A5048967520- Job Satisfaction and Organizational Behavior
- Corporate Management and Leadership
- Cultural Differences and Values
- Organizational Leadership and Management Strategies
- Gender Diversity and Inequality
- Team Dynamics and Performance
- Sociology and Education Studies
- Emotional Intelligence and Performance
- Social and Intergroup Psychology
- Educational Leadership and Innovation
- Technostress in Professional Settings
- Resilience and Mental Health
- Cultural Industries and Urban Development
- Career Development and Diversity
- Corporate Governance and Law
- Management and Organizational Studies
- Work-Family Balance Challenges
- Creativity in Education and Neuroscience
- Entrepreneurship Studies and Influences
- Personality Traits and Psychology
- Taxation and Legal Issues
- Labor market dynamics and wage inequality
- Ethics in medical practice
- Youth Education and Societal Dynamics
- Knowledge Management and Sharing
Goethe University Frankfurt
2018-2024
Cardiff University
2014
Abstract Innovation is considered essential for today's organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver followers' innovative work behavior (FIB). Yet, despite large amount research, three areas remain understudied: (a) The relative different forms FIB; (b) mechanisms through which impacts (c) degree relationships between FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four...
An increasing number of individuals work in jobs with little standardization and repetition, that is, high levels job non‐routinization. At the same time, demands for creativity are high, which raises question how employees can use non‐routinization to develop creativity. Acknowledging importance social processes creativity, we propose transformational leaders raise feelings organizational identification followers this form then helps routinization. This is because members evaluate promote...
Abstract In a modern digital workplace, leaders must have the necessary skills to lead employees virtually. Despite its high practical and theoretical relevance, consensus on crucial competencies for virtual is lacking, hindering systematic exploration of leader’s role in facilitating technology use. present article, we propose new concept instrument assess leader competence (LDC). After reviewing literature, establish three dimensions LDC, centering around ability inclination select,...
It is important to understand the processes behind how and why individuals emerge as leaders, so that best most capable may occupy leadership positions. So far, literature in this area has focused on individual characteristics, such personality or cognitive ability. While interactions between context do get research attention, we still lack a comprehensive understanding of social at work help leaders. Such knowledge could make an contribution toward getting capable, rather than dominant...
Self-leadership gains in importance the context of current organizational changes, like newly developed agile methods, where leadership is mostly replaced by self-leadership (e.g., Scrum). Until now, concept has focused on individual- or team-level goal achievement, and thereby not fully applicable to broader socio-organizational context. In this paper, we therefore introduce an extended definition self-leadership, making three major extensions existing literature. First, add intrapreneurial...
Purpose The aim of this paper is gaining a deeper understanding potential negative effects (smart)phone use at work. authors do so by exploring mediating mechanisms and boundary conditions between leader phubbing, leaders snubbing their followers glancing phones during an interaction; follower (1) work engagement (2) performance. Design/methodology/approach conducted survey-based time-lagged, multi-source team-based study ( N = 93) 454). Findings Results showed that phubbing negatively...
In three studies, we examined the effect of intergroup status on group members' tendencies to characterize ingroup's relationship with an outgroup as conflictual following action. Findings from all studies supported prediction that would be characterized less when ingroup had relatively high rather than low status. Consistent hypothesis reflects strategic concerns, it was moderated by perceived relevance outgroup's action relations (study 1), sensitive audience 2), and partially mediated...
Self-leadership has traditionally been positioned as an individual-level phenomenon, putting strong emphasis on individuals' responsibility to influence themselves in order achieve positive outcomes.However, this perspective may oversee that individuals are embedded a social system, and self-leadership be best achieved collective endeavor involves the individual their interaction with environment.The present research thus aims understand how environment at work (i.e., managers, co-workers)...
Self-leadership gains importance in the face of rising complexity and a high speed development innovation today's economy. However, measurement self-leadership is currently limited to strategies for effective goal-achievement. In contrast, concept self-leadership-culture offers broader perspective on self-leadership, including, instance, connection one's true self, reflecting implications actions others. this paper, we develop scale operationalize self-leadership-culture, demonstrate its...