Reformen haben – auch wenn sie sich langfristig positiv auf die Mehrheit der Bevölkerung auswirken – nicht immer den Rückhalt bei den Wählern, der bei rein ökonomischer Betrachtungsweise wünschenswert wäre. Wie lassen sich „unliebsame“ Reformen besser „verkaufen“? Was sollten...

Intentions-based models of social preferences use the framework of psychological games and incorporate higher order beliefs and actions into the utility function. We test the robustness of two types of intentions-based models (guilt aversion and reciprocity). In addition to incentivised...

Motivation in Organisations: Searching for a Meaningful Work-Life Balance extends the current motivation models in business education to include motives of human behaviour that have been neglected for decades. It debunks some of the myths about human motivation (self-interest as the dominant...

This paper offers a personal and perhaps side-ways view on the past and future of two closely related semi-disciplines: work psychology and organisational behaviour. The paper first addresses the terminological confusion in the area and discusses 10 terms often used inter-changably. It then...

Organizational behaviour research possesses some endemic problems which constrict its progress. This introduction to Management Revue's special issue on organizational behaviour debates six deficiencies in the current research: an unclear conception of how to understand the 'organizational' in...

Mitarbeiter gehören zu den wichtigsten Ressourcen einer Organisation. Dabei ist der Erfolg einer Organisation besonders von der Leistungsbereitschaft abhängig, welche über die juristisch fixierte Jobbeschreibung hinausgeht. In diesem Zusammenhang liegt seit den 1980er Jahren ein Fokus auf der...

In this study, we investigated if employees' innovative behavior can be explained in terms of social exchange between employees and organizations. We developed a research model based on the Organizational Support Theory (Eisenberger et al. 1986). The model explains how innovative behavior among...

Organization differ in the degree to which they differentiate employees by ability. We analyse how the effect of differentiation on employee morale may explain this variation. By comparing employees using ordinary talk, a manager boosts the self-image of some, but hurts that of others. Whether...

We explore the determinants of the willingness to rely on trust in a business partnership where both partners are at risk. By focusing on the willingness to rely on trust (WTRT) we reduce the methodological challenge of perception-based approaches where trust is measured as an expectation on the...

Organizations wish to minimize the probability of service errors; however, complete elimination of service errors is not possible, especially in industries where human interactions are frequent. Particularly, the ways in which various sources of support may affect service recovery behaviors and...