Ute R Hülsheger
Biographic Data
| ID | 5069679 |
|---|---|
| NAME | Ute R Hülsheger |
| GIVEN NAMES | Ute R |
| FAMILY NAME | Hülsheger |
| SIGNATURE | HÜLSHEGER U R |
| AFFILIATIONS | Maastricht University |
| ORCID | 0000-0003-1069-7510 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 13 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Workplace learning and development of people with limited work capacity
Workplace learning and development is crucial for sustained employability, especially for people with limited work capacity (LWC). We explored the development in cognitive functioning and work behaviour of people with LWC and to which extent this is moderated by workplace acceptance and support. As suggested in literature, acceptance and support concern pre‐conditions for development. Therefore, we expected them to influence the development of ou…
When do smartphones displace face-to-face interactions and what to do about it
There is a public concern that smartphone communication undermines well-being by displacing face-to-face interactions. However, research on this “social displacement hypothesis” has provided mixed results. We examined when this hypothesis holds true (within-persons vs. between-persons) and tested an intervention to decrease smartphone communication. Participants (N = 109) reported daily on smartphone communication, face-to-face communication, and…
Economic Predictors of Differences in Interview Faking Between Countries
Many companies recruit employees from different parts of the globe, and faking behavior by potential employees is a ubiquitous phenomenon. It seems that applicants from some countries are more prone to faking compared to others, but the reasons for these differences are largely unexplored. This study relates country‐level economic variables to faking behavior in hiring processes. In a cross‐national study across 20 countries, participants ( N = 3…
Assessing Facets of Mindfulness in the Context of Work
The mindfulness at work literature lacks a multi‐faceted measure of mindfulness that is applicable in the work context. Building on predominantly clinically oriented, multi‐faceted mindfulness measures, we aimed to develop and validate such a measure and to provide first insights into differential validities of mindfulness subfacets for work outcomes. Data from seven work samples (overall n = 4,977) provided support that (a) a 4‐factor structure …
A Swiss army knife? How science challenges our understanding of mindfulness in the workplace
The role of support for transgender and nonbinary employees
The development of diverse and inclusive workforces is increasingly being prioritized by organizations. However, organizations often struggle to adequately address the unique issues faced by transgender and nonbinary (TNB) people, and this can result in workplace discrimination, with deleterious consequences on employees' job attitudes and behavior, and their well-being. Co-worker and organizational support may play an important role for TNB empl…
Dissociating Indifferent, Directional, and Extreme Responding in Personality Data
Research suggests that respondents vary in their tendency to use the response scale of typical (Likert‐style) questionnaires. We study the nature of the response process by applying a recently introduced item response theory modeling procedure, the three‐process model, to data of self‐ and observer reports of personality traits. The three‐process model captures indifferent, directional, and extreme responding. Substantively, we hypothesize that, …
Benefits of mindfulness at work
Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed…
A Narrower Scope or a Clearer Lens for Personality? Examining Sources of Observers’ Advantages Over Self‐Reports for Predicting Performance
Emerging studies have shown that observers’ ratings of personality predict performance behaviors better than do self‐ratings. However, it is unclear whether these predictive advantages stem from (a) use of observers who have a frame of reference more closely aligned with the criterion (“narrower scope”) or (b) observers having greater accuracy than targets themselves (“clearer lens”). In a primary study of 291 raters of 97 targets, we found predi…
On the costs and benefits of emotional labor
Nature and nurture of the interplay between personality traits and major life goals
Modern personality theories differ in their assumptions about the structure and etiology of the interplay between personality traits and motivational constructs. The present study examined the genetic and environmental sources of the interplay between the Big Five and major life goals concurrently and across time in order to provide a more decisive evaluation of the conflicting assumptions stated in the five-factor theory as opposed to socioanaly…
Team-level predictors of innovation at work
This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the international innovation literature resulted in a final sample (k) of 104 independent studies. Results reveale…
Nature and nurture of the interplay between personality traits and major life goals
Modern personality theories differ in their assumptions about the structure and etiology of the interplay between personality traits and motivational constructs. The present study examined the genetic and environmental sources of the interplay between the Big Five and major life goals concurrently and across time in order to provide a more decisive evaluation of the conflicting assumptions stated in the five-factor theory as opposed to socioanaly…
The role of support for transgender and nonbinary employees
The development of diverse and inclusive workforces is increasingly being prioritized by organizations. However, organizations often struggle to adequately address the unique issues faced by transgender and nonbinary (TNB) people, and this can result in workplace discrimination, with deleterious consequences on employees' job attitudes and behavior, and their well-being. Co-worker and organizational support may play an important role for TNB empl…
Team-level predictors of innovation at work
This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the international innovation literature resulted in a final sample (k) of 104 independent studies. Results reveale…
Nature and nurture of the interplay between personality traits and major life goals
Modern personality theories differ in their assumptions about the structure and etiology of the interplay between personality traits and motivational constructs. The present study examined the genetic and environmental sources of the interplay between the Big Five and major life goals concurrently and across time in order to provide a more decisive evaluation of the conflicting assumptions stated in the five-factor theory as opposed to socioanaly…
On the costs and benefits of emotional labor
A Narrower Scope or a Clearer Lens for Personality? Examining Sources of Observers’ Advantages Over Self‐Reports for Predicting Performance
Emerging studies have shown that observers’ ratings of personality predict performance behaviors better than do self‐ratings. However, it is unclear whether these predictive advantages stem from (a) use of observers who have a frame of reference more closely aligned with the criterion (“narrower scope”) or (b) observers having greater accuracy than targets themselves (“clearer lens”). In a primary study of 291 raters of 97 targets, we found predi…
Benefits of mindfulness at work
Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed…
Dissociating Indifferent, Directional, and Extreme Responding in Personality Data
Research suggests that respondents vary in their tendency to use the response scale of typical (Likert‐style) questionnaires. We study the nature of the response process by applying a recently introduced item response theory modeling procedure, the three‐process model, to data of self‐ and observer reports of personality traits. The three‐process model captures indifferent, directional, and extreme responding. Substantively, we hypothesize that, …
A Swiss army knife? How science challenges our understanding of mindfulness in the workplace
The role of support for transgender and nonbinary employees
The development of diverse and inclusive workforces is increasingly being prioritized by organizations. However, organizations often struggle to adequately address the unique issues faced by transgender and nonbinary (TNB) people, and this can result in workplace discrimination, with deleterious consequences on employees' job attitudes and behavior, and their well-being. Co-worker and organizational support may play an important role for TNB empl…
When do smartphones displace face-to-face interactions and what to do about it
There is a public concern that smartphone communication undermines well-being by displacing face-to-face interactions. However, research on this “social displacement hypothesis” has provided mixed results. We examined when this hypothesis holds true (within-persons vs. between-persons) and tested an intervention to decrease smartphone communication. Participants (N = 109) reported daily on smartphone communication, face-to-face communication, and…
Economic Predictors of Differences in Interview Faking Between Countries
Many companies recruit employees from different parts of the globe, and faking behavior by potential employees is a ubiquitous phenomenon. It seems that applicants from some countries are more prone to faking compared to others, but the reasons for these differences are largely unexplored. This study relates country‐level economic variables to faking behavior in hiring processes. In a cross‐national study across 20 countries, participants ( N = 3…
Assessing Facets of Mindfulness in the Context of Work
The mindfulness at work literature lacks a multi‐faceted measure of mindfulness that is applicable in the work context. Building on predominantly clinically oriented, multi‐faceted mindfulness measures, we aimed to develop and validate such a measure and to provide first insights into differential validities of mindfulness subfacets for work outcomes. Data from seven work samples (overall n = 4,977) provided support that (a) a 4‐factor structure …
Workplace learning and development of people with limited work capacity
Workplace learning and development is crucial for sustained employability, especially for people with limited work capacity (LWC). We explored the development in cognitive functioning and work behaviour of people with LWC and to which extent this is moderated by workplace acceptance and support. As suggested in literature, acceptance and support concern pre‐conditions for development. Therefore, we expected them to influence the development of ou…
Psychology (11 works) · Social Psychology (9 works) · Applied Psychology (5 works) · Computer Science (4 works) · Mindfulness (4 works) · Clinical Psychology (3 works) · Mindfulness and Compassion Interventions (3 works) · Personality (3 works) · Personality Traits and Psychology (3 works) · Workplace Spirituality and Leadership (3 works)