The scientist’s investigation covers issues in Social psychology, Occupational stress, Workplace bullying, Emotional labor and Emotion work. As a member of one scientific family, Dieter Zapf mostly works in the field of Social psychology, focusing on Social stress and, on occasion, Depersonalization. His Occupational stress study integrates concerns from other disciplines, such as Service, Burnout, Negative affectivity, Stressor and Multilevel model.
His Negative affectivity research is multidisciplinary, incorporating elements of Social desirability and Job stress. Dieter Zapf has included themes like Social interactionist theory, Pedagogy, Harassment and Human resource management in his Workplace bullying study. His work in Emotional labor addresses subjects such as Emotional exhaustion, which are connected to disciplines such as Emotional expression.
His primary areas of investigation include Social psychology, Workplace bullying, Occupational stress, Developmental psychology and Applied psychology. Dieter Zapf combines subjects such as Stressor, Service and Emotional exhaustion with his study of Social psychology. His Emotional exhaustion research includes elements of Multilevel model and Emotional expression.
The study incorporates disciplines such as Mobbing, Harassment and Conflict escalation in addition to Workplace bullying. The various areas that Dieter Zapf examines in his Occupational stress study include Structural equation modeling, Negative affectivity and Social stress. His Developmental psychology research incorporates themes from Social relation and Observational study.
Dieter Zapf mainly investigates Social psychology, Stressor, Emotion work, Applied psychology and Well-being. His work on Social psychology is being expanded to include thematically relevant topics such as Emotional exhaustion. He interconnects Customer satisfaction, Loyalty, Emotion management and Survey data collection in the investigation of issues within Emotion work.
His research integrates issues of Job analysis and Action theory in his study of Applied psychology. The Industrial and organizational psychology study combines topics in areas such as Social support, Social stress, Dysfunctional family and Scale. His Occupational stress research is multidisciplinary, relying on both Coping, Panel data, Service and Procrastination.
His main research concerns Social psychology, Humanities, Personality, Criminology and Harassment. His work in the fields of Social psychology, such as Industrial and organizational psychology, overlaps with other areas such as Well-being.
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Emotion work and psychological well-being: A review of the literature and some conceptual considerations
Human Resource Management Review (2002)
The Concept of Bullying and Harassment at Work: The European Tradition
Ståle Einarsen;Helge Hoel;Dieter Zapf;Cary L. Cooper.
Action as the core of work psychology: A German approach.
Michael Frese;Dieter Zapf.
Organisational, work group related and personal causes of mobbing/bullying at work
International Journal of Manpower (1999)
Longitudinal studies in organizational stress research: a review of the literature with reference to methodological issues.
Dieter Zapf;Christian Dormann;Michael Frese.
On the relationship between mobbing factors, and job content, social work environment, and health outcomes
Dieter Zapf;Carmen Knorz;Matthias Kulla.
European Journal of Work and Organizational Psychology (1996)
Conflict escalation and coping with workplace bullying: A replication and extension
Dieter Zapf;Claudia Gross.
European Journal of Work and Organizational Psychology (2001)
Empirical Findings on Prevalence and Risk Groups of Bullying in the Workplace
Dieter Zapf;Jordi Escartín;Ståle Einarsen;Helge Hoel.
Methodological issues in the study of work stress: Objective vs subjective measurement of work stress and the question of longitudinal studies.
Michael Frese;Dieter Zapf.
Emotion Work as a Source of Stress: The Concept and Development of an Instrument
Dieter Zapf;Christoph Vogt;Claudia Seifert;Heidrun Mertini.
European Journal of Work and Organizational Psychology (1999)
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