Jürgen Wegge
Biographic Data
| ID | 5141748 |
|---|---|
| NAME | Jürgen Wegge |
| GIVEN NAMES | Jürgen |
| FAMILY NAME | Wegge |
| SIGNATURE | WEGGE J |
| AFFILIATIONS | Technische Universität Dresden |
| ORCID | 0000-0002-0015-5120 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 3 |
Presenteeism and absenteeism in the manufacturing sector
Presenteeism is problematic since it relates to lower health and productivity. Prior research examined many work and attitudinal variables relating to presenteeism at the individual level. Here, we conceptualize presenteeism as multilevel phenomenon also shaped by the overall attendance behavior (absenteeism and presenteeism) at the work unit. We surveyed employees at a manufacturing plant on presenteeism, health-related lost productive time (HLP…
Health and Care Dependency of Older Adults in Dresden, Germany
As the population in Europe ages, an increased focus on the health of older adults is necessary. The purpose of the population-based LAB60+ study was to examine the current health and care situation of the population of older adults in Dresden, Germany, and to assess the effect of age, gender, and socioeconomic status (SES) on health outcomes. In the first half of 2021, 2399 out of 6004 randomly sampled residents of Dresden aged 60 years or older…
Coaching of Insolvent Entrepreneurs and the Change in Coping Resources, Health, and Cognitive Performance
As coaching becomes an established learning and development tool, it expands to new work contexts and relevant populations. Exploring coaching outcomes in insolvent entrepreneurs is a new and promising field. Business failure is a devastating experience for entrepreneurs, associated with negative emotions and adverse psychological and physiological reactions. Our study is the first to examine if coaching can help improve the coping resources, hea…
Improving Team Functioning and Performance in Age-Diverse Teams
The ongoing demographic change in most European countries increases the proportion of older employees and the prevalence of age diversity in work groups. As the diversity literature supports theories predicting negative effects of age diversity in teams, practical interest is growing how to influence these groups to perform at their best. In this article, we present a model of productivity in age-diverse teams, which we used as the platform for c…
The preventative benefit of group diversification on group performance decline
Integrating the open systems perspective of groups and the contingency approach to diversity, we study how group diversification (i.e., a process in which a group becomes more diverse over time as members join and/or leave the group) affects group performance change in an adverse task environment. We argue that diversification benefits performance by reducing group performance decline in times of adversity. Group size increase, however, attenuate…
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Are we on a learning curve or a treadmill? The benefits of participative group goal setting become apparent as tasks become increasingly challenging over time
A large body of research has pointed to the utility of individual and group goal setting as a performance enhancement strategy. However, group goal setting is more complex than individual goal setting as the group context often strengthens the desire for voice and the possibility of resistance. In line with this idea, we test the prediction that goal‐related performance improvements should be more marked where groups participate in goal setting r…
Communication via Videoconference
Experiment 1 examined the behavior of 88 students participating in a simulated oral examination via videoconference. Dispositional test anxiety was assessed and the size of the picture of candidates was manipulated. As expected, high-anxious students reported higher emotional arousal and achieved lower performance than low-anxious students. However, performance differences were only found when the large picture of candidates was presented. Experi…
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
Improving Team Functioning and Performance in Age-Diverse Teams
The ongoing demographic change in most European countries increases the proportion of older employees and the prevalence of age diversity in work groups. As the diversity literature supports theories predicting negative effects of age diversity in teams, practical interest is growing how to influence these groups to perform at their best. In this article, we present a model of productivity in age-diverse teams, which we used as the platform for c…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Are we on a learning curve or a treadmill? The benefits of participative group goal setting become apparent as tasks become increasingly challenging over time
A large body of research has pointed to the utility of individual and group goal setting as a performance enhancement strategy. However, group goal setting is more complex than individual goal setting as the group context often strengthens the desire for voice and the possibility of resistance. In line with this idea, we test the prediction that goal‐related performance improvements should be more marked where groups participate in goal setting r…
Communication via Videoconference
Experiment 1 examined the behavior of 88 students participating in a simulated oral examination via videoconference. Dispositional test anxiety was assessed and the size of the picture of candidates was manipulated. As expected, high-anxious students reported higher emotional arousal and achieved lower performance than low-anxious students. However, performance differences were only found when the large picture of candidates was presented. Experi…
Are we on a learning curve or a treadmill? The benefits of participative group goal setting become apparent as tasks become increasingly challenging over time
A large body of research has pointed to the utility of individual and group goal setting as a performance enhancement strategy. However, group goal setting is more complex than individual goal setting as the group context often strengthens the desire for voice and the possibility of resistance. In line with this idea, we test the prediction that goal‐related performance improvements should be more marked where groups participate in goal setting r…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
Improving Team Functioning and Performance in Age-Diverse Teams
The ongoing demographic change in most European countries increases the proportion of older employees and the prevalence of age diversity in work groups. As the diversity literature supports theories predicting negative effects of age diversity in teams, practical interest is growing how to influence these groups to perform at their best. In this article, we present a model of productivity in age-diverse teams, which we used as the platform for c…
The preventative benefit of group diversification on group performance decline
Integrating the open systems perspective of groups and the contingency approach to diversity, we study how group diversification (i.e., a process in which a group becomes more diverse over time as members join and/or leave the group) affects group performance change in an adverse task environment. We argue that diversification benefits performance by reducing group performance decline in times of adversity. Group size increase, however, attenuate…
Coaching of Insolvent Entrepreneurs and the Change in Coping Resources, Health, and Cognitive Performance
As coaching becomes an established learning and development tool, it expands to new work contexts and relevant populations. Exploring coaching outcomes in insolvent entrepreneurs is a new and promising field. Business failure is a devastating experience for entrepreneurs, associated with negative emotions and adverse psychological and physiological reactions. Our study is the first to examine if coaching can help improve the coping resources, hea…
Health and Care Dependency of Older Adults in Dresden, Germany
As the population in Europe ages, an increased focus on the health of older adults is necessary. The purpose of the population-based LAB60+ study was to examine the current health and care situation of the population of older adults in Dresden, Germany, and to assess the effect of age, gender, and socioeconomic status (SES) on health outcomes. In the first half of 2021, 2399 out of 6004 randomly sampled residents of Dresden aged 60 years or older…
Presenteeism and absenteeism in the manufacturing sector
Presenteeism is problematic since it relates to lower health and productivity. Prior research examined many work and attitudinal variables relating to presenteeism at the individual level. Here, we conceptualize presenteeism as multilevel phenomenon also shaped by the overall attendance behavior (absenteeism and presenteeism) at the work unit. We surveyed employees at a manufacturing plant on presenteeism, health-related lost productive time (HLP…
Psychology (9 works) · Computer Science (5 works) · Diversity (politics (5 works) · Gender Diversity and Inequality (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Social Psychology (4 works) · Sociology (4 works) · Cognitive psychology (3 works) · Knowledge management (3 works) · Social Psychology (3 works)