Laurenz L Meier
Dados Biográficos
| ID | 4234531 |
|---|---|
| NOME | Laurenz L Meier |
| PRENOMES | Laurenz L |
| SOBRENOME | Meier |
| ASSINATURA | MEIER L L |
| AFILIAÇÕES | University of Bern |
| ORCID | 0000-0002-5675-1562 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 18 |
| TOTAL DE CITAÇÕES | 84 |
| TOTAL COMO AUTOR | 18 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2008 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2025 |
| ÍNDICE H | 6 |
Trapped in Online Comparisons
Most research regarding social comparisons on social media has been limited demonstrating their effects on mental health, without explaining the underlying motivational mechanics. It appears that individuals are often motivated to reduce uncertainty about the self. Social media may serve as a tool to access diagnostic information through social comparison. However, because these platforms predominantly exposed to upward comparisons, individuals m…
Undermining the experience of task‐related success by illegitimate tasks
Dealing well with tasks that characterize one's occupational role should confirm occupational identity and induce pleasurable feelings in terms of task‐related success. However, some tasks are illegitimate, with employees thinking they should not have to do them because they are unreasonable (not part of their occupational role) or unnecessary (should not exist at all). Illegitimate tasks (ILTA) constitute an offense to occupational identity, and…
Effect size guidelines for cross-lagged effects.
Cross-lagged models are by far the most commonly used method to test the prospective effect of one construct on another, yet there are no guidelines for interpreting the size of cross-lagged effects. This research aims to establish empirical benchmarks for cross-lagged effects, focusing on the cross-lagged panel model (CLPM) and the random intercept cross-lagged panel model (RI-CLPM). We drew a quasirepresentative sample of studies published in f…
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that w…
Refining the vulnerability model of low self-esteem and depression
A growing body of research supports the vulnerability model of low self-esteem and depression, which states that low self-esteem is a risk factor for depression. The goal of the present research was to refine the vulnerability model, by testing whether the self-esteem effect is truly due to a lack of genuine self-esteem or due to a lack of narcissistic self-enhancement. For the analyses, we used data from 6 longitudinal studies consisting of 2,71…
Job Satisfaction
Job satisfaction is a person's overall evaluation of his or her job as favorable or unfavorable. Both personal characteristics such as traits and situational characteristics such as work stressors affect people's job satisfaction. Job satisfaction is related to many factors that are important for human resource management, such as performance, counterproductive behavior, turnover, and employee health.
The chicken or the egg? A meta-analysis of panel studies of the relationship between work–family conflict and strain.
Illegitimate tasks as a source of work stress
Illegitimate tasks represent a task-level stressor derived from role and justice theories within the framework of "Stress-as-Offense-to-Self" (SOS; Semmer, Jacobshagen, Meier, & Elfering, 2007). Tasks are illegitimate if they violate norms about what an employee can properly be expected to do, because they are perceived as unnecessary or unreasonable; they imply a threat to one's professional identity. We report three studies testing associations…
Episodes of incivility between subordinates and supervisors
Scholars have hypothesized that experiencing incivility not only negatively affects well-being, but may even trigger further antisocial behavior. Previous research, however, has focused mainly on the relation between incivility and well-being. Thus, little is known about the behavioral consequences of incivility. With this in mind, we conducted an interaction-record diary study to examine whether supervisor incivility causes retaliatory incivilit…
The effect of positive work reflection during leisure time on affective well‐being
Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well‐being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well‐being. Additionally, we tested the effectiveness of an intervention to …
You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self-esteem and to impaired well-being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day…
Work–Family Boundary Dynamics
Theory, constructs, and research with regard to individual work–family boundary management dynamics are reviewed with the goal of promoting a greater understanding and integration of the existing literature. The article begins by noting trends that have contributed to interest in the topic, and then outlines major theoretical perspectives on boundary management and boundary characteristics, integration/segmentation, and associated constructs. It …
Methodologies for the study of organizational behavior processes
The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination …
High Self-Esteem Prospectively Predicts Better Work Conditions and Outcomes
We examined the reciprocal prospective relations between self-esteem and work conditions and outcomes, including justice at work, support at work, work stressors, job satisfaction, job success, and counterproductive work behavior. Data came from two independent longitudinal studies, including five assessments over an 8-month period ( N = 663, age 16–62 years) and three assessments over a 2-year period ( N = 600, age 22–51 years), respectively. Ac…
A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
Age differences in instability, contingency, and level of self-esteem across the life span
Disentangling the effects of low self-esteem and stressful events on depression
Diathesis-stress models of depression suggest that low self-esteem and stressful events jointly influence the development of depressive affect. More specifically, the self-esteem buffering hypothesis states that, in the face of challenging life circumstances, individuals with low self-esteem are prone to depression because they lack sufficient coping resources, whereas those with high self-esteem are able to cope effectively and consequently avoi…
Forgiveness and psychological adjustment following interpersonal transgressions
Refining the vulnerability model of low self-esteem and depression
A growing body of research supports the vulnerability model of low self-esteem and depression, which states that low self-esteem is a risk factor for depression. The goal of the present research was to refine the vulnerability model, by testing whether the self-esteem effect is truly due to a lack of genuine self-esteem or due to a lack of narcissistic self-enhancement. For the analyses, we used data from 6 longitudinal studies consisting of 2,71…
Disentangling the effects of low self-esteem and stressful events on depression
Diathesis-stress models of depression suggest that low self-esteem and stressful events jointly influence the development of depressive affect. More specifically, the self-esteem buffering hypothesis states that, in the face of challenging life circumstances, individuals with low self-esteem are prone to depression because they lack sufficient coping resources, whereas those with high self-esteem are able to cope effectively and consequently avoi…
Episodes of incivility between subordinates and supervisors
Scholars have hypothesized that experiencing incivility not only negatively affects well-being, but may even trigger further antisocial behavior. Previous research, however, has focused mainly on the relation between incivility and well-being. Thus, little is known about the behavioral consequences of incivility. With this in mind, we conducted an interaction-record diary study to examine whether supervisor incivility causes retaliatory incivilit…
You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self-esteem and to impaired well-being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day…
Age differences in instability, contingency, and level of self-esteem across the life span
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that w…
Methodologies for the study of organizational behavior processes
The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination …
Forgiveness and psychological adjustment following interpersonal transgressions
The effect of positive work reflection during leisure time on affective well‐being
Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well‐being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well‐being. Additionally, we tested the effectiveness of an intervention to …
Forgiveness and psychological adjustment following interpersonal transgressions
Disentangling the effects of low self-esteem and stressful events on depression
Diathesis-stress models of depression suggest that low self-esteem and stressful events jointly influence the development of depressive affect. More specifically, the self-esteem buffering hypothesis states that, in the face of challenging life circumstances, individuals with low self-esteem are prone to depression because they lack sufficient coping resources, whereas those with high self-esteem are able to cope effectively and consequently avoi…
A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
Age differences in instability, contingency, and level of self-esteem across the life span
High Self-Esteem Prospectively Predicts Better Work Conditions and Outcomes
We examined the reciprocal prospective relations between self-esteem and work conditions and outcomes, including justice at work, support at work, work stressors, job satisfaction, job success, and counterproductive work behavior. Data came from two independent longitudinal studies, including five assessments over an 8-month period ( N = 663, age 16–62 years) and three assessments over a 2-year period ( N = 600, age 22–51 years), respectively. Ac…
Work–Family Boundary Dynamics
Theory, constructs, and research with regard to individual work–family boundary management dynamics are reviewed with the goal of promoting a greater understanding and integration of the existing literature. The article begins by noting trends that have contributed to interest in the topic, and then outlines major theoretical perspectives on boundary management and boundary characteristics, integration/segmentation, and associated constructs. It …
Methodologies for the study of organizational behavior processes
The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination …
Job Satisfaction
Job satisfaction is a person's overall evaluation of his or her job as favorable or unfavorable. Both personal characteristics such as traits and situational characteristics such as work stressors affect people's job satisfaction. Job satisfaction is related to many factors that are important for human resource management, such as performance, counterproductive behavior, turnover, and employee health.
The chicken or the egg? A meta-analysis of panel studies of the relationship between work–family conflict and strain.
Illegitimate tasks as a source of work stress
Illegitimate tasks represent a task-level stressor derived from role and justice theories within the framework of "Stress-as-Offense-to-Self" (SOS; Semmer, Jacobshagen, Meier, & Elfering, 2007). Tasks are illegitimate if they violate norms about what an employee can properly be expected to do, because they are perceived as unnecessary or unreasonable; they imply a threat to one's professional identity. We report three studies testing associations…
Episodes of incivility between subordinates and supervisors
Scholars have hypothesized that experiencing incivility not only negatively affects well-being, but may even trigger further antisocial behavior. Previous research, however, has focused mainly on the relation between incivility and well-being. Thus, little is known about the behavioral consequences of incivility. With this in mind, we conducted an interaction-record diary study to examine whether supervisor incivility causes retaliatory incivilit…
The effect of positive work reflection during leisure time on affective well‐being
Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well‐being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well‐being. Additionally, we tested the effectiveness of an intervention to …
You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self-esteem and to impaired well-being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day…
Refining the vulnerability model of low self-esteem and depression
A growing body of research supports the vulnerability model of low self-esteem and depression, which states that low self-esteem is a risk factor for depression. The goal of the present research was to refine the vulnerability model, by testing whether the self-esteem effect is truly due to a lack of genuine self-esteem or due to a lack of narcissistic self-enhancement. For the analyses, we used data from 6 longitudinal studies consisting of 2,71…
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict
This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that w…
Effect size guidelines for cross-lagged effects.
Cross-lagged models are by far the most commonly used method to test the prospective effect of one construct on another, yet there are no guidelines for interpreting the size of cross-lagged effects. This research aims to establish empirical benchmarks for cross-lagged effects, focusing on the cross-lagged panel model (CLPM) and the random intercept cross-lagged panel model (RI-CLPM). We drew a quasirepresentative sample of studies published in f…
Trapped in Online Comparisons
Most research regarding social comparisons on social media has been limited demonstrating their effects on mental health, without explaining the underlying motivational mechanics. It appears that individuals are often motivated to reduce uncertainty about the self. Social media may serve as a tool to access diagnostic information through social comparison. However, because these platforms predominantly exposed to upward comparisons, individuals m…
Undermining the experience of task‐related success by illegitimate tasks
Dealing well with tasks that characterize one's occupational role should confirm occupational identity and induce pleasurable feelings in terms of task‐related success. However, some tasks are illegitimate, with employees thinking they should not have to do them because they are unreasonable (not part of their occupational role) or unnecessary (should not exist at all). Illegitimate tasks (ILTA) constitute an offense to occupational identity, and…
Psychology (13 obras) · Social Psychology (12 obras) · Clinical Psychology (7 obras) · Job Satisfaction and Organizational Behavior (7 obras) · Developmental psychology (6 obras) · Attachment and Relationship Dynamics (5 obras) · Self-esteem (5 obras) · Computer Science (4 obras) · Job satisfaction (4 obras) · Psychological Well-being and Life Satisfaction (4 obras)