Katalog der Deutschen Nationalbibliothek

Konstanzer KI-Studie 2025: Die Nutzung von Künstlicher Intelligenz in der Arbeitswelt steigt, Ungleichheiten in der Wahrnehmung bleiben weiterhin bestehen : Ergebnisbericht Juli 2025

Schluss mit dem Büro! : oder doch nicht? : Flexibilität als Chance und Risiko für die Zukunft der Arbeit

Schluss mit dem Büro! Oder doch nicht? : Flexibilität als Chance und Risiko für die Zukunft der Arbeit. DAS Buch zur Homeoffice-Debatte mit neusten Studienergebnissen!

Too few or too many? : Exploring the Link between gender dissimilarity and employee absenteeism

Zwischen Präsenzpflicht und Homeoffice-Euphorie : Stand des mobilen Arbeitens fünf Jahre nach Beginn der Corona-Pandemie : Konstanzer Homeoffice Studie Ergebnisreport April 2025

Discrimination in Organizations on the Basis of Age

LeverAge : A European network to leverage the multi-age workforce

LonelyWorkHome? : The impact of work/home demands and support on workplace loneliness during remote work

Parität, Transparenz, Familienfreundlichkeit : Wie sich der Gender Pay Gap in Deutschland reduzieren ließe

Shine bright like a diamond: When signaling creates glass cliffs for female executives

Wie Beschäftigte Künstliche Intelligenz am Arbeitsplatz wahrnehmen

Wie Beschäftigte Künstliche Intelligenz am Arbeitsplatz wahrnehmen

Wie gelingt die Integration junger Zugewanderter in den Arbeitsmarkt? : Das IntegrationWork-Projekt

A Quasi-Experimental Exploration of Activity-Based Flexible Office Design and Demographic Differences in Employee Absenteeism

Can welfare states buffer technostress? : Income and technostress in the context of various OECD countries

Does my leader care about my subgroup? : A multilevel model of team faultlines, LMX quality, and employee absenteeism

Political context and immigrants’ work-related performance errors : Insights from the National Basketball Association

Shine Bright Like a Diamond : When Signaling Creates Glass Cliffs for Female Executives

The Older, the Less Digitally Fluent? : The Role of Age Stereotypes and Supervisor Support

Age separation and voluntary turnover : asymmetric effects for collective turnover rates and individual turnover intentions depending on age

Die Transformation zu einer hybriden Arbeitswelt - Ergebnisbericht zur Konstanzer Homeoffice Studie 2020-2022

Die Transformation zu einer hybriden Arbeitswelt : Ergebnisbericht zur Konstanzer Homeoffice Studie 2020-2022

Shine Bright Like a Diamond: When Signaling Creates Glass Cliffs for Female Executives

Team boundary work and team workload demands : Their interactive effect on team vigor and team effectiveness

Distance matters! : The role of employees' age distance on the effects of workforce age heterogeneity on firm performance

Homeoffice und mobiles Arbeiten? : klare Antworten aus erster Hand

Homeoffice und mobiles Arbeiten? Frag doch einfach! : Klare Antworten aus erster Hand

Homeoffice und mobiles Arbeiten? Frag doch einfach! : Klare Antworten aus erster Hand

It Matters How Old We Feel in Organizations : Testing a Multilevel Model of Organizational Subjective‐Age Diversity on Employee Outcomes

Legitimating negative behaviors in companies : Why the buck doesn’t stop with the leader

More Than Meets the Eye : The Role of Immigration Background for Social Identity Effects

Pandemics : Implications for Research and Practice in Industrial and Organizational Psychology

Stärkung der Digitalkompetenzen von Beschäftigten

Working in the Eye of the Pandemic : Local COVID-19 Infections and Daily Employee Engagement

Working in the Eye of the Pandemic: Local COVID-19 Infections and Daily Employee Engagement

Policy paper

No. 02

Policy paper

No. 02

"How old do you feel today at work?" : Work-related drivers of subjective age in the workplace

Linking employer branding orientation and firm performance : Testing a dual mediation route of recruitment efficiency and positive affective climate

Getting Objective About Subjective Age : Introduction to a Special Issue

When age does not harm innovative behavior and perceptions of competence : Testing interdepartmental collaboration as a social buffer

The contextual role of subjective age in the chronological age/absenteeism relationship in blue and white collar teams

Age-Diversity-Management in Teams und Organisationen

Organisational consequences of asymmetries in task dependence : the moderating role of HR practices

Younger supervisors, older subordinates : An organizational-level study of age differences, emotions, and performance

Altersdiversität als Organisationskompetenz : Chancen und Herausforderungen

Consequences of Collective-Focused Leadership and Differentiated Individual-Focused Leadership : Development and Testing of an Organizational-Level Model

Age Diversity and Age Climate in the Workplace

Ageing workforce : Generationenmanagement als Chance

It Matters How Old You Feel : Antecedents and Performance Consequences of Average Relative Subjective Age in Organizations

New insights on CEO charisma attribution in companies of different sizes and ownership structure : the role of prior company performance

Organizational Climates and Age

Spotlight on Age-Diversity Climate : The Impact of Age-Inclusive HR Practices on Firm-Level Outcomes

Age diversity, age discrimination, and performance consequences : a cross organizational study

Age-Based Faultlines and Perceived Productive Energy : The Moderation of Transformational Leadership

Age, resistance to change, and job performance

Aktives Demografiemanagement : gezielte Maßnahmen steigern die Unternehmensleitung

Dealing with the Demographic Change in Companies : Potential Impacts and Intervention Strategies for an Aging Workforce

Demographiefeste HR-Strategien : Ergebnisse einer empirischen Studie in deutschen klein- und mittelständischen Unternehmen

Expanding Insights on the Diversity Climate-Performance Link : The Role of Workgroup Discrimination and Group Size