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Vitenskapelig artikkel
  • 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 sider.
  • 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 sider.
  • 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.
Faglig foredrag
  • 2015. Validity and measurement issues in OB research.
Vitenskapelig foredrag
  • 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?
Fagbok
  • 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.
Doktorgradsavhandling
  • 2011. Workplace bullying. A risk control perspective.
Vitenskapelig Kapittel/Artikkel/Konferanseartikkel
  • 2019. Workplace Bullying and Cyberbullying Scales: An Overview. 44 sider.
  • 2019. Construct Validity in Workplace Bullying and Harassment Research. 57 sider.
  • 2015. Workplace bullying, emotions and outcomes. 18 sider.
  • 2013. Passiv ledelse - en trussel mot effektivitet i norske virksomheter? 30 sider.
  • 2013. Acoso psicológico en el trabajo. 13 sider.
  • 2011. Measuring exposure to workplace bullying. 26 sider.
Sammendrag/abstract
  • 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.
Poster
  • 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.
Faglig kapittel
  • 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. I:
    • 2015. Diversiteit en discriminatie. Amsterdam University Press.
  • 2013. Pesten op het werk. 411-422. I:
    • 2013. Psychologie van de arbeid en gezondheid. Bohn Stafleu van Loghum.
  • 2013. De in/exclusie van 'Anderen' in de arbeidsorganisatie. 75-82. I:
    • 2013. HRM, het nuttigheidsdenken voorbij? Boom Lemma uitgevers.

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