Prof. Dr. Annekatrin Hoppe
Profil
Forschungsthemen14
Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
Quelle ↗Förderer: Bundesministerium für Forschung, Technologie und Raumfahrt Zeitraum: 03/2019 - 02/2024 Projektleitung: Prof. Dr. Annekatrin Hoppe, Prof. Dr. Linda Onnasch
EXIST-Gründerstipendium: OFFTIME
Quelle ↗Förderer: Bundesministerium für Wirtschaft und Energie Zeitraum: 01/2014 - 12/2014 Projektleitung: Prof. Dr. Annekatrin Hoppe
Gesunde Arbeitsmodelle im Co-Working Setting
Quelle ↗Förderer: Wirtschaftsunternehmen / gewerbliche Wirtschaft Zeitraum: 04/2024 - 10/2028 Projektleitung: Prof. Dr. Annekatrin Hoppe
Job Crafting – eine Möglichkeit für Wohlbefinden und Leistungsfähigkeit Beschäftigter in Zeiten sozialer Distanzierung?
Quelle ↗Förderer: Berlin University Alliance (BUA) Zeitraum: 01/2020 - 12/2021 Projektleitung: Prof. Dr. Annekatrin Hoppe
labor migration and well-being
Quelle ↗Zeitraum: 12/2011 - 04/2013 Projektleitung: Prof. Dr. Annekatrin Hoppe
Prekär beschäftigte Dienstleister*innen im Krankenhaus: Zuspitzung des Beschäftigungs-Gesundheits-Dilemmas durch die Corona-Krise
Quelle ↗Förderer: Hans-Böckler-Stiftung Zeitraum: 11/2020 - 12/2022 Projektleitung: Prof. Dr. Annekatrin Hoppe
Resilienzförderung
Quelle ↗Zeitraum: 01/2016 - 06/2017 Projektleitung: Prof. Dr. Annekatrin Hoppe
Resilienzförderung – Landesweite Implementierung des Online-Resilienz-Coaches
Quelle ↗Zeitraum: 01/2017 - 12/2017 Projektleitung: Prof. Dr. Annekatrin Hoppe
Resilienzförderung – Manualisierung der Führungskräftetrainings & Train-the-Trainer-Schulung
Quelle ↗Zeitraum: 09/2016 - 05/2017 Projektleitung: Prof. Dr. Annekatrin Hoppe
Resilienzförderung (TP A)
Quelle ↗Zeitraum: 12/2014 - 12/2015 Projektleitung: Prof. Dr. Annekatrin Hoppe
Reziproke und dynamische Beziehungen zwischen persönlichen Ressourcen, Arbeitsengagement und Unterrichtsqualität: Ein ressourcenorientierter Ansatz
Quelle ↗Förderer: DFG Sachbeihilfe Zeitraum: 03/2018 - 12/2021 Projektleitung: Prof. Dr. Annekatrin Hoppe
Transforming Pruning for Smallholder Agriculture with Enhanced Productivity and Working Conditions Using AR and Robotics
Quelle ↗Förderer: Horizon Europe: Research and Innovation Action (RIA) Zeitraum: 02/2025 - 01/2030 Projektleitung: Prof. Dr. Annekatrin Hoppe
Verbundprojekt: Entwicklung einer Online-Intervention zur Förderung von Arbeitsgestaltungs- und Gesundheitskompetenz bei selbstgestalteten Arbeitsbedingungen (EngAGE), Teilvorhaben Personenbezogene Ressourcen bei selbstgestalteter Arbeit
Quelle ↗Förderer: Bundesministerium für Forschung, Technologie und Raumfahrt Zeitraum: 12/2013 - 07/2017 Projektleitung: Prof. Dr. Annekatrin Hoppe
Verringerung gesundheitlicher Risiken durch die Optimierung der professionellen Kommunikation im Krankenhaus – Entwicklung und Evaluation eines betriebsinternen Trainingskonzeptes für Ärzte und Pflegepersonal
Quelle ↗Förderer: Andere inländische Stiftungen Zeitraum: 07/2016 - 12/2023 Projektleitung: Prof. Dr. Annekatrin Hoppe
Mögliche Industrie-Partner10
Stand: 26.4.2026, 19:48:44 (Top-K=20, Min-Cosine=0.4)
- 1 Treffer64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural SystemsT64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
- 1 Treffer64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural SystemsT64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
- 1 Treffer64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural SystemsT64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
- 1 Treffer64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural SystemsT64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
- 1 Treffer64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural SystemsT64.1%
- CUBES Circle – Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
- 21 Treffer60.7%
- Zuwendung im Rahmen des Programms „exist – Existenzgründungen aus der Wissenschaft“ aus dem Bundeshaushalt, Einzelplan 09, Kapitel 02, Titel 68607, Haushaltsjahr 2026, sowie aus Mitteln des Europäischen Strukturfonds (hier Euro-päischer Sozialfonds Plus – ESF Plus) Förderperiode 2021-2027 – Kofinanzierung für das Vorhaben: „exist Women“T60.7%
- Zuwendung im Rahmen des Programms „exist – Existenzgründungen aus der Wissenschaft“ aus dem Bundeshaushalt, Einzelplan 09, Kapitel 02, Titel 68607, Haushaltsjahr 2026, sowie aus Mitteln des Europäischen Strukturfonds (hier Euro-päischer Sozialfonds Plus – ESF Plus) Förderperiode 2021-2027 – Kofinanzierung für das Vorhaben: „exist Women“
- 22 Treffer57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour MarketP57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour Market
- 25 Treffer57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour MarketP57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour Market
- 22 Treffer57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour MarketP57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour Market
- 27 Treffer57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour MarketP57.4%
- SKILLAB: Monitoring The Demand And Supply Of Skills In The European Labour Market
Publikationen25
Top 25 nach Zitationen — Quelle: OpenAlex (BAAI/bge-m3 embedded für Matching).
International Journal of Intercultural Relations · 86 Zitationen · DOI
Journal of Occupational Health Psychology · 74 Zitationen · DOI
The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients' homes. Using an intervention/waitlist control group design, 46 caregivers in an intervention group were compared with 44 caregivers in a control group at 3 points of measurement: pre-intervention, post-intervention, and at a 2-week follow-up. The results show that emotional exhaustion and fatigue were reduced for the intervention group. Primarily, caregivers with a high need for recovery at baseline benefited from the intervention. The results reveal no intervention effects for personal resources; however, they reveal a trend that the intervention led to an increase in hope and optimism among caregivers with a high need for recovery. Overall, the findings show that caregivers benefit from a daily positive work reflection intervention, particularly when their baseline levels of resources and well-being are low. (PsycINFO Database Record
International Journal of Intercultural Relations · 68 Zitationen · DOI
Journal of Occupational Health Psychology · 65 Zitationen · DOI
Despite a steady increase of immigrant workers in Germany in the past decades, occupational health research has only peripherally addressed psychosocial working conditions and immigrant worker well-being. This study has two aims: (1) to investigate differences in psychosocial stressors and resources between immigrant and German low-wage workers, and (2) to examine group differences in their association with well-being using a structural equation modeling multiple group analysis approach. Eighty-nine immigrant and 146 German postmen of a German mail service company were surveyed. Results reveal more stressors in the social work environment for the immigrant workers than for their German coworkers but similar levels of task-related stressors in both groups. Stressors are more strongly associated with psychological distress among the German workers. In terms of resources, job control serves as a resource only among German workers, whereas supervisor and coworker support are more important for immigrant workers. These differences suggest that cultural factors, previous work experiences, and expectations influence the worker's experience of psychosocial working conditions and have a direct impact on worker health.
European Journal of Work and Organizational Psychology · 63 Zitationen · DOI
The main objective of this study was to investigate reciprocal effects between personal resources, job/study resources, engagement, and mental health. Building on the Conservation of Resources Theory and the Job–Demands Resources (JD-R) model, we explored whether positive cycles evolve between all study variables over time. In two studies we surveyed 326 psychotherapists and 550 students in two and three waves respectively over a 5-month time lag. Structural equation modelling analyses revealed that all variables, job/study resources, personal resources, engagement, and mental health, show direct reciprocal relationships over time. Mediation analyses provided evidence for gain cycles, revealing that personal resources simultaneously serve as predictors, mediators, and outcomes on the motivational axis of JD-R. Finally, mental health emerges as a long-term outcome on the motivational axis. The findings suggest that a one-directional view of relationships falls short in explaining the underlying dynamics. They also provide evidence for gain cycles between personal resources, engagement, and mental health.
European Journal of Work and Organizational Psychology · 59 Zitationen · DOI
Increasing and new work demands drain employees’ energy resources at work. This 4-week longitudinal field experiment investigated the energizing potential of a respite intervention conducted at the workplace (either a simulated savouring nature intervention or a progressive muscle relaxation intervention). First, growth modelling analyses confirmed a linear trend for the growth of vigour and decline in fatigue across the days of the intervention group, indicating a typical upward resource trajectory. No changes appeared in the control group. Mediation analyses indicated that repeatedly engaging in a daily respite intervention influenced more stable energy levels after the intervention period indirectly through the immediate changes in daily energy levels during the intervention period. Findings suggest that, in some cases, respite interventions may present a useful tool to replenish and build energy resources at work. Implications for using respite intervention in organizational research and practice are discussed.
Journal of Personnel Psychology · 58 Zitationen · DOI
Abstract. Migration is often driven by immigrants’ hope of improving their job situation. However, in the host country, they are at risk of holding jobs below their qualifications. This study examines the relationship between perceived overqualification and psychological well-being (depressive symptoms and life satisfaction) among 176 Italian immigrants in Germany along with the buffering role of optimism and meaning-making. The results show that perceived overqualification is associated with higher levels of depressive symptoms and lower levels of life satisfaction. Optimism moderates the relationship between perceived overqualification and life satisfaction: the relationship is attenuated with increasing optimism. We conclude that interventions that enhance optimism could help immigrants cope with perceived overqualification.
Journal of Occupational and Organizational Psychology · 49 Zitationen · DOI
Positive psychology research is increasingly being transferred to organizational contexts, and organizations are increasingly striving for healthier and more motivated employees. In this study, a three‐week self‐instructed online intervention which combines positive activities and mindfulness was developed and evaluated using a randomized‐controlled group design with employees. All exercises could be easily integrated into the daily working routine. The intervention is based on broaden‐and‐build theory, the two‐component model of mindfulness and the positive‐activity model. Results indicate that the intervention is effective in increasing work engagement, hope and sleep quality as well as in reducing fatigue. Practical implications for human resource departments and corporate health management are discussed. Practitioner points A three‐week mindfulness intervention can increase work engagement, hope, sleep quality, and reduce fatigue. Such activities can easily be integrated into the workday and thus, represent a realistic way for employees to improve motivation and reduce health impairment.
Work & Stress · 48 Zitationen · DOI
Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015. Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36(S1), S72–S103. https://doi.org/10.1002/job.1924) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational self-efficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e. moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.
Applied Psychology · 40 Zitationen · DOI
Abstract The Approach‐Avoidance Job Crafting Scale (AAJCS) builds on our adjusted version of a hierarchical structure of job crafting by Zhang and Parker from 2019. In developing and validating the new AAJCS, we, first, developed the German items in a stepwise procedure (pilot study). Second, we tested the factor structure and reliability (Study 1). Third, we replicated previous results and tested the construct validity (Study 2). Fourth, we ensured the criterion validity of the AAJCS (Study 3). The results suggested the existence of two independent factors, namely, approach and avoidance crafting, rather than a global job crafting factor. Furthermore, approach and avoidance crafting each consist of four job crafting dimensions, thus reflecting the hierarchical structure of job crafting. Within these dimensions, aspects of previous job crafting concepts are integrated. The distinction between approach and avoidance crafting became apparent in the comparison of their criterion validities as follows: Approach crafting was positively related to work‐related outcomes, while avoidance crafting was negatively associated with work engagement and performance. Furthermore, approach and avoidance crafting exhibited incremental validity with regard to predict work engagement and performance beyond previous job crafting concepts. Approach crafting was positively associated while avoidance crafting was negatively associated with work engagement and performance.
Stressors, resources, and well‐being among Latino and White warehouse workers in the United States
2009American Journal of Industrial Medicine · 40 Zitationen · DOI
These differential results challenge us to consider how cultural factors, expectations and the prior work history of Latino workers may influence their experience of work and the effect of work on health.
European Journal of Work and Organizational Psychology · 39 Zitationen · DOI
On the basis of activation theory and the challenge-hindrance demands model, this study was conducted to clarify the functional form (linear vs. curvilinear) of the within-persons relations of time pressure with vigour and absorption. Further, we investigated whether these relations would be moderated by time-varying job control. A total of 52 full-time employees (44% female) participated in the study, which included two assessments per day over the course of 2 work weeks. Our analyses confirmed an inverted U-shaped within-persons association between state time pressure and state vigour and a moderator effect of job control on the curvilinear relation. By contrast, state time pressure and state absorption displayed only a positive linear relation. This study demonstrates that within-persons high levels of time pressure may impair employees’ energy levels but still promote their absorption at work.
Journal of Vocational Behavior · 39 Zitationen · DOI
Journal of Organizational Behavior · 38 Zitationen · DOI
Summary Racial and ethnic minority employees constitute a significant proportion of the U.S. workforce. The literature on demographic similarity in the workplace suggests that the proportion of co‐workers who share the same racial/ethnic background (racial/ethnic similarity) can influence job attitudes and employee well‐being and that the reactions to racial/ethnic similarity may differ between the racially dominant and subordinate groups. This study applies status construction theory to examine the extent to which racial/ethnic similarity is associated with job satisfaction and lumbar back health among warehouse employees. We surveyed 361 warehouse workers (204 whites, 94 African‐Americans, and 63 Latino workers) in 68 jobs in nine distribution centers in the United States. Multilevel analyses indicate that white and racial/ethnic minority groups react differently to racial/ethnic similarity. For job satisfaction, white employees experience higher job satisfaction when they are highly racially/ethnically similar to their colleagues, whereas Latino employees experience higher job satisfaction when they are racially/ethnically dissimilar to others. As for lumbar back health, among Latino and African‐American employees, higher racial/ethnic similarity is associated with better lumbar back health whereas for white employees, the association is the opposite. Across all groups, moderate levels of racial/ethnic similarity were associated with the best lumbar back health. Copyright © 2013 John Wiley & Sons, Ltd.
Journal of Organizational Behavior · 29 Zitationen · DOI
Summary Building on the premises of the conservation of resources theory, the aim of this study was to investigate long‐term effects of job resources on vigor among native and immigrant employees in Israel. More specifically, we investigated the effects of baseline and change in job control and supervisor support on change in vigor levels, as well as the degree to which these effects differ among educated native and immigrant employees in Israel. We surveyed 235 white‐collar Eastern European and Russian immigrants and 235 white‐collar native Israelis matched on occupational and demographic characteristics at two points of measurement with a 30‐month time lag. Latent change score modeling revealed that among both immigrants and natives, change in job control was related to change in vigor. Multiple group analyses further revealed that among immigrant employees only, baseline levels of supervisor support were associated with change in vigor. In conclusion, these findings suggest that the utilization of resources as a means of acquiring new resources may be influenced by immigrant background. Managerial implications are discussed. Copyright © 2016 John Wiley & Sons, Ltd.
Designing and evaluating resource‐oriented interventions to enhance employee well‐being and health
2015Journal of Occupational and Organizational Psychology · 29 Zitationen · DOI
This editorial introduces JOOP's special issue on designing and evaluating resource-oriented interventions to enhance employees' well-being and health.This special issue aims to stimulate research on resource-oriented interventions by bringing together examples of original intervention research, literature reviews on specific resources, and guidelines on how to design and evaluate resource-oriented interventions.We begin with a reflection on current issues pertaining to definition, design and focus of resource-oriented interventions at work, followed by a brief outline of the papers included in this special issue.Four papers examine how resource-oriented interventions can develop personal and job resources, thereby evaluating their effect on well-being, health, and to a lesser extent, performance.Two papers provide guidance on how to design and evaluate resource-oriented interventions in the workplace.The special issue concludes with a critical reflection on the current state of the field by Baumeister and Alghamdi, which points to the challenges and limitations of resourcebased intervention research, with the aim to inspire and advance future research in this field.
Frontiers in Psychology · 26 Zitationen · DOI
Job crafting refers to the act of employees actively altering work aspects to better suit their values and interests. Slemp and Vella-Brodrick (2013) proposed a Job Crafting Questionnaire (JCQ) in English consisting of three facets: task crafting, cognitive crafting, and relational crafting. This is in line with the original conceptualization of job crafting by Wrzesniewski and Dutton (2001). However, there has not yet been an evaluated German translation of this measure. Therefore, this paper aims at evaluating the psychometric properties of scores from a German translation of the JCQ, using the original Australian dataset and a German sample of 482 employees. Our findings showed first evidence for the reliability and validity of the scores. We also extend prior research and include creative self-efficacy in the nomological network of job crafting. Importantly, strong factorial measurement invariance was demonstrated, allowing for comparisons between the job crafting scores of German- and English-speaking samples. Based on this example, we highlight the importance of enriching measurement invariance tests by including other key constructs. Our results suggest that the German JCQ is an acceptable tool for measuring job crafting, as originally conceptualized by Wrzesniewski and Dutton (2001).
Journal of Occupational Health Psychology · 24 Zitationen · DOI
Although activity trackers are becoming more popular, little is known whether this new technology qualifies to improve employees' health. This study aimed to evaluate the effect of a workplace intervention applying activity trackers (behavioral approach) along with an online coach (cognitive approach) on work-related well-being (e.g., burnout) and physical health (e.g., body mass index). To test for intervention effects, 116 employees at risk were recruited at 1 large mobility enterprise in Germany and randomly assigned to an intervention group (<i>n</i> = 59) and a control group (<i>n</i> = 57). Intervention effects were assessed 1 month, 3 months, and 1 year after the intervention. Analyses of variance for repeated measures revealed no intervention or long-term effects on work-related well-being. In the intervention group, we found a significant increase in health perception and a significant decrease in body mass index. These effects were stable over time 3 months after the intervention for health perception and 1 year after the intervention for body mass index. Our study shows that a cognitive-behavioral intervention with activity trackers improved physical health over time but was not effective in enhancing work-related well-being. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
European Journal of Psychological Assessment · 24 Zitationen · DOI
Abstract. In different fields of the behavioral sciences, a growing demand for brief measures of psychological constructs can be observed. The current research presents new evidence on the reliability and validity of a recently developed ultra-short measure of the optimism construct sensu Scheier and Carver (1985) , the German version of the Scale Optimism-Pessimism-2 (SOP2) as well as first evidence on Spanish and Italian adaptations. Reliability estimates indicate good reliability. Correlations with criteria from the nomological net of the construct are as expected. Equivalence of SOP2 factors across language versions is supported. Due to its highly efficient, yet accurate and valid measurement of the construct, the SOP2 is strongly recommended for assessment settings with severe monetary/time constraints, for example, large-scale surveys. Due to the factor equivalence, the SOP2 is also a valuable measure for cross-cultural studies.
Psychophysiology · 23 Zitationen · DOI
Conflicts are an undesirable yet common aspect of daily interactions with wide-ranging negative consequences. The present research aimed to examine the buffering effect of experimentally instructed reappraisal on self-reported, physiological and behavioral stress indices during interpersonal conflicts, taking into account habitual emotion regulation strategies. For this, 145 participants experienced a standardized laboratory conflict with the instruction to either reappraise (n = 48), to suppress (n = 50), or with no instruction (n = 47) while cardiovascular and neuroendocrine measures were taken. Participants were allowed to eat sweet and salty snacks during the conflict situation. Prior to as well as after the conflict, participants reported on their subjective stress level. Reappraisal instructions were only effective for high habitual reappraisers who exhibited lower cardiovascular and cortisol reactivity and demonstrated fewer snack-eating behaviors under reappraisal instructions than under suppression or no instructions. The opposite pattern emerged for low habitual reappraisers. Neither experimentally instructed nor habitual reappraisal by itself reduced the negative effects of conflicts. Our findings complement the literature on the diverging effects of instructed reappraisal in tense social interactions.
Work & Stress · 21 Zitationen · DOI
Information and communication technologies (ICTs) are seen as essential tools for mastering knowledge work in the twenty-first century. However, ICTs do not solely improve workflows, but are experienced by employees as an additional demand described as ICT workload. In this study, we apply the stressor-detachment model in the context of ICT, and investigated relations of ICT workload to psychological detachment and emotional exhaustion. Furthermore, as extended work availability and workplace telepressure are organisational and individual factors associated with ICT use, we extend the stressor-detachment model by testing moderated mediational effects. Specifically, we investigated whether extended work availability and workplace telepressure strengthen the indirect effect of ICT workload on emotional exhaustion via psychological detachment. In a longitudinal study of 228 employees with three measurement points, ICT workload was positively related to emotional exhaustion over time. Additionally, we found tentative support for a mediation via psychological detachment, that is stronger for higher levels of workplace telepressure. In sum, our study shows that employees experiencing high levels of ICT workload have a higher risk of suffering from emotional exhaustion. An impaired ability to psychologically detach and high levels of workplace telepressure play a crucial role in this relationship.
Psycho-Oncology · 21 Zitationen · DOI
The aim of this study was to examine the interest which patients with malignant melanoma may have in a six week psycho-educational group intervention and determine factors that are associated with their degree of interest. Of 144 outpatients, 121 (84%) agreed to participate in the interview (78 women, 66 men, mean age 59, SD=15; mean time since surgery=57 months, SD=55). About one-third (29%) of the sample had either nodal or in-transit metastases. A semi-structured interview was conducted to assess patients' interest (perceived need) in the intervention. We administered the Hornheide questionnaire and other psychosocial measures to identify highly distressed patients (expert-defined need). Lower age, being male, having no partner and lower cognitive avoidance emerged as significant predictors for a general interest in the intervention (n=92). A substantial number of patients (42.5%) stated a willingness to participate in the intervention at that time. Two problematic subgroups could be identified in the sample: patients in an expert-defined need of support who lacked any interest ('avoiders') and interested patients without an expert-defined need ('skilled help-seekers'). In order to achieve consistent results when conducting future interventions, the interventions should either be limited to patients with expert-defined need or patients should be carefully controlled for this variable.
European Journal of Work and Organizational Psychology · 19 Zitationen · DOI
The aim of this study was (1) to investigate whether threat (e.g., anxiety, fear) and challenge (e.g., confidence, excitement) emotions that employees experience before work while thinking about the upcoming workday predict their recovery experiences (i.e., psychological detachment, relaxation, mastery, and control) after work and (2) to explore the moderating role of job control on the effect of threat and challenge emotions on recovery experiences. For two to four weeks, 57 blue-collar workers at an airport’s hub station completed a diary. Multilevel analyses (N = 1104) reveal that threat emotions in the morning decrease psychological detachment and relaxation after work. Job control buffers this negative effect. Furthermore, challenge emotions in the morning boost mastery after work. Next, when employees have low job control, challenge emotions also boost the recovery experience control. Practical implications and the need for future studies to examine more fine-grained mechanisms for better understanding how threat and challenge emotions experienced before starting work affect recovery experiences after work are discussed.
Ethnicity and Health · 13 Zitationen · DOI
This complex process is necessary when conducting research with nontraditional and multilingual worker populations.
International Journal of Stress Management · 12 Zitationen · DOI
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Closed Urban Modular Energy- and Resource-Efficient Agricultural Systems
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- Prof. Dr. Annekatrin Hoppe
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- Institut für Psychologie
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- Occupational Health Psychology
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