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    <publishedYear>2025</publishedYear>
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    <language>eng</language>
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    <pageLast/>
    <pageNumber>18</pageNumber>
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    <articleNumber/>
    <type>article</type>
    <publisherName>Springer</publisherName>
    <publisherPlace>New York</publisherPlace>
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    <completedDate>2025-08-05</completedDate>
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    <title language="eng">Thriving or Withdrawing: How Job Crafting and Disengagement Shape Responses to Daily Laissez-faire Leadership</title>
    <abstract language="eng">Although laissez-faire leadership is common in organizations and has been linked to detrimental effects on employees, little is known about its daily effects and how employees cope with this type of behavior. Drawing on the job demands-resources model and using a daily diary design, we examine the daily effects of laissez-faire leadership depending on followers’ coping styles, capturing both adaptive and maladaptive responses. Specifically, we argue that the negative effect of laissez-faire leadership on next-day performance via evening job satisfaction is mitigated on days that followers engage in job crafting, while it is amplified on days that followers engage in disengagement coping. We collected data twice a day over one working week in an experience sampling study with 127 employees (i.e., after work and before bedtime; 359 data points). Our findings revealed no direct effect of laissez-faire leadership. However, there was a positive indirect effect of laissez-faire leadership on next-day performance via evening job satisfaction on days when employees engaged in high levels of job crafting, supporting its hypothesized beneficial effect. Conversely, as hypothesized, a negative indirect effect was observed on days when disengagement coping was high. By identifying the mixed effects of laissez-faire leadership, this study offers a fresh perspective that challenges the dominant view of its uniformly negative consequences, revealing how its downstream effects vary within individuals depending on their daily coping strategies.</abstract>
    <parentTitle language="eng">Journal of Business and Psychology</parentTitle>
    <identifier type="issn">1573-353X</identifier>
    <identifier type="urn">urn:nbn:de:bvb:573-60822</identifier>
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    <author>
      <first_name>Saskia</first_name>
      <last_name>Glaas</last_name>
    </author>
    <author>
      <first_name>Huong</first_name>
      <last_name>Pham</last_name>
    </author>
    <author>
      <first_name>Angela</first_name>
      <last_name>Kuonath</last_name>
    </author>
    <author>
      <first_name>Dieter</first_name>
      <last_name>Frey</last_name>
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    <collection role="institutes" number="15986">THI Business School</collection>
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  <doc>
    <id>5184</id>
    <completedYear/>
    <publishedYear>2021</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>32</pageFirst>
    <pageLast>51</pageLast>
    <pageNumber/>
    <edition/>
    <issue>3</issue>
    <volume>43</volume>
    <articleNumber/>
    <type>article</type>
    <publisherName>IHF</publisherName>
    <publisherPlace>München</publisherPlace>
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    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2024-10-03</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Die Rolle von externem Networking für Wissenschaftlerinnen–Prädiktoren und karrierebezogene Konsequenzen.</title>
    <parentTitle language="deu">Beiträge zur Hochschulforschung</parentTitle>
    <identifier type="issn">0171-645X</identifier>
    <identifier type="url">https://www.bzh.bayern.de/archiv/artikelarchiv/artikeldetail/die-rolle-von-externem-networking-fuer-wissenschaftlerinnen-praediktoren-und-karriere-bezogene-konsequenzen</identifier>
    <identifier type="issn">2567-8841</identifier>
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    <author>
      <first_name>Lisa</first_name>
      <last_name>Weihrauch</last_name>
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    <author>
      <first_name>Angela</first_name>
      <last_name>Kuonath</last_name>
    </author>
    <author>
      <first_name>Huong</first_name>
      <last_name>Pham</last_name>
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      <first_name>Dieter</first_name>
      <last_name>Frey</last_name>
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  <doc>
    <id>6773</id>
    <completedYear/>
    <publishedYear>2026</publishedYear>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber>23</pageNumber>
    <edition/>
    <issue>1</issue>
    <volume>11</volume>
    <articleNumber>8</articleNumber>
    <type>article</type>
    <publisherName>Springer</publisherName>
    <publisherPlace>Cham</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>1</belongsToBibliography>
    <completedDate>2026-03-16</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">The Search for Meaning at Work: A Randomized Controlled Trial of a Cognitive Crafting Intervention</title>
    <abstract language="eng">Many employees struggle to experience a sense of meaning in their work, posing a challenge to workplace flourishing. Cognitive crafting—the process of reframing how one interprets their work—can enhance meaningful work and well-being. However, strategies to effectively promote it remain unclear. Building on positive psychology interventions, self-determination theory, and job crafting theory, we developed a brief online intervention using meaning-based reflection and cognitive reframing. Its effectiveness was evaluated in a pre-registered randomized controlled trial ( N = 260) with an active control group, assessing outcomes post-intervention and at one-month follow-up. Compared to the control group, the intervention group reported significantly higher levels of meaningful work, work engagement, and job satisfaction. However, these differences were driven by lower scores in the control group compared to baseline, while the intervention group remained stable. These findings highlight the complexity of designing effective cognitive crafting interventions and underscore the need for further theory-driven research to identify strategies that reliably enhance positive work evaluations and work-related well-being.</abstract>
    <parentTitle language="eng">International Journal of Applied Positive Psychology</parentTitle>
    <identifier type="issn">2364-5059</identifier>
    <identifier type="urn">urn:nbn:de:bvb:573-67739</identifier>
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    <licence>Creative Commons BY 4.0</licence>
    <author>
      <first_name>Saskia</first_name>
      <last_name>Glaas</last_name>
    </author>
    <author>
      <first_name>Huong</first_name>
      <last_name>Pham</last_name>
    </author>
    <author>
      <first_name>Hannes</first_name>
      <last_name>Münstermann</last_name>
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    <author>
      <first_name>Dieter</first_name>
      <last_name>Frey</last_name>
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