Guy Notelaers's picture

Guy Notelaers

Professor, Work and Organizational Psychology
  • E-mailGuy.Notelaers@uib.no
  • Phone+47 55 58 86 44+47 954 65 057
  • Visitor Address
    Christiesgt. 12
  • 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
  • 2020. Workplace bullying as predicted by non-prototypicality, group identification and norms: a self-categorisation perspective. Work & Stress. 279-299.
  • 2019. Manifesto for the future of work and organizational psychology. European Journal of Work and Organizational Psychology. 289-299.
  • 2019. Engaging leader – Engaged employees? A cross-lagged study on employee engagement. European Management Journal. 772-783.
  • 2019. Effort-reward imbalance: A risk factor for exposure to workplace bullying. Frontiers in Psychology. 1-5.
  • 2019. Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ). Psicothema. 482-490.
  • 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.
  • 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.
  • 2018. Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity. Work & Stress. 58-75.
  • 2018. Do interpersonal conflict, aggression and bullying at the workplace overlap? A latent class modeling approach. Frontiers in Psychology. 1-14.
  • 2018. Development and validation of the short-form employability five-factor instrument. Journal of Vocational Behavior. 236-248.
  • 2018. A Latent Class Approach for Classifying the Problem and Disordered Gamers in a Group of Adolescence. Frontiers in Psychology. 1-11.
  • 2017. The reciprocal relationship between job insecurity and depressive symptoms: A latent transition analysis. Journal of Organizational Behavior. 1197-1218.
  • 2017. The effect of exposure to bullying on turnover intentions: The role of perceived psychological contract violation and benevolent behaviour. Work & Stress. 355-374.
  • 2017. Leadership, affect and outcomes: symmetrical and asymmetrical relationships. Leadership & Organization Development Journal. 51-65.
  • 2017. Introduction of a new instrument to measure motivation for gaming: the electronic gaming motives questionnaire. Addiction. 1658-1668.
  • 2017. Aggression from Patients or Next of Kin and Exposure to Bullying Behaviors: A Conglomerate Experience? Nursing Research and Practice. 12 pages.
  • 2016. When task conflict becomes personal: the impact of perceived team performance. Small Group Research. 569-604.
  • 2016. Psychopathology and personality characteristics in pathological gamblers: Identifying subgroups of gamblers. Journal of Gambling Issues. 68-88.
  • 2016. Is the Gambling Motives Questionnaire really three-dimensional? A proposition of a four-dimensional Gambling Motives Questionnaire–Revised. Addictive Behaviours. 68-73.
  • 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.
  • 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.
  • 2015. Workplace harassment: Deterring role of transformational leadership and core job characteristics. Scandinavian Journal of Management. 121-135.
  • 2015. Workplace bullying and suicidal ideation: A 3-wave longitudinal Norwegian study. American Journal of Public Health. e23-e28.
  • 2015. Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates. International Journal of Human Resource Management. 1523-1546.
  • 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.
  • 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.
  • 2014. Implications of family busines employment for employees’ innovative work involvement. Family Business Review. 123-144.
  • 2014. Identifying Victims of Workplace Bullying by Integrating Traditional Estimation Approaches Into a Latent Class Cluster Model. Journal of Interpersonal Violence. 1155-1177.
  • 2014. An Individual Psychology Approach toward Underlying Factors of Workplace Bullying. The Journal of Individual Psychology. 220-244.
  • 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.
  • 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.
  • 2013. Pay-level satisfaction and employee outcomes: the moderating effect of employee-involvement climate. Human Resource Management. 399-421.
  • 2013. Identifying victims of workplace bullying by integrating traditional estimation approaches into a latent class cluster model. Journal of Interpersonal Violence.
  • 2012. Workplace Bullying, Emotions, and Outcomes. Violence and Victims. 360-377.
  • 2012. Choosing a major in higher education: Profiles of students' decision-making process. Contemporary Educational Psychology. 229-239.
  • 2011. Workplace bullying and sleep quality: the mediating role of worry and need for recovery. Psicología conductual. 453-468.
  • 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.
  • 2011. The importance of followers’ emotions in effective leadership. Scandinavian Journal of Organizational Psychology. 17-31.
  • 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.
  • 2011. Leadership and role stressors as departmental level predictors of workplace bullying. International Journal of Stress Management. 305-323.
  • 2011. Leadership and fulfillment of the three basic psychological needs at work. Career Development International. 507-523.
  • 2011. Job demands-resources and early retirement intention: Differences between blue-and white-collar workers. Economic and Industrial Democracy: an international journal. 47-68.
  • 2011. Exploring risk groups workplace bullying with categorical data. Industrial Health. 73-88.
  • 2010. Valutar il rischio mobbing nelle organizzazioni. Contributo alla validazione italiana delo Short Negative Acts Questionnaire (S-NAQ). Psicologia Sociale. 147-167.
  • 2010. The prevalence of destructive leadership behaviour. British Journal of Management. 438-452.
  • 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.
  • 2010. Sexual harassment: Prevalence, outcomes, and gender differences assessed by three different estimation methods. Journal of Aggression, Maltreatment & Trauma. 252-274.
  • 2010. Job insecurity and employee health: The buffering potential of job control and job self-efficacy. Work & Stress. 56-72.
  • 2010. A job characteristics approach to explain workplace bullying. European Journal of Work and Organizational Psychology. 487-504.
  • 2009. Validation of a Questionnaire on Applicants' Expectations about Selection Procedures. Gedrag & Organisatie. 50-75.
  • 2009. Unnasluntring på jobben - et problem i norsk arbeidsliv? om kontroproduktiv atferd på jobben og tilbaketrekking fra arbeidsrollen. Søkelys på arbeidslivet. 153-176.
  • 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.
  • 2009. Prevalence of workplace bullying in Norway: Comparisons across time and estimation methods. European Journal of Work and Organizational Psychology. 81-101.
  • 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.
  • 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.
  • 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.
  • 2008. From conflict escalation to workplace bullying: an analysis with the conflict management styles of the Dual Concern Theory. Gedrag & Organisatie. 113-136.
  • 2008. Construction of a risk assessment tool to prevent workplace bullying. Gedrag & Organisatie. 254-277.
  • 2008. Applicant selection expectations: Validating a multidimensional measure in the military. International Journal of Selection and Assessment. 170-176.
  • 2007. Pesten op het werk: risicofactoren in werk en organisatie. Tijdschrift voor Arbeidsvraagstukken. 306-320.
  • 2007. Hangt een parallelle hiearchie in ziekenhuizen samen met de prevalentie van pesten bij verpleegkundigen? Gedrag & Organisatie. 160-175.
  • 2015. Validity and measurement issues in OB research.
Academic lecture
  • 2019. Individual experiences of group conflict as a predictor of workplace bullying: The moderating role of laissez-faire leadership climate .
  • 2018. Person-job fit and workplace bullying: the impact of perceived job insecurity.
  • 2018. Black sheep welcome: A multilevel study of anti-bullying norms as a buffer against ill treatment of prototypically peripheral work group members.
  • 2016. Workplace bullying: A gradual process?
  • 2016. Who (doesn’t) fit the shoe: Introduction of the Person-Environment misfit theory in explaining workplace bullying.
  • 2016. The chicken or the egg: cross-lagged relationships between person-environment misfit and workplace bullying.
  • 2016. Perpetrators and targets mistreatment. What´ s in the name… a matter of content validity.
  • 2015. When do “targets” perceive themselves as “victims” of workplace bullying?
  • 2015. The reciprocal relationship between job insecurity and depressive symptoms: A latent transition analysis.
  • 2015. The moderating effect of work discrimination on workplace bullying: social group categorization and the impact of socially stigmatized identities.
  • 2015. The effect of exposure to negative social behaviour on turnover intentions: the role of perceived psychological contract violation and prosocial behaviours.
  • 2015. Sitting in the wrong chair: The relation between person-environment misfit and workplace bullying.
  • 2015. Measuring workplace bullying in Lithuania: Psychometric properties of the Negative Acts Questionnaire- Revised.
  • 2015. How and when may laissez-faire leadership have negative consequences?
  • 2015. Deepening and broadening our understanding of workplace bullying.
  • 2015. Bullying, an escalated conflict?
  • 2014. Workplace bullying: the role of transformational leadership, two principles of industrial democracy, and Lifestyle.
  • 2014. The Michigan model of stress for studying the effects of changes in the job on workplace bullying.
  • 2014. Patyčios darbe: transformacinio vadovavimo, dviejų organizacinės demokratijos principų ir gyvenimo stiliaus vaidmuo.
  • 2014. Patterns of ‘good' and ‘bad' leadership behaviours, and their relationships with individual outcomes.
  • 2014. Measuring worplace bullying.
  • 2014. Lifestyle, problem solving, workplace bullying and strenuous working conditions: a moderated mediation model.
  • 2014. Individual and situational factors as risks and deterrents of perceived exposure to workplace bullying.
  • 2014. Exposure to bullying at work: Impact of job satisfaction, organizational commitment and intention to leave.
  • 2014. Dreikurs’ ideas on cooperative conflict solving: testing deterring effect on workplace bullying.
  • 2014. Development of workplace bullying.
  • 2014. Bendradarbiaujantis konfliktų sprendimo stilius kaip subjektyviai suvokiamų patyčių darbe saugos veiksnys.
  • 2014. An indirect effect of lifestyle on perceived exposure to workplace bullying via problem solving.
  • 2013. Workplace Bullying, a proces?
  • 2013. Transformational leadership, conflict handling and workplace bullying: Testing two models of mediation.
  • 2013. Transformacines lyderystes ir esminiu darbo charakteristiku sasajos su priekabiavimu darbe.
  • 2013. Symposium: New trends in Research on Workplace bullying: Latest Results from Longitudinal Studies: State of the art.
  • 2013. Openess about sexuality and exposure to workplace bullying.
  • 2013. Employees as a Source of Innovation: The Role of Perceived Organizational Support in Family Firms.
  • 2013. Bullying, an escalated conflict? A linked Latent ClassMarkov approach to workplace bullying and conflicts.
  • 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.
  • 2013. Antecedents of Workplace Bullying: an Individual Pyschology Approach.
  • 2011. Leadership behaviour, emotional reactions, and outcomes.
  • 2010. Aggression from clients was not perceived as bullying among Norwegian nurses.
  • 2009. Use and validation of the short inventory to monitor psychosocial hazards at the workplace.
  • 2009. The construction and validity of the Short-Negative Acts Questionnaire.
  • 2009. Organisational climate, role stressors and workplace bullying: Some thoughts about causal relationships.
  • 2009. Job stress as an underlying mechanism to explain the occurrence and effects of workplace bullying.
  • 2009. Job Demands-Resources and their Associations with Early Retirement.
  • 2009. Extension of Karaseks job demand control model to bullying at work: A test within Spanish and Belgian blue-collar workers.
  • 2009. Exposure to destructive leadership: Relationships with job satisfaction, work-withdrawal, intentions to leave.
  • 2009. Exposition au harcelement psychologique au travail: Impact sur la satisfaction au travail, l’implication organisationelle et l’intention de depart.
  • 2009. Distinguishing between targets and non targets of bullying: Applying a roc-analysis to the Negative Acts Questionnaire.
  • 2009. A job characteristics approach to explain workplace bullying.
  • 2008. Does Worry and Need for Recovery Mediate the Relationship between Bullying and Sleep Quality.
  • 2008. Assessing risk groups of workplace bullying in survey research.
  • 2007. Workplace bullying on the continental shelf.
  • 2007. Work characteristics and work related well-being of older employees: A Job Demands Resources Model perspective.
  • 2007. The Short Inventory to Monitor Psychosocial Hazards: combining Latent Class modelling and Structural Equation Modelling to monitor and evaluate intervention programs.
  • 2007. Risk Groups and Risk Sectors for Workplace Bullying among Flemish Employees.
  • 2007. Bullying at work, a matter of a culture of bullying?
Non-fiction book
  • 2019. Concepts, Approaches and Methods. Springer.
  • 2010. Werken in Vlaanderen: vermoeiend of plezierig? : resultaten van 10 jaar onderzoek naar de beleving en beoordeling van arbeid. Acco.
Doctoral dissertation
  • 2011. Workplace bullying. A risk control perspective.
Academic chapter/article/Conference paper
  • 2019. Workplace Bullying and Cyberbullying Scales: An Overview. 44 pages.
  • 2019. Construct Validity in Workplace Bullying and Harassment Research. 57 pages.
  • 2015. Workplace bullying, emotions and outcomes. 18 pages.
  • 2013. Passiv ledelse - en trussel mot effektivitet i norske virksomheter? 30 pages.
  • 2013. Acoso psicológico en el trabajo. 13 pages.
  • 2011. Measuring exposure to workplace bullying. 26 pages.
  • 2008. Towards a job characteristics approach to explain workplace bullying. International Journal of Psychology (IJP). 202-202.
  • 2008. From conflict escalation to workplace bullying: a Dual Concern Theory oriented approach. Journal of Psychology. 202-202.
  • 2007. Health behaviour patterns are related to adolecents' well-being. Health Psychology Review. 304-304.
  • 2015. Bullying from colleagues and aggression from patients – are there two sides to the story?
  • 2014. Workplace bullying: deterring role of problem solving.
  • 2014. NAQ-R in Lithuania: psychometric properties of the workplace bullying instrument.
  • 2010. Shift work disorder and its relation to reduced Health-related quality of life.
  • 2009. The association between leadership, job resources/ job demands, and work engagement.
  • 2009. Pathological Gamblers - Psychopathology and Personality Characteristics.
  • 2015. De in/exclusie van de 'Ander' op de arbeidsmarkt in het algemeen en werknemers bij ATOS en SNS Reaal in het bijzonder. 165-181. In:
    • 2015. Diversiteit en discriminatie. Amsterdam University Press.
  • 2013. Pesten op het werk. 411-422. In:
    • 2013. Psychologie van de arbeid en gezondheid. Bohn Stafleu van Loghum.
  • 2013. De in/exclusie van 'Anderen' in de arbeidsorganisatie. 75-82. In:
    • 2013. HRM, het nuttigheidsdenken voorbij? Boom Lemma uitgevers.

More information in national current research information system (CRIStin)

Toppforsk : Bullying in the workplace: From mechanisms and moderators to problem treatment.

      - Group dynamics to explain the occurence of workplace bullying : a SIT perspective

      - Workplace bullying unravels in a context. The context as a contingent factor

      - The development of workplace bullying : processes and contingencies

Employability and job insecurity

Leadership and employee well-being

Context matters?  Contextualizing occupational stress and motivation theories.

Scale development

LGTB research