Stephan A Boehm
Biographic Data
| ID | 1317002 |
|---|---|
| NAME | Stephan A Boehm |
| GIVEN NAMES | Stephan A |
| FAMILY NAME | Boehm |
| SIGNATURE | BOEHM S A |
| AFFILIATIONS | University of St.Gallen |
| ORCID | 0000-0001-9220-7241 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 104 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1992 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 6 |
Disability and Employment in Transition: Challenges, Innovations, and Opportunities
We explore emergent micro-, meso-, and macro-level issues that impact the experiences of people with disabilities at work and how these issues can drive research. These issues have received little attention in the management literature. At the micro level we examine how the definition of disability has moved from the medical model to an interactionist model, the intersectionality between disability and other identities, and evolving assistive tec…
Include Me: The Role of Disability Voice in Co‐Constructing the Workplace Inclusion of People With Disabilities
People with disabilities (PWD) often face barriers to inclusion at work. To tackle this challenge, past research focused on the role of organizations to create more inclusive workplaces. What remains understudied, however, is the role that PWD often take themselves in shaping their inclusion experiences. In this paper, we take a co‐constructionist perspective on inclusion and study disability voice as PWDs' self‐inclusion efforts with which they …
Organizational Burden or Catalyst for Ideas? Disability as a Driver of Cognitive Flexibility and Creativity
Disability is typically perceived negatively, and employees with a disability are viewed as a burden that requires accommodation. We draw from creativity theory to challenge this view and propose that disability can make workplace imperfections salient, can function as a situational cue that increases coworkers’ cognitive flexibility, and thus can be a catalyst for creativity. We apply a multi-study, multi-method approach to test these prediction…
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
No such thing as a free ride: The impact of disability labels on relationship building at work
Do disability legislations that are meant to be beneficial for the employment situation of persons with disabilities have nevertheless unintended negative consequences? To provide key resources such as the right to workplace accommodation, governmental agencies first need to identify eligible persons and label them accordingly. However, this label may, in turn, induce public and self stigma that entails negative consequences for labeled individua…
Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
It matters how old we feel in organizations: Testing a multilevel model of organizational subjective‐age diversity on employee outcomes
This study contributes to the emerging literature on age diversity effects at the organizational level of analysis by comparing the role of chronological‐age diversity versus subjective‐age diversity. We hypothesize a multilevel model in which organizational‐level subjective‐age diversity is negatively related to bonding social capital within organizations, which, in turn, contributes to heightened employee engagement and lowered turnover intenti…
Am I outdated? The role of strengths use support and friendship opportunities for coping with technological insecurity
On the treatment of persons with disabilities in organizations: A review and research agenda
Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizat…
Workplace inclusion of persons with a disability: Comparison of Indian and German multinationals
Purpose The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and Germany are engaged in efforts to increase workplace inclusion of persons with a disability. Design/methodology/approach Semi-structured interviews with respondents from multinational corporations in India and Germany were conducted, transcribed, and analyzed. Findings Emp…
Dissociation of rapid response learning and facilitation in perceptual and conceptual networks of person recognition
Repetition priming is a prominent example of non‐declarative memory, and it increases the accuracy and speed of responses to repeatedly processed stimuli. Major long‐hold memory theories posit that repetition priming results from facilitation within perceptual and conceptual networks for stimulus recognition and categorization. Stimuli can also be bound to particular responses, and it has recently been suggested that this rapid response learning,…
Forging a Single-Edged Sword: Facilitating Positive Age and Disability Diversity Effects in the Workplace Through Leadership, Positive Climates, and HR Practices
Increasing demographic diversity is one of the major workforce trends but evidence about its effects is conflicting. The possibility of yielding both positive and negative effects led Milliken and Martins [Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 402–433.] to call diversity a “double-edged sword.” In this arti…
Age diversity, age discrimination climate and performance consequences-a cross organizational study
This paper deals with the emergence of perceived age discrimination climate on the company level and its performance consequences. In this new approach to the field of diversity research, we investigated (a) the effect of organizational-level age diversity on collective perceptions of age discrimination climate that (b) in turn should influence the collective affective commitment of employees, which is (c) an important trigger for overall company…
Dissociating perceptual and representation-based contributions to priming of face recognition
Why the acrimony? Reply to Davidson
Our response to Davidson is two‐pronged. First, we dispute the basis for his dismissal of Austrian economics as presented by O'Driscoll and Rizzo. In particular, we reject his claim, dictated entirely by his Post Keynesian perspective, concerning an “identical axiomatic foundation” of Austrian and neoclassical economics. Second, we seek to show that Davidson's criticism of neoclassicism (and by implication of Austrianism) is based on a superficia…
Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989
(1992). Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989. Review of Political Economy: Vol. 4, No. 1, pp. 95-110
Age diversity, age discrimination climate and performance consequences-a cross organizational study
This paper deals with the emergence of perceived age discrimination climate on the company level and its performance consequences. In this new approach to the field of diversity research, we investigated (a) the effect of organizational-level age diversity on collective perceptions of age discrimination climate that (b) in turn should influence the collective affective commitment of employees, which is (c) an important trigger for overall company…
Forging a Single-Edged Sword: Facilitating Positive Age and Disability Diversity Effects in the Workplace Through Leadership, Positive Climates, and HR Practices
Increasing demographic diversity is one of the major workforce trends but evidence about its effects is conflicting. The possibility of yielding both positive and negative effects led Milliken and Martins [Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 402–433.] to call diversity a “double-edged sword.” In this arti…
Workplace inclusion of persons with a disability: Comparison of Indian and German multinationals
Purpose The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and Germany are engaged in efforts to increase workplace inclusion of persons with a disability. Design/methodology/approach Semi-structured interviews with respondents from multinational corporations in India and Germany were conducted, transcribed, and analyzed. Findings Emp…
Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
No such thing as a free ride: The impact of disability labels on relationship building at work
Do disability legislations that are meant to be beneficial for the employment situation of persons with disabilities have nevertheless unintended negative consequences? To provide key resources such as the right to workplace accommodation, governmental agencies first need to identify eligible persons and label them accordingly. However, this label may, in turn, induce public and self stigma that entails negative consequences for labeled individua…
It matters how old we feel in organizations: Testing a multilevel model of organizational subjective‐age diversity on employee outcomes
This study contributes to the emerging literature on age diversity effects at the organizational level of analysis by comparing the role of chronological‐age diversity versus subjective‐age diversity. We hypothesize a multilevel model in which organizational‐level subjective‐age diversity is negatively related to bonding social capital within organizations, which, in turn, contributes to heightened employee engagement and lowered turnover intenti…
Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989
(1992). Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989. Review of Political Economy: Vol. 4, No. 1, pp. 95-110
Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989
(1992). Austrian economics and the theory of entrepreneurship: Israel M. Kirzner interviewed by Stephan Boehm on 2 May 1989. Review of Political Economy: Vol. 4, No. 1, pp. 95-110
Why the acrimony? Reply to Davidson
Our response to Davidson is two‐pronged. First, we dispute the basis for his dismissal of Austrian economics as presented by O'Driscoll and Rizzo. In particular, we reject his claim, dictated entirely by his Post Keynesian perspective, concerning an “identical axiomatic foundation” of Austrian and neoclassical economics. Second, we seek to show that Davidson's criticism of neoclassicism (and by implication of Austrianism) is based on a superficia…
Dissociating perceptual and representation-based contributions to priming of face recognition
Age diversity, age discrimination climate and performance consequences-a cross organizational study
This paper deals with the emergence of perceived age discrimination climate on the company level and its performance consequences. In this new approach to the field of diversity research, we investigated (a) the effect of organizational-level age diversity on collective perceptions of age discrimination climate that (b) in turn should influence the collective affective commitment of employees, which is (c) an important trigger for overall company…
Forging a Single-Edged Sword: Facilitating Positive Age and Disability Diversity Effects in the Workplace Through Leadership, Positive Climates, and HR Practices
Increasing demographic diversity is one of the major workforce trends but evidence about its effects is conflicting. The possibility of yielding both positive and negative effects led Milliken and Martins [Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 402–433.] to call diversity a “double-edged sword.” In this arti…
Dissociation of rapid response learning and facilitation in perceptual and conceptual networks of person recognition
Repetition priming is a prominent example of non‐declarative memory, and it increases the accuracy and speed of responses to repeatedly processed stimuli. Major long‐hold memory theories posit that repetition priming results from facilitation within perceptual and conceptual networks for stimulus recognition and categorization. Stimuli can also be bound to particular responses, and it has recently been suggested that this rapid response learning,…
Workplace inclusion of persons with a disability: Comparison of Indian and German multinationals
Purpose The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and Germany are engaged in efforts to increase workplace inclusion of persons with a disability. Design/methodology/approach Semi-structured interviews with respondents from multinational corporations in India and Germany were conducted, transcribed, and analyzed. Findings Emp…
On the treatment of persons with disabilities in organizations: A review and research agenda
Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizat…
Am I outdated? The role of strengths use support and friendship opportunities for coping with technological insecurity
Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
It matters how old we feel in organizations: Testing a multilevel model of organizational subjective‐age diversity on employee outcomes
This study contributes to the emerging literature on age diversity effects at the organizational level of analysis by comparing the role of chronological‐age diversity versus subjective‐age diversity. We hypothesize a multilevel model in which organizational‐level subjective‐age diversity is negatively related to bonding social capital within organizations, which, in turn, contributes to heightened employee engagement and lowered turnover intenti…
No such thing as a free ride: The impact of disability labels on relationship building at work
Do disability legislations that are meant to be beneficial for the employment situation of persons with disabilities have nevertheless unintended negative consequences? To provide key resources such as the right to workplace accommodation, governmental agencies first need to identify eligible persons and label them accordingly. However, this label may, in turn, induce public and self stigma that entails negative consequences for labeled individua…
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
Organizational Burden or Catalyst for Ideas? Disability as a Driver of Cognitive Flexibility and Creativity
Disability is typically perceived negatively, and employees with a disability are viewed as a burden that requires accommodation. We draw from creativity theory to challenge this view and propose that disability can make workplace imperfections salient, can function as a situational cue that increases coworkers’ cognitive flexibility, and thus can be a catalyst for creativity. We apply a multi-study, multi-method approach to test these prediction…
Disability and Employment in Transition: Challenges, Innovations, and Opportunities
We explore emergent micro-, meso-, and macro-level issues that impact the experiences of people with disabilities at work and how these issues can drive research. These issues have received little attention in the management literature. At the micro level we examine how the definition of disability has moved from the medical model to an interactionist model, the intersectionality between disability and other identities, and evolving assistive tec…
Include Me: The Role of Disability Voice in Co‐Constructing the Workplace Inclusion of People With Disabilities
People with disabilities (PWD) often face barriers to inclusion at work. To tackle this challenge, past research focused on the role of organizations to create more inclusive workplaces. What remains understudied, however, is the role that PWD often take themselves in shaping their inclusion experiences. In this paper, we take a co‐constructionist perspective on inclusion and study disability voice as PWDs' self‐inclusion efforts with which they …
Psychology (11 works) · Political science (9 works) · Computer Science (7 works) · Economics (6 works) · Perception (6 works) · Public relations (6 works) · Retirement, Disability, and Employment (6 works) · Social Psychology (6 works) · Sociology (6 works) · Workforce (5 works)