Guy Louis Alice Notelaers

E-mailGuy.Notelaers@uib.no
Phone+47 55 58 86 44
Visitor Address
Christies gate 12

5015 Bergen
Postal Address
Postboks 7807

5020 Bergen

Guy Notelaers his research is predominantly in the domain of workplace bullying, well-being at work, psychosocial factors , risk control and leadership. Guy Notelaers is also strongly interested in scale development and latent class modelling.

Guy Notelaers teaches in personnal psychology, work and organizational psychology, leadership, research methods and statistics, organizational - and leader development and the development of the work environment.

Academic article

Show author(s) (2023). When the going gets tough and the environment Is rough: The role of departmental level hostile work climate in the relationships between job stressors and workplace bullying. International Journal of Environmental Research and Public Health (IJERPH). 1-18.
Show author(s) (2023). Psychosocial safety climate as a moderator in role stressor- bullying relationships: A multilevel approach. Safety Science.

Show author(s) (2022). When does exposure to daily negative acts frustrate employees’ psychological needs? A within-person approach. Journal of Occupational Health Psychology. 1-18.
Show author(s) (2022). The impact of follower leadership position on transformational leadership as moderator of the association between work-related ambiguity and job satisfaction. Frontiers in Psychology. 11 pages.
Show author(s) (2022). Openness about Sexual Orientation and Exposure to Workplace Bullying. Scandinavian Journal of Work and Organizational Psychology.
Show author(s) (2022). High-Performance Work Practices and Interpersonal Relationships: Laissez-Faire Leadership as a Risk Factor. Frontiers in Psychology.
Show author(s) (2022). High Performance Work Systems, Justice, and Engagement: Does Bullying Throw a Spanner in the Works? International Journal of Environmental Research and Public Health (IJERPH).
Show author(s) (2022). Does Bystander Behavior Make a Difference? How Passive and Active Bystanders in the Group Moderate the Effects of Bullying Exposure. Journal of Occupational Health Psychology. 119-135.

Show author(s) (2021). The influence of target personality in the development of workplace bullying. Journal of Occupational Health Psychology. 291-303.
Show author(s) (2021). Putting Workplace Bullying in Context: The Role of High-Involvement Work Practices in the Relationship Between Job Demands, Job Resources, and Bullying Exposure. Journal of Occupational Health Psychology. 136-151.
Show author(s) (2021). Perceptions of Customer Incivility, Job Satisfaction, Supervisor Support, and Participative Climate: A Multi-Level Approach. Frontiers in Psychology. 1-12.
Show author(s) (2021). Aggression and psychological distress in male and female anabolic-androgenic steroid users: A multigroup latent class analysis. Frontiers in Psychiatry. 9 pages.

Show author(s) (2020). Workplace bullying as predicted by non-prototypicality, group identification and norms: a self-categorisation perspective. Work & Stress. 279-299.
Show author(s) (2020). The Importance of Intra-Organizational Networking for Younger Versus Older Workers: Examining a Multi-Group Mediation Model of Individual Task Performance Enhancement. Frontiers in Psychology. 1-13.
Show author(s) (2020). Person-environment fit as a parsimonious framework to explain workplace bullying. Journal of Managerial Psychology. 317-332.
Show author(s) (2020). Friend or foe? The impact of high‐performance work practices on workplace bullying. Human Resource Management Journal. 312-326.
Show author(s) (2020). A multilevel model of job insecurity and engagement. Journal of Managerial Psychology. 529-541.

Show author(s) (2019). Manifesto for the future of work and organizational psychology. European Journal of Work and Organizational Psychology. 289-299.
Show author(s) (2019). Engaging leader – Engaged employees? A cross-lagged study on employee engagement. European Management Journal. 772-783.
Show author(s) (2019). Engaging leader – Engaged employees? A cross-lagged study on employee engagement. European Management Journal.
Show author(s) (2019). Effort-reward imbalance: A risk factor for exposure to workplace bullying. Frontiers in Psychology. 1-5.
Show author(s) (2019). Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ). Psicothema. 482-490.

Show author(s) (2018). The “silent assassin” in your organization? Can job insecurity climate erode the beneficial effect of a high-quality leader-member exchange? Personnel Review. 1174-1193.
Show author(s) (2018). The ‘Silent Assassin’ in your organization: Can job insecurity climate erode the beneficial effects of a high-quality leader-member exchange? Personnel Review.
Show author(s) (2018). The effects of workplace bullying on witnesses: violation of the psychological contract as an explanatory mechanism? International Journal of Human Resource Management. 1-21.
Show author(s) (2018). Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity. Work & Stress. 58-75.
Show author(s) (2018). Do interpersonal conflict, aggression and bullying at the workplace overlap? A latent class modeling approach. Frontiers in Psychology. 1-14.
Show author(s) (2018). Development and validation of the short-form employability five-factor instrument. Journal of Vocational Behavior. 236-248.
Show author(s) (2018). A Latent Class Approach for Classifying the Problem and Disordered Gamers in a Group of Adolescence. Frontiers in Psychology. 1-11.

Show author(s) (2017). The reciprocal relationship between job insecurity and depressive symptoms: A latent transition analysis. Journal of Organizational Behavior. 1197-1218.
Show author(s) (2017). The effect of exposure to bullying on turnover intentions: The role of perceived psychological contract violation and benevolent behaviour. Work & Stress. 355-374.
Show author(s) (2017). Leadership, affect and outcomes: symmetrical and asymmetrical relationships. Leadership & Organization Development Journal. 51-65.
Show author(s) (2017). Introduction of a new instrument to measure motivation for gaming: the electronic gaming motives questionnaire. Addiction. 1658-1668.
Show author(s) (2017). Aggression from Patients or Next of Kin and Exposure to Bullying Behaviors: A Conglomerate Experience? Nursing Research and Practice. 12 pages.

Show author(s) (2016). When task conflict becomes personal: the impact of perceived team performance. Small Group Research. 569-604.
Show author(s) (2016). Psychopathology and personality characteristics in pathological gamblers: Identifying subgroups of gamblers. Journal of Gambling Issues. 68-88.
Show author(s) (2016). Is the Gambling Motives Questionnaire really three-dimensional? A proposition of a four-dimensional Gambling Motives Questionnaire–Revised. Addictive Behaviours. 68-73.
Show author(s) (2016). Does exposure to bullying behaviors at the workplace contribute to later suicidal ideation? A three-wave longitudinal study. Scandinavian Journal of Work, Environment and Health. 246-250.
Show author(s) (2016). Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators. European Journal of Work and Organizational Psychology. 1-12.

Show author(s) (2015). Workplace harassment: Deterring role of transformational leadership and core job characteristics. Scandinavian Journal of Management. 121-135.
Show author(s) (2015). Workplace bullying and suicidal ideation: A 3-wave longitudinal Norwegian study. American Journal of Public Health. e23-e28.
Show author(s) (2015). Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates. International Journal of Human Resource Management. 1523-1546.
Show author(s) (2015). Exposition au harcèlement psychologique au travail: Impact sur la satisfaction au travail, l’implication organisationnelle et l’intention de départ. Psychologie du Travail et des Organisations. 358-379.

Show author(s) (2014). Toward a moderated mediation model of innovative work behavior enhancement: a study of leader-member exchange and organizational citizenship behavior by firm performance. Journal of Organizational Change Management. 642-659.
Show author(s) (2014). Implications of family busines employment for employees’ innovative work involvement. Family Business Review. 123-144.
Show author(s) (2014). Identifying Victims of Workplace Bullying by Integrating Traditional Estimation Approaches Into a Latent Class Cluster Model. Journal of Interpersonal Violence. 1155-1177.
Show author(s) (2014). An Individual Psychology Approach toward Underlying Factors of Workplace Bullying. The Journal of Individual Psychology. 220-244.

Show author(s) (2013). The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire-Revised in a representative sample. European Journal of Work and Organizational Psychology. 670-682.
Show author(s) (2013). Testing the strain hypothesis of the Demand Control Model to explain severe bullying at work. Economic and Industrial Democracy: an international journal. 69-87.
Show author(s) (2013). Pay-level satisfaction and employee outcomes: the moderating effect of employee-involvement climate. Human Resource Management. 399-421.
Show author(s) (2013). Identifying victims of workplace bullying by integrating traditional estimation approaches into a latent class cluster model. Journal of Interpersonal Violence.

Show author(s) (2012). Workplace Bullying, Emotions, and Outcomes. Violence and Victims. 360-377.
Show author(s) (2012). Choosing a major in higher education: Profiles of students' decision-making process. Contemporary Educational Psychology. 229-239.

Show author(s) (2011). Workplace bullying and sleep quality: the mediating role of worry and need for recovery. Psicología conductual. 453-468.
Show author(s) (2011). The relationship between the work unit's conflict management styles and bullying at work: Moderation by conflict frequency. Economic and Industrial Democracy: an international journal. 401-419.
Show author(s) (2011). The importance of followers’ emotions in effective leadership. Scandinavian Journal of Organizational Psychology. 17-31.
Show author(s) (2011). The Demand-Control model and target's reports of bullying at work: A test within Spanish and Belgian blue-collar workers. European Journal of Work and Organizational Psychology. 157-177.
Show author(s) (2011). Leadership and role stressors as departmental level predictors of workplace bullying. International Journal of Stress Management. 305-323.
Show author(s) (2011). Leadership and fulfillment of the three basic psychological needs at work. Career Development International. 507-523.
Show author(s) (2011). Job demands-resources and early retirement intention: Differences between blue-and white-collar workers. Economic and Industrial Democracy: an international journal. 47-68.
Show author(s) (2011). Exploring risk groups workplace bullying with categorical data. Industrial Health. 73-88.

Show author(s) (2010). Valutar il rischio mobbing nelle organizzazioni. Contributo alla validazione italiana delo Short Negative Acts Questionnaire (S-NAQ). Psicologia Sociale. 147-167.
Show author(s) (2010). The prevalence of destructive leadership behaviour. British Journal of Management. 438-452.
Show author(s) (2010). The Demand-Control model and target's reports of bullying at work: A test within Spanish and Belgian blue-collar workers. European Journal of Work and Organizational Psychology. 21 pages.
Show author(s) (2010). Sexual harassment: Prevalence, outcomes, and gender differences assessed by three different estimation methods. Journal of Aggression, Maltreatment & Trauma. 252-274.
Show author(s) (2010). Job insecurity and employee health: The buffering potential of job control and job self-efficacy. Work & Stress. 56-72.
Show author(s) (2010). A job characteristics approach to explain workplace bullying. European Journal of Work and Organizational Psychology. 487-504.

Show author(s) (2009). Validation of a Questionnaire on Applicants' Expectations about Selection Procedures. Gedrag & Organisatie. 50-75.
Show author(s) (2009). Unnasluntring på jobben - et problem i norsk arbeidsliv? om kontroproduktiv atferd på jobben og tilbaketrekking fra arbeidsrollen. Søkelys på arbeidslivet. 153-176.
Show author(s) (2009). Transitioning between temporary and permanent employment: A two-wave study on the entrapment, the stepping stone and the selection hypothesis. Journal of Occupational and Organizational Psychology. 67-88.
Show author(s) (2009). Prevalence of workplace bullying in Norway: Comparisons across time and estimation methods. European Journal of Work and Organizational Psychology. 81-101.
Show author(s) (2009). Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised. Work & Stress. 24-44.
Show author(s) (2009). Job Insecurity and Employability in Fixed-Term Contractors, Agency Workers, and Permanent Workers: Associations With Job Satisfaction and Affective Organizational Commitment. Journal of Occupational Health Psychology. 193-205.

Show author(s) (2008). Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers. Work & Stress. 201-223.
Show author(s) (2008). From conflict escalation to workplace bullying: an analysis with the conflict management styles of the Dual Concern Theory. Gedrag & Organisatie. 113-136.
Show author(s) (2008). Construction of a risk assessment tool to prevent workplace bullying. Gedrag & Organisatie. 254-277.
Show author(s) (2008). Applicant selection expectations: Validating a multidimensional measure in the military. International Journal of Selection and Assessment. 170-176.

Show author(s) (2007). Pesten op het werk: risicofactoren in werk en organisatie. Tijdschrift voor Arbeidsvraagstukken. 306-320.
Show author(s) (2007). Hangt een parallelle hiearchie in ziekenhuizen samen met de prevalentie van pesten bij verpleegkundigen? Gedrag & Organisatie. 160-175.

Lecture

Show author(s) (2022). The role of psychosocial safety climate and conflict management climate in predicting bulllying.

Show author(s) (2015). Validity and measurement issues in OB research.

Academic lecture

Show author(s) (2022). Psychosocial Safety Climate as Moderator in the Role Stressor- Bullying Relationship: A Multilevel Approach.
Show author(s) (2022). Keynote: Workplace Bullying 2.0 - Unravelling the Process of WB. Methodological and Statistical Considerations.
Show author(s) (2022). Hear Evil Yet See No Evil: Is Telework a Mental Shield Between Exposure to and Perception of Workplace Bullying?
Show author(s) (2022). Escalation and De-Escalation of Conflicts and Bullying at Work: A Latent Class Analysis.

Show author(s) (2021). Keynote : Construct validity in workplace bullying research: A methodological challenge for researchers and interventionists.

Show author(s) (2020). Successful aging at work: A psychometric analysis of a new scale.
Show author(s) (2020). Identification and analyses of psychosocial risks in the Belgian legal framework: the Short Inventory to Monitor Psychosocial Hazards (5A).
Show author(s) (2020). From risk factors to risk constellations : adopting a person centered approach to psychosocial risk analysis.

Show author(s) (2019). Individual experiences of group conflict as a predictor of workplace bullying: The moderating role of laissez-faire leadership climate .

Show author(s) (2018). Person-job fit and workplace bullying: the impact of perceived job insecurity.
Show author(s) (2018). Black sheep welcome: A multilevel study of anti-bullying norms as a buffer against ill treatment of prototypically peripheral work group members.

Show author(s) (2016). Workplace bullying: A gradual process?
Show author(s) (2016). Who (doesn’t) fit the shoe: Introduction of the Person-Environment misfit theory in explaining workplace bullying.
Show author(s) (2016). The chicken or the egg: cross-lagged relationships between person-environment misfit and workplace bullying.
Show author(s) (2016). Perpetrators and targets mistreatment. What´ s in the name… a matter of content validity.

Show author(s) (2015). When do “targets” perceive themselves as “victims” of workplace bullying?
Show author(s) (2015). The reciprocal relationship between job insecurity and depressive symptoms: A latent transition analysis.
Show author(s) (2015). The moderating effect of work discrimination on workplace bullying: social group categorization and the impact of socially stigmatized identities.
Show author(s) (2015). The effect of exposure to negative social behaviour on turnover intentions: the role of perceived psychological contract violation and prosocial behaviours.
Show author(s) (2015). Sitting in the wrong chair: The relation between person-environment misfit and workplace bullying.
Show author(s) (2015). Measuring workplace bullying in Lithuania: Psychometric properties of the Negative Acts Questionnaire- Revised.
Show author(s) (2015). How and when may laissez-faire leadership have negative consequences?
Show author(s) (2015). Deepening and broadening our understanding of workplace bullying.
Show author(s) (2015). Bullying, an escalated conflict?

Show author(s) (2014). Workplace bullying: the role of transformational leadership, two principles of industrial democracy, and Lifestyle.
Show author(s) (2014). The Michigan model of stress for studying the effects of changes in the job on workplace bullying.
Show author(s) (2014). Patyčios darbe: transformacinio vadovavimo, dviejų organizacinės demokratijos principų ir gyvenimo stiliaus vaidmuo.
Show author(s) (2014). Patterns of ‘good' and ‘bad' leadership behaviours, and their relationships with individual outcomes.
Show author(s) (2014). Measuring worplace bullying.
Show author(s) (2014). Lifestyle, problem solving, workplace bullying and strenuous working conditions: a moderated mediation model.
Show author(s) (2014). Individual and situational factors as risks and deterrents of perceived exposure to workplace bullying.
Show author(s) (2014). Exposure to bullying at work: Impact of job satisfaction, organizational commitment and intention to leave.
Show author(s) (2014). Dreikurs’ ideas on cooperative conflict solving: testing deterring effect on workplace bullying.
Show author(s) (2014). Development of workplace bullying.
Show author(s) (2014). Bendradarbiaujantis konfliktų sprendimo stilius kaip subjektyviai suvokiamų patyčių darbe saugos veiksnys.
Show author(s) (2014). An indirect effect of lifestyle on perceived exposure to workplace bullying via problem solving.

Show author(s) (2013). Workplace Bullying, a proces?
Show author(s) (2013). Transformational leadership, conflict handling and workplace bullying: Testing two models of mediation.
Show author(s) (2013). Transformacines lyderystes ir esminiu darbo charakteristiku sasajos su priekabiavimu darbe.
Show author(s) (2013). Symposium: New trends in Research on Workplace bullying: Latest Results from Longitudinal Studies: State of the art.
Show author(s) (2013). Openess about sexuality and exposure to workplace bullying.
Show author(s) (2013). Employees as a Source of Innovation: The Role of Perceived Organizational Support in Family Firms.
Show author(s) (2013). Bullying, an escalated conflict? A linked Latent ClassMarkov approach to workplace bullying and conflicts.
Show author(s) (2013). Benefits of Employees’ Actual Use of HR-Practices Associated with New Ways to Work and Boundary Management Strategies: Towards a Conceptualization of New Ways to Work.
Show author(s) (2013). Antecedents of Workplace Bullying: an Individual Pyschology Approach.

Show author(s) (2011). Leadership behaviour, emotional reactions, and outcomes.

Show author(s) (2010). Aggression from clients was not perceived as bullying among Norwegian nurses.

Show author(s) (2009). Use and validation of the short inventory to monitor psychosocial hazards at the workplace.
Show author(s) (2009). The construction and validity of the Short-Negative Acts Questionnaire.
Show author(s) (2009). Organisational climate, role stressors and workplace bullying: Some thoughts about causal relationships.
Show author(s) (2009). Job stress as an underlying mechanism to explain the occurrence and effects of workplace bullying.
Show author(s) (2009). Job Demands-Resources and their Associations with Early Retirement.
Show author(s) (2009). Extension of Karaseks job demand control model to bullying at work: A test within Spanish and Belgian blue-collar workers.
Show author(s) (2009). Exposure to destructive leadership: Relationships with job satisfaction, work-withdrawal, intentions to leave.
Show author(s) (2009). Exposition au harcelement psychologique au travail: Impact sur la satisfaction au travail, l’implication organisationelle et l’intention de depart.
Show author(s) (2009). Distinguishing between targets and non targets of bullying: Applying a roc-analysis to the Negative Acts Questionnaire.
Show author(s) (2009). A job characteristics approach to explain workplace bullying.

Show author(s) (2008). Does Worry and Need for Recovery Mediate the Relationship between Bullying and Sleep Quality.
Show author(s) (2008). Assessing risk groups of workplace bullying in survey research.

Show author(s) (2007). Workplace bullying on the continental shelf.
Show author(s) (2007). Work characteristics and work related well-being of older employees: A Job Demands Resources Model perspective.
Show author(s) (2007). The Short Inventory to Monitor Psychosocial Hazards: combining Latent Class modelling and Structural Equation Modelling to monitor and evaluate intervention programs.
Show author(s) (2007). Risk Groups and Risk Sectors for Workplace Bullying among Flemish Employees.
Show author(s) (2007). Bullying at work, a matter of a culture of bullying?

Editorial

Show author(s) (2023). Dynamic and Multi-Party Approaches to Interpersonal Workplace Mistreatment Research. Group & Organization Management.

Non-fiction book

Show author(s) (2019). Concepts, Approaches and Methods. Springer.

Show author(s) (2010). Werken in Vlaanderen: vermoeiend of plezierig? : resultaten van 10 jaar onderzoek naar de beleving en beoordeling van arbeid. Acco.

Research groups

Bergen Bullying Research Group