about
Promoting Inclusion Via Cross-Group Friendship: The Mediating Role of Change in Trust and Sympathy.Assessment of structural knowledge as a training outcome in process control environments.Privacy in instant messaging: an impression management modelA time to trust? The buffering effect of trust and its temporal variations in the context of high-reliability teamsFrom being diverse to becoming diverse: A dynamic team diversity theoryIf it doesn't help, it doesn't hurt? Information elaboration harms the performance of gender-diverse teams when attributions of competence are inaccurateSalience of CategoryMicrodynamics in Diverse Teams: A Review and Integration of the Diversity and Stereotyping LiteraturesTeam DiversityA review of perceived diversity in teams: Does how members perceive their team's composition affect team processes and outcomes?Good relationships at work: The effects of Leader-Member Exchange and Team-Member Exchange on psychological empowerment, emotional exhaustion, and depressionThat’s not my place: The interacting effects of faultlines, subgroup size, and social competence on social loafing behaviour in work groupsWhat good leaders actually do: micro-level leadership behaviour, leader evaluations, and team decision qualityIt Takes Two to Be YourselfOn the Same Side of the Faultline: Inclusion in the Leader's Subgroup and Employee PerformanceSozialer Ausschluss in Integrationsklassen: Ansichtssache?Faultlines and SubgroupsIntergroup friendship and children's intentions for social exclusion in integrative classrooms: the moderating role of teachers' diversity beliefsPromoting good decisions: How regulatory focus affects group information processing and decision-makingCoenoFireLeader-Member Exchange and Innovative BehaviorSensing group proximity dynamics of firefighting teams using smartphonesTeam Faultline MeasuresÉthique et progrès thérapeutiques en matière de prothèsesBridging Diversity in Organizations and Cross-Cultural Work Psychology by Studying Perceived DifferencesTime and change in teams: Where we are and where we are movingWhen beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performanceEffects of vice‐principals' psychological empowerment on job satisfaction and burnoutSocial Category Salience Moderates the Effect of Diversity Faultlines on Information ElaborationComplex Problem Solving after Unstructured Discussion: Effects of Information Distribution and ExperienceKnowledge process analysis: Framework and experienceThe concept of knowledge in KM: a dimensional model
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P50
description
researcher, ORCID id # 0000-0003-4695-9252
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wetenschapper
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name
Bertolt Meyer
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Bertolt Meyer
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Bertolt Meyer
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Bertolt Meyer
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type
label
Bertolt Meyer
@ast
Bertolt Meyer
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Bertolt Meyer
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Bertolt Meyer
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prefLabel
Bertolt Meyer
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Bertolt Meyer
@en
Bertolt Meyer
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Bertolt Meyer
@nl
P214
P244
P106
P21
P214
P244
no2014077099
P31
P496
0000-0003-4695-9252
P734
P7859
lccn-no2014077099