TY - JOUR A1 - Olma, Joshua A1 - Sutter, Christine A1 - Sülzenbrück, Sandra T1 - When failure is not an option: a police firearms training concept for improving decision-making in shoot/don’t shoot scenarios JF - Frontiers in Psychology N2 - Sometimes, policing requires a quick and correct assessment of potentially hazardous situations. The training of tactical gaze control and visual attention, and its positive impact on efficient shoot/don’t shoot decisions in police cadets’ use of firearms has recently been demonstrated. On this basis, we designed an individual videobased police firearms training that was grounded on the Four-Component Instructional Design Model (4C/ID). We shifted toward an individual blended learning approach where we applied an intervention training focused on situational awareness, tactical gaze control, and visual attention. In a preregistered lab experiment, N = 45 senior police officers were randomly allocated to the intervention training or an active control training that resembled a traditional police firearms training. Both groups watched a self-produced educational video before proceeding to the practical training in our indoor firing range. In a pre- and post-test, they engaged in realistic shoot/don’t shoot video scenarios. Both groups did very well regarding decision-making, the optimal muzzle position, and the tactical conduct to keep both eyes open before shooting. Although both groups performed on a comparable level in the pre-test’s shoot scenarios, the intervention group significantly improved their response times and time until the first hit. Overall, we were able to provide an adapted, didactically based police firearms training that supplements current standards. We demonstrated that experts are still susceptible to innovative training concepts and therefore substantiate the recommendation to devote more attention to approaches that emphasize the importance of situational awareness, tactical gaze control, and visual attention in police firearms training. KW - police KW - vision KW - attention KW - training KW - decision-making KW - shooting Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47582 VL - 2024 IS - Volume 15 PB - Frontiers ER - TY - CHAP A1 - Externbrink, Kai A1 - Göllner, Vera A1 - Sülzenbrück, Sandra T1 - Systemische Führung in Organisationen: Stand der Forschung und aktuelle Entwicklungen T2 - Krisen meistern, Ressourcen aufbauen, Nachhaltigkeit stärken. Abstracts zur 26. Fachtagung der Gesellschaft für angewandte Wirtschaftspsychologie (GWPs). 23.-25. Februar 2023, Essen. N2 - Theoretischer Hintergrund: In der psychologischen Führungsforschung zeigt sich ein Shift von traditionellem Management hin zu progressiveren Führungsmodellen, in denen das Gemeinwohl und die nachhaltige Führung von Mitarbeitenden anstelle des Selbstinteresses von Führungskräften treten. Diese Modelle bewegen sich allerdings weiter im traditionellen Paradigma, dass effektive Führung komplexe Systeme gezielt beeinflussen und auf erwünschte Zielzustände hin ausrichten kann. Fragestellung: Folgt man dem systemischen Ansatz, so können Führungskräfte das organisationale System nicht beeinflussen, sondern lediglich die Relationen seiner Bestandteile und Rahmenbedingungen für Emergenz schaffen. So lässt es sich beispielsweise aus der Theorie komplexer adaptiver Systeme und dem darauf basierenden Complexity Leadership Ansatz ableiten. Wenngleich viele Wissenschaftler*innen hierin Potential effektiver Führung sehen, mangelt es doch an konzeptionellen und psychometrischen Grundlagen sowie empirischer Evidenz für die Effektivität systemischer Führung. Methodik: Wir stellen einen Fremdbeschreibungsfragebogen zur Messung systemischer Führung vor (N ges = 8770) sowie die mit diesem Instrument gewonnenen Ergebnisse verschiedener Feldstudien (k = 28) zu Antezedenzien, Auswirkungen und Randbedingungen systemischer Führung. Wir berücksichtigen auch die inkrementelle Varianzaufklärung über transformationale Führung. Ergebnisse: Das Systemic Leadership Inventory ermöglicht die Einschätzung systemischer Kompetenzen von Führungskräften. Diskussion: Zukünftige Forschung sollte sich mit der Entwickelbarkeit systemischer Führung beschäftigen. Limitationen unseres Forschungsprojekts werden diskutiert. Y1 - 2023 UR - https://www.pabst-publishers.com/neuerscheinungen/detailansicht?cmd%5Bfal%5D=7804&tt_products%5Bproduct%5D=1967&cHash=91db7b57b1e25a7e50514a250b372dce SN - 978-3-95853-834-4 SP - 20 PB - Pabst Science Publishers CY - Lengerich/Westfalen ER - TY - CHAP A1 - Göllner, Vera A1 - Sülzenbrück, Sandra A1 - Externbrink, Kai A1 - Sutter, Christine T1 - Systemic Leadership: Construct Clarification and Development of a Multidimensional Measure N2 - Purpose Although the systemic approach to the leadership concept seems to fit well into our modern complex and dynamic work environment, only little research has been conducted to define and assess systemic leadership. In this study we therefore developed and assessed criterion validity of the multidimensional systemic leadership inventory (SLI, Sülzenbrück & Externbrink, 2017). Methodology We conducted two cross-sectional survey among managers and employees of various organizations (N = 143 and N = 150). Results We found a robust five-factor structure of the SLI, comprising systemic thinking, self-knowledge, solution-oriented communication, creating meaning and delegation. Regarding criterion validity, a significant positive correlation of systemic leadership was found with affective commitment, while a significant negative correlation with emotional strain in occupational contexts occurred. These overall positive outcomes for employees were not undermined by negative personality traits of the employee (Machiavellianism), while strong growth need strength further enhanced positive effects on affective commitment. Limitations Since all variables were measured as self-reports, common method variance could limit our findings. Practical Implications Systemic leadership is a very promising new approach for leaders to ensure committed and less strained employees. Value Systemic leadership, especially in terms of a leaders’ understanding of organizational and private systems influencing work behaviour of all members of an organization, is a promising novel leadership model suitable to address challenges of complex and dynamic work environments. Y1 - 2019 N1 - Poster Presented at the Conference of the European Association of Work and Organizational Psychology, Turin, Italy. ER - TY - JOUR A1 - Dahm, Stephan Frederic A1 - Rieger, Martina A1 - Sülzenbrück, Sandra T1 - Improvement by imagining actions: Bimanual transfer effects after action imagery practice in a sequential reaction time task JF - Acta Psychologica N2 - Action-imagery-practice refers to the repetitive use of action imagery to improve subsequent performance leading to partially different representation types than action-execution-practice (AEP). This study explored the representation types in kinesthetic action-imagery-practice (K-AIP) and visual action-imagery-practice (V-AIP) in a serial reaction time task using the crossed hand transfer paradigm. 169 participants (age M ± SD = 25.2 ± 3.9) were randomly assigned to AEP, K-AIP, V-AIP, or control-practice (CP), practicing with uncrossed hands on ten consecutive days. Tests involved the same sequence, a mirror sequence, a shifted sequence, and a shifted mirror sequence, each with uncrossed and crossed hands. With crossed hands, sequence-specific transfer effects indicated only little evidence for effector-independent representations in late stages of learning in AEP and V-AIP. Performance in the same sequence with uncrossed hands indicated the acquisition of stimulus-response location associated effector-dependent sequence-specific representations in AEP, K-AIP and V-AIP, but not in CP. These visual-spatial effector-dependent representations were stronger after AEP than after AIP. Overall, no important differences between both AIP groups were observed, and both groups reported similar focus on kinesthesis and vision, suggesting that irrespective of the instructions, rather than focusing on one single modality, AIP always involves a combination of both modalities - vision and kinesthesis - that promote motor learning. KW - Motor imagery KW - Mental practice KW - Motor learning KW - Action representations KW - Effector-dependence Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47095 SN - 0001-6918 VL - February 2025 IS - Vol. 252 PB - Elsevier ER - TY - JOUR A1 - Olma, Joshua A1 - Sülzenbrück, Sandra A1 - Sutter, Christine T1 - Blended police firearms training improves performance in shoot/don't shoot scenarios: a systematic replication with police cadets JF - Frontiers in Psychology N2 - Senior police officers' tactical gaze control and visual attention improve with an individual video-based police firearms training. To validate the efficacy of said intervention training, a previous experiment was systematically replicated with a sample of N = 52 second-year police cadets. Participants were randomly assigned to the intervention training that focused on situational awareness, tactical gaze control, and visual attention, or an active control training that addressed traditional marksmanship skills. In a pre- and post-test, they had to engage in dynamic shoot/don't shoot video scenarios in an indoor firing range. Overall, the previous findings were replicated: Baseline levels of performance were elevated, yet the intervention group significantly improved their response time and time until the first hit. False positive decision-making cannot be reported at all; false negatives were marginal in the pre-test and eliminated after training. Further, the outcomes of the previous sample of senior officers and the present sample of cadets are compared and lead to the conclusion that the presented approach is a valuable extension of current training standards for both senior police officers and police cadets. KW - police, vision, attention, training, decision-making, shooting, experience, expertise Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47100 VL - 2024 EP - Volume 15 PB - Frontiers ER - TY - JOUR A1 - Rojahn, Joachim A1 - Sülzenbrück, Sandra A1 - Lübke, Karsten T1 - Corporate debt ratios and managerial personality traits: A content analysis of chief executive officers’ speeches at annual general meetings JF - Corporate Ownership & Control N2 - This study contributes to the literature by analysing the joint association of managerial overconfidence, certainty, narcissism, and the Big Five personality traits with debt ratios in the institutional setting of the German two-tier system. Moreover, it provides insights into how corporate governance quality moderates the effects of personality. The analysis relied on the chief executive officers’ (CEOs’) speeches at annual general meetings (AGMs) that were voluntarily disseminated, a novel data source. Managers’ personality traits were measured using software-aided content analysis, and their impact on the debt ratio was analysed using panel regressions. Consistent with previous studies, the debt ratios of German issuers are significantly and positively related to the proxies of managerial certainty and narcissism. However, their model inclusion contributes only marginally to explanatory power. Conversely, the coefficients of the proxies for the Big Five personality traits remained statistically non-significant. Moreover, a significantly negative relationship between debt ratios and the interaction term between a proxy for corporate governance quality and managerial certainty is observed that corresponds to the risk-mitigating impact of corporate governance. KW - Managerial Personality Traits KW - Debt Ratio KW - German Issuers KW - Content Analysis KW - CEO Speeches KW - Annual General Meetings Y1 - 2025 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47177 SN - 1727-9232 VL - 2025 IS - 22 (1) SP - 92 EP - 102 PB - Virtus Interpress ER - TY - CHAP A1 - Sachse, Katharina A1 - Heinrich, Claus-Peter A1 - Heiss, Silke F. A1 - Sülzenbrück, Sandra T1 - Zwischen Hype und Evidenz: Generationenunterschiede bei der Arbeitgeberattraktivität T2 - 28. Fachtagung der Gesellschaft für angewandte Wirtschaftspsychologie (GAWPS), 13.-15. Februar 2025, Hamm N2 - In der öffentlichen Debatte wird die Generation Z häufig als zentrale Herausforderung für die zukünftige Arbeitswelt dargestellt. Es wird behauptet, dass diese Generation, geprägt durch digitale und gesellschaftliche Umbrüche, andere Erwartungen an Arbeitgeber hat als ihre Vorgänger. Unsere Studie untersucht, ob diese Annahme wissenschaftlich haltbar ist und ob sich die Relevanz von Arbeitgeberattraktivitätsfaktoren zwischen den Generationen Baby Boomer, Generation X, Y und Z signifikant unterscheidet. Basierend auf einem neuen empirischen Ansatz analysieren wir mit einer umfangreichen deutschen Stichprobe (N=1133) mittels multipler Regressionen die Vorhersagekraft von 19 Arbeitgeberattraktivitätsfaktoren für die allgemeine Arbeitgeberattraktivität. Dabei prüfen wir, ob und inwieweit die Generationszugehörigkeit moderierende Effekte auf die Bedeutung dieser Faktoren hat. Die Ergebnisse zeigen, dass wesentliche Attraktivitätsfaktoren wie Identifikation mit dem Unternehmen, Management und Führung sowie die Arbeitsaufgabe generationsübergreifend relevant sind. Unterschiede zeigen sich lediglich in einzelnen Dimensionen wie Arbeitsplatzsicherheit, Corporate Social Responsibility, Work-Life-Balance und Unternehmensimage, wobei die Varianzaufklärung durch Generationsunterschiede äußerst gering ist (<2 %) und die signifikanten Regressionskoeffizienten im Durchschnitt nur bei .23 liegen. Die Studie liefert eine empirische Basis für die Diskussion über Generationsunterschiede bei arbeitsrelevanten Einstellungen. Unsere Ergebnisse stellen die gängige Praxis von generationsspezifischem Employer Branding und eine Überschätzung von Generationsunterschieden, die auf stereotypen Annahmen beruhen, infrage. Selbst Alters- und Lebensphaseneffekte lassen sich in unseren Ergebnissen kaum nachweisen. Zukünftige Forschung sollte verstärkt longitudinale Designs verwenden, um die Dynamik von Alter, Lebensphasen und Generationen besser zu verstehen. KW - Generationsunterschiede KW - Arbeitseinstellung KW - Arbeitgeberattraktivität KW - Employer Branding KW - Mythen Y1 - 2025 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47163 N1 - Präsentationsfolien ER - TY - CHAP A1 - Steffens, Katharina A1 - Sutter, Christine A1 - Sülzenbrück, Sandra T1 - Work-Life Blending: The Concept and Potential for Future Research T2 - Chancen diverser und interkultureller Berufswelten. Veröffentlichung zur 28. Fachtagung der Gesellschaft für angewandte Wirtschaftspsychologie (GWPS), Hochschule Hamm-Lippstadt 13.-15. Februar 2025 N2 - Theoretical Background: Work-Life Blending refers to the dissolution and permeability of boundaries between work and personal life, leading to an integrated experience across these domains. Despite its growing prevalence, a comprehensive conceptualisation of Work-Life-Blending is lacking. Our study addresses this gap by conducting a systematic review to define and clarify the construct, guided by Clark’s (2000) work/family border theory. Research Question: Our study aimed to identify key factors and dimensions of Work-Life Blending, leading to a holistic conceptualisation. Specifically, our review seeks to answer: What are the key factors and dimensions of Work-Life-Blending, and how can they be integrated into a unified concept and definition? We aim to review the current state of knowledge, define and clarify the concept, and propose a future research agenda. Methodology: Following PRISMA guidelines (Liberati et al., 2009; Moher et al., 2009), we analysed 51 relevant articles from an initial pool of 1,400 references. A systematic review approach was used to synthesise existing literature and identify the main factors and dimensions associated with Work-Life Blending. Findings: Our findings revealed a diverse and multifaceted field, structured using Clark’s (2000) key concepts. This framework provided deeper insights into the complex nature of the topic, highlighting significant diversification in the studies. Discussion and Implications: The study provides a strong foundation for further research on Work-Life Blending. By establishing a classification of key determinants, we offer a comprehensive framework for future studies, e.g., to explore which lifestyle principles can enhance work-life integration and address the challenges of modern work arrangements. References: Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747-770. Liberati, A., Altman, D. G., Tetzlaff, J., Mulrow, C., Gøtzsche, P. C., Ioannidis, J. P. & Moher, D. (2009). The PRISMA statement for reporting systematic reviews and meta-analyses of studies that evaluate health care interventions: explanation and elaboration. Journal of clinical epidemiology, 62(10), e1-e34. KW - Work-Life-Blending KW - Work-Life-Balance KW - Work-Life-Integration KW - Workplace 4.0 KW - Work KW - Home Y1 - 2025 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47140 SN - 978-3-95853-972-3 SP - 81 PB - Pabst Science Publishers CY - Lengerich ER - TY - JOUR A1 - Thiemann, Markus A1 - Sutter, Christine A1 - Sülzenbrück, Sandra T1 - Investigating the Influence of Mindfulness Intervention on Knowledge Sharing in High‑Responsibility Teams JF - Journal of Police and Criminal Psychology N2 - In this experimental study, we investigated the impact of a mindfulness intervention on knowledge sharing and knowledge collecting (de Vries et al. 2016) during a 2-day command post exercise of German senior police officers. The setting of the experiment took place under the terms of a command post exercise (Stabs-Rahmenübung), held once a year at the Federal Academy for Civil Defense and Civil Protection (Bundesakademie für Bevölkerungs- und Zivilschutz—BABZ). The BABZ provides premises and technical facilities for advanced training, and the police officers spend a week focusing exclusively on learning and training for police staff work (polizeiliche Stabsarbeit). Mayring (2010) identified three aspects (cognition, emotion, action) influencing communication’s semiotic aspect. These three aspects were addressed during the mindfulness intervention used in the field study, with participants being asked to provide a short statement about their current state of cognition, emotion, and physical experience. The intervention was conducted before and after each of the two daily command post exercises for the experimental group (N = 46), while no intervention occurred for the control group (N = 58). Knowledge sharing and knowledge collecting were assessed with the Knowledge Donating and Knowledge Collecting Items (de Vries et al. 2016). While planned contrast analyses revealed no effect on knowledge donating, our data suggest a tendency for a positive influence of the mindfulness intervention on knowledge collecting. These differences between knowledge sharing and collecting might occur because knowledge collecting is more implicit and part of the process of building a shared mental model (Cannon-Bowers et al. 1993). The impact of knowledge collecting will be discussed in light of the self-determination theory (Ryan and Deci 2000) and the impact of individual and collective mindfulness in high-reliability organizations (Weick and Sutcliffe 2001), respectively high-responsibility teams (Hagemann et al. 2012). KW - Midfulness KW - Knowledge sharing KW - Shared mental model KW - High-responsibility teams KW - High-reliability organizations KW - Team knowledge constructs Y1 - 2025 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47895 VL - 2025 IS - 40 SP - 570 EP - 588 PB - Springer Nature ER - TY - JOUR A1 - Vieregge, Jaqueline A1 - Sutter, Christine A1 - Sülzenbrück, Sandra T1 - How Sensory Processing Sensitivity Shapes Employee Reactions to Core Job Characteristics JF - Arbeits- und Organisationspsychologie A&O N2 - Sensory processing sensitivity (SPS) is a personality trait characterized by a high sensitivity to sensory stimuli (Aron & Aron, 1997). On the basis of environmental sensitivity theory (Pluess & Boniwell, 2015) as well as the job characteristics model (Hackman & Oldham, 1976), we investigated the moderating impact of SPS (HSP Scale; Aron & Aron, 1997; Konrad & Herzberg, 2019) on the relationship between job characteristics (Work Design Questionnaire; Morgeson & Humphrey, 2006; Stegmann et al., 2010) and organizational citizenship behavior (OCB Scale; Podsakoff et al., 1990). The results of our two-wave survey study with 199 employees from a broad range of industries and students indicate that SPS strengthens the relationship between feedback as well as task significance and OCB, but SPS weakens the relationship between autonomy (work methods) as well as task variety and OCB. N2 - Wie Hochsensibilität die Auswirkungen von Arbeitsmerkmalen auf das Verhalten von Mitarbeitenden beeinflusst Zusammenfassung: Hochsensibilität bzw. Sensory processing sensitivity (HPS bzw. SPS) ist ein Persönlichkeitsmerkmal, welches sich durch eine besonders ausgeprägte Empfindsamkeit für sensorische Reize auszeichnet (Aron & Aron, 1997). Basierend auf der Environmental Sensitivity Theory (Pluess & Boniwell, 2015) und dem Job-Characteristics Model (Hackman & Oldham, 1976), untersuchen wir den moderierenden Einfluss von Hochsensibilität (HSP-Skala, Aron & Aron, 1997; Konrad & Herzberg, 2019) auf die Beziehung zwischen Aufgabenmerkmalen (WDQ, Morgeson & Humphrey, 2006, Stegmann et al., 2010) und OCB (OCB-Skala, Podsakoff et al., 1990). Die Ergebnisse unserer zweiwelligen schriftlichen Befragung an N = 199 deutschen Angestellten verschiedener Branchen und Studierenden deuten darauf hin, dass die Ausprägung der Hochsensibilität eines Mitarbeitenden die Auswirkungen von Autonomie, Feedback, Aufgabenvielfalt und Bedeutsamkeit der Aufgabe auf OCB moderiert. Hochsensiblere Mitarbeitende steigern durch Feedback und die Bedeutsamkeit ihrer Tätigkeit ihr extraproduktives Verhalten noch stärker als weniger sensible Mitarbeitende, während die Gestaltungsmerkmale Autonomie und Aufgabenvielfalt ihr extraproduktives Verhalten abschwächen. KW - highly sensitive person KW - sensory processing sensitivity KW - personality traits KW - OCB KW - job characteristics KW - job demands and resources KW - environmental sensitivity Y1 - 2023 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47932 VL - 2023 IS - 68, Heft 1 SP - 17 EP - 35 PB - Hogrefe ER - TY - JOUR A1 - Möltner, Hannah A1 - Pötter, Nina A1 - Abel, Sören A1 - Sülzenbrück, Sandra A1 - Nevries, Pascal T1 - Validierung einer deutschen Übersetzung der Academic Motivation Scale JF - Diagnostica N2 - Bislang existierte keine deutschsprachige, validierte Übersetzung der Academic Motivation Scale (AMS). Das Ziel der vorliegenden Studie ist daher die Validierung einer deutschen Übersetzung der AMS in zwei Studien. Die Übersetzung der AMS folgte dem TRAPD-Modell, einer Weiterentwicklung der Back-Translation-Methode. Die erste zweiwellige Studie (N = 211) zeigte gute bis sehr gute interne Konsistenzen und mit den Originalversionen der AMS weitgehend übereinstimmende Retest-Reliabilitäten. Die postulierte siebenfaktorielle Struktur wies gegenüber einem ein- bzw. dreifaktoriellen Modell den besten Modell-Fit auf. Die zweite zweiwellige Studie (N = 221) analysierte die konvergente und divergente Validität, sowie die Kriteriumsvalidität. Zusammenfassend verfügt die deutsche Version der AMS über gute psychometrische Eigenschaften und kann daher in Forschung und Praxis eingesetzt werden. N2 - There is presently no validated German translation of the Academic Motivation Scale (AMS). This study therefore validates the German translation of the AMS in two studies. The translation of the AMS followed the TRAPD model, a further development of the back-translation method. The first two-wave study (N = 211) showed good to very good internal consistencies and retest reliabilities that were largely consistent with the original versions of the AMS. The postulated seven-factor structure showed the best model fit compared to a one-or-three-factor model. The second two-wave study (N = 221) analyzed convergent and divergent validities as well as criterion validity. In summary, the German version of the AMS has good psychometric properties and can be used in research and practice. T2 - Validation of a German Translation of the Academic Motivation Scale (AMS-D) KW - Studienmotivation KW - Übersetzung KW - Validierung KW - Fragebogen KW - academic motivation KW - translation KW - validation KW - questionnaire Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47928 VL - 2024 IS - Volume 70, Issue 4 SP - 151 EP - 161 PB - Hogrefe Verlag ER - TY - JOUR A1 - Lukenda, Kimberly A1 - Sülzenbrück, Sandra A1 - Sutter, Christine T1 - Expressive writing as a practice against work stress: An experimental study JF - Journal of Workplace Behavioral Health N2 - This study examines the effectiveness of expressive writing in reducing work stress. Expressive writing involves structured written exercises of self-disclosure for cognitive and affective processing of stressful experiences over several writing sessions. Using a 3x3 mixed design, we examined the effects of the intervention on work stress as well as work-related motivation and attitudes in 62 German participants. We found a sex-specific effect in the significant reduction of exhaustion in men in the experimental group. In contrast, women in the control group showed significantly higher levels of exhaustion. This effect was not found for women in the experimental group. Despite the limitations of our research in terms of sample differences in baseline levels, our research identifies an alleviating effect of expressive writing on emotional exhaustion as the core facet of burnout. Future research should specifically select individuals with higher levels of stress to address the limitations mentioned. KW - Expressive writing KW - work stress KW - stress management KW - stress intervention KW - written emotional disclosure Y1 - 2024 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:1010-opus4-47902 SN - 1555-5240 VL - 2025 IS - Volume 40, Issue 3 SP - 433 EP - 456 PB - Routledge ER -