Journal•ISSN: 2397-0022
German Journal of Human Resource Management
Chartered Association of Business Schools
About: German Journal of Human Resource Management is an academic journal published by Chartered Association of Business Schools. The journal publishes majorly in the area(s): Human resource management & Transformational leadership. It has an ISSN identifier of 2397-0022. Over the lifetime, 745 publications have been published receiving 4899 citations.
Topics: Human resource management, Transformational leadership, German, Transactional leadership, Human resources
Papers published on a yearly basis
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TL;DR: In this article, the authors argue that wechselwirkungen zwischen Arbeitsleben and Privatleben unvermeidlich sind, kann das Konzept einer 'grunen Work-Life-balance' umweltfreundliches Verhalten in beiden Lebensbereichen fordern.
Abstract: Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berucksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer 'grunen Work-Life-Balance' umweltfreundliches Verhalten in beiden Lebensbereichen fordern. Positive Effekte fur die Umwelt, fur Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mogliche Risiken mussen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenuber einem Eingriff des Arbeitgebers in ihr Privatleben.
166 citations
TL;DR: In this paper, a meta-theory based on cognitive-social HRM information processing (C-SHRIP) is proposed for the initiation and maintenance of green HRM behaviors.
Abstract: This paper applies cognitive-social theory to Green HRM, articulating a meta-theory based on cognitive-social HRM information processing (C-SHRIP) which centers on initiation and maintenance of green HRM behaviors. It focuses on managers' encodings, expectancies, affects, goals and values, self-regulation, and their interactions with each other, and the green HRM-relevant information in the course of cognitive-affective processing. In processing green HRM information, managers are presumed to differ in accessibility of mental representations and the organization of relationships among them. Implications for research and practice of Green HRM in organizations are discussed.
162 citations
TL;DR: StaffCare as health-specific leadership is related to followers' state of health, irritation, health complaints, and work–family conflicts and these effects were shown independently from transformational leadership indicating incremental validity.
Abstract: Based on previous research on leadership and follower health, three questions need to be answered or clarified. These questions refer to what health-specific leadership behavior is, whether motivat...
119 citations
TL;DR: The model of transformational leadership, proposed by Bass (1985), has been widely used in the United States in applied research as well as in practice for more than twenty years.
Abstract: The model of transformational leadership, proposed by Bass (1985), has been widely used in the United States in applied research as well as in practice for more than twenty years. In Germany, as well, this approach has received increasing attention since the late nineties. This article aims to offer a rough introduction to the model proposed by Bass and to provide a general survey on recent German research dealing with this paradigm. First of all, the transferability of the concept to Germany will be discussed. Similarities with results obtained in America are shown and differences thoroughly conferred. Although some limitations and restrictions have to be considered, it can be shown that the concept of transformational leadership is a fruitful approach for leadership research in Germany. Moreover, interesting implications for managerial practice are derived. Furthermore, advanced research questions concerning antecedences and consequences of transformational leadership in Germany are examined. Furthermore, recent findings show that the self-rater version of the MLQ provides additional information concerning the quality of leadership. A detailed look is taken at the relation between leadership and different facets of commitment. It could be shown that there are significant contributions of transformational leadership to affective and normative commitment. Interesting differences appear, if one considers the different contexts. Another direction of current research focuses on the role of followers for the perception and maintenance of transformational leadership. Results indicate that followers’ characteristics, such as personality traits and implicit leadership theories, influence the perception and acceptance of transformational leadership.
94 citations
92 citations