Blar i Publikasjoner fra CRIStin - BI på forfatter "Nerstad, Christina G. L."
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Can engagement go awry and lead to burnout? The moderating role of the perceived motivational climate
Nerstad, Christina G. L.; Wong, Sut I; Richardsen, Astrid Marie (Peer reviewed; Journal article, 2019)In this study, we propose that when employees become too engaged, they may become burnt out due to resource depletion. We further suggest that this negative outcome is contingent upon the perceived motivational psychological ... -
Goal orientation: A review of the miles traveled and the miles to go
Vandewalle, Don; Nerstad, Christina G. L.; Dysvik, Anders (Journal article; Peer reviewed, 2019)Goal orientation, a theory that originated primarily in the educational and social psychology fields, has emerged in the past two decades as a prominent theory in organizational psychology and organizational behavior. We ... -
Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes
Nerstad, Christina G. L.; Dysvik, Anders; Kuvaas, Bård; Buch, Robert (Journal article; Peer reviewed, 2018)While previous studies have increased our knowledge of how employees’ perceptions of devel-opment practices influence employee outcomes, the role of potential contingencies in this rela-tionship remains relatively unexplored. ... -
Perceived Mastery Climate, Felt Trust, and Knowledge Sharing
Nerstad, Christina G. L.; Rosalind, Searle; Černe, Matej; Dysvik, Anders; Škerlavaj, Miha; Scherer, Ronny (Journal article; Peer reviewed, 2018)Interpersonal trust is associated with a range of adaptive outcomes, including knowledge sharing. However, to date, our knowledge of antecedents and consequences of employees feeling trusted by supervisors in organizations ... -
Riding two horses at once: The combined roles of mastery and performance climates in implementing creative ideas
Škerlavaj, Miha; Černe, Matej; Dysvik, Anders; Nerstad, Christina G. L.; Su, Chunke (Journal article; Peer reviewed, 2019)Not all creative ideas end up being implemented. Drawing on micro‐innovation literature and achievement goal theory, we propose that the interplay of two types of work motivational climates (mastery and performance) moderates ...