@article{37785,
  author       = {{Güldenpenning, Iris and Weigelt, Matthias and Memmert, Daniel and Klatt, Stefanie}},
  issn         = {{1469-0292}},
  journal      = {{Psychology of Sport and Exercise}},
  keywords     = {{Applied Psychology}},
  pages        = {{101764}},
  publisher    = {{Elsevier BV}},
  title        = {{{Processing deceptive information in sports: Individual differences for responding to head fakes depends on the attentional capability of the observer}}},
  doi          = {{10.1016/j.psychsport.2020.101764}},
  volume       = {{51}},
  year         = {{2020}},
}

@inproceedings{47045,
  author       = {{Güldenpenning, Iris}},
  booktitle    = {{Zeitschrift für Sportpsychologie}},
  keywords     = {{Applied Psychology, Physical Therapy, Sports Therapy and Rehabilitation, Social Psychology}},
  number       = {{2}},
  pages        = {{80--81}},
  publisher    = {{Hogrefe Publishing Group}},
  title        = {{{Bericht zur 52. Tagung der Arbeitsgemeinschaft für  Sportpsychologie: Neues Format, unbekannte Talente und Belohnungsaufschub}}},
  doi          = {{10.1026/1612-5010/a000300}},
  volume       = {{27}},
  year         = {{2020}},
}

@article{37225,
  abstract     = {{<jats:p>Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover.</jats:p>}},
  author       = {{Bender, Elena and Schaper, Niclas and Schürmann, Mirko}},
  issn         = {{0932-4089}},
  journal      = {{Zeitschrift für Arbeits- und Organisationspsychologie}},
  keywords     = {{Organizational Behavior and Human Resource Management, Applied Psychology}},
  number       = {{4}},
  pages        = {{238--250}},
  publisher    = {{Hogrefe Publishing Group}},
  title        = {{{Factors Driving Employeesʼ Intention to Stay}}},
  doi          = {{10.1026/0932-4089/a000313}},
  volume       = {{63}},
  year         = {{2019}},
}

@article{32546,
  abstract     = {{This longitudinal study addresses the role of support given by parents and peers during the transition from university to work life. A sample of 64 German university students in their last year at the university completed scales from the Network of Relationships Inventory regarding general support, namely, instrumental aid and intimacy with mothers, fathers, romantic partners, and friends. Four years later, they assessed domain-specific support when looking for work, namely, joint exploration and instrumental support. Participants perceived receiving both types of support from all significant others. However, joint exploration was more important than instrumental support. They felt especially supported by romantic partners. Women received more support than did men. Both types of domain-specific support were explained by general modes of support assessed 4 years earlier. Whether parents, friends, and partners were perceived as helpful during the transition was explained mainly by joint exploration. Again, support from a partner was seen as especially helpful in contrast to help from parents and friends. The special significance of joint exploration underlines the benefit of counseling at the transition from university to work life.}},
  author       = {{Buhl, Heike M. and Noack, Peter and Kracke, Baerbel}},
  issn         = {{0894-8453}},
  journal      = {{Journal of Career Development}},
  keywords     = {{Organizational Behavior and Human Resource Management, General Psychology, Applied Psychology, Education}},
  number       = {{6}},
  pages        = {{523--535}},
  publisher    = {{SAGE Publications}},
  title        = {{{The Role of Parents and Peers in the Transition From University to Work Life}}},
  doi          = {{10.1177/0894845317720728}},
  volume       = {{45}},
  year         = {{2017}},
}