Klaus Moser
Biographic Data
| ID | 4488918 |
|---|---|
| NAME | Klaus Moser |
| GIVEN NAMES | Klaus |
| FAMILY NAME | Moser |
| SIGNATURE | MOSER K |
| AFFILIATIONS | Friedrich-Alexander-Universität Erlangen-Nürnberg |
| ORCID | 0000-0001-6523-9096 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 13 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 3 |
| FIRST PUBLICATION YEAR | 1986 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
The Differentiated Roles of Resilient Behavior and Job Crafting in Interaction with Work Intensity and Their Impact on Employee Health and Performance
In recent years, changing working conditions have placed high demands on employees, resulting in increased work intensity, which may affect employees' health and performance. Based on job and personal resources, individual behaviors help to cope with increased work intensity. We investigated two individual behaviors, namely resilient behavior, which is a reactive approach that helps to cope with adverse situations at work, and job crafting, which…
A self‐regulation account of the job performance–job satisfaction relationship
We present a self‐regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology ( n = 747 employees), we found that employees who held overly negative (self‐effacement) or overly positive self‐perceptions of performance (self‐enhancement) gained less satisfaction from their jobs…
Leader‐signaled knowledge hiding
The authors introduce the concept of leader‐signaled knowledge hiding (LSKH) and conduct two studies observing what happens when leaders signal employees that knowledge hiding (KH) is practiced, tolerated, and expected. Social learning theory provides the basis for predicting that LSKH encourages subordinates to hide knowledge, even though they suffer from negative job attitudes in reaction. In Study 1, data measured at two time points ( N = 1,16…
Erwerbslosigkeit
Effects of networking on career success
Previous research has reported effects of networking, defined as building, maintaining, and using relationships, on career success. However, empirical studies have relied exclusively on concurrent or retrospective designs that rest upon strong assumptions about the causal direction of this relation and depict a static snapshot of the relation at a given point in time. This study provides a dynamic perspective on the effects of networking on caree…
Unemployment impairs mental health
Organizational commitment and the well-being of temporary agency workers
Previous research found that organizational commitment is positively related to employee well-being. However, in the current age of contingent work, transitions, and `protean careers', the advisability of commitment is questionable. Therefore, we analyzed the role of organizational commitment in one paradigmatic area of contingent work arrangements: temporary agency work. In contrast to standard workers, temporary agency workers have to deal with…
Wirtschaftspsychologie
Wirtschaftspsychologie
Erwerbslosigkeit
Construction and Validation of a Power Motive Questionnaire
Existing projective measures of power motive have often been criticized, so an objective self-report questionnaire is proposed as an alternative. The first steps in the construction of the test and aspects of validity are presented
Organizational commitment and the well-being of temporary agency workers
Previous research found that organizational commitment is positively related to employee well-being. However, in the current age of contingent work, transitions, and `protean careers', the advisability of commitment is questionable. Therefore, we analyzed the role of organizational commitment in one paradigmatic area of contingent work arrangements: temporary agency work. In contrast to standard workers, temporary agency workers have to deal with…
Leader‐signaled knowledge hiding
The authors introduce the concept of leader‐signaled knowledge hiding (LSKH) and conduct two studies observing what happens when leaders signal employees that knowledge hiding (KH) is practiced, tolerated, and expected. Social learning theory provides the basis for predicting that LSKH encourages subordinates to hide knowledge, even though they suffer from negative job attitudes in reaction. In Study 1, data measured at two time points ( N = 1,16…
Construction and Validation of a Power Motive Questionnaire
Existing projective measures of power motive have often been criticized, so an objective self-report questionnaire is proposed as an alternative. The first steps in the construction of the test and aspects of validity are presented
Erwerbslosigkeit
Wirtschaftspsychologie
Wirtschaftspsychologie
Effects of networking on career success
Previous research has reported effects of networking, defined as building, maintaining, and using relationships, on career success. However, empirical studies have relied exclusively on concurrent or retrospective designs that rest upon strong assumptions about the causal direction of this relation and depict a static snapshot of the relation at a given point in time. This study provides a dynamic perspective on the effects of networking on caree…
Unemployment impairs mental health
Organizational commitment and the well-being of temporary agency workers
Previous research found that organizational commitment is positively related to employee well-being. However, in the current age of contingent work, transitions, and `protean careers', the advisability of commitment is questionable. Therefore, we analyzed the role of organizational commitment in one paradigmatic area of contingent work arrangements: temporary agency work. In contrast to standard workers, temporary agency workers have to deal with…
Erwerbslosigkeit
Leader‐signaled knowledge hiding
The authors introduce the concept of leader‐signaled knowledge hiding (LSKH) and conduct two studies observing what happens when leaders signal employees that knowledge hiding (KH) is practiced, tolerated, and expected. Social learning theory provides the basis for predicting that LSKH encourages subordinates to hide knowledge, even though they suffer from negative job attitudes in reaction. In Study 1, data measured at two time points ( N = 1,16…
A self‐regulation account of the job performance–job satisfaction relationship
We present a self‐regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology ( n = 747 employees), we found that employees who held overly negative (self‐effacement) or overly positive self‐perceptions of performance (self‐enhancement) gained less satisfaction from their jobs…
The Differentiated Roles of Resilient Behavior and Job Crafting in Interaction with Work Intensity and Their Impact on Employee Health and Performance
In recent years, changing working conditions have placed high demands on employees, resulting in increased work intensity, which may affect employees' health and performance. Based on job and personal resources, individual behaviors help to cope with increased work intensity. We investigated two individual behaviors, namely resilient behavior, which is a reactive approach that helps to cope with adverse situations at work, and job crafting, which…
Psychology (8 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Computer Science (4 works) · Job satisfaction (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Employment and Welfare Studies (3 works) · Applied Psychology (2 works) · Business (2 works)