[{"user_id":"80877","_id":"64561","language":[{"iso":"eng"}],"article_number":"job.70072","type":"journal_article","publication":"Journal of Organizational Behavior","status":"public","abstract":[{"lang":"eng","text":"<jats:title>ABSTRACT</jats:title>\r\n                  <jats:p>Employees in highly demanding, interdependent work environments face a dilemma: while avoidance‐focused job crafting can preserve their own well‐being, these self‐initiated changes to their jobs could negatively affect coworkers. Drawing on qualitative interviews with 81 employees concurrently working for multiple agile teams in a European automotive corporation, we explore how employees navigate this dilemma. Our findings reveal three primary job crafting strategies—eliminating tasks, reducing task investment, and scheduling tasks in uninterrupted time blocks—that decrease employees' emotional exhaustion yet burden coworkers and slow team processes. We identify two distinct pathways for navigating this dilemma: in self‐oriented job crafting, employees announce their strategies unilaterally and implement them despite coworkers' objections, shifting the burden of interdependence onto coworkers and fueling coworker frustration; in prosocial job crafting, they openly suggest crafting strategies, discuss them with coworkers, and adjust plans to balance self‐preservation with coworkers' needs, thus partially internalizing the burden of interdependence. Our study advances research on socially embedded job crafting by revealing contrasting ways to manage interdependence. It also extends job crafting research by showing when and why avoidance crafting can effectively mitigate high job demands and by illustrating how avoidance and approach crafting can blend within a single strategy.</jats:p>"}],"author":[{"last_name":"Tenzer","full_name":"Tenzer, Helene","first_name":"Helene"},{"first_name":"Martin","full_name":"Hoegl, Martin","last_name":"Hoegl"},{"last_name":"Tims","full_name":"Tims, Maria","first_name":"Maria"},{"full_name":"Yang, Philip","id":"100432","last_name":"Yang","first_name":"Philip"},{"first_name":"Steffen","full_name":"Wütz, Steffen","last_name":"Wütz"}],"date_created":"2026-02-20T13:49:23Z","date_updated":"2026-02-20T13:55:15Z","publisher":"Wiley","doi":"10.1002/job.70072","title":"I Can't Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments","publication_status":"published","publication_identifier":{"issn":["0894-3796","1099-1379"]},"citation":{"ama":"Tenzer H, Hoegl M, Tims M, Yang P, Wütz S. I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments. <i>Journal of Organizational Behavior</i>. Published online 2026. doi:<a href=\"https://doi.org/10.1002/job.70072\">10.1002/job.70072</a>","ieee":"H. Tenzer, M. Hoegl, M. Tims, P. Yang, and S. Wütz, “I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments,” <i>Journal of Organizational Behavior</i>, Art. no. job. 70072, 2026, doi: <a href=\"https://doi.org/10.1002/job.70072\">10.1002/job.70072</a>.","chicago":"Tenzer, Helene, Martin Hoegl, Maria Tims, Philip Yang, and Steffen Wütz. “I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments.” <i>Journal of Organizational Behavior</i>, 2026. <a href=\"https://doi.org/10.1002/job.70072\">https://doi.org/10.1002/job.70072</a>.","apa":"Tenzer, H., Hoegl, M., Tims, M., Yang, P., &#38; Wütz, S. (2026). I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments. <i>Journal of Organizational Behavior</i>, Article job. 70072. <a href=\"https://doi.org/10.1002/job.70072\">https://doi.org/10.1002/job.70072</a>","short":"H. Tenzer, M. Hoegl, M. Tims, P. Yang, S. Wütz, Journal of Organizational Behavior (2026).","bibtex":"@article{Tenzer_Hoegl_Tims_Yang_Wütz_2026, title={I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments}, DOI={<a href=\"https://doi.org/10.1002/job.70072\">10.1002/job.70072</a>}, number={job. 70072}, journal={Journal of Organizational Behavior}, publisher={Wiley}, author={Tenzer, Helene and Hoegl, Martin and Tims, Maria and Yang, Philip and Wütz, Steffen}, year={2026} }","mla":"Tenzer, Helene, et al. “I Can’t Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments.” <i>Journal of Organizational Behavior</i>, job. 70072, Wiley, 2026, doi:<a href=\"https://doi.org/10.1002/job.70072\">10.1002/job.70072</a>."},"year":"2026"},{"language":[{"iso":"eng"}],"_id":"64565","user_id":"80877","editor":[{"full_name":"Ina, Aust","last_name":"Ina","first_name":"Aust"},{"last_name":"Cooke","full_name":"Cooke, Fang Lee","first_name":"Fang Lee"},{"full_name":"Semeijn, Judith","last_name":"Semeijn","first_name":"Judith"}],"status":"public","type":"book_chapter","publication":"The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals","title":"Quantitative research on SDGs and HRM","doi":"10.4337/9781035308729.00038","date_updated":"2026-02-20T14:35:20Z","publisher":"Edward Elgar Publishing","date_created":"2026-02-20T14:27:37Z","author":[{"first_name":"Philip","last_name":"Yang","full_name":"Yang, Philip","id":"100432"}],"year":"2025","citation":{"ama":"Yang P. Quantitative research on SDGs and HRM. In: Ina A, Cooke FL, Semeijn J, eds. <i>The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals</i>. Edward Elgar Publishing; 2025. doi:<a href=\"https://doi.org/10.4337/9781035308729.00038\">10.4337/9781035308729.00038</a>","chicago":"Yang, Philip. “Quantitative Research on SDGs and HRM.” In <i>The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals</i>, edited by Aust Ina, Fang Lee Cooke, and Judith Semeijn. Edward Elgar Publishing, 2025. <a href=\"https://doi.org/10.4337/9781035308729.00038\">https://doi.org/10.4337/9781035308729.00038</a>.","ieee":"P. Yang, “Quantitative research on SDGs and HRM,” in <i>The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals</i>, A. Ina, F. L. Cooke, and J. Semeijn, Eds. Edward Elgar Publishing, 2025.","bibtex":"@inbook{Yang_2025, title={Quantitative research on SDGs and HRM}, DOI={<a href=\"https://doi.org/10.4337/9781035308729.00038\">10.4337/9781035308729.00038</a>}, booktitle={The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals}, publisher={Edward Elgar Publishing}, author={Yang, Philip}, editor={Ina, Aust and Cooke, Fang Lee and Semeijn, Judith}, year={2025} }","mla":"Yang, Philip. “Quantitative Research on SDGs and HRM.” <i>The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals</i>, edited by Aust Ina et al., Edward Elgar Publishing, 2025, doi:<a href=\"https://doi.org/10.4337/9781035308729.00038\">10.4337/9781035308729.00038</a>.","short":"P. Yang, in: A. Ina, F.L. Cooke, J. Semeijn (Eds.), The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals, Edward Elgar Publishing, 2025.","apa":"Yang, P. (2025). Quantitative research on SDGs and HRM. In A. Ina, F. L. Cooke, &#38; J. Semeijn (Eds.), <i>The Elgar Companion to Human Resource Management Beyond the Sustainable Development Goals</i>. Edward Elgar Publishing. <a href=\"https://doi.org/10.4337/9781035308729.00038\">https://doi.org/10.4337/9781035308729.00038</a>"},"publication_status":"published","publication_identifier":{"isbn":["9781035308729","9781035308712","9781035308729"]}},{"language":[{"iso":"ger"}],"user_id":"80877","_id":"64567","status":"public","publication":"Controlling & Management Review","type":"journal_article","doi":"10.1007/s12176-025-1506-4","title":"Wie Performance Management das Engagement steigern kann","volume":69,"author":[{"last_name":"Ehmann","full_name":"Ehmann, Stefanie","first_name":"Stefanie"},{"last_name":"Kampkötter","full_name":"Kampkötter, Patrick","first_name":"Patrick"},{"first_name":"Patrick","full_name":"Maier, Patrick","last_name":"Maier"},{"first_name":"Philip","id":"100432","full_name":"Yang, Philip","last_name":"Yang"}],"date_created":"2026-02-20T14:33:35Z","date_updated":"2026-02-20T14:35:17Z","publisher":"Springer Science and Business Media LLC","intvolume":"        69","page":"40-45","citation":{"ama":"Ehmann S, Kampkötter P, Maier P, Yang P. Wie Performance Management das Engagement steigern kann. <i>Controlling &#38; Management Review</i>. 2025;69(5):40-45. doi:<a href=\"https://doi.org/10.1007/s12176-025-1506-4\">10.1007/s12176-025-1506-4</a>","ieee":"S. Ehmann, P. Kampkötter, P. Maier, and P. Yang, “Wie Performance Management das Engagement steigern kann,” <i>Controlling &#38; Management Review</i>, vol. 69, no. 5, pp. 40–45, 2025, doi: <a href=\"https://doi.org/10.1007/s12176-025-1506-4\">10.1007/s12176-025-1506-4</a>.","chicago":"Ehmann, Stefanie, Patrick Kampkötter, Patrick Maier, and Philip Yang. “Wie Performance Management das Engagement steigern kann.” <i>Controlling &#38; Management Review</i> 69, no. 5 (2025): 40–45. <a href=\"https://doi.org/10.1007/s12176-025-1506-4\">https://doi.org/10.1007/s12176-025-1506-4</a>.","apa":"Ehmann, S., Kampkötter, P., Maier, P., &#38; Yang, P. (2025). Wie Performance Management das Engagement steigern kann. <i>Controlling &#38; Management Review</i>, <i>69</i>(5), 40–45. <a href=\"https://doi.org/10.1007/s12176-025-1506-4\">https://doi.org/10.1007/s12176-025-1506-4</a>","short":"S. Ehmann, P. Kampkötter, P. Maier, P. Yang, Controlling &#38; Management Review 69 (2025) 40–45.","bibtex":"@article{Ehmann_Kampkötter_Maier_Yang_2025, title={Wie Performance Management das Engagement steigern kann}, volume={69}, DOI={<a href=\"https://doi.org/10.1007/s12176-025-1506-4\">10.1007/s12176-025-1506-4</a>}, number={5}, journal={Controlling &#38; Management Review}, publisher={Springer Science and Business Media LLC}, author={Ehmann, Stefanie and Kampkötter, Patrick and Maier, Patrick and Yang, Philip}, year={2025}, pages={40–45} }","mla":"Ehmann, Stefanie, et al. “Wie Performance Management das Engagement steigern kann.” <i>Controlling &#38; Management Review</i>, vol. 69, no. 5, Springer Science and Business Media LLC, 2025, pp. 40–45, doi:<a href=\"https://doi.org/10.1007/s12176-025-1506-4\">10.1007/s12176-025-1506-4</a>."},"year":"2025","issue":"5","publication_identifier":{"issn":["2195-8262","2195-8270"]},"publication_status":"published"},{"citation":{"ieee":"T. Grohsjean, G. Dokko, and P. Yang, “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees,” <i>Organization Science</i>, 2024, doi: <a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>.","chicago":"Grohsjean, Thorsten, Gina Dokko, and Philip Yang. “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees.” <i>Organization Science</i>, 2024. <a href=\"https://doi.org/10.1287/orsc.2022.16685\">https://doi.org/10.1287/orsc.2022.16685</a>.","ama":"Grohsjean T, Dokko G, Yang P. Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees. <i>Organization Science</i>. Published online 2024. doi:<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>","apa":"Grohsjean, T., Dokko, G., &#38; Yang, P. (2024). Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees. <i>Organization Science</i>. <a href=\"https://doi.org/10.1287/orsc.2022.16685\">https://doi.org/10.1287/orsc.2022.16685</a>","short":"T. Grohsjean, G. Dokko, P. Yang, Organization Science (2024).","mla":"Grohsjean, Thorsten, et al. “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees.” <i>Organization Science</i>, Institute for Operations Research and the Management Sciences (INFORMS), 2024, doi:<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>.","bibtex":"@article{Grohsjean_Dokko_Yang_2024, title={Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees}, DOI={<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>}, journal={Organization Science}, publisher={Institute for Operations Research and the Management Sciences (INFORMS)}, author={Grohsjean, Thorsten and Dokko, Gina and Yang, Philip}, year={2024} }"},"year":"2024","publication_identifier":{"issn":["1047-7039","1526-5455"]},"publication_status":"published","doi":"10.1287/orsc.2022.16685","title":"Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees","date_created":"2024-11-27T09:44:54Z","author":[{"first_name":"Thorsten","last_name":"Grohsjean","full_name":"Grohsjean, Thorsten"},{"full_name":"Dokko, Gina","last_name":"Dokko","first_name":"Gina"},{"last_name":"Yang","id":"100432","full_name":"Yang, Philip","first_name":"Philip"}],"date_updated":"2025-04-09T11:02:56Z","publisher":"Institute for Operations Research and the Management Sciences (INFORMS)","status":"public","abstract":[{"text":"<jats:p> Boomerangs, that is, rehires, should have advantages over other new hires when integrating into an organization due to their familiarity with the work context and their pre-existing relationships. However, research suggests that the effects of hiring boomerangs may not be straightforwardly positive. To better understand these effects, we investigate how boomerangs’ social integration into a work team differs from that of other new hires due to their pre-existing relationships and how those relationships shape their and incumbents’ competence and motivation to provide assistance for collective performance. We theorize and find that boomerangs, compared with new hires, exhibit more performance assistance toward incumbent former and incumbent new colleagues. In contrast, incumbent former colleagues do not direct their performance assistance toward boomerangs, contrary to our prediction, nor do incumbent new colleagues. This study contributes to the nascent literature on boomerangs and the literature on job mobility by finding evidence that prior relationships condition the behavior of both boomerangs and incumbents. </jats:p><jats:p> Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.16685 . </jats:p>","lang":"eng"}],"publication":"Organization Science","type":"journal_article","language":[{"iso":"eng"}],"department":[{"_id":"681"}],"user_id":"80877","_id":"57447"},{"citation":{"apa":"Wakeman, S. W., Yang, P., &#38; Moore, C. (2024). A (Bounded) Preference for Rule Breakers. <i>Academy of Management Discoveries</i>. <a href=\"https://doi.org/10.5465/amd.2022.0280\">https://doi.org/10.5465/amd.2022.0280</a>","bibtex":"@article{Wakeman_Yang_Moore_2024, title={A (Bounded) Preference for Rule Breakers}, DOI={<a href=\"https://doi.org/10.5465/amd.2022.0280\">10.5465/amd.2022.0280</a>}, journal={Academy of Management Discoveries}, publisher={Academy of Management}, author={Wakeman, S Wiley and Yang, Philip and Moore, Celia}, year={2024} }","mla":"Wakeman, S. Wiley, et al. “A (Bounded) Preference for Rule Breakers.” <i>Academy of Management Discoveries</i>, Academy of Management, 2024, doi:<a href=\"https://doi.org/10.5465/amd.2022.0280\">10.5465/amd.2022.0280</a>.","short":"S.W. Wakeman, P. Yang, C. Moore, Academy of Management Discoveries (2024).","chicago":"Wakeman, S Wiley, Philip Yang, and Celia Moore. “A (Bounded) Preference for Rule Breakers.” <i>Academy of Management Discoveries</i>, 2024. <a href=\"https://doi.org/10.5465/amd.2022.0280\">https://doi.org/10.5465/amd.2022.0280</a>.","ieee":"S. W. Wakeman, P. Yang, and C. Moore, “A (Bounded) Preference for Rule Breakers,” <i>Academy of Management Discoveries</i>, 2024, doi: <a href=\"https://doi.org/10.5465/amd.2022.0280\">10.5465/amd.2022.0280</a>.","ama":"Wakeman SW, Yang P, Moore C. A (Bounded) Preference for Rule Breakers. <i>Academy of Management Discoveries</i>. Published online 2024. doi:<a href=\"https://doi.org/10.5465/amd.2022.0280\">10.5465/amd.2022.0280</a>"},"year":"2024","publication_status":"published","publication_identifier":{"issn":["2168-1007"]},"doi":"10.5465/amd.2022.0280","title":"A (Bounded) Preference for Rule Breakers","author":[{"first_name":"S Wiley","full_name":"Wakeman, S Wiley","last_name":"Wakeman"},{"last_name":"Yang","full_name":"Yang, Philip","id":"100432","first_name":"Philip"},{"first_name":"Celia","full_name":"Moore, Celia","last_name":"Moore"}],"date_created":"2024-11-27T09:46:34Z","publisher":"Academy of Management","date_updated":"2025-04-09T13:18:41Z","status":"public","type":"journal_article","publication":"Academy of Management Discoveries","language":[{"iso":"eng"}],"user_id":"80877","department":[{"_id":"681"}],"_id":"57448"},{"_id":"59458","department":[{"_id":"681"}],"user_id":"80877","language":[{"iso":"eng"}],"publication":"Organization Science","type":"journal_article","abstract":[{"lang":"eng","text":"<jats:p> Boomerangs, that is, rehires, should have advantages over other new hires when integrating into an organization due to their familiarity with the work context and their pre-existing relationships. However, research suggests that the effects of hiring boomerangs may not be straightforwardly positive. To better understand these effects, we investigate how boomerangs’ social integration into a work team differs from that of other new hires due to their pre-existing relationships and how those relationships shape their and incumbents’ competence and motivation to provide assistance for collective performance. We theorize and find that boomerangs, compared with new hires, exhibit more performance assistance toward incumbent former and incumbent new colleagues. In contrast, incumbent former colleagues do not direct their performance assistance toward boomerangs, contrary to our prediction, nor do incumbent new colleagues. This study contributes to the nascent literature on boomerangs and the literature on job mobility by finding evidence that prior relationships condition the behavior of both boomerangs and incumbents. </jats:p><jats:p> Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.16685 . </jats:p>"}],"status":"public","date_updated":"2026-02-20T13:55:21Z","publisher":"Institute for Operations Research and the Management Sciences (INFORMS)","volume":36,"date_created":"2025-04-09T13:25:46Z","author":[{"first_name":"Thorsten","full_name":"Grohsjean, Thorsten","last_name":"Grohsjean"},{"first_name":"Gina","full_name":"Dokko, Gina","last_name":"Dokko"},{"last_name":"Yang","full_name":"Yang, Philip","id":"100432","first_name":"Philip"}],"title":"Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees","doi":"10.1287/orsc.2022.16685","publication_identifier":{"issn":["1047-7039","1526-5455"]},"publication_status":"published","issue":"2","year":"2024","intvolume":"        36","page":"918-939","citation":{"ama":"Grohsjean T, Dokko G, Yang P. Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees. <i>Organization Science</i>. 2024;36(2):918-939. doi:<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>","chicago":"Grohsjean, Thorsten, Gina Dokko, and Philip Yang. “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees.” <i>Organization Science</i> 36, no. 2 (2024): 918–39. <a href=\"https://doi.org/10.1287/orsc.2022.16685\">https://doi.org/10.1287/orsc.2022.16685</a>.","ieee":"T. Grohsjean, G. Dokko, and P. Yang, “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees,” <i>Organization Science</i>, vol. 36, no. 2, pp. 918–939, 2024, doi: <a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>.","apa":"Grohsjean, T., Dokko, G., &#38; Yang, P. (2024). Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees. <i>Organization Science</i>, <i>36</i>(2), 918–939. <a href=\"https://doi.org/10.1287/orsc.2022.16685\">https://doi.org/10.1287/orsc.2022.16685</a>","short":"T. Grohsjean, G. Dokko, P. Yang, Organization Science 36 (2024) 918–939.","bibtex":"@article{Grohsjean_Dokko_Yang_2024, title={Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees}, volume={36}, DOI={<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>}, number={2}, journal={Organization Science}, publisher={Institute for Operations Research and the Management Sciences (INFORMS)}, author={Grohsjean, Thorsten and Dokko, Gina and Yang, Philip}, year={2024}, pages={918–939} }","mla":"Grohsjean, Thorsten, et al. “Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees.” <i>Organization Science</i>, vol. 36, no. 2, Institute for Operations Research and the Management Sciences (INFORMS), 2024, pp. 918–39, doi:<a href=\"https://doi.org/10.1287/orsc.2022.16685\">10.1287/orsc.2022.16685</a>."}},{"publication":"Management Accounting Research","type":"journal_article","status":"public","department":[{"_id":"681"}],"user_id":"80877","_id":"57457","language":[{"iso":"eng"}],"article_number":"100867","publication_identifier":{"issn":["1044-5005"]},"publication_status":"published","intvolume":"        64","citation":{"apa":"Ehmann, S., Kampkötter, P., Maier, P., &#38; Yang, P. (2023). Performance management and work engagement – New evidence using longitudinal data. <i>Management Accounting Research</i>, <i>64</i>, Article 100867. <a href=\"https://doi.org/10.1016/j.mar.2023.100867\">https://doi.org/10.1016/j.mar.2023.100867</a>","short":"S. Ehmann, P. Kampkötter, P. Maier, P. Yang, Management Accounting Research 64 (2023).","bibtex":"@article{Ehmann_Kampkötter_Maier_Yang_2023, title={Performance management and work engagement – New evidence using longitudinal data}, volume={64}, DOI={<a href=\"https://doi.org/10.1016/j.mar.2023.100867\">10.1016/j.mar.2023.100867</a>}, number={100867}, journal={Management Accounting Research}, publisher={Elsevier BV}, author={Ehmann, Stefanie and Kampkötter, Patrick and Maier, Patrick and Yang, Philip}, year={2023} }","mla":"Ehmann, Stefanie, et al. “Performance Management and Work Engagement – New Evidence Using Longitudinal Data.” <i>Management Accounting Research</i>, vol. 64, 100867, Elsevier BV, 2023, doi:<a href=\"https://doi.org/10.1016/j.mar.2023.100867\">10.1016/j.mar.2023.100867</a>.","chicago":"Ehmann, Stefanie, Patrick Kampkötter, Patrick Maier, and Philip Yang. “Performance Management and Work Engagement – New Evidence Using Longitudinal Data.” <i>Management Accounting Research</i> 64 (2023). <a href=\"https://doi.org/10.1016/j.mar.2023.100867\">https://doi.org/10.1016/j.mar.2023.100867</a>.","ieee":"S. Ehmann, P. Kampkötter, P. Maier, and P. Yang, “Performance management and work engagement – New evidence using longitudinal data,” <i>Management Accounting Research</i>, vol. 64, Art. no. 100867, 2023, doi: <a href=\"https://doi.org/10.1016/j.mar.2023.100867\">10.1016/j.mar.2023.100867</a>.","ama":"Ehmann S, Kampkötter P, Maier P, Yang P. Performance management and work engagement – New evidence using longitudinal data. <i>Management Accounting Research</i>. 2023;64. doi:<a href=\"https://doi.org/10.1016/j.mar.2023.100867\">10.1016/j.mar.2023.100867</a>"},"year":"2023","volume":64,"date_created":"2024-11-27T10:12:01Z","author":[{"last_name":"Ehmann","full_name":"Ehmann, Stefanie","first_name":"Stefanie"},{"first_name":"Patrick","last_name":"Kampkötter","full_name":"Kampkötter, Patrick"},{"last_name":"Maier","full_name":"Maier, Patrick","first_name":"Patrick"},{"first_name":"Philip","last_name":"Yang","full_name":"Yang, Philip","id":"100432"}],"date_updated":"2025-04-09T10:57:14Z","publisher":"Elsevier BV","doi":"10.1016/j.mar.2023.100867","title":"Performance management and work engagement – New evidence using longitudinal data"},{"citation":{"apa":"Nalbantis, G., Manger, C., Pawlowski, T., &#38; Yang, P. (2023). Exploring the impact of specialist and generalist stars on organizational performance. <i>SSRN Electronic Journal</i>. <a href=\"https://doi.org/10.2139/ssrn.4607851\">https://doi.org/10.2139/ssrn.4607851</a>","short":"G. Nalbantis, C. Manger, T. Pawlowski, P. 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