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Frederik Anseel
Ghent University
109Publications
21H-index
1,841Citations
Publications 109
Newest
#1Frederik Anseel ('KCL': King's College London)H-Index: 21
#2Stéphane Brutus (Concordia University)H-Index: 17
Last.Angelo S. DeNisi (Tulane University)H-Index: 33
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#1Maïlys George (ESSEC Business School)
#2Kevin W. Rockmann (GMU: George Mason University)H-Index: 8
Last.Achira Sedari Mudiyanselage (UC: University of Cincinnati)
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#1Roy B. L. Sijbom (UvA: University of Amsterdam)H-Index: 3
#2Jonas W. B. Lang (UGent: Ghent University)H-Index: 12
Last.Frederik Anseel (UGent: Ghent University)H-Index: 21
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Objective Burnout has primarily been examined from an individual's perspective without taking the broader environmental context into account. The authors applied an integrative, multilevel perspective and investigated the influence of leaders' motivational strivings on employee burnout. In two multisource studies, we investigated relationships between leaders' achievement goals and employee burnout while controlling for employees' own achievement goals. Method Study 1 consisted of 362 members an...
#1Christian Vandenberghe (HEC Montréal)H-Index: 32
#2Guylaine LandryH-Index: 4
Last.Patrice Roussel (University of Toulouse)H-Index: 9
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Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that ...
#1Michaël J. J. P. S. Van Damme (UGent: Ghent University)
#2Frederik Anseel (UGent: Ghent University)H-Index: 21
Last.Eric F. Rietzschel (UG: University of Groningen)H-Index: 14
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Pre‐implementation activities like idea selection play a crucial role in the innovation process. However, groups of people seem to perform rather poorly when it comes to selecting creative ideas for implementation. The Motivated Information Processing in Groups model (MIP‐G) provides an explanation as to why some groups outperform others when it comes to making group decisions. On the basis of the MIP‐G framework, we hypothesized that groups that are both epistemically and prosocially motivated ...
#1Dotan R. Castro (UGent: Ghent University)
#2Frederik Anseel ('KCL': King's College London)H-Index: 21
Last.Yaara Turjeman-Levi (HUJI: Hebrew University of Jerusalem)H-Index: 1
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#1Frederik Anseel ('KCL': King's College London)H-Index: 21
#2Lien Vossaert (UGent: Ghent University)
Last.Elias Corneillie (UGent: Ghent University)
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Purpose This paper aims to extend the argument of DeNisi & Smith Sockbeson, who called to bridge the gap between feedback-seeking and feedback-giving research. The paper pushes their argument further by suggesting that future feedback research should systematically adopt a dyadic and dynamic approach to enhance the understanding of feedback episodes. Design/methodology/approach This paper reviews previous empirical work in the feedback domain and develops conceptual arguments for linking feedbac...
#1Frederik Anseel ('KCL': King's College London)H-Index: 21
#2Saar Van Lysebetten (UGent: Ghent University)H-Index: 1
Last.Julie Rosseel (UGent: Ghent University)H-Index: 1
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ABSTRACTPrior to engaging in a substantive discussion on the supposed influence of neoliberalism on research in work and organizational psychology (WOP), it is important to verify the empirical basis of the trends advanced by Bal and Doci (Neoliberal ideology in work and organizational psychology, European Journal of Work and Organizational Psychology [Online First Publication, 2018]). To this end, we content analysed 745 abstracts of empirical studies published in leading WOP journals during th...
#1Roy B. L. Sijbom (UvA: University of Amsterdam)H-Index: 3
#2Frederik Anseel (UGent: Ghent University)H-Index: 21
Last.Katleen De Stobbeleir (Katholieke Universiteit Leuven)H-Index: 5
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Summary We explore how the impact of seeking feedback from different sources (i.e., feedback source variety) on employee creativity is shaped by perceptions of the work environment. Specifically, we argue that two contextual factors, namely, performance dynamism (Study 1) and creative time pressure (Study 2), moderate the relationship between feedback source variety and creativity such that under conditions of high performance dynamism and low creative time pressure, individuals benefit from div...
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