Frank Walter
Biographic Data
| ID | 3596580 |
|---|---|
| NAME | Frank Walter |
| GIVEN NAMES | Frank |
| FAMILY NAME | Walter |
| SIGNATURE | WALTER F |
| AFFILIATIONS | Justus-Liebig-Universität Gießen |
| VERIFIED | No |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 54 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2008 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 4 |
Inspired by fish: How direct group interaction strengthens informal hierarchy transitivity in teams
Despite the prevalence and importance of informal hierarchies in groups, to date, our understanding of when strong or weak hierarchies form is underdeveloped. The present research focuses on understanding the antecedent conditions fostering informal hierarchy emergence and strength. Integrating insights from ethological research, social learning theory, the expectation states theory framework and shared reality theory, we propose that groups crea…
Some of Them Want to Use You: Antecedents and Consequences of Supervisors' Employee‐Directed Objectification
Although objectification is prevalent in leadership relations, little is known about (a) why some supervisors objectify their employees to a greater extent than others and (b) when and how such objectification manifests in a supervisor's leadership behavior. Drawing from self‐construal and role identity theories, we propose that supervisors' self‐definitions both in relation to others (i.e., their self‐concept levels) and in relation to their lea…
A new perspective on time pressure and creativity: Distinguishing employees' radical versus incremental creativity
The role of time pressure on individual employees' creativity remains ambiguous, with prior studies reporting positive, negative, and curvilinear relations. The present research aims to address this issue. Drawing from the attentional focus model, we (a) distinguish the consequences of time pressure for radical versus incremental creativity and (b) introduce external and internal knowledge scanning as distinct mediating mechanisms. Moreover, we c…
A contingency model of the dominance route to influence in work teams: The moderating role of team competition
This paper presents a contingency model on the effectiveness of dominance as a route to influence in organizational work teams. In a field study ( n = 397 members from 54 work teams), we observed that perceived intra-team competition represents a key context factor that moderates the relationship between dominance displays and influence attainment. Although dominant members attained more influence than non-dominant members, their influence was pr…
Creation of Functional Replica Roman and Late Antique Musical Instruments through 3D Scanning and Printing Technology, and their use in research and museum education
Replica artefacts are a well-established feature of Roman archaeology, particularly as used in experimental archaeology, by re-enactors, and in museum education. 3D scanning offers a new methodology for the accurate production of such artefacts, which can then be used both in scholarly research and in public engagement activities. This article describes methodologies for 3D scanning and 3D printing, together with appropriate craft techniques, in …
Emotion suppression and perceptions of interpersonal citizenship behavior: Faking in good faith or bad faith
Teammates' perceptions of person‐focused interpersonal citizenship behavior (ICB) are important for effective teamwork, and a member's emotion suppression may critically influence others' respective perceptions. The existing research is inconclusive, however, whether emotion suppression is helpful or harmful in this regard. This ambiguity hampers our understanding of the development of ICB perceptions within work teams, and it creates uncertainty…
Age and Emotions in Organizations: Main, Moderating, and Context-Specific Effects
This editorial introduces the Special Issue on “Age and Emotions in Organizations.” The Special Issue aims at leveraging theory and research on emotional aging to better understand the work-related consequences associated with employees’ age. After summarizing relevant theories of emotional aging, we develop 3 overarching conceptual models that allow for a categorization of research linking age, emotions, and work outcomes. We emphasize that thes…
Supervisor‐Directed Emotional Labor as Upward Influence: An Emotions‐as‐Social‐Information Perspective
To access organizational resources, subordinates often strive to influence supervisors' impressions. Moreover, subordinates' interactions with supervisors are known to be ripe with emotions. Nevertheless, research on upward impression management has rarely examined how subordinates' emotion regulation in supervisor interactions may shape their tangible outcomes. The present study introduces subordinates' emotional labor toward supervisors as a no…
On the origins of informal hierarchy: The interactive role of formal leadership and task complexity
Informal hierarchies are a common and important feature of many groups, yet we know little about the antecedent conditions that determine the strength of such hierarchies. Building on theory that has depicted hierarchy as a mechanism for reducing uncertainty and creating structure, we posit that informal hierarchies emerge most strongly in situations that are ambiguous, ill‐defined, and unstructured. Three independent studies confirm this notion,…
The dynamic relationship between multiple team membership and individual job performance in knowledge‐intensive work
Many employees in modern, knowledge-based organizations are concurrently involved in more than one team at the same time. This study investigated whether a within-person change in such individual multiple team membership (MTM) may precede and may be predicted by changes in an employee's overall job performance. We examined this reciprocal relationship using longitudinal archival data from a large knowledge-intensive organization, comprising 1,875…
Supervisors' emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self-monitoring
Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3-way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self-monitoring were jointly associated w…
The positive group affect spiral: A dynamic model of the emergence of positive affective similarity in work groups
This conceptual paper seeks to clarify the process of the emergence of positive collective affect. Specifically, it develops a dynamic model of the emergence of positive affective similarity in work groups. It is suggested that positive group affective similarity and within‐group relationship quality are reciprocally interrelated in the form of a self‐reinforcing spiral, which is driven by mechanisms of affective sharing and affective similarity‐…
The positive group affect spiral: A dynamic model of the emergence of positive affective similarity in work groups
This conceptual paper seeks to clarify the process of the emergence of positive collective affect. Specifically, it develops a dynamic model of the emergence of positive affective similarity in work groups. It is suggested that positive group affective similarity and within‐group relationship quality are reciprocally interrelated in the form of a self‐reinforcing spiral, which is driven by mechanisms of affective sharing and affective similarity‐…
Supervisors' emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self-monitoring
Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3-way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self-monitoring were jointly associated w…
Age and Emotions in Organizations: Main, Moderating, and Context-Specific Effects
This editorial introduces the Special Issue on “Age and Emotions in Organizations.” The Special Issue aims at leveraging theory and research on emotional aging to better understand the work-related consequences associated with employees’ age. After summarizing relevant theories of emotional aging, we develop 3 overarching conceptual models that allow for a categorization of research linking age, emotions, and work outcomes. We emphasize that thes…
The dynamic relationship between multiple team membership and individual job performance in knowledge‐intensive work
Many employees in modern, knowledge-based organizations are concurrently involved in more than one team at the same time. This study investigated whether a within-person change in such individual multiple team membership (MTM) may precede and may be predicted by changes in an employee's overall job performance. We examined this reciprocal relationship using longitudinal archival data from a large knowledge-intensive organization, comprising 1,875…
Supervisor‐Directed Emotional Labor as Upward Influence: An Emotions‐as‐Social‐Information Perspective
To access organizational resources, subordinates often strive to influence supervisors' impressions. Moreover, subordinates' interactions with supervisors are known to be ripe with emotions. Nevertheless, research on upward impression management has rarely examined how subordinates' emotion regulation in supervisor interactions may shape their tangible outcomes. The present study introduces subordinates' emotional labor toward supervisors as a no…
A new perspective on time pressure and creativity: Distinguishing employees' radical versus incremental creativity
The role of time pressure on individual employees' creativity remains ambiguous, with prior studies reporting positive, negative, and curvilinear relations. The present research aims to address this issue. Drawing from the attentional focus model, we (a) distinguish the consequences of time pressure for radical versus incremental creativity and (b) introduce external and internal knowledge scanning as distinct mediating mechanisms. Moreover, we c…
Emotion suppression and perceptions of interpersonal citizenship behavior: Faking in good faith or bad faith
Teammates' perceptions of person‐focused interpersonal citizenship behavior (ICB) are important for effective teamwork, and a member's emotion suppression may critically influence others' respective perceptions. The existing research is inconclusive, however, whether emotion suppression is helpful or harmful in this regard. This ambiguity hampers our understanding of the development of ICB perceptions within work teams, and it creates uncertainty…
On the origins of informal hierarchy: The interactive role of formal leadership and task complexity
Informal hierarchies are a common and important feature of many groups, yet we know little about the antecedent conditions that determine the strength of such hierarchies. Building on theory that has depicted hierarchy as a mechanism for reducing uncertainty and creating structure, we posit that informal hierarchies emerge most strongly in situations that are ambiguous, ill‐defined, and unstructured. Three independent studies confirm this notion,…
Creation of Functional Replica Roman and Late Antique Musical Instruments through 3D Scanning and Printing Technology, and their use in research and museum education
Replica artefacts are a well-established feature of Roman archaeology, particularly as used in experimental archaeology, by re-enactors, and in museum education. 3D scanning offers a new methodology for the accurate production of such artefacts, which can then be used both in scholarly research and in public engagement activities. This article describes methodologies for 3D scanning and 3D printing, together with appropriate craft techniques, in …
The positive group affect spiral: A dynamic model of the emergence of positive affective similarity in work groups
This conceptual paper seeks to clarify the process of the emergence of positive collective affect. Specifically, it develops a dynamic model of the emergence of positive affective similarity in work groups. It is suggested that positive group affective similarity and within‐group relationship quality are reciprocally interrelated in the form of a self‐reinforcing spiral, which is driven by mechanisms of affective sharing and affective similarity‐…
Supervisors' emotional exhaustion and abusive supervision: The moderating roles of perceived subordinate performance and supervisor self-monitoring
Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3-way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self-monitoring were jointly associated w…
On the origins of informal hierarchy: The interactive role of formal leadership and task complexity
Informal hierarchies are a common and important feature of many groups, yet we know little about the antecedent conditions that determine the strength of such hierarchies. Building on theory that has depicted hierarchy as a mechanism for reducing uncertainty and creating structure, we posit that informal hierarchies emerge most strongly in situations that are ambiguous, ill‐defined, and unstructured. Three independent studies confirm this notion,…
The dynamic relationship between multiple team membership and individual job performance in knowledge‐intensive work
Many employees in modern, knowledge-based organizations are concurrently involved in more than one team at the same time. This study investigated whether a within-person change in such individual multiple team membership (MTM) may precede and may be predicted by changes in an employee's overall job performance. We examined this reciprocal relationship using longitudinal archival data from a large knowledge-intensive organization, comprising 1,875…
Supervisor‐Directed Emotional Labor as Upward Influence: An Emotions‐as‐Social‐Information Perspective
To access organizational resources, subordinates often strive to influence supervisors' impressions. Moreover, subordinates' interactions with supervisors are known to be ripe with emotions. Nevertheless, research on upward impression management has rarely examined how subordinates' emotion regulation in supervisor interactions may shape their tangible outcomes. The present study introduces subordinates' emotional labor toward supervisors as a no…
Age and Emotions in Organizations: Main, Moderating, and Context-Specific Effects
This editorial introduces the Special Issue on “Age and Emotions in Organizations.” The Special Issue aims at leveraging theory and research on emotional aging to better understand the work-related consequences associated with employees’ age. After summarizing relevant theories of emotional aging, we develop 3 overarching conceptual models that allow for a categorization of research linking age, emotions, and work outcomes. We emphasize that thes…
Creation of Functional Replica Roman and Late Antique Musical Instruments through 3D Scanning and Printing Technology, and their use in research and museum education
Replica artefacts are a well-established feature of Roman archaeology, particularly as used in experimental archaeology, by re-enactors, and in museum education. 3D scanning offers a new methodology for the accurate production of such artefacts, which can then be used both in scholarly research and in public engagement activities. This article describes methodologies for 3D scanning and 3D printing, together with appropriate craft techniques, in …
Emotion suppression and perceptions of interpersonal citizenship behavior: Faking in good faith or bad faith
Teammates' perceptions of person‐focused interpersonal citizenship behavior (ICB) are important for effective teamwork, and a member's emotion suppression may critically influence others' respective perceptions. The existing research is inconclusive, however, whether emotion suppression is helpful or harmful in this regard. This ambiguity hampers our understanding of the development of ICB perceptions within work teams, and it creates uncertainty…
A contingency model of the dominance route to influence in work teams: The moderating role of team competition
This paper presents a contingency model on the effectiveness of dominance as a route to influence in organizational work teams. In a field study ( n = 397 members from 54 work teams), we observed that perceived intra-team competition represents a key context factor that moderates the relationship between dominance displays and influence attainment. Although dominant members attained more influence than non-dominant members, their influence was pr…
A new perspective on time pressure and creativity: Distinguishing employees' radical versus incremental creativity
The role of time pressure on individual employees' creativity remains ambiguous, with prior studies reporting positive, negative, and curvilinear relations. The present research aims to address this issue. Drawing from the attentional focus model, we (a) distinguish the consequences of time pressure for radical versus incremental creativity and (b) introduce external and internal knowledge scanning as distinct mediating mechanisms. Moreover, we c…
Inspired by fish: How direct group interaction strengthens informal hierarchy transitivity in teams
Despite the prevalence and importance of informal hierarchies in groups, to date, our understanding of when strong or weak hierarchies form is underdeveloped. The present research focuses on understanding the antecedent conditions fostering informal hierarchy emergence and strength. Integrating insights from ethological research, social learning theory, the expectation states theory framework and shared reality theory, we propose that groups crea…
Some of Them Want to Use You: Antecedents and Consequences of Supervisors' Employee‐Directed Objectification
Although objectification is prevalent in leadership relations, little is known about (a) why some supervisors objectify their employees to a greater extent than others and (b) when and how such objectification manifests in a supervisor's leadership behavior. Drawing from self‐construal and role identity theories, we propose that supervisors' self‐definitions both in relation to others (i.e., their self‐concept levels) and in relation to their lea…
Psychology (9 works) · Social Psychology (9 works) · Job Satisfaction and Organizational Behavior (8 works) · Social Psychology (8 works) · Computer Science (4 works) · Perspective (graphical (4 works) · Team Dynamics and Performance (4 works) · Applied Psychology (3 works) · Context (archaeology (3 works) · Epistemology (3 works)