Folgen
Florian Kunze
Florian Kunze
University of Konstanz, Chair for Organisational Studies
Bestätigte E-Mail-Adresse bei uni-konstanz.de
Titel
Zitiert von
Zitiert von
Jahr
Age diversity, age discrimination climate and performance consequences—a cross organizational study
F Kunze, SA Böhm, H Bruch
Journal of organizational behavior 32 (2), 264-290, 2011
5622011
Spotlight on age‐diversity climate: The impact of age‐inclusive HR practices on firm‐level outcomes
SA Boehm, F Kunze, H Bruch
Personnel Psychology 67 (3), 667-704, 2014
3792014
Generationen erfolgreich führen
H Bruch, F Kunze, S Böhm
Springer Fachmedien, 2010
294*2010
Pandemics: Implications for research and practice in industrial and organizational psychology
CW Rudolph, B Allan, M Clark, G Hertel, A Hirschi, F Kunze, K Shockley, ...
Industrial and Organizational Psychology 14 (1-2), 1-35, 2021
2792021
Organizational performance consequences of age diversity: Inspecting the role of diversity‐friendly HR policies and top managers’ negative age stereotypes
F Kunze, S Boehm, H Bruch
Journal of Management Studies 50 (3), 413-442, 2013
2792013
Age, resistance to change, and job performance
F Kunze, S Boehm, H Bruch
Journal of Managerial Psychology, 2013
2082013
The role of trust climate in virtual teams
T Brahm, F Kunze
Journal of Managerial Psychology, 2012
1832012
Age-based faultlines and perceived productive energy: The moderation of transformational leadership
F Kunze, H Bruch
Small Group Research 41 (5), 593-620, 2010
1582010
Expanding insights on the diversity climate–performance link: The role of workgroup discrimination and group size
SA Boehm, DJG Dwertmann, F Kunze, B Michaelis, KM Parks, ...
Human Resource Management 53 (3), 379-402, 2014
1102014
It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.
F Kunze, AML Raes, H Bruch
Journal of applied psychology 100 (5), 1511, 2015
1052015
Younger supervisors, older subordinates: An organizational‐level study of age differences, emotions, and performance
F Kunze, JI Menges
Journal of Organizational Behavior 38 (4), 461-486, 2017
612017
Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate
A Tumasjan, F Kunze, H Bruch, IM Welpe
Human resource management 59 (1), 83-99, 2020
602020
Consequences of collective-focused leadership and differentiated individual-focused leadership: Development and testing of an organizational-level model
F Kunze, SB De Jong, H Bruch
Journal of Management 42 (4), 886-914, 2016
562016
Comparative age management: Theoretical perspectives and practical implications
SA Boehm, HS Schröder, F Kunze
The SAGE handbook of aging, work and society, 211-237, 2013
512013
Age diversity and age climate in the workplace
SA Boehm, F Kunze
Aging workers and the employee-employer relationship, 33-55, 2015
472015
Homeoffice in der Corona-Krise: eine nachhaltige Transformation der Arbeitswelt?
F Kunze, K Hampel, S Zimmermann
352020
Research on age diversity in the workforce: Current trends and future research directions
F Kunze, SA Boehm
The Sage handbook on aging, work, and society, 41-58, 2013
312013
AGE DIVERSITY, AGE DISCRIMINATION, AND PERFORMANCE CONSEQUENCES--A CROSS ORGANIZATIONAL STUDY.
F Kunze, S BOEHM, H Bruch
Academy of Management Proceedings 2009 (1), 1-6, 2009
302009
Management einer aging workforce: Ansätze zu Kultur und Führung
H Bruch, F Kunze
Zeitschrift Führung+ Organisation: ZfO 76 (2), 72-77, 2007
232007
When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer
L Guillén, F Kunze
Human Resource Management 58 (3), 301-316, 2019
202019
Das System kann den Vorgang jetzt nicht ausführen. Versuchen Sie es später erneut.
Artikel 1–20