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van Dick R, Fink L, Steffens NK, Peters K, Haslam SA. Attributions of leaders’ charisma increase after their death: The mediating role of identity leadership and identity fusion. LEADERSHIP 2018. [DOI: 10.1177/1742715018807042] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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van Dick R, Ciampa V, Liang S. Shared identity in organizational stress and change. Curr Opin Psychol 2018; 23:20-25. [DOI: 10.1016/j.copsyc.2017.11.005] [Citation(s) in RCA: 25] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2017] [Revised: 11/07/2017] [Accepted: 11/13/2017] [Indexed: 11/26/2022]
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Ciampa V, Steffens NK, Schuh SC, Fraccaroli F, van Dick R. Identity and stress: an application of the expanded model of organisational identification in predicting strain at work. WORK AND STRESS 2018. [DOI: 10.1080/02678373.2018.1521884] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Bracht EM, Junker NM, van Dick R. Exploring the social context of self-leadership-Self-leadership-culture. JOURNAL OF THEORETICAL SOCIAL PSYCHOLOGY 2018. [DOI: 10.1002/jts5.33] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
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Zwettler C, Reiss N, Rohrmann S, Warnecke I, Luka-Krausgrill U, van Dick R. The relation between social identity and test anxiety in university students. Health Psychol Open 2018; 5:2055102918785415. [PMID: 30083369 PMCID: PMC6069033 DOI: 10.1177/2055102918785415] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Social identification has been shown to be a protective resource for mental health. In this study, the relationships between social identification and emotional, as well as cognitive symptoms of test anxiety are investigated. Participants were university students diagnosed with test anxiety (N = 108). They completed questionnaires regarding a range of psychopathologic stress symptoms, and their social identification with fellow students and with their study program. Results reveal negative relations between social identification and almost all investigated emotional and cognitive symptoms of test anxiety. Based on this study, interventions could be developed that strengthen the social identity of university students.
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Kauff M, Stegmann S, van Dick R, Beierlein C, Christ O. Measuring beliefs in the instrumentality of ethnic diversity: Development and validation of the Pro-Diversity Beliefs Scale (PDBS). GROUP PROCESSES & INTERGROUP RELATIONS 2018. [DOI: 10.1177/1368430218767025] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In general, diversity beliefs are beliefs about the instrumentality of diversity for the functioning of groups. Focusing on a societal level, recent social-psychological research addressed pro-diversity beliefs as individuals’ beliefs that diversity is beneficial for the progress of society. Despite the growing interest in societal pro-diversity beliefs, no systematically validated scale measuring pro-diversity beliefs is available to date. We addressed this shortcoming and studied the reliability and validity of the newly developed Pro-Diversity Beliefs Scale (PDBS) across four samples. Results indicate that the PDBS is reliable, adequately distinct from related and established scales, and valid in predicting external criteria such as outgroup attitudes or intergroup threat.
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van Dick R, Lemoine JE, Steffens NK, Kerschreiter R, Akfirat SA, Avanzi L, Dumont K, Epitropaki O, Fransen K, Giessner S, González R, Kark R, Lipponen J, Markovits Y, Monzani L, Orosz G, Pandey D, Roland-Lévy C, Schuh S, Sekiguchi T, Song LJ, Stouten J, Tatachari S, Valdenegro D, van Bunderen L, Vörös V, Wong SI, Zhang XA, Haslam SA. Identity leadership going global: Validation of the Identity Leadership Inventory across 20 countries. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1111/joop.12223] [Citation(s) in RCA: 69] [Impact Index Per Article: 11.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Baethge A, Vahle-Hinz T, Schulte-Braucks J, van Dick R. A matter of time? Challenging and hindering effects of time pressure on work engagement. WORK AND STRESS 2017. [DOI: 10.1080/02678373.2017.1415998] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Schuh SC, Zhang XA, Morgeson FP, Tian P, van Dick R. Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader-member exchange on supervisory performance ratings. HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1002/hrm.21851] [Citation(s) in RCA: 40] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Steffens NK, Peters K, Haslam SA, van Dick R. Dying for charisma: Leaders' inspirational appeal increases post-mortem. THE LEADERSHIP QUARTERLY 2017. [DOI: 10.1016/j.leaqua.2016.09.001] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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36
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Wenzler S, Hagen M, Tarvainen MP, Hilke M, Ghirmai N, Huthmacher AC, Trettin M, van Dick R, Reif A, Oertel-Knöchel V. Intensified emotion perception in depression: Differences in physiological arousal and subjective perceptions. Psychiatry Res 2017; 253:303-310. [PMID: 28412613 DOI: 10.1016/j.psychres.2017.03.040] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/31/2016] [Revised: 03/16/2017] [Accepted: 03/17/2017] [Indexed: 11/26/2022]
Abstract
People suffering from depression perceive themselves and their surroundings as more negative than healthy ones. An explanation might be that depressed individuals experience negative information as more stressful than non-depressed subjects and, consequently, respond in an amplified manner on a subjective and physiological level. To test this proposition, we presented 41 patients with recurrent depressive episodes and 42 controls with stimuli from the International Affective Picture System split into three valence categories while different parameters of physiological arousal (e.g., heart rate variability) and subjective perceptions of valence and arousal were assessed. Furthermore, we examined social skills and emotional competence. Results regarding physiological arousal revealed an elevated skin temperature and a more accentuated respiratory frequency in depressed subjects. Furthermore, depressed subjects rated the stimuli as more negative and arousing, which was associated with reduced social and emotional competence. Variation in antidepressant medication, menstrual cycle and other factors that have an impact on HRV are a potential bias. Our findings suggest an intensified perception of negative emotion in depressed individuals as compared to controls that manifests itself in an increased physiological arousal as well as on a subjective level. This intensified emotion perception is further associated with deficits in social and emotional competence.
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Braun S, Stegmann S, Hernandez Bark AS, Junker NM, van Dick R. Think manager-think male, think follower-think female: Gender bias in implicit followership theories. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2017. [DOI: 10.1111/jasp.12445] [Citation(s) in RCA: 59] [Impact Index Per Article: 8.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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38
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Tuschen-Caffier B, Koch S, Dick RV, Hannover B, Koch I, Krahé B, Kunde W, Möller J, Rief W, Röder B, Schmitt M, Strauß B, Wolf OT. Kommentar des Fachkollegiums Psychologie und der Geschäftsstelle der DFG zu den Empfehlungen des DGPs-Vorstands zum Umgang mit Forschungsdaten. PSYCHOLOGISCHE RUNDSCHAU 2017. [DOI: 10.1026/0033-3042/a000344] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
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Monzani L, Braun S, van Dick R. It takes two to tango: The interactive effect of authentic leadership and organizational identification on employee silence intentions. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2016. [DOI: 10.1177/2397002216649896] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short-term interests of the leader, who might perceive voicing problems as disloyal, and the long-term interests of the organization, which might suffer severe costs because of silence. In this article we propose a theoretical model that bridges authentic leadership and organizational identification to test their joint effect on organizational silence responses (exit, loyalty and neglect). Based on previous work, we hypothesized that authentic leadership is positively related to employees’ loyalty (a passive yet constructive response). However, in dilemmatic situations this effect should be buffered by a high organizational identification (as a result of conflicting loyalties). Similarly, in such situations, we predicted that the influence of authentic leadership on employees’ destructive responses may be counter-productive if not matched with a high organizational identification. We tested our proposed model with an online vignette study that involved 458 employees from German-speaking countries from diverse work sectors. We used a realistic scenario comprising a dilemmatic situation, in which a decision between voice and silence had to be made. Our results partially support the hypotheses. Implications for management and future research directions are discussed.
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Wagner U, van Dick R, Pettigrew TF, Christ O. Ethnic Prejudice in East and West Germany: The Explanatory Power of Intergroup Contact. GROUP PROCESSES & INTERGROUP RELATIONS 2016. [DOI: 10.1177/1368430203006001010] [Citation(s) in RCA: 166] [Impact Index Per Article: 20.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Surveys show that respondents from East Germany consistently show higher levels of ethnic prejudice than respondents from West Germany. Comparable differences can be found in statistics on crimes and violence against ethnic minority members. On the basis of three surveys (ALLBUS, 1996, N = 2893; Shell Youth Study (Deutsche Shell), 2000, N = 3560; and our own survey of school students, N = 769), the hypothesis that this difference can be largely explained by contrasting interethnic contact opportunities and experiences is tested and supported. Demographic data show that living in the Eastern or Western part of Germany offers differential opportunities for contact with foreigners. Structural equation analyses reveal that this difference, in turn, influences the number of foreigners in the neighborhood or classroom. As a consequence of these varying opportunities for contact, respondents report marked differences in more intimate and personal contact—such as having foreign friends or experiencing contact of personal importance. Foreign friends and importance of contact proved to be the relevant proximal contact variables that reduce ethnic prejudice. Beyond the German context, these results point to a more inclusive model of intergroup relations.
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Markovits Y, Davis AJ, van Dick R. Organizational Commitment Profiles and Job Satisfaction among Greek Private and Public Sector Employees. INTERNATIONAL JOURNAL OF CROSS CULTURAL MANAGEMENT 2016. [DOI: 10.1177/1470595807075180] [Citation(s) in RCA: 61] [Impact Index Per Article: 7.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Recent research into organizational commitment has advocated a profiles-based approach. However, with the exception of Wasti, published findings are confined to North American samples. This article examines the relationships between organizational commitment profiles and job satisfaction in Greece. Greek organizations have rarely been the subject of detailed examination, so the study provides baseline information regarding levels of organizational commitment and job satisfaction in Greece. Both private sector ( N = 1119) and public sector ( N = 476) employees in Greece were surveyed, as this sectoral distinction is regularly associated with different patterns of job-related attitudes. The contrasts between Greek and Anglo-American values present a new challenge to the profiles approach. The results confirm the utility of the profiles approach to the study of organizational commitment. Affective organizational commitment was found to be most influential with respect to levels of intrinsic and extrinsic job satisfaction. This concurs with other studies of the behavioural outcomes of commitment.
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Steffens NK, Haslam SA, Schuh SC, Jetten J, van Dick R. A Meta-Analytic Review of Social Identification and Health in Organizational Contexts. PERSONALITY AND SOCIAL PSYCHOLOGY REVIEW 2016; 21:303-335. [DOI: 10.1177/1088868316656701] [Citation(s) in RCA: 129] [Impact Index Per Article: 16.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/25/2022]
Abstract
We provide a meta-analytical review examining two decades of work on the relationship between individuals’ social identifications and health in organizations (102 effect sizes, k = 58, N = 19,799). Results reveal a mean-weighted positive association between organizational identification and health ( r = .21, T = .14). Analysis identified a positive relationship for both workgroup ( r = .21) and organizational identification ( r = .21), and in studies using longitudinal/experimental ( r = .13) and cross-sectional designs ( r = .22). The relationship is stronger (a) for indicators of the presence of well-being ( r = .27) than absence of stress ( r = .18), (b) for psychological ( r = .23) than physical health ( r = .16), (c) to the extent that identification is shared among group members, and (d) as the proportion of female participants in a sample decreases. Overall, results indicate that social identifications in organizations are positively associated with health but that there is also substantial variation in effect size strength. We discuss implications for theory and practice and outline a roadmap for future research.
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Wenzler S, Levine S, van Dick R, Oertel-Knöchel V, Aviezer H. Beyond pleasure and pain: Facial expression ambiguity in adults and children during intense situations. ACTA ACUST UNITED AC 2016; 16:807-14. [PMID: 27337681 DOI: 10.1037/emo0000185] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
According to psychological models as well as common intuition, intense positive and negative situations evoke highly distinct emotional expressions. Nevertheless, recent work has shown that when judging isolated faces, the affective valence of winning and losing professional tennis players is hard to differentiate. However, expressions produced by professional athletes during publicly broadcasted sports events may be strategically controlled. To shed light on this matter we examined if ordinary people's spontaneous facial expressions evoked during highly intense situations are diagnostic for the situational valence. In Experiment 1 we compared reactions with highly intense positive situations (surprise soldier reunions) versus highly intense negative situations (terror attacks). In Experiment 2, we turned to children and compared facial reactions with highly positive situations (e.g., a child receiving a surprise trip to Disneyland) versus highly negative situations (e.g., a child discovering her parents ate up all her Halloween candy). The results demonstrate that facial expressions of both adults and children are often not diagnostic for the valence of the situation. These findings demonstrate the ambiguity of extreme facial expressions and highlight the importance of context in everyday emotion perception. (PsycINFO Database Record
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van Dick R, Drzensky F, Heinz M. Goodbye or Identify: Detrimental Effects of Downsizing on Identification and Survivor Performance. Front Psychol 2016; 7:771. [PMID: 27252674 PMCID: PMC4879335 DOI: 10.3389/fpsyg.2016.00771] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2015] [Accepted: 05/09/2016] [Indexed: 11/13/2022] Open
Abstract
Research shows that after layoffs, employees often report decreased commitment and performance which has been coined the survivor syndrome. However, the mechanisms underlying this effect remain underexplored. The purpose of the paper is to show that reduced organizational identification can serve as an explanation for the survivor syndrome. We conducted a laboratory experiment, in which participants work as a group of employees for another participant who acts as employer. In the course of the experiment, the employer decides whether one of his or her employees should be laid off or not. Mediation analysis supports a social identity-based explanation for the emergence of the survivor syndrome: downsizing causes lower identification with the employer which in turn relates to lower performance of employees.
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Ketturat C, Frisch JU, Ullrich J, Häusser JA, van Dick R, Mojzisch A. Disaggregating Within- and Between-Person Effects of Social Identification on Subjective and Endocrinological Stress Reactions in a Real-Life Stress Situation. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2015; 42:147-60. [PMID: 26586666 DOI: 10.1177/0146167215616804] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/05/2015] [Accepted: 10/09/2015] [Indexed: 11/17/2022]
Abstract
Several experimental and cross-sectional studies have established the stress-buffering effect of social identification, yet few longitudinal studies have been conducted within this area of research. This study is the first to make use of a multilevel approach to disaggregate between- and within-person effects of social identification on subjective and endocrinological stress reactions. Specifically, we conducted a study with 85 prospective students during their 1-day aptitude test for a university sports program. Ad hoc groups were formed, in which students completed several tests in various disciplines together. At four points in time, salivary cortisol, subjective strain, and identification with their group were measured. Results of multilevel analyses show a significant within-person effect of social identification: The more students identified with their group, the less stress they experienced and the lower their cortisol response was. Between-person effects were not significant. Advantages of using multilevel approaches within this field of research are discussed.
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Frisch JU, Häusser JA, van Dick R, Mojzisch A. The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test. JOURNAL OF VISUALIZED EXPERIMENTS : JOVE 2015. [PMID: 26649856 DOI: 10.3791/53101] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/31/2022]
Abstract
In many situations humans are influenced by the behavior of other people and their relationships with them. For example, in stressful situations supportive behavior of other people as well as positive social relationships can act as powerful resources to cope with stress. In order to study the interplay between these variables, this protocol describes two effective experimental manipulations of social relationships and supportive behavior in the laboratory. In the present article, these two manipulations are implemented in the Trier Social Stress Test (TSST)-a standard stress induction paradigm in which participants are subjected to a simulated job interview. More precisely, we propose (a) a manipulation of the relationship between different protagonists in the TSST by making a shared social identity salient and (b) a manipulation of the behavior of the TSST-selection committee, which acts either supportively or unsupportively. These two experimental manipulations are designed in a modular fashion and can be applied independently of each other but can also be combined. Moreover, these two manipulations can also be integrated into other stress protocols and into other standardized social interactions such as trust games, negotiation tasks, or other group tasks.
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Tavares SM, van Knippenberg D, van Dick R. Organizational identification and “currencies of exchange”: integrating social identity and social exchange perspectives. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2015. [DOI: 10.1111/jasp.12329] [Citation(s) in RCA: 38] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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48
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van Dick R. Registered Reports, Advance Articles Online, and the Way Ahead. JOURNAL OF PERSONNEL PSYCHOLOGY 2015. [DOI: 10.1027/1866-5888/a000140] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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49
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Steffens NK, Schuh SC, Haslam SA, Pérez A, van Dick R. ‘Of the group’ and ‘for the group’: How followership is shaped by leaders' prototypicality and group identification. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2015. [DOI: 10.1002/ejsp.2088] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
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50
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Avanzi L, Schuh SC, Fraccaroli F, van Dick R. Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy. WORK AND STRESS 2015. [DOI: 10.1080/02678373.2015.1004225] [Citation(s) in RCA: 36] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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