Experiencing Work: An Essay on a Person-Centric Work Psychology

By H. Weiss, D. Rupp. Industrial and Organizational Psychology, 2011

243 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/10b9254d9ded919afe01402e9a37319f1f7ee20e

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Citations in the corpus

Lunch Breaks Unpacked: The Role of Autonomy as a Moderator of Recovery during Lunch (2014, methodology): “As such, our study helps to provide a more detailed picture of recovery as it unfolds over the course of the day, as well as a more complete picture of the dynamic experiences of employees’ everyday work lives (Weiss & Rupp, 2011).”
All Work and No Play? A Meta-Analytic Examination of the Correlates and Outcomes of Workaholism (2016, methodology): “We encourage future research that uses experience sampling methodology and other such person-centric approaches (see Weiss & Rupp, 2011) to more fully understand the emotions felt by workaholics in situ, as we really do not know enough about the affective nature of workaholism based on the extant…”
Approach or Avoid? Exploring Overall Justice and the Differential Effects of Positive and Negative Emotions (2014, background): “…of inquiry should include adopting a person-centric perspective that focuses on how individuals experience justice as 1888 Journal of Management / November 2014 they experience it and how these experiences unfold over the course of time (Guo, Rupp, Weiss, & Trougakos, 2011; Weiss & Rupp, 2011).”
Corporate social responsibility and employee engagement: The moderating role of CSR‐specific relative autonomy and individualism (2018, background): “The research exploring CSR attention and communication (Du, Bhattacharya, & Sen, 2010; Sen, Bhattacharya, & Korschun, 2006) as well as that on memory and justice (Guo, Rupp, Weiss, & Trougakos, 2011; Weiss & Rupp, 2011), might serve as reasonable starting point for such work.”
Meaningful work as realization and justification (2017, background): “Calls for greater attention to meaningful work extend to industrialorganizational psychology where scholars have called for greater understanding of the experience of meaningfulness (Weiss & Rupp, 2011).”
Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “…a worker behavior, the assumptions about what causes it, which underlie many extant models, may too often have focused on organizations at the expense of meaning to workers in their lives, as may be true in other management and psychology literatures (Budd, 2011; Gephart, 2004; Weiss & Rupp, 2011).”
Developing and Testing a Dynamic Model of Workplace Incivility Change (2017, background): “In doing so, incivility and its consequences have been cast as between-person phenomena rather than time-varying and dynamic processes (Weiss & Rupp, 2011).”
Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement (2018, background): “…measures (daily, multiple times per day) of employees’ perceptions of various constructs, with the intent of obtaining the lived, dayto-day experience of employees (Weiss & Rupp, 2011) and minimizing retrospective biases that plague single-timepoint, between-person assessments (Beal & Weiss, 2003).”