AWP, job demands and resources, and occupational well-being. Data were collected using qualitative interviews with 14 individuals working in agile teams in different organizations. Opportunities and risks were reported for almost all AWP, except for incrementation practice. Results confirm our propositions that the relationships are heterogeneous and should be investigated in a more differentiated way. In addition, various personal and organizational resources impacting these relationships are explored. The results serve as an important theoretical body and a basis for further research in this field. Furthermore, they raise awareness of opportunities and risks of agile teamwork and provide practical suggestions for its implementation. , Zusammenfassung Dieser Beitrag in der Zeitschrift „Gruppe. Interaktion. Organisation. (GIO)“ stellt die Ergebnisse einer Studie zu den Chancen und Risiken agiler Arbeitspraktiken für das berufliche Wohlbefinden dar. Agile Arbeitspraktiken sind aus der gegenwärtigen Projektarbeit nicht mehr wegzudenken und verändern Prozesse der Zusammenarbeit und Arbeitsgestaltung wesentlich. Bisherige Ergebnisse zu den Zusammenhängen agiler Arbeitspraktiken und beruflichem Wohlbefinden sind jedoch inkonsistent. In Anlehnung an die Job Demands-Resources Theorie werden in der Studie konkrete Zusammenhänge zwischen agilen Arbeitspraktiken, Arbeitsanforderungen und -ressourcen, und beruflichem Wohlbefinden untersucht. Die Daten wurden mittels einer qualitativen Interviewstudie erhoben, für welche 14 Personen aus agilen Teams unterschiedlicher Organisationen befragt wurden. Mit Ausnahme der Inkrementation-Praxis wurden für alle untersuchten agilen Arbeitspraktiken sowohl Chancen als auch Risiken bezogen auf berufliches Wohlbefinden berichtet. Die Ergebnisse bestätigen die Annahme, dass die Beziehungen sehr heterogen sind und differenziert untersucht werden sollten. Darüber hinaus werden verschiedene persönliche und organisatorische Ressourcen exploriert, die diese Beziehungen beeinflussen. Die Ergebnisse dienen als wichtiges theoretisches Gerüst und Grundlage für weitere Forschung in diesem Bereich. Darüber hinaus hat die Studie eine hohe Praxisrelevanz: Die Ergebnisse schärfen das Bewusstsein für die Chancen und Risiken agiler Teamarbeit und liefern konkrete Gestaltungsmaßnahmen für deren Umsetzung.
Katz I M; Rudolph C W; Kühner C; Zacher H
Job characteristics and employee green behavior Artikel
In: Journal of Environmental Psychology, Bd. 92, S. 102159, 2023, ISSN: 02724944.
@article{katz_job_2023,
title = {Job characteristics and employee green behavior},
author = {Ian M. Katz and Cort W. Rudolph and Clara Kühner and Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0272494423002074},
doi = {10.1016/j.jenvp.2023.102159},
issn = {02724944},
year = {2023},
date = {2023-12-01},
urldate = {2025-01-08},
journal = {Journal of Environmental Psychology},
volume = {92},
pages = {102159},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zeschke M; Zacher H
Is it bad because it is boring? Effects of idle time on employee outcomes Artikel
In: European Journal of Work and Organizational Psychology, Bd. 32, Nr. 6, S. 886–901, 2023, ISSN: 1359-432X, 1464-0643.
@article{zeschke_is_2023,
title = {Is it bad because it is boring? Effects of idle time on employee outcomes},
author = {Martin Zeschke and Hannes Zacher},
url = {https://www.tandfonline.com/doi/full/10.1080/1359432X.2023.2261661},
doi = {10.1080/1359432X.2023.2261661},
issn = {1359-432X, 1464-0643},
year = {2023},
date = {2023-11-01},
urldate = {2025-01-08},
journal = {European Journal of Work and Organizational Psychology},
volume = {32},
number = {6},
pages = {886–901},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Hippel C; Pearson S; Coulon S; Adams A G; Zacher H
In: Psychology and Aging, Bd. 38, Nr. 7, S. 740–747, 2023, ISSN: 1939-1498, 0882-7974.
@article{von_hippel_interactions_2023,
title = {Interactions across the ages: How concerns about warmth and competence impact age-based stereotype threat in the workplace.},
author = {Courtney Hippel and Samuel Pearson and Sophie Coulon and Alexandra G. Adams and Hannes Zacher},
url = {https://doi.apa.org/doi/10.1037/pag0000754},
doi = {10.1037/pag0000754},
issn = {1939-1498, 0882-7974},
year = {2023},
date = {2023-11-01},
urldate = {2025-01-08},
journal = {Psychology and Aging},
volume = {38},
number = {7},
pages = {740–747},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Costanza D P; Rudolph C W; Zacher H
Are generations a useful concept? Artikel
In: Acta Psychologica, Bd. 241, S. 104059, 2023, ISSN: 00016918.
@article{costanza_are_2023,
title = {Are generations a useful concept?},
author = {David P. Costanza and Cort W. Rudolph and Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0001691823002354},
doi = {10.1016/j.actpsy.2023.104059},
issn = {00016918},
year = {2023},
date = {2023-11-01},
urldate = {2025-01-08},
journal = {Acta Psychologica},
volume = {241},
pages = {104059},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Hartung J; Stahlhofen L; Zacher H; Hülür G
The role of work and retirement in adult development and aging Artikel
In: Acta Psychologica, Bd. 241, Nr. 1, S. 104076, 2023, ISSN: 00016918.
@article{hartung_role_2023,
title = {The role of work and retirement in adult development and aging},
author = {Johanna Hartung and Lena Stahlhofen and Hannes Zacher and Gizem Hülür},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0001691823002524},
doi = {10.1016/j.actpsy.2023.104076},
issn = {00016918},
year = {2023},
date = {2023-11-01},
urldate = {2025-01-15},
journal = {Acta Psychologica},
volume = {241},
number = {1},
pages = {104076},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Huebner L; Zacher H
In: Acta Psychologica, Bd. 238, S. 103950, 2023, ISSN: 00016918.
@article{huebner_role_2023,
title = {The role of mean item ratings, topic distance, direct leadership, and voice climate in action planning after employee surveys},
author = {Lena-Alyeska Huebner and Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0001691823001269},
doi = {10.1016/j.actpsy.2023.103950},
issn = {00016918},
year = {2023},
date = {2023-08-01},
urldate = {2025-01-08},
journal = {Acta Psychologica},
volume = {238},
pages = {103950},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H; Rudolph C W
In: Applied Psychology: An International Review, Bd. 72, Nr. 3, S. 1248–1269, 2023, ISSN: 0269-994X, 1464-0597.
@article{zacher_effects_2023,
title = {Effects of person–occupation political orientation misfit on occupational identification: An experimental study},
author = {Hannes Zacher and Cort W. Rudolph},
url = {https://iaap-journals.onlinelibrary.wiley.com/doi/10.1111/apps.12433},
doi = {10.1111/apps.12433},
issn = {0269-994X, 1464-0597},
year = {2023},
date = {2023-07-01},
urldate = {2025-01-08},
journal = {Applied Psychology: An International Review},
volume = {72},
number = {3},
pages = {1248–1269},
abstract = {Abstract Researchers and practitioners have become increasingly interested in the role of political orientation in the workplace. Importantly, people do not always agree with other members of their profession when it comes to politics. However, the effects of such person–occupation political orientation misfit on people's work‐related attitudes remain unclear. According to the social identity perspective, person–occupation political orientation misfit is likely to lead to the experience of identity threat, which in turn should negatively impact people's occupational identification. To address this idea empirically, the goal of this study was to examine the influence of different political depictions of the field of industrial and organizational (I–O) psychology (i.e. as generally neoliberal, left‐wing, pluralistic, or neutral) on I–O psychologists' occupational identification, depending on their personal political orientation (i.e. more or less liberal vs. conservative). Specifically, we hypothesized that experiencing person–occupation political orientation misfit would reduce occupational identification. Results of an experiment ( n = 800 I–O psychology academics and practitioners) provided some support for this hypothesis, suggesting specifically that person–occupation political orientation misfit might alienate people with a more conservative political orientation from their occupation.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Researchers and practitioners have become increasingly interested in the role of political orientation in the workplace. Importantly, people do not always agree with other members of their profession when it comes to politics. However, the effects of such person–occupation political orientation misfit on people's work‐related attitudes remain unclear. According to the social identity perspective, person–occupation political orientation misfit is likely to lead to the experience of identity threat, which in turn should negatively impact people's occupational identification. To address this idea empirically, the goal of this study was to examine the influence of different political depictions of the field of industrial and organizational (I–O) psychology (i.e. as generally neoliberal, left‐wing, pluralistic, or neutral) on I–O psychologists' occupational identification, depending on their personal political orientation (i.e. more or less liberal vs. conservative). Specifically, we hypothesized that experiencing person–occupation political orientation misfit would reduce occupational identification. Results of an experiment ( n = 800 I–O psychology academics and practitioners) provided some support for this hypothesis, suggesting specifically that person–occupation political orientation misfit might alienate people with a more conservative political orientation from their occupation.
Rudolph C W; Zacher H
Individual differences and changes in personality during the COVID‐19 pandemic Artikel
In: Social and Personality Psychology Compass, Bd. 17, Nr. 7, S. e12742, 2023, ISSN: 1751-9004, 1751-9004.
@article{rudolph_individual_2023,
title = {Individual differences and changes in personality during the COVID‐19 pandemic},
author = {Cort W. Rudolph and Hannes Zacher},
url = {https://compass.onlinelibrary.wiley.com/doi/10.1111/spc3.12742},
doi = {10.1111/spc3.12742},
issn = {1751-9004, 1751-9004},
year = {2023},
date = {2023-07-01},
urldate = {2025-01-08},
journal = {Social and Personality Psychology Compass},
volume = {17},
number = {7},
pages = {e12742},
abstract = {Abstract This article reports the results of an eleven‐wave longitudinal study of personality change conducted between December 2019 and December 2022 with 1328 participants in Germany. Based on theories of personality change, we investigated trajectories of big five personality factors (i.e., extraversion, agreeableness, conscientiousness, emotional stability, and openness) across the COVID‐19 pandemic. In addition, we examined whether demographic characteristics (i.e., age, sex), self‐reported health status (i.e., physical, mental), and socioeconomic status (i.e., education, income, industry) moderated these trajectories. There was evidence for increases in extraversion, conscientiousness, and emotional stability and decreases in openness across time. The magnitude of these effects suggests between d = 0.027 to 0.138 standard deviation changes in these personality characteristics across the 3‐year timeframe of this study. Evidence for moderating effects of age, sex, health, and socioeconomic status was mixed, but indicates differential patterns of personality change for certain individuals. Overall, findings suggest that changes in big five personality factors across the COVID‐19 were present, albeit on average relatively weak, but still higher than anticipated given the timeframe. Moreover, certain demographic and health variables were associated with differential trajectories of personality over time.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract This article reports the results of an eleven‐wave longitudinal study of personality change conducted between December 2019 and December 2022 with 1328 participants in Germany. Based on theories of personality change, we investigated trajectories of big five personality factors (i.e., extraversion, agreeableness, conscientiousness, emotional stability, and openness) across the COVID‐19 pandemic. In addition, we examined whether demographic characteristics (i.e., age, sex), self‐reported health status (i.e., physical, mental), and socioeconomic status (i.e., education, income, industry) moderated these trajectories. There was evidence for increases in extraversion, conscientiousness, and emotional stability and decreases in openness across time. The magnitude of these effects suggests between d = 0.027 to 0.138 standard deviation changes in these personality characteristics across the 3‐year timeframe of this study. Evidence for moderating effects of age, sex, health, and socioeconomic status was mixed, but indicates differential patterns of personality change for certain individuals. Overall, findings suggest that changes in big five personality factors across the COVID‐19 were present, albeit on average relatively weak, but still higher than anticipated given the timeframe. Moreover, certain demographic and health variables were associated with differential trajectories of personality over time.
Schubert K; Zeschke M; Zacher H
What to do when there is nothing to do? Toward a better understanding of idle time at work Artikel
In: Current Psychology, Bd. 42, Nr. 14, S. 11871–11890, 2023, ISSN: 1046-1310, 1936-4733.
@article{schubert_what_2023,
title = {What to do when there is nothing to do? Toward a better understanding of idle time at work},
author = {Karoline Schubert and Martin Zeschke and Hannes Zacher},
url = {https://link.springer.com/10.1007/s12144-021-02445-5},
doi = {10.1007/s12144-021-02445-5},
issn = {1046-1310, 1936-4733},
year = {2023},
date = {2023-05-01},
urldate = {2025-01-08},
journal = {Current Psychology},
volume = {42},
number = {14},
pages = {11871–11890},
abstract = {Abstract Idle time at work is a phase of involuntary downtime during which employees experience that they cannot carry out their work tasks. In contrast to breaks, interruptions, procrastination, or withdrawal behavior, employees cannot work because of the absence of work-related tasks. Based on action regulation theory, we develop an integrative conceptual model on the antecedents and consequences of the subjective experience of idle time. We propose that work constraints (i.e., regulation problems) have negative effects on occupational well-being and task performance, and that these effects are mediated by subjective idle time. The strength of these effects is further assumed to be influenced by individuals’ use of proactive (i.e., prevention) and adaptive (i.e., coping) strategies. Results of a supplemental qualitative study, for which we interviewed 20 employees from different occupations, provided preliminary support for the propositions. Finally, we develop theory on how individual, situational, and organizational characteristics may influence the proposed effects on and of idle time. Overall, this conceptual development paper contributes to a better theoretical understanding of idle time at work by extending its definition and applying action regulation theory to this practically important phenomenon.},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract Idle time at work is a phase of involuntary downtime during which employees experience that they cannot carry out their work tasks. In contrast to breaks, interruptions, procrastination, or withdrawal behavior, employees cannot work because of the absence of work-related tasks. Based on action regulation theory, we develop an integrative conceptual model on the antecedents and consequences of the subjective experience of idle time. We propose that work constraints (i.e., regulation problems) have negative effects on occupational well-being and task performance, and that these effects are mediated by subjective idle time. The strength of these effects is further assumed to be influenced by individuals’ use of proactive (i.e., prevention) and adaptive (i.e., coping) strategies. Results of a supplemental qualitative study, for which we interviewed 20 employees from different occupations, provided preliminary support for the propositions. Finally, we develop theory on how individual, situational, and organizational characteristics may influence the proposed effects on and of idle time. Overall, this conceptual development paper contributes to a better theoretical understanding of idle time at work by extending its definition and applying action regulation theory to this practically important phenomenon.
Kühner C; Rudolph C W; Derks D; Posch M; Zacher H
Technology-assisted supplemental work: A meta-analysis Artikel
In: Journal of Vocational Behavior, Bd. 142, Nr. 1, S. 103861, 2023, ISSN: 00018791.
@article{kuhner_technology-assisted_2023,
title = {Technology-assisted supplemental work: A meta-analysis},
author = {Clara Kühner and Cort W. Rudolph and Daantje Derks and Melina Posch and Hannes Zacher},
url = {https://linkinghub.elsevier.com/retrieve/pii/S0001879123000210},
doi = {10.1016/j.jvb.2023.103861},
issn = {00018791},
year = {2023},
date = {2023-04-01},
urldate = {2025-01-08},
journal = {Journal of Vocational Behavior},
volume = {142},
number = {1},
pages = {103861},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Zacher H; Rudolph C W
Environmental knowledge is inversely associated with climate change anxiety Artikel
In: Climatic Change, Bd. 176, Nr. 4, S. 32, 2023, ISSN: 0165-0009, 1573-1480.
@article{zacher_environmental_2023,
title = {Environmental knowledge is inversely associated with climate change anxiety},
author = {Hannes Zacher and Cort W. Rudolph},
url = {https://link.springer.com/10.1007/s10584-023-03518-z},
doi = {10.1007/s10584-023-03518-z},
issn = {0165-0009, 1573-1480},
year = {2023},
date = {2023-04-01},
urldate = {2025-01-08},
journal = {Climatic Change},
volume = {176},
number = {4},
pages = {32},
abstract = {Abstract This study tests the hypotheses that overall environmental knowledge and climate-specific knowledge are inversely related to climate change anxiety, such that people who know more (less) about the environment in general, and about climate in particular, are less (more) anxious about climate change. Time lagged data were collected from N = 2,066 individuals in Germany. Results showed that, even after controlling for demographic characteristics, personality characteristics, and environmental attitudes, overall environmental knowledge and climate-specific knowledge were negatively related to climate change anxiety (both B = -.09, p textbackslashtextless .001).},
keywords = {},
pubstate = {published},
tppubtype = {article}
}
Abstract This study tests the hypotheses that overall environmental knowledge and climate-specific knowledge are inversely related to climate change anxiety, such that people who know more (less) about the environment in general, and about climate in particular, are less (more) anxious about climate change. Time lagged data were collected from N = 2,066 individuals in Germany. Results showed that, even after controlling for demographic characteristics, personality characteristics, and environmental attitudes, overall environmental knowledge and climate-specific knowledge were negatively related to climate change anxiety (both B = -.09, p textbackslashtextless .001).
Rudolph C W; Zacher H
Adapting to involuntary, radical, and socially undesirable career changes Artikel
In: Current Psychology, Bd. 42, Nr. 6, S. 5015–5026, 2023, ISSN: 1046-1310, 1936-4733.
@article{rudolph_adapting_2023,
title = {Adapting to involuntary, radical, and socially undesirable career changes},
author = {Cort W. Rudolph and Hannes Zacher},
url = {https://link.springer.com/10.1007/s12144-021-01859-5},
doi = {10.1007/s12144-021-01859-5},
issn = {1046-1310, 1936-4733},
year = {2023},
date = {2023-02-01},
urldate = {2025-01-08},
journal = {Current Psychology},
volume = {42},
number = {6},
pages = {5015–5026},
keywords = {},
pubstate = {published},
tppubtype = {article}
}