Michael Knoll- Doctor of Psychology
- Researcher at Leipzig University
Michael Knoll
- Doctor of Psychology
- Researcher at Leipzig University
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54
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Introduction
Current institution
Publications
Publications (54)
In this study, we integrate propositions of conservation of resources theory and role theory to examine between-person and reciprocal within-person relations among leader health, leader identity, and three forms of leadership behavior (i.e., transformational, contingent reward, and laissez-faire leadership). We collected monthly data from N = 1,244...
When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee sile...
Zusammenfassung: Ob Menschen kritische Themen – z. B. eigene Fehler, die Verletzung moralischer und rechtlicher Standards durch andere, Möglichkeiten zur Verbesserung ineffizienter Prozesse und Strukturen – ansprechen oder verschweigen beeinflusst deren eigenes Lernen und Wohlbefinden und die nachhaltige Entwicklung der Organisationen und Gesellsch...
Purpose
This paper aims to explore how the context in a dynamically developing country affects employee silence in India.
Design/methodology/approach
Qualitative design involving semi-structured interviews with employees and managers from different sectors in the Mumbai and Delhi areas. An abductive approach was used to analyze the data.
Findings...
Dies ist eine Vorversion des in der Zeitschrift ASU (Arbeitsmedizin, Sozialmedizin und Umweltmedizin) Zeitschrift für medizinische Prävention im Heft 7/2024 erschienenen Artikels.
Der finale Artikel kann im offenen Zugang hier eingesehen werden: https://www.asu-arbeitsmedizin.com/praxis/arbeitssicherheit-ausgesprochen-sicherer-schweigen-als-thema-...
Zusammenfassung In diesem Beitrag geht es um konstruktiven und destruktiven Umgang mit kritischen Themen in der Arbeitswelt. Der Autor beschreibt zunächst Wege, auf denen sich Mitarbeitende im Arbeitskontext ausdrücken können. Danach diskutiert er anhand von 6 TakeAway Messages den aktuellen Forschungsstand zum Phänomen des Schweigens in Organisati...
Although several theories, such as Conservation of Resources (COR) Theory, point to the potential of gain spirals of personal resources (i.e., the increase in personal resources over time), the processes that drive these spiral effects are under-theorized. Moreover, rigorous research that adequately tests these processes is lacking. Using two multi...
Im Kapitel sensibilisieren wir für persönliche, soziale und organisationale Herausforderungen, mit denen Menschen mit chronischen Erkrankungen konfrontiert sind, wenn sie Führungspositionen anstreben und/oder ausüben. Wir erläutern, wie chronische Erkrankungen die verfügbaren Ressourcen und das Selbstbild von (potentiellen) Führungskräften beeinflu...
Vom Scheitern spricht man wenn Führungskräfte, die lange erfolgreich waren, in ihrem Aufstieg stagnieren und/oder gänzlich vom Karrierepfad abkommen (z.B. entlassen werden). Obwohl ein Großteil der Führungskräfte über ihre (Berufs-)Lebensspanne hinweg die Erfahrung des Scheiterns macht und dies für die Führungskräfte selbst sehr belastend und für d...
In their focal article, White et al. (2022) substantiated the assumption that I-O psychologists’ research often lags behind technology emergence, reducing its role to repair any negative consequences of technology use (e.g., health and privacy concerns; see also Landers & Marin, 2021). This is particularly problematic as decisions to install a tech...
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...
This paper aims to encourage a debate on the proposed transactive relationship between voice and contemporary social, economic and technological (SET) developments. Specifically, we propose that SET developments change how work is approached, organized and designed, and that these changes challenge employee rights, roles and responsibilities. How e...
This is a preprint of a chapter that I contribute to an upcoming book called "Silence of Organizations: How Organizations Cover up Wrongdoings". The book is based on a conference that Sebastian Starystach and Kristina Höly organized in a superb way in Heidelberg in 2019 (see https://www.hadw-bw.de/news/events/das-schweigen-der-organisationen-wie-or...
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...
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...
The relationship between exhaustion and work engagement has received considerable attention during the past decades. Although the theoretical proposition exists that work engagement may increase exhaustion over time, previous research has been mixed. Drawing on the transactional stress model and applying latent growth modeling, we aim to provide a...
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...
Employee silenceand workplace bullyingEmployee silence about workplace bullying and mistreatment is prevalent and harmful to employee well-being and productivity. It limits organizations’ ability to address the costly problem of workplace bullying by precluding interventions and prevention efforts. This chapter focuses on workplace bullying–employe...
Leaders are important for overcoming silence in organizations, because they can serve as role models and facilitate voice, for example, by being just. However, at times, leaders themselves remain silent. In such instances, trickle-down models of leadership and role-modeling theory suggest that leader silence results in follower silence. Drawing on...
Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our resea...
Although prior research has linked being authentic to individual well-being, little is known about authenticity’s external effects, that is, whether being around those who are authentic is good or bad for us. Integrating authenticity research and social penetration theory, we propose that others’ authenticity facilitates a number of positive intra-...
Managers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting...
Although previous research has established that employee silence can weaken organizational performance and development, less is known about potential detrimental effects of silence on individual employees, who may believe that they have plausible reasons for remaining silent. We propose negative effects of silence on employee well-being, focusing o...
Employee silence about workplace bullying and mistreatment is prevalent and harmful to employee well-being and productivity. It limits organizations’ ability to address the costly problem of workplace bullying by precluding interventions and prevention efforts. This chapter focuses on workplace bullying–employee silence linkages drawn from foundati...
Our research examines the role of followers in unethical leadership. Drawing on a social-cognitive approach to leadership and recent research in the field of behavioral ethics, we focus on how leader behavior and follower information processing interact to produce unethical outcomes. In two experimental studies simulating a personnel-selection cont...
This article has three objectives. Firstly, we seek to demonstrate the important role of voice and silence – that is, whether employees contribute or withhold information, ideas, views and/or concerns at work – for the sustainable development of individuals, organizations and societies. Our second objective is to identify emerging (and enduring) is...
Ob kritische Themen in Organisationen angesprochen oder verschwiegen werden, beeinflusst das individuelle und kollektive Lernen, die Qualität von Gruppenentscheidungen, das Erkennen von Fehlentwicklungen und das Wohlbefinden der Organisationsmitglieder. Für Führungskräfte stellt die offene Rückmeldung von Seiten der Geführten zudem einen wichtigen...
In the business context, there is a broad spectrum of practices that potentially harm others, yet might benefit the organization. We examined the influence of individual and situational differences in predicting (un)ethical behavior in these moral gray zones using an in-basket exercise that included covert moral issues in which managers could give...
Employer-sponsored voice practices (ESVPs) are a tool used by human resource management to increase voice behavior and fulfill legal requirements for employee participation and consultation. Conceptual papers question the usefulness of ESVPs, arguing that they may promote selective expression at work in the way that employees who use ESVPs suggest...
Basic research suggests that authenticity is a potential important antecedent of responsible organizational behavior and occupational health. However, ambiguities concerning the concept’s content and boundaries and measurement problems limit cumulative theory building and easy adaption in organizational research. We address these barriers by integr...
Ob kritische Themen in Organisationen angesprochen oder verschwiegen werden, beeinflusst das individuelle und kollektive Lernen, die Qualität von Gruppenentscheidungen, das Erkennen von Fehlentwicklungen und das Wohlbefinden der Organisationsmitglieder. Für Führungskräfte stellt die offene Rückmeldung von Seiten der Geführten zudem einen wichtigen...
This symposium aligns well with the All Academy Meeting theme of the “Power of Words”. It addresses antecedents and consequences of silence and voice from the perspective of managerial and non-managerial employees with five presentations that include both theoretical and empirical works. Silence behavior is emerging as a central element of core org...
Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-section...
Silence in organizations refers to a state in which employees refrain from calling attention to issues at work such as illegal or immoral practices or developments that violate personal, moral, or legal standards. While Morrison and Milliken (Acad Manag Rev 25:706–725, 2000) discussed how organizational silence as a top-down organizational level ph...
Die in den drei Manuskripten vorgestellten Arbeiten zielen auf die Beantwortung der Frage, warum in Organisationen Fehlentwicklungen nicht angesprochen werden. Die Ergebnisse der Arbeit lassen sich folgendermaßen zusammenfassen:
1) Ein funktionaler Ansatz wurde vorgestellt, mit dessen Hilfe die verfügbaren Erklärungsansätze zu Organizational Silenc...
Aufgrund des hohen Unfallrisikos wird der Fernfahrerberuf als „gefahrengeneigte Tätigkeit“ (Kiegeland 1997, 1) bezeichnet. Da die Fahrer diese Tätigkeit zudem in einem Kontext ausführen, in dem das Unfallrisiko nicht „nur“ sie selbst
bzw. ihre Gesundheit bedroht, sondern auch für andere Verkehrsteilnehmer eine Gefährdung darstellen kann, weist ihre...
Network capital. Analysis of newly founded companies under consideration of embeddedness, relation and development
Many entrepreneurial research studies underline implicitly the positive evidence of a connection between the economic success and networks. However, any social relationship which an entrepreneur maintains does not necessarily have positive effects and consequently does not represent a capital to the new established organization. Dysfunctional effec...
Der Terminus Netzwerkkapital ist in der Gründungsliteratur positiv besetzt und wird als unabdingbare Voraussetzung für Unternehmensgründungen gesehen (z.B. Krücken/Meier 2003: 72f.). Leicht lässt sich schlussfolgern, dass soziale Beziehungen für ein neu gegründetes Unternehmen mit einem verbesserten Zugang zu Gütern, Dienstleistungen, Informationen...
