Martin Kleinmann
Biographic Data
| ID | 4412382 |
|---|---|
| NAME | Martin Kleinmann |
| GIVEN NAMES | Martin |
| FAMILY NAME | Kleinmann |
| SIGNATURE | KLEINMANN M |
| AFFILIATIONS | Department of Psychology University of Zurich Zurich Switzerland |
| ORCID | 0000-0002-0939-1349 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 2 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2016 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
A silver lining
Although perceived overqualification is a ubiquitous career‐related stressor, individuals may expect it to be a temporary experience. To better understand the positive role of potentially favorable career‐related anticipation, we applied career motivation theory and dual‐process frameworks to the context of perceived overqualification. We hypothesized that individuals' perceptions of organizational career opportunities would moderate the relation…
How and when do frequent daily work interruptions contribute to or undermine daily job satisfaction? A stress appraisal perspective
This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that frequent interruptions simultaneously trigger hindrance and threat appraisals, which are associated w…
Contextual and personal resources in unemployed job search
Drawing from conservation of resources (COR) theory and the equifinality principle, we challenge the prominent “the‐more‐resources‐the‐better” understanding by examining both the additive and interactive effects of contextual (i.e., networking behaviors and social support) and personal (i.e., job search self‐efficacy) resources on job seeking. Specifically, based on COR theory's resource gain corollary, we propose that higher levels of each resou…
Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
Self‐promotion has largely been researched from an individual perspective. It is thus unclear if this behavior is functional or dysfunctional within a broader social context. The present study offers a contribution in this regard by examining self‐promotion within work groups. In particular, we hypothesized that work group self‐promotion climate—referring to the shared perception of the occurrence of self‐promotion in the work group—moderates the…
Tell us about your leadership style
It is widely recognized that leadership behaviors drive leaders' success. But despite the importance of assessing leadership behavior for selection and development, current measurement practices are limited. This study contributes to the literature by examining the structured interview method as a potential approach to assess leadership behavior. To this end, we developed a structured interview measuring constructs from Yukl's (2012) leadership t…
On Leading Meetings
Leading meetings represent a typically and frequently performed leadership task. This study investigated the relationship between the leadership style of supervisors and employees’ perception of meeting outcomes. Results showed that participants reported greater meeting satisfaction when their meeting leader was assessed as a considerate supervisor, with the relationship between considerate leadership style and meeting satisfaction being mediated…
How and when do frequent daily work interruptions contribute to or undermine daily job satisfaction? A stress appraisal perspective
This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that frequent interruptions simultaneously trigger hindrance and threat appraisals, which are associated w…
On Leading Meetings
Leading meetings represent a typically and frequently performed leadership task. This study investigated the relationship between the leadership style of supervisors and employees’ perception of meeting outcomes. Results showed that participants reported greater meeting satisfaction when their meeting leader was assessed as a considerate supervisor, with the relationship between considerate leadership style and meeting satisfaction being mediated…
On Leading Meetings
Leading meetings represent a typically and frequently performed leadership task. This study investigated the relationship between the leadership style of supervisors and employees’ perception of meeting outcomes. Results showed that participants reported greater meeting satisfaction when their meeting leader was assessed as a considerate supervisor, with the relationship between considerate leadership style and meeting satisfaction being mediated…
Tell us about your leadership style
It is widely recognized that leadership behaviors drive leaders' success. But despite the importance of assessing leadership behavior for selection and development, current measurement practices are limited. This study contributes to the literature by examining the structured interview method as a potential approach to assess leadership behavior. To this end, we developed a structured interview measuring constructs from Yukl's (2012) leadership t…
Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
Self‐promotion has largely been researched from an individual perspective. It is thus unclear if this behavior is functional or dysfunctional within a broader social context. The present study offers a contribution in this regard by examining self‐promotion within work groups. In particular, we hypothesized that work group self‐promotion climate—referring to the shared perception of the occurrence of self‐promotion in the work group—moderates the…
How and when do frequent daily work interruptions contribute to or undermine daily job satisfaction? A stress appraisal perspective
This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that frequent interruptions simultaneously trigger hindrance and threat appraisals, which are associated w…
Contextual and personal resources in unemployed job search
Drawing from conservation of resources (COR) theory and the equifinality principle, we challenge the prominent “the‐more‐resources‐the‐better” understanding by examining both the additive and interactive effects of contextual (i.e., networking behaviors and social support) and personal (i.e., job search self‐efficacy) resources on job seeking. Specifically, based on COR theory's resource gain corollary, we propose that higher levels of each resou…
A silver lining
Although perceived overqualification is a ubiquitous career‐related stressor, individuals may expect it to be a temporary experience. To better understand the positive role of potentially favorable career‐related anticipation, we applied career motivation theory and dual‐process frameworks to the context of perceived overqualification. We hypothesized that individuals' perceptions of organizational career opportunities would moderate the relation…
Job Satisfaction and Organizational Behavior (5 works) · Psychology (5 works) · Social Psychology (5 works) · Computer Science (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Job satisfaction (3 works) · Perception (3 works) · Political science (3 works) · Applied Psychology (2 works)