Hannes Zacher

Hannes Zacher
University of Leipzig · Institute of Psychology

PhD
Professor of Work and Organizational Psychology

About

291
Publications
477,141
Reads
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11,902
Citations
Citations since 2016
220 Research Items
10870 Citations
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Introduction
Hannes Zacher is Professor of Work and Organizational Psychology at Leipzig University. In his research program, he investigates successful aging at work, career development, and occupational well-being; innovation, proactivity, leadership, and entrepreneurship; and pro-environmental employee behavior.
Additional affiliations
October 2016 - present
University of Leipzig
Position
  • Professor (Full)
January 2016 - September 2016
Queensland University of Technology
Position
  • Professor of Innovation and Human Resource Management
January 2014 - December 2015
University of Groningen
Position
  • Professor (Associate)
Education
October 2000 - September 2006
Technische Universität Braunschweig
Field of study
  • Psychology

Publications

Publications (291)
Article
Full-text available
The goals of this article are to integrate action regulation theory with the lifespan developmental perspective and to outline tenets of a new meta-theory of work and aging. The action regulation across the adult lifespan (ARAL) theory explains how workers influence, and are influenced by, their environment across different time spans. First, the b...
Chapter
Full-text available
The aging of the workforces in most developed and many developing countries has significant implications for employees, human resource management, organizations, and societies. However, the prevailing perception of these demographic changes is often negative based on broader stereotypes and misconceptions of age at work. The goal of this chapter is...
Article
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The expression successful aging at work and related terms such as active, healthy, and productive aging at work are frequently used by organizational researchers and practitioners. However, there are no concrete definitions or theoretical frameworks that explain their meaning, assumptions, and underlying processes. In this paper, I first review con...
Article
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We propose a conceptual model based on person–environment interaction, job performance, and motivational theories to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research. We differentiate between required EGB prescribed by the organization and voluntary EGB performed at the employees’ discreti...
Article
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The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indi...
Chapter
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The concept of ambidextrous leadership entails the interplay between leader behaviors that facilitate followers’ generation of new ideas (i.e., leader opening behavior) and leader behaviors that support followers’ implementation of ideas (i.e., leader closing behavior). Thus, ambidextrous leadership should contribute to innovative performance in or...
Article
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How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with...
Article
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Research on job resources suggests strong links with work engagement, but less is known about its association with personal resources and possible mechanisms linking personal resources to work engagement. Based on the job demands-resources (JD-R) model and lifespan development theories, we develop and test a model of the indirect relationships betw...
Article
Organizational research on the dark triad has, so far, focused on individual differences in employees’ stable tendencies to act in manipulative, grandiose, or callous ways (i.e., dark triad traits). Research on momentary expressions of Machiavellianism, narcissism, and psychopathy (i.e., dark triad states) and the work situations that may trigger t...
Article
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Research on commuting to work and its potential consequences for employee strain and wellbeing has accumulated across various disciplines. However, this has led to a narrow research scope with wide methodological variability. An integration of this literature is needed to understand the breadth of the commuting experience and interpret heterogeneou...
Article
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Researchers and practitioners have become increasingly interested in the role of political orientation in the workplace. Importantly, people do not always agree with other members of their profession when it comes to politics. However, the effects of such person-occupation political orientation misfit on people’s work-related attitudes remain uncle...
Preprint
Researchers and practitioners have become increasingly interested in the role of political orientation in the workplace. Importantly, people do not always agree with other members of their profession when it comes to politics. However, the effects of such person-occupation political orientation misfit on people’s work-related attitudes remain uncle...
Article
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Digitalization and demographic change represent two megatrends that impact organizations and workplaces around the globe. Rapid developments in information and communication technology (ICT) are fundamentally changing the ways in which work is conducted. At the same time, workforces are becoming increasingly older and age diverse. Integrating the m...
Chapter
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Employment represents an important life context in which people experience their own and others’ aging, including age-related increases (i.e., growth), stability (i.e., maintenance), and decreases (i.e., loss) in abilities, other characteristics and resources, and functioning. Relationships between chronological age and various work and career outc...
Preprint
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The field of I-O psychology often paints distinctions between the competing goals of science and practice, but this is a false dichotomy. The focal article by Guzzo et al. (2022) relies on the convenience of this distinction to argue that openness has both positive and negative implications for the science and practice of I-O psychology. We counter...
Article
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With this commentary, we aim to add an international perspective to the discussion on how industrial and organizational (I-O) psychology could help address the problem of racialized police violence. We describe how policing was reformed in Germany after World War II, as well as the problems Germany currently faces regarding racialized police violen...
Article
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Sickness presence can have important individual and organizational consequences, such as health deterioration or productivity loss. Additional risks, such as negative customer reactions, may be particularly relevant in the service sector. Based on affective events theory and appraisal theories, we hypothesize that employee sickness presence negativ...
Article
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Thriving at work has been defined as employees’ joint sense of vitality and learning. Based on the socially embedded model of thriving at work, we examine several competing operationalizations of thriving at work. We hypothesize effects of (a) composite thriving, (b) separate vitality and learning scores, and (c) the interaction between vitality an...
Preprint
Full-text available
Thriving at work has been defined as employees’ joint sense of vitality and learning. Based on the socially embedded model of thriving at work, we examine several competing operationalizations of thriving at work. We hypothesize effects of (a) composite thriving, (b) separate vitality and learning scores, and (c) the interaction between vitality an...
Article
Full-text available
Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or employee green...
Preprint
Full-text available
Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways at work. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or “green”...
Article
Full-text available
According to the selection, optimization, compensation (SOC) model, employees can actively influence their well-being. However, associations could differ at the within- and between-person levels. Considering SOC strategies as dynamic processes that unfold during a workday, we hypothesized that selection-focused strategies are related to decreased w...
Article
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Although population aging requires that employees increasingly work beyond traditional retirement ages, negative age stereotypes often portray older workers as unwilling or unable to work longer. However, recent lifespan developmental research suggests that there are significant individual differences in how fixed vs. malleable people perceive the...
Article
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Although popular in the organizational sciences, in the media, and in practice, the concepts of “generations” and “generational differences” have been increasingly scrutinized based on theoretical, methodological, and statistical concerns. Here, we present a short obituary to bid adieu to these troubled concepts, with the hopes of memorializing and...
Article
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Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes...
Article
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Employees with overweight or obesity are often stereotyped as lazy, unmotivated, and less competent than employees with normal weight. As a consequence, employees with overweight or obesity are susceptible to stereotype threat, or the concern about confirming, or being reduced to, a stereotype about their group. This survey study examined whether e...
Article
Murphy and DeNisi (2021) offer that there is scant evidence that age-based stereotypes affect personnel judgments and decisions. However, this conclusion is drawn from evidence that assumes that biased judgments follow from stereotypes, rather than from evidence suggesting that stereotypes precede biased judgments. In this reply to Murphy and DeNis...
Article
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Objective: Anecdotal evidence suggests work fatigue has increased during the COVID-19 pandemic, and work interventions to offset stresses have been effective. Our study sought to test these propositions, documenting and describing the complexity of worker well-being around two lockdown periods. Methods: Using 17 waves of data from a longitudinal...
Preprint
Full-text available
Objective: Anecdotal evidence suggests work fatigue has increased during the COVID-19 pandemic, and work interventions to offset stresses have been effective. Our study sought to test these propositions, documenting and describing the complexity of worker well-being around two lockdown periods. Methods: Using 17 waves of data from a longitudinal st...
Preprint
Full-text available
Although popular in the organizational sciences, in the media, and in practice, the concepts of “generations” and “generational differences” have been increasingly scrutinized based on theoretical, methodological, and statistical concerns. Here, we present a short obituary to bid adieu to these troubled concepts, with the hopes of memorializing and...
Article
Full-text available
The concept of workforce agility has become increasingly popular in recent years as agile individuals are expected to be better able to handle change and uncertainty. However, agility has rarely been studied in a systematic way. Relations between agility and positive work outcomes, such as higher performance or increased well-being, have often been...
Article
Full-text available
Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a th...
Article
Full-text available
Due to climate change, the need to protect biodiversity and reduce pollution, and governmental regulations, many organizations are aiming to become more environmentally sustainable. In this context, researchers and practitioners are increasingly interested in the construct of employee green behavior (EGB). EGB has been considered by numerous empiri...
Preprint
Full-text available
Due to climate change, the need to protect biodiversity and reduce pollution, and governmental regulations, many organizations are aiming to become more environmentally sustainable. In this context, researchers and practitioners are increasingly interested in the construct of employee green behavior (EGB). EGB has been considered by numerous empiri...
Article
Full-text available
Agile work practices have been adopted by most software development organizations and by many large organizations from other industries. The introduction of agile work practices is assumed to positively affect work characteristics and, in turn, well-being of employees. So far, there is only very little and methodologically limited empirical researc...
Article
Full-text available
Folk wisdom suggests that “you cannot teach an old dog new tricks.” Accordingly, as the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern by testing, at the...
Preprint
Folk wisdom suggests that “you cannot teach an old dog new tricks.” Accordingly, as the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern by testing, at the...
Article
Full-text available
The article discusses potential models of the relationship between technology-enabled work arrangements and employee voice. In that, we draw upon the more general discussion on the relationship between (digital) technologies and work arrangements. Specifically, we describe an evolution from overly social or technical deterministic approaches that p...
Book
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The edited volume Age and Work: Advances in Theory, Methods, and Practice presents a systematic collection of key advances in theory, methods, and practice regarding age(ing) and work. This cutting-edge collection breaks new ground by developing novel and useful theory, explaining underutilized but important methodological approaches, and suggestin...
Preprint
Full-text available
Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a th...
Preprint
Full-text available
Organizational researchers and practitioners have become increasingly interested in how subjective age—employees’ perceived age—is related to important work and career outcomes. However, the direction of the relationship between employees’ subjective age and retirement intentions remains unclear, thus preventing theoretical advances and effective i...
Article
Full-text available
Algorithmic automatic item generation can be used to obtain large quantities of cognitive items in the domains of knowledge and aptitude testing. However, conventional item models used by template-based automatic item generation techniques are not ideal for the creation of items for non-cognitive constructs. Progress in this area has been made rece...
Article
Full-text available
Organizational researchers and practitioners have become increasingly interested in how subjective age—employees’ perceived age—is related to important work and career outcomes. However, the direction of the relationship between employees’ subjective age and retirement intentions remains unclear, thus preventing theoretical advances and effective i...
Article
Full-text available
Talk about generations is everywhere and particularly so in organizational science and practice. Recognizing and exploring the ubiquity of generations is important, especially because evidence for their existence is, at best, scant. In this article, we aim to achieve two goals that are targeted at answering the broad question: “What accounts for th...
Article
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Little is known about the relative influence of age-differentiated leadership on healthy aging at work. Likewise, the age-conditional influence of age-differentiated leadership is understudied, and especially so in the context of the COVID-19 pandemic. Using a three-wave longitudinal study, we examined the role that age-differentiated leadership pl...
Article
Full-text available
The strength and vulnerability integration (SAVI) model posits that development across the adult lifespan is accompanied by improvements in emotion regulation and declines in physiological flexibility. Due to these age-related changes, emotional well-being is expected to be higher among older (vs. younger) adults when they experience no or only min...
Preprint
Full-text available
The strength and vulnerability integration (SAVI) model posits that development across the adult lifespan is accompanied by improvements in emotion regulation and declines in physiological flexibility. Due to these age-related changes, emotional well-being is expected to be higher among older (vs. younger) adults when they experience no or only min...
Article
Full-text available
Employee surveys are often used to support organizational development (OD), and particularly the follow-up process after surveys, including action planning, is important. Nevertheless, this process is oftentimes neglected in practice, and research on it is limited as well. In this article, we first define the employee survey follow-up process and d...
Article
Full-text available
The present study contributes to the emerging field of gamification in personnel selection by examining validity and acceptance of the Gamified Set-Shifting Task (GSST), which is based on a well-established neuropsychological test of cognitive flexibility, the Wisconsin Card Sorting Test (WCST). Results based on a sample of 180 participants in an o...
Article
Full-text available
Idle time at work is a phase of involuntary downtime during which employees experience that they cannot carry out their work tasks. In contrast to breaks, interruptions, procrastination, or withdrawal behavior, employees cannot work because of the absence of work-related tasks. Based on action regulation theory, we develop an integrative conceptual...
Article
Full-text available
Research has shown that employee voice (i.e., speaking up with constructive suggestions at work) can be beneficial to organizational functioning, but much less research has looked at how voice affects the individual employee. Based on the job demands-resources (JD-R) model, we develop and test theory on how voice may positively affect employees' jo...
Article
Full-text available
The present study contributes to the emerging field of gamification in personnel selection by examining validity and acceptance of the Gamified Set-Shifting Task (GSST), which is based on a well-established neuropsychological test of cognitive flexibility, the Wisconsin Card Sorting Test (WCST). Results based on a sample of 180 participants in an o...
Article
Full-text available
Algorithmic automatic item generation can be used to obtain large quantities of cognitive items in the domains of knowledge and aptitude testing. However, conventional item models used by template-based automatic item generation techniques are not ideal for the creation of items for non-cognitive constructs. Progress in this area has been made rece...
Preprint
Full-text available
Over the past two years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodolog...
Article
Full-text available
Over the past two years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodolog...
Article
Full-text available
Age discrimination can undermine older people’s motivation to stay engaged with their lives and poses a major challenge to healthy aging. In this article, we review research on age discrimination in different life domains, including health and work. Motivation and health constitute potential antecedents as well as outcomes of age discrimination, wi...
Chapter
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Many modern jobs entail paradoxical work demands that require different behaviors that constitute typical strengths of younger and older employees, respectively (e.g., learning new knowledge vs. applying existing knowledge). At the same time, employees’ characteristics change with age (e.g., losses in information processing capacity, gains in exper...
Article
Full-text available
Research has recently started to examine relationships between proactive behavior and employee well-being. Investigating these relationships is important to understand the effects of proactive behavior at work, and whether proactive behavior leads to an increase or a decrease in well-being. In this daily-diary study, we investigated effects of proa...
Article
Full-text available
Engaging in work-related activities after hours is increasingly common among knowledge workers due to modern information and communication technologies. The potential downsides of technology-assisted supplemental work (TASW) are well-researched. In contrast, the question how TASW can support employees in meeting their work demands has not received...
Article
Full-text available
Objective Prisoners constitute a high-risk group for suicide, with suicide rates about 5 to 8 times higher than in the general population. The first weeks of imprisonment are a particularly vulnerable time, but there is limited knowledge about the risk factors for either early or late suicide events. Methods Based on a national total sample of pri...
Article
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Proactive behavior entails self-starting actions oriented toward change in the future. Other people’s perceptions of an employee’s proactive behavior are likely shaped by personal characteristics of the employee and related expectations. We hypothesized that the intersectionality of age, gender, and two motives (i.e., achievement and benevolence) i...
Article
Building on the seminal definition of “healthy aging” by the World Health Organization (WHO, 2015; 2020), we present a model of motivation and healthy aging that is aimed at identifying the central psychological constructs and processes for understanding what older persons value, and how they can attain and maintain these valued aspects of their li...
Article
Full-text available
The goal of this longitudinal study was to examine how three dimensions of self-reported work performance, including task proficiency, adaptivity, and proactivity, changed between December 2019 and September 2020 in Germany. Based on event system and transition theories, we expected work performance to decline due to the "lockdown" between early Ap...
Preprint
Full-text available
The goal of this longitudinal study was to examine how three dimensions of self-reported work performance, including task proficiency, adaptivity, and proactivity, changed between December 2019 and September 2020 in Germany. Based on event system and transition theories, we expected work performance to decline due to the “lockdown” between early Ap...
Article
Full-text available
A great deal of attention has been paid to various contextual features of the aging process, and this is especially true in the study of aging, work, and retirement. Here, we review two books—one written for a “popular” audience, the other for an “academic” audience—that explore features of later-life work and retirement. Across both texts, a commo...
Article
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Employee surveys are commonly used tools in organizations for the purpose of organizational development. We investigated the post-survey action planning process in 3,091 organizational units (OUs) of one large company in Germany. We expected action planning to lead to improvements on subsequent employee survey scores, with OUs that continuously and...
Article
Full-text available
The concept of workforce agility has become increasingly popular in recent years. However, defining it has sparked much discussion and ambiguity. Recognizing this ambiguity, this paper aims to inductively develop a behavioral taxonomy of workforce agility. We interviewed 36 experts in the field of agility and used concept mapping and the critical i...
Preprint
Full-text available
Only recently has research started to examine relationships between proactive behavior and employee well-being. Investigating these relationships is important for understanding the effects of proactivity at work, and whether proactivity leads to an increase or a decrease in well-being. In this study, we investigated day-level effects of proactive b...
Article
Full-text available
Career adaptability is a psychosocial resource that aids in coping with current and anticipated tasks, transitions, and traumas that people experience in their occupational roles. Although there is a great deal of evidence that career adaptability relates to important career outcomes, the role that it is perceived to play in involuntary, radical, a...
Preprint
Full-text available
Career adaptability is a psychosocial resource that aids in coping with current and anticipated tasks, transitions, and traumas that people experience in their occupational roles. Although there is a great deal of evidence that career adaptability relates to important career outcomes, the role that it is perceived to play in involuntary, radical, a...
Article
Full-text available
This article for the 50th anniversary issue of the Journal of Vocational Behavior theoretically integrates, reviews, and critically discusses research that investigates vocational behavior and development based on life stage, lifespan, and life course perspectives. First, we describe key tenets of these perspectives and associated theories of vocat...
Chapter
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The goal of this chapter is to address the potential affective consequences of proactive personality and behaviour. In the following sections, I first briefly introduce the notion of employee affect, including emotions, moods, and trait affectivity. Second, I describe a conceptual model on the proximal consequences of (change in) proactive personal...
Article
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Commentary on Hu, X., Barber, L.K., Park, Y., & Day. A. (in press). Defrag and reboot? Consolidating information and communication technology research in I-O Psychology. Industrial and Organizational Psychology, 14(2). In their focal article, Hu et al. (2021) highlight the wide range of ICT-related phenomena in the work context. In addition to brea...
Article
Full-text available
Commentary on Hu, X., Barber, L.K., Park, Y., & Day. A. (in press). Defrag and reboot? Consolidating information and communication technology research in I-O Psychology. Industrial and Organizational Psychology, 14(2). We agree with Hu et al. (in press) that research on informational and communication technology (ICT) use in the workplace is impor...
Article
Full-text available
Based upon theories that describe the process of family stress adaptation, we model changes in family demands and satisfaction with family life during the COVID-19 pandemic among a sample of n = 1,042 respondents from Germany. Moreover, based on ecological perspectives on the role of family context, we consider partnership status and parental statu...
Preprint
Full-text available
Based upon theories that describe the process of family stress adaptation, we model changes in family demands and satisfaction with family life during the COVID-19 pandemic among a sample of n = 1,042 respondents from Germany. Moreover, based on ecological perspectives on the role of family context, we consider partnership status and parental statu...
Article
Full-text available
Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four e...
Article
Full-text available