Suche in Publikationen
1.
Stein, Maie; Kühner, Clara; Katz, Ian M.; Zacher, Hannes
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.
2.
Zacher, Hannes; Hüffmeier, Joachim; Koziel, Ryszard J.; Rudolph, Cort 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}
}
3.
Friedrich, Jack C; Koziel, Ryszard J.; Zacher, Hannes; Rudolph, Cort 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}
}
4.
Rudolph, Cort W; Zacher, Hannes
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}
}
5.
Rudolph, Cort W; Zacher, Hannes
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}
}
6.
Zacher, Hannes
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}
}
7.
Koziel, Ryszard J.; Hüffmeier, Joachim; Zacher, Hannes; Rudolph, Cort 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}
}
8.
Zacher, Hannes; Rudolph, Cort 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}
}
9.
Zacher, Hannes
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}
}
10.
Zeschke, Martin; Venz, Laura; Zacher, Hannes
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}
}
11.
Posch, Melina; Hüffmeier, Joachim; Cevik, Ali; John, Juliane; Zacher, Hannes
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.
12.
Zacher, Hannes; 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}
}
13.
Kaplan, S A; Aitken, J A; Allen, B A; Alliger, G M; Ballard, T; Zacher, Hannes
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}
}
14.
Schmitt, Antje; Heihal, Teodora I.; Zacher, Hannes
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.
15.
Jung, Franziska U.; Löbner, Margrit; Rodriguez, Francisca-Saveria; Engel, Christoph; Kirsten, Toralf; Reyes, Nigar; Glaesmer, Heide; Hinz, Andreas; Witte, A. Veronica; Zacher, Hannes; Loeffler, Markus; Villringer, Arno; Luppa, Melanie; Riedel-Heller, Steffi 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.
16.
Parker, Stacey L.; Pahor, Kateland; Broeck, Anja Van Den; Zacher, Hannes
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}
}
17.
Weiss, Mona; Zacher, Hannes
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.
18.
Zacher, Hannes; Bordia, Prashant
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.
19.
Rudolph, Cort W.; Zacher, Hannes
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.
20.
Eisenhauer, Nico; Frank, Karin; Weigelt, Alexandra; Bartkowski, Bartosz; Beugnon, Rémy; Liebal, Katja; Mahecha, Miguel; Quaas, Martin; Al‐Halbouni, Djamil; Bastos, Ana; Bohn, Friedrich J.; Brito, Mariana Madruga De; Denzler, Joachim; Feilhauer, Hannes; Fischer, Rico; Fritsche, Immo; Guimaraes‐Steinicke, Claudia; Hänsel, Martin; Haun, Daniel B. M.; Herrmann, Hartmut; Huth, Andreas; Kalesse‐Los, Heike; Koetter, Michael; Kolleck, Nina; Krause, Melanie; Kretschmer, Marlene; Leitão, Pedro J.; Masson, Torsten; Mora, Karin; Müller, Birgit; Peng, Jian; Pöhlker, Mira L.; Ratzke, Leonie; Reichstein, Markus; Richter, Solveig; Rüger, Nadja; Sánchez‐Parra, Beatriz; Shadaydeh, Maha; Sippel, Sebastian; Tegen, Ina; Thrän, Daniela; Umlauft, Josefine; Wendisch, Manfred; Wolf, Kevin; Wirth, Christian; Zacher, Hannes; Zaehle, Sönke; Quaas, Johannes
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.