Christina G. L. Nerstad, Ph. D., is a Professor of Organizational Psychology. Her research activities are in the areas of organizational behavior, human resource management, and occupational health psychology, focusing on the motivational determinants of achievement, health, and well-being at work.
She is involved in several national and international research collaboration projects. Her work has been published in international journals such as the Academy of Management Journal, Journal of Organizational Behavior, Human Resource Management, and Journal of Occupational Health Psychology.
Research Areas Organizational Behavior (e.g., motivation, work climates, organizational stress, health and well-being, performance, turnover, knowledge sharing/hiding)
Human Resource Management (e.g., performance management, HR-practices)
Sport Psychology (e.g., motivation, well-being, sport management)
Teaching Areas
Motivational Science
Occupational Health Psychology
Organizational Stress
Performance in Organizations
Human Resource Management and Leadership
Organizational Climate/Psychological Climate
Purpose: The purpose of this study was to advance research on work-related well-being and age by using a life-span approach to investigate the relationship between mastery goal orientation and work engagement during various age periods. We further tested whether a perceived motivational climate moderated the proposed relationships, and whether the nature of the moderation differed between age groups. Design/methodology/approach: We utilized a two-wave, web-based questionnaire survey and collected data from 838 employees in the financial sector in Norway. Multiple regressions and PROCESS macro were used to test our hypotheses. Findings: We found that both work engagement and mastery goal orientation differed across age groups and that the relationship between mastery goal orientation and work engagement was stronger for older than for younger ages. Our results further support the moderating role of a motivational climate. Whereas a perceived mastery climate moderated the relationship between mastery goal orientation and work engagement for older workers, a perceived performance climate moderated the suggested relationship for younger workers. Originality: Our study extends research on work engagement in an age-diverse workforce by applying a life-span approach to the interplay between person and contextual elements in fostering work engagement. Furthermore, our study involved investigating factors that may inhibit or enhance the link between mastery orientation and work engagement for various age groups, which is important given work engagement’s link to central work outcomes.
Zhang, Qinyun; Wang, Xiao-Hua, Nerstad, Christina G. L., Ren, Hantao & Gao, Ruoyu (2022)
Motivational climates, work passion, and behavioral consequences
Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus obsessive passion, respectively, and (2) proactive versus pro-job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies—a survey study with 259 leader–subordinate dyads and an experimental study with 174 part-time master's-level students—largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro-job unethical behavior. Theoretical contributions and practical implications are also discussed.
Kopperud, Karoline; Nerstad, Christina G. L. & Buch, Robert (2022)
Engaging the age-diverse workforce: the interplay between personal and contextual resources
Purpose: The purpose of this study was to advance research on work-related well-being and age by using a life-span approach to investigate the relationship between mastery goal orientation and work engagement during various age periods. We further tested whether a perceived motivational climate moderated the proposed relationships, and whether the nature of the moderation differed between age groups. Design/methodology/approach: We utilized a two-wave, web-based questionnaire survey and collected data from 838 employees in the financial sector in Norway. Multiple regressions and PROCESS macro were used to test our hypotheses. Findings: We found that both work engagement and mastery goal orientation differed across age groups and that the relationship between mastery goal orientation and work engagement was stronger for older than for younger ages. Our results further support the moderating role of a motivational climate. Whereas a perceived mastery climate moderated the relationship between mastery goal orientation and work engagement for older workers, a perceived performance climate moderated the suggested relationship for younger workers. Originality: Our study extends research on work engagement in an age-diverse workforce by applying a life-span approach to the interplay between person and contextual elements in fostering work engagement. Furthermore, our study involved investigating factors that may inhibit or enhance the link between mastery orientation and work engagement for various age groups, which is important given work engagement’s link to central work outcomes.
Zhang, Qinyun; Wang, Xiao-Hua, Nerstad, Christina G. L., Ren, Hantao & Gao, Ruoyu (2022)
Motivational climates, work passion, and behavioral consequences
Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus obsessive passion, respectively, and (2) proactive versus pro-job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies—a survey study with 259 leader–subordinate dyads and an experimental study with 174 part-time master's-level students—largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro-job unethical behavior. Theoretical contributions and practical implications are also discussed.
Zhang, Qinyun; Wang, Xiao-Hua, Nerstad, Christina G. L. & Hantao, Ren (2021)
Influences of Perceived Motivational Climate on Employee Work Passion and Subsequent Work Behaviour
This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work.
Nerstad, Christina; Buch, Robert, Dysvik, Anders & Säfvenbom, Reidar (2020)
Stability of Individuals’ Definitions of Success and the Influence of Perceived Motivational Climate: A Longitudinal Perspective
In the present study, we investigated the stability and malleability of cadets’ definitions of success (mastery and performance goal orientations) contextualized within a certain motivational climate (mastery and performance climates). Based on data from three military academies, the results revealed that cadets’ goal orientations and their perceptions of the motivational climate remained relatively stable throughout the 2 years of study across three time-points. We also found that a mastery climate predicted individual mastery orientation, and that a performance climate predicted individual performance orientation. These findings contribute to achievement goal theory by clarifying the importance of considering goal orientation contextualized within a certain motivational climate over time. Implications for future research and practice are discussed.
Kopperud, Karoline; Nerstad, Christina & Dysvik, Anders (2020)
Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions
Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influences turnover intention through the facilitation of work–home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive–and reduced negative—work–home spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive—and increased negative—work–home spillover experiences. In a cross—lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work–home spillover partly mediates the relationship between a perceived motivational climate and turnover intention. Specifically, mastery climates seem to facilitate positive—and reduce negative—spillover between the professional and private spheres, which in turn decreases employees’ turnover intention. Contrary to our expectations, a perceived performance climate slightly increased both positive and negative work-home spillover, however increasing employees’ turnover intention. We discuss implications for practice and future research.
Steindórsdóttir, Bryndís Dögg; Nerstad, Christina G. L. & Magnusdottir, Katrin Thyri (2020)
What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness
Job embeddedness was developed as a new perspective to explain employee retention, and recent research has demonstrated its predictive power of voluntary turnover. However, little is known about factors that might influence job embeddedness. The aim of this study was to examine if a perceived mastery climate at work predicts job embeddedness (i.e., links, fit and sacrifice) and whether satisfaction of the needs for autonomy, relatedness, and competence would mediate this relationship. In a survey of 430 employees from six organizations in Iceland and one in Norway, we found that the needs for autonomy, competence, and relatedness mediated the relationship between a perceived mastery climate and the links, fit, and sacrifice dimensions of on-the-job embeddedness. We discuss theoretical and practical implications as well as directions for future research.
Nerstad, Christina G. L.; Caniëlis, Marjolein, Roberts, Glyn & Richardsen, Astrid Marie (2020)
Perceived Motivational Climates and Employee Energy: The Mediating Role of Basic Psychological Needs
This study draws on achievement goal theory and self-determination theory to examine the associations among two motivational climates (i.e., mastery and performance) and two indicators of energy at work (i.e., vigor and emotional exhaustion), as well as the mediating role of basic psychological need satisfaction (i.e., autonomy, relatedness, and competence). A two-wave longitudinal study was conducted collecting data from 1,081 engineers and technologists. We applied previously validated instruments to assess the variables of interest. Structural equation modeling analyses were conducted to test the hypotheses. Our findings show that mastery climate is positively and significantly related to each of the three basic needs, whereas a performance climate is negatively and significantly related to each of the three basic needs. Further, the results indicate that the basic needs are significantly associated with both measures of energy, negatively with emotional exhaustion and positively with vigor. This pattern of results suggests that basic psychological need satisfaction mediates the relationship between motivational climates and energy at work.
Nerstad, Christina; Buch, Robert, Dysvik, Anders & Säfvenbom, Reidar (2020)
Stability of Individuals’ Definitions of Success and the Influence of Perceived Motivational Climate: A Longitudinal Perspective
In the present study, we investigated the stability and malleability of cadets’ definitions of success (mastery and performance goal orientations) contextualized within a certain motivational climate (mastery and performance climates). Based on data from three military academies, the results revealed that cadets’ goal orientations and their perceptions of the motivational climate remained relatively stable throughout the 2 years of study across three time-points. We also found that a mastery climate predicted individual mastery orientation, and that a performance climate predicted individual performance orientation. These findings contribute to achievement goal theory by clarifying the importance of considering goal orientation contextualized within a certain motivational climate over time. Implications for future research and practice are discussed.
Kopperud, Karoline; Nerstad, Christina & Dysvik, Anders (2020)
Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions
Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influences turnover intention through the facilitation of work–home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive–and reduced negative—work–home spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive—and increased negative—work–home spillover experiences. In a cross—lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work–home spillover partly mediates the relationship between a perceived motivational climate and turnover intention. Specifically, mastery climates seem to facilitate positive—and reduce negative—spillover between the professional and private spheres, which in turn decreases employees’ turnover intention. Contrary to our expectations, a perceived performance climate slightly increased both positive and negative work-home spillover, however increasing employees’ turnover intention. We discuss implications for practice and future research.
Steindórsdóttir, Bryndís Dögg; Nerstad, Christina G. L. & Magnusdottir, Katrin Thyri (2020)
What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness
Job embeddedness was developed as a new perspective to explain employee retention, and recent research has demonstrated its predictive power of voluntary turnover. However, little is known about factors that might influence job embeddedness. The aim of this study was to examine if a perceived mastery climate at work predicts job embeddedness (i.e., links, fit and sacrifice) and whether satisfaction of the needs for autonomy, relatedness, and competence would mediate this relationship. In a survey of 430 employees from six organizations in Iceland and one in Norway, we found that the needs for autonomy, competence, and relatedness mediated the relationship between a perceived mastery climate and the links, fit, and sacrifice dimensions of on-the-job embeddedness. We discuss theoretical and practical implications as well as directions for future research.
Nerstad, Christina G. L.; Wong, Sut I & Richardsen, Astrid Marie (2019)
Can engagement go awry and lead to burnout? The moderating role of the perceived motivational climate
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 climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.
Nerstad, Christina G. L.; Buch, Robert & Säfvenbom, Reidar (2019)
Goal Orientation and Perceived Motivational Climate: A Longitudinal Perspective
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 review the state of affairs for goal orientation research with the following roadmap. First, we discuss the historical roots of goal orientation. Next, we summarize the nomological network of goal orientation and describe the processing frameworks associated with goal orientation factors. We then discuss the crucial role of moderator variables to explain the notable variance found in goal orientation– outcome variable relationships. We next summarize the research findings on the relationship of goal orientation with the proximal mediator and distal outcome variables. We conclude the review with a miles-to-go discussion of several major issues currently faced in goal orientation research.
Nerstad, Christina G. L.; Wong, Sut I & Richardsen, Astrid Marie (2019)
Can engagement go awry and lead to burnout? The moderating role of the perceived motivational climate
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 climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.
Nerstad, Christina G. L.; Buch, Robert & Säfvenbom, Reidar (2019)
Goal Orientation and Perceived Motivational Climate: A Longitudinal Perspective
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 review the state of affairs for goal orientation research with the following roadmap. First, we discuss the historical roots of goal orientation. Next, we summarize the nomological network of goal orientation and describe the processing frameworks associated with goal orientation factors. We then discuss the crucial role of moderator variables to explain the notable variance found in goal orientation– outcome variable relationships. We next summarize the research findings on the relationship of goal orientation with the proximal mediator and distal outcome variables. We conclude the review with a miles-to-go discussion of several major issues currently faced in goal orientation research.
Nerstad, Christina G. L.; Dysvik, Anders, Kuvaas, Bård & Buch, Robert (2018)
Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes
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. In the present study, we set out to contribute to thisresearch by exploring whether congruence or lack of congruence between perceived employeedevelopment practices and the perceived motivational climate at work influence employee per-formance and turnover intention. A field study among 169 employees from a Norwegian finan-cial organization revealed that lack of congruence may be detrimental in terms of workperformance and turnover intention. Implications for practice and future research arediscussed.
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn (2018)
Who are the high achievers at work? Perceived motivational climate, goal orientation profiles, and work performance
The purpose of this study was to respond to the call for research on goal orientation (mastery and performance orientation) profiles in work contexts. Among 8,282 engineers and technologists, Latent profile analyses indicated that four different goal orientation profiles existed – primarily mastery oriented, indifferent, moderate multiple goals, and success oriented. Both success oriented employees and employees who are primarily mastery oriented indicated the highest individual work performance. Further, mastery and performance climates were found to be relevant antecedents of employees’ goal orientation profiles. Supplementary analyses suggested that a primarily mastery oriented profile seems to be more beneficial for the facilitation of employee well‐being. The practical implications of these findings and directions for future research are presented.
Nerstad, Christina G. L.; Rosalind, Searle, Černe, Matej, Dysvik, Anders, Škerlavaj, Miha & Scherer, Ronny (2018)
Perceived Mastery Climate, Felt Trust, and Knowledge Sharing
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 remains limited. On the basis of a multisource, multiwave field study among 956 employees from 5 Norwegian organizations, we examined the predictive roles of perceived mastery climate and employee felt trust for employees' knowledge sharing. Drawing on the achievement goal theory, we develop and test a model to demonstrate that when employees perceive a mastery climate, they are more likely to feel trusted by their supervisors at both the individual and group levels. Moreover, the relationship between employees' perceptions of a mastery climate and supervisor‐rated knowledge sharing is mediated by perceptions of being trusted by the supervisor. Theoretical contributions and practical implications of our findings are discussed.
Nerstad, Christina G. L.; Dysvik, Anders, Kuvaas, Bård & Buch, Robert (2018)
Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes
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. In the present study, we set out to contribute to thisresearch by exploring whether congruence or lack of congruence between perceived employeedevelopment practices and the perceived motivational climate at work influence employee per-formance and turnover intention. A field study among 169 employees from a Norwegian finan-cial organization revealed that lack of congruence may be detrimental in terms of workperformance and turnover intention. Implications for practice and future research arediscussed.
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn (2018)
Who are the high achievers at work? Perceived motivational climate, goal orientation profiles, and work performance
The purpose of this study was to respond to the call for research on goal orientation (mastery and performance orientation) profiles in work contexts. Among 8,282 engineers and technologists, Latent profile analyses indicated that four different goal orientation profiles existed – primarily mastery oriented, indifferent, moderate multiple goals, and success oriented. Both success oriented employees and employees who are primarily mastery oriented indicated the highest individual work performance. Further, mastery and performance climates were found to be relevant antecedents of employees’ goal orientation profiles. Supplementary analyses suggested that a primarily mastery oriented profile seems to be more beneficial for the facilitation of employee well‐being. The practical implications of these findings and directions for future research are presented.
Nerstad, Christina G. L.; Rosalind, Searle, Černe, Matej, Dysvik, Anders, Škerlavaj, Miha & Scherer, Ronny (2018)
Perceived Mastery Climate, Felt Trust, and Knowledge Sharing
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 remains limited. On the basis of a multisource, multiwave field study among 956 employees from 5 Norwegian organizations, we examined the predictive roles of perceived mastery climate and employee felt trust for employees' knowledge sharing. Drawing on the achievement goal theory, we develop and test a model to demonstrate that when employees perceive a mastery climate, they are more likely to feel trusted by their supervisors at both the individual and group levels. Moreover, the relationship between employees' perceptions of a mastery climate and supervisor‐rated knowledge sharing is mediated by perceptions of being trusted by the supervisor. Theoretical contributions and practical implications of our findings are discussed.
Kuvaas, Bård; Buch, Robert, Weibel, Antoinette, Dysvik, Anders & Nerstad, Christina G. L. (2017)
Do intrinsic and extrinsic motivation relate differently to employee outcomes?
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 a curvilinear relationship between the frequency of idea‐generation and idea‐implementation behavior. Field studies in two non‐Western countries (China, with a study of 117 employees nested within 21 groups, and Slovenia, with a study of 240 employees nested within 34 groups) revealed a three‐way interaction of idea generation, performance climate, and mastery climate as joint predictors of idea implementation. Specifically, results of random coefficient modeling show that when combined, mastery and performance climates transform the relationship between the frequency of idea generation and idea implementation from an inverse U‐shaped curvilinear relationship to a positive and more linear one. These findings suggest that ideas are most frequently implemented in organizational contexts characterized by both high‐mastery and high‐performance climates. Implications for research and practice are discussed.
Buch, Robert; Nerstad, Christina G. L. & Säfvenbom, Reidar (2017)
The interactive roles of mastery climate and performance climate in predicting intrinsic motivation
This study examined the interplay between perceived mastery and performance climates in predicting increased intrinsic motivation. The results of a two-wave longitudinal study comprising of 141 individuals from three military academies revealed a positive relationship between a perceived mastery climate and increased intrinsic motivation only for individuals who perceived a low performance climate. This finding suggests a positive relationship between a perceived mastery climate and increased intrinsic motivation only when combined with low perceptions of a performance climate. Hence, introducing a performance climate in addition to a mastery climate can be an undermining motivational strategy, as it attenuates the positive relationship between a mastery climate and increased intrinsic motivation. Implications for future research and practice are discussed.
Kuvaas, Bård; Buch, Robert, Weibel, Antoinette, Dysvik, Anders & Nerstad, Christina G. L. (2017)
Do intrinsic and extrinsic motivation relate differently to employee outcomes?
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 a curvilinear relationship between the frequency of idea‐generation and idea‐implementation behavior. Field studies in two non‐Western countries (China, with a study of 117 employees nested within 21 groups, and Slovenia, with a study of 240 employees nested within 34 groups) revealed a three‐way interaction of idea generation, performance climate, and mastery climate as joint predictors of idea implementation. Specifically, results of random coefficient modeling show that when combined, mastery and performance climates transform the relationship between the frequency of idea generation and idea implementation from an inverse U‐shaped curvilinear relationship to a positive and more linear one. These findings suggest that ideas are most frequently implemented in organizational contexts characterized by both high‐mastery and high‐performance climates. Implications for research and practice are discussed.
Buch, Robert; Nerstad, Christina G. L. & Säfvenbom, Reidar (2017)
The interactive roles of mastery climate and performance climate in predicting intrinsic motivation
This study examined the interplay between perceived mastery and performance climates in predicting increased intrinsic motivation. The results of a two-wave longitudinal study comprising of 141 individuals from three military academies revealed a positive relationship between a perceived mastery climate and increased intrinsic motivation only for individuals who perceived a low performance climate. This finding suggests a positive relationship between a perceived mastery climate and increased intrinsic motivation only when combined with low perceptions of a performance climate. Hence, introducing a performance climate in addition to a mastery climate can be an undermining motivational strategy, as it attenuates the positive relationship between a mastery climate and increased intrinsic motivation. Implications for future research and practice are discussed.
Nerstad, Christina G. L. (2016)
Social-contextual forces and innovative work: a motivational climate perspective
This study explored the relationship between obsessive passion for work and incivility instigations, as well as the moderating role of a mastery motivational climate. A longitudinal, three-wave study was conducted among 1,263 employees from a large Norwegian workers’ union across a 10-month time span. The results show that obsessive passion for work relates positively to incivility instigations and that this relationship is stable over time. Building on the person–environment fit perspective, we find that the relationship between obsessive passion for work and incivility instigations is stronger for employees with both high levels of obsessive passion and high perceptions of a mastery climate. Our results underline the importance of considering not only the individual in his/her context, but also of considering the match between the individual’s values and the contextual values.
Nerstad, Christina G. L. & Richardsen, Astrid Marie (2016)
Motivasjon og velvære i arbeidslivet
Produktiv motivasjon i arbeidslivet, , s. 233-260.
Nerstad, Christina G. L. (2016)
Motiverende arbeidsklima
Produktiv motivasjon i arbeidslivet, , s. 63-86.
Nerstad, Christina G. L. (2016)
Social-contextual forces and innovative work: a motivational climate perspective
This study explored the relationship between obsessive passion for work and incivility instigations, as well as the moderating role of a mastery motivational climate. A longitudinal, three-wave study was conducted among 1,263 employees from a large Norwegian workers’ union across a 10-month time span. The results show that obsessive passion for work relates positively to incivility instigations and that this relationship is stable over time. Building on the person–environment fit perspective, we find that the relationship between obsessive passion for work and incivility instigations is stronger for employees with both high levels of obsessive passion and high perceptions of a mastery climate. Our results underline the importance of considering not only the individual in his/her context, but also of considering the match between the individual’s values and the contextual values.
Nerstad, Christina G. L. & Richardsen, Astrid Marie (2016)
Motivasjon og velvære i arbeidslivet
Produktiv motivasjon i arbeidslivet, , s. 233-260.
Nerstad, Christina G. L. (2016)
Motiverende arbeidsklima
Produktiv motivasjon i arbeidslivet, , s. 63-86.
Buch, Robert; Nerstad, Christina G. L., Aandstad, Anders & Säfvenbom, Reidar (2015)
Exploring the interplay between the motivational climate and goal orientation in predicting maximal oxygen uptake
Drawing upon achievement goal theory, this study explored the interplay between the perceived motivational climate, achievement goals and objective measurements of maximal oxygen uptake (VO2max). The results of a study of 123 individuals from three Norwegian military academies revealed that under the condition of a high-performance orientation there is a stronger positive relationship between performance climate and VO2max for individuals reporting a low (rather than high)-mastery orientation. Furthermore, we found that for individuals with a high-mastery orientation there is a stronger positive relationship between mastery climate and VO2max for individuals reporting a low (rather than high)-performance orientation. These findings contribute to achievement goal theory by providing support for an interactionist person–environment fit perspective. Implications for future research and practice are discussed.
Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2015)
It takes three to tango—Exploring the interplay between training intensity, job autonomy, and supervisor support in predicting knowledge sharing
Drawing upon achievement goal theory, this study explored the interplay between the perceived motivational climate, achievement goals and objective measurements of maximal oxygen uptake (VO2max). The results of a study of 123 individuals from three Norwegian military academies revealed that under the condition of a high-performance orientation there is a stronger positive relationship between performance climate and VO2max for individuals reporting a low (rather than high)-mastery orientation. Furthermore, we found that for individuals with a high-mastery orientation there is a stronger positive relationship between mastery climate and VO2max for individuals reporting a low (rather than high)-performance orientation. These findings contribute to achievement goal theory by providing support for an interactionist person–environment fit perspective. Implications for future research and practice are discussed.
Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2015)
It takes three to tango—Exploring the interplay between training intensity, job autonomy, and supervisor support in predicting knowledge sharing
Ledere bør bli gode lyttere – det kan være svært lønnsomt
[Kronikk]
Nerstad, Christina G. L. & Adair, Katrine (2024)
Ledere bør bli gode lyttere – det kan være svært lønnsomt
[Kronikk]
Nerstad, Christina G. L. & Nijjer, Harpreet Kaur (2023)
Her er røddagene for 2024 og tips til hva du bør tenke på
[Internet]
Nerstad, Christina G. L. & Nijjer, Harpreet Kaur (2023)
Her er røddagene for 2024 og tips til hva du bør tenke på
[Internet]
Nerstad, Christina G. L. & Brugrand, Camilla Skjær (2022)
Sommerpraten: Dette lytter norske toppledere til i ferien
[Journal]
Nerstad, Christina G. L. & Brugrand, Camilla Skjær (2022)
Sommerpraten: Dette lytter norske toppledere til i ferien
[Journal]
Kvalnes, Øyvind & Nerstad, Christina G. L. (2021)
Mestringsklima
[Internet]
Thonhaugen, Markus; Andersen, Barbro & Nerstad, Christina G. L. (2021)
Ingen «gratis» fridager i jula: – Kjipt
[Internet]
Graatrud, Gabrielle & Nerstad, Christina G. L. (2021)
Rivalisering blant kolleger kan føre til utbrenthet. Slik skaper du et bedre arbeidsmiljø
[Journal]
Graatrud, Gabrielle & Nerstad, Christina G. L. (2021)
Ikke alt stress er negativt. Slik finner du balansen mellom sunt og usunt stress
[Journal]
Dybdahl, Linn & Nerstad, Christina G. L. (2021)
Hvor god er du på å ta deg fri?
[Internet]
Dybdahl, Linn & Nerstad, Christina G. L. (2021)
Hvor god er du på å ta deg fri?
[Internet]
Andersen, Elise Rønnevig & Nerstad, Christina G. L. (2021)
Hilde (31) kollapset på hjemmekontoret. Her er seks tegn på at du begynner å bli utbrent.
[Journal]
Rønne, Knut Petter & Nerstad, Christina G. L. (2021)
Se opp for tegn på utbrenthet
[Journal]
Kvalnes, Øyvind & Nerstad, Christina G. L. (2021)
Mestringsklima
[Internet]
Thonhaugen, Markus; Andersen, Barbro & Nerstad, Christina G. L. (2021)
Ingen «gratis» fridager i jula: – Kjipt
[Internet]
Graatrud, Gabrielle & Nerstad, Christina G. L. (2021)
Rivalisering blant kolleger kan føre til utbrenthet. Slik skaper du et bedre arbeidsmiljø
[Journal]
Graatrud, Gabrielle & Nerstad, Christina G. L. (2021)
Ikke alt stress er negativt. Slik finner du balansen mellom sunt og usunt stress
[Journal]
Dybdahl, Linn & Nerstad, Christina G. L. (2021)
Hvor god er du på å ta deg fri?
[Internet]
Dybdahl, Linn & Nerstad, Christina G. L. (2021)
Hvor god er du på å ta deg fri?
[Internet]
Andersen, Elise Rønnevig & Nerstad, Christina G. L. (2021)
Hilde (31) kollapset på hjemmekontoret. Her er seks tegn på at du begynner å bli utbrent.
[Journal]
Rønne, Knut Petter & Nerstad, Christina G. L. (2021)
Se opp for tegn på utbrenthet
[Journal]
Mon, Su Thet & Nerstad, Christina G. L. (2020)
Så mange ekstra fridager kan du få i 2021
[Internet]
Bugge, Mette & Nerstad, Christina G. L. (2020)
Treneren til Norges beste lag står overfor et brutalt dilemma: – Vanskelig situasjon
[Journal]
Balci, Sonja & Nerstad, Christina G. L. (2020)
Disse arbeidstakerne har risiko for å bli utbrent
[Internet]
Balci, Sonja & Nerstad, Christina G. L. (2020)
Slik holder du motivasjonen oppe på hjemmekontoret
[Internet]
Fanghol, Tor Arne & Nerstad, Christina G. L. (2020)
Ledere med empati vinner hos ansatte på hjemmekontor
[Journal]
Bugge, Mette & Nerstad, Christina G. L. (2020)
Treneren til Norges beste lag står overfor et brutalt dilemma: – Vanskelig situasjon
[Journal]
Mon, Su Thet & Nerstad, Christina G. L. (2020)
Så mange ekstra fridager kan du få i 2021
[Internet]
Balci, Sonja & Nerstad, Christina G. L. (2020)
Disse arbeidstakerne har risiko for å bli utbrent
[Internet]
Balci, Sonja & Nerstad, Christina G. L. (2020)
Slik holder du motivasjonen oppe på hjemmekontoret
[Internet]
Fanghol, Tor Arne & Nerstad, Christina G. L. (2020)
Ledere med empati vinner hos ansatte på hjemmekontor
[Journal]
Nerstad, Christina G. L. & Groth, Annette (2019)
Ferieeffekten
[Radio]
Kaspersen, Line & Nerstad, Christina G. L. (2019)
Derfor lykkes arbeidstagere som Mari (30) best på jobben
[Journal]
Nerstad, Christina G. L. & Myklemyr, Anita (2019)
Mindre stresset etter ferien
[Journal]
Carlsen, Helge & Nerstad, Christina G. L. (2019)
Disse fridagene blir du «snytt» for i 2020
[Internet]
Nerstad, Christina G. L. & Groth, Annette (2019)
Ferieeffekten
[Radio]
Kaspersen, Line & Nerstad, Christina G. L. (2019)
Derfor lykkes arbeidstagere som Mari (30) best på jobben
[Journal]
Nerstad, Christina G. L. & Myklemyr, Anita (2019)
Mindre stresset etter ferien
[Journal]
Carlsen, Helge & Nerstad, Christina G. L. (2019)
Disse fridagene blir du «snytt» for i 2020
[Internet]
Nerstad, Christina G. L. & Kaspersen, Line (2018)
Kutter kjernetiden og lar de ansatte velge hvor og hvordan de vil jobbe: - Vi kan ikke henge igjen med bena i 1990
[Journal]
Nerstad, Christina G. L.; Alvik, Ole & Balci, Sonja (2018)
Unngå rivalisering på arbeidsplassen
[Journal]
Nerstad, Christina G. L.; Alvik, Ole & Balci, Sonja (2018)
Unngå rivalisering på arbeidsplassen
[Journal]
Nerstad, Christina G. L. & Kaspersen, Line (2018)
Kutter kjernetiden og lar de ansatte velge hvor og hvordan de vil jobbe: - Vi kan ikke henge igjen med bena i 1990
[Journal]
Nerstad, Christina G. L. & Kaspersen, Line (2017)
Denne lederstilen får ansatte til å prestere best
[Journal]
Nerstad, Christina G. L. & Tsolkas, Helene (2017)
Hva motiverer oss på jobb?
[Journal]
Nerstad, Christina G. L. & Balci, Sonja (2017)
Hva motiverer oss til å prestere på jobb?
[Journal]
Nerstad, Christina G. L. & Kaspersen, Line (2017)
Denne lederstilen får ansatte til å prestere best
[Journal]
Nerstad, Christina G. L. & Tsolkas, Helene (2017)
Hva motiverer oss på jobb?
[Journal]
Nerstad, Christina G. L. & Balci, Sonja (2017)
Hva motiverer oss til å prestere på jobb?
[Journal]
Nerstad, Christina G. L. & Gjendem, Cecilie Storbråten (2016)
Slik får storbankene ansatte til å jobbe døgnet rundt
[Journal]
Nerstad, Christina G. L. & Gjendem, Cecilie Storbråten (2016)
Slik får storbankene ansatte til å jobbe døgnet rundt
[Journal]
Moe, Sigrid* & Nerstad, Christina G. L. (2014)
Ny forskning: Økt arbeidsglede når ansatte overvåkes
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Knowledge-hoarding is a no-win proposition
[Internet]
Stranden, Anne Lise & Nerstad, Christina G. L. (2014)
Slik roser du barn riktig
[Internet]
Fredriksen, Andreas Wolden & Nerstad, Christina G. L. (2014)
Mener ansatte lider etter Lego-suksess
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Hide knowledge from co-workers? It just doesn't pay, study finds
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Hoarding Ideas at Work? Why You Should Stop
[Internet]
Stranden, Anne Lise & Nerstad, Christina G. L. (2014)
Prestasjonsklima på arbeidsplassen svekker arbeidsinnsatsen
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Knowledge-hoarding is a no-win proposition
[Internet]
Stranden, Anne Lise & Nerstad, Christina G. L. (2014)
Slik roser du barn riktig
[Internet]
Fredriksen, Andreas Wolden & Nerstad, Christina G. L. (2014)
Mener ansatte lider etter Lego-suksess
[Internet]
Moe, Sigrid* & Nerstad, Christina G. L. (2014)
Ny forskning: Økt arbeidsglede når ansatte overvåkes
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Hide knowledge from co-workers? It just doesn't pay, study finds
[Internet]
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)
Hoarding Ideas at Work? Why You Should Stop
[Internet]
Stranden, Anne Lise & Nerstad, Christina G. L. (2014)
Prestasjonsklima på arbeidsplassen svekker arbeidsinnsatsen
[Internet]
Nerstad, Christina G. L.; Dysvik, Anders & Solem, Lars Kristian (2013)
Skjuler kunnskap for kollegaer
[Journal]
Nerstad, Christina G. L.; Dysvik, Anders & Solem, Lars Kristian (2013)
Skjuler kunnskap for kollegaer
[Journal]
Danielsen, Dag Inge & Nerstad, Christina G. L. (2012)
Hva er nøkkelen til de gode prestasjonene?
[Journal]
Nerstad, Christina G. L. (2012)
Vinnerkultur skaper tapere
[Journal]
Nerstad, Christina G. L. (2012)
Hva er nøkkelen til de gode prestasjonene?
[Journal]
Nerstad, Christina G. L. & Karlsen, Tor Kise (2012)
Slår alarm om frafallet
[Journal]
Nerstad, Christina G. L. (2012)
Slår alarm om frafallet
[Journal]
Nerstad, Christina G. L. (2012)
Vinnerkultur skaper tapere
[Journal]
Danielsen, Dag Inge & Nerstad, Christina G. L. (2012)
Hva er nøkkelen til de gode prestasjonene?
[Journal]
Nerstad, Christina G. L. (2012)
Hva er nøkkelen til de gode prestasjonene?
[Journal]
Nerstad, Christina G. L. & Karlsen, Tor Kise (2012)
Slår alarm om frafallet
[Journal]
Nerstad, Christina G. L. (2012)
Slår alarm om frafallet
[Journal]
Nerstad, Christina G. L. & Adair, Katrine (2024)
Lønnsom lytting?
[Popular Science Article]. BI Business Review,
Nerstad, Christina G. L. & Adair, Katrine (2024)
Lønnsom lytting?
[Popular Science Article]. BI Business Review,
Seljeseth, Ingvild Müller; Nerstad, Christina G. L. & Dybdahl, Linn Meidell (2023)
Slik kan du håndtere jobbstress: Tips til både ledere og ansatte
[Popular Science Article]. BI Business Review,
Runge, Malte; Kopperud, Karoline & Nerstad, Christina (2023)
To agree or disagree: Motivational climate strength in remote work
[Conference Lecture]. Event
Kost, Dominique; Runge, Malte, Kopperud, Karoline & Nerstad, Christina (2023)
To agree or disagree: Motivational climates in remote work.
[Conference Lecture]. Event
Nerstad, Christina; Seljeseth, Ingvild Müller, Richardsen, Astrid Marie & L., Cooper Cary (2023)
What organizational stress is and why it matters
[Popular Science Article]. BI Business Review,
Seljeseth, Ingvild Müller; Nerstad, Christina G. L., Sørlie, Henrik, Kopperud, Karoline, Kost, Dominique & Vandewalle, Don (2023)
A Sense of Social Status: Antecedents and Relationship to Academic Performance
[Conference Lecture]. Event
Runge, Malte; Kopperud, Karoline & Nerstad, Christina (2023)
To agree or disagree: Motivational climate strength in remote work
[Conference Lecture]. Event
Seljeseth, Ingvild Müller; Nerstad, Christina G. L. & Dybdahl, Linn Meidell (2023)
Slik kan du håndtere jobbstress: Tips til både ledere og ansatte
[Popular Science Article]. BI Business Review,
Kost, Dominique; Runge, Malte, Kopperud, Karoline & Nerstad, Christina (2023)
To agree or disagree: Motivational climates in remote work.
[Conference Lecture]. Event
Nerstad, Christina; Seljeseth, Ingvild Müller, Richardsen, Astrid Marie & L., Cooper Cary (2023)
What organizational stress is and why it matters
[Popular Science Article]. BI Business Review,
Seljeseth, Ingvild Müller; Nerstad, Christina G. L., Sørlie, Henrik, Kopperud, Karoline, Kost, Dominique & Vandewalle, Don (2023)
A Sense of Social Status: Antecedents and Relationship to Academic Performance
[Conference Lecture]. Event
Nerstad, Christina G. L.; Seljeseth, Ingvild Müller, Kopperud, Karoline Hofslett, Vandewalle, Don & Kost, Dominique (2022)
The Effect of Small Social-Psychological Interventions on Engagement and Completion Intention
[Conference Lecture]. Event
Nerstad, Christina G. L.; Simensen, Emma Sofie & Ramberg, Aud (2022)
“Participating in work life gives so much health”― A qualitative study
[Conference Lecture]. Event
Kost, Dominique; Kopperud, Karoline Hofslett & Nerstad, Christina G. L. (2022)
Sweet and Sour? Relationship Quality in the Digital Workplace
[Conference Lecture]. Event
Carlsen, Arne; Nerstad, Christina G. L. & Dysvik, Anders (2022)
Radical career transitions revisited: From self-achievement to desires of the other
[Conference Lecture]. Event
Kost, Dominique; Nerstad, Christina & Kopperud, Karoline (2022)
Emotions and relationships in the digital workplace: A diary study
[Conference Lecture]. Event
Nerstad, Christina G. L.; Ingvild, Seljeseth, Kopperud, Karoline, Vandewalle, Don & Kost, Dominique (2022)
The Effect of Small Social-Psychological Interventions on Engagement and Completion Intention
[Conference Lecture]. Event
Nerstad, Christina G. L.; Simensen, Emma Sofie & Ramberg, Aud (2022)
“Participating in work life gives so much health”― A qualitative study
[Conference Lecture]. Event
Kost, Dominique; Kopperud, Karoline Hofslett & Nerstad, Christina G. L. (2022)
Sweet and Sour? Relationship Quality in the Digital Workplace
[Conference Lecture]. Event
Nerstad, Christina G. L.; Seljeseth, Ingvild Müller, Kopperud, Karoline Hofslett, Vandewalle, Don & Kost, Dominique (2022)
The Effect of Small Social-Psychological Interventions on Engagement and Completion Intention
[Conference Lecture]. Event
Carlsen, Arne; Nerstad, Christina G. L. & Dysvik, Anders (2022)
Radical career transitions revisited: From self-achievement to desires of the other
[Conference Lecture]. Event
Kost, Dominique; Nerstad, Christina & Kopperud, Karoline (2022)
Emotions and relationships in the digital workplace: A diary study
[Conference Lecture]. Event
Nerstad, Christina G. L.; Ingvild, Seljeseth, Kopperud, Karoline, Vandewalle, Don & Kost, Dominique (2022)
The Effect of Small Social-Psychological Interventions on Engagement and Completion Intention
[Conference Lecture]. Event
Nerstad, Christina G. L.; Caniëls, Marjolein, Richardsen, Astrid Marie & Roberts, Glyn Caerwyn (2021)
When winning is everything – The maladaptive motivational process toward reduced professional efficacy
[Conference Lecture]. Event
Zhang, Qinyun; Wang, Xiao-Hua, Nerstad, Christina G. L. & Hantao, Ren (2021)
Influences of Perceived Motivational Climate on Employee Work Passion and Subsequent Work Behaviour
[Conference Lecture]. Event
Nerstad, Christina G. L. (2021)
6 tips til å skape energi på jobb
[Popular Science Article]. BI Leadership Magazine,
Nerstad, Christina G. L.; Caniëls, Marjolein, Richardsen, Astrid Marie & Roberts, Glyn Caerwyn (2021)
When winning is everything – The maladaptive motivational process toward reduced professional efficacy
[Conference Lecture]. Event
Zhang, Qinyun; Wang, Xiao-Hua, Nerstad, Christina G. L. & Hantao, Ren (2021)
Influences of Perceived Motivational Climate on Employee Work Passion and Subsequent Work Behaviour
[Conference Lecture]. Event
Nerstad, Christina G. L. (2021)
6 tips til å skape energi på jobb
[Popular Science Article]. BI Leadership Magazine,
Kopperud, Karoline; Nerstad, Christina G. L., Buch, Robert & Kost, Dominique (2020)
Engaging the age-diverse workforce: The interplay between personal and contextual resources
[Conference Lecture]. Event
Kopperud, Karoline; Nerstad, Christina G. L., Buch, Robert & Kost, Dominique (2020)
Engaging the age-diverse workforce: The interplay between personal and contextual resources
[Conference Lecture]. Event
Buch, Robert; Nerstad, Christina G. L. & Kopperud, Karoline (2019)
Facilitating the motivational climate: The roles of LMX and leader political skill
[Lecture]. Event
Nerstad, Christina G. L.; Buch, Robert & Säfvenbom, Reidar (2019)
Goal Orientation and Perceived Motivational Climate: A Longitudinal Perspective
[Conference Lecture]. Event
Nerstad, Christina G. L.; Kopperud, Karoline & Buch, Robert (2019)
Leader burnout and follower engagement: The moderating role of follower psychological flexibility
[Conference Lecture]. Event
Buch, Robert; Nerstad, Christina G. L. & Kopperud, Karoline (2019)
Facilitating the motivational climate: The roles of LMX and leader political skill
[Lecture]. Event
Nerstad, Christina G. L.; Buch, Robert & Säfvenbom, Reidar (2019)
Goal Orientation and Perceived Motivational Climate: A Longitudinal Perspective
[Conference Lecture]. Event
Nerstad, Christina G. L.; Kopperud, Karoline & Buch, Robert (2019)
Leader burnout and follower engagement: The moderating role of follower psychological flexibility
[Conference Lecture]. Event
Nerstad, Christina G. L. & Dysvik, Anders (2018)
Rivalisering eller samarbeid i jakten på suksess
[Popular Science Article]. Kommunerevisoren, 3, s. 17-18.
Andersen, Ingvild; Nerstad, Christina G. L. & Drange, Karoline Backe (2018)
Leader Goal Orientation Profiles, Motivational Climate and Employee Turnover Intention
[Conference Lecture]. Event
Nerstad, Christina G. L. & Dysvik, Anders (2018)
Rivalisering eller samarbeid i jakten på suksess
[Popular Science Article]. Kommunerevisoren, 3, s. 17-18.
Andersen, Ingvild; Nerstad, Christina G. L. & Drange, Karoline Backe (2018)
Leader Goal Orientation Profiles, Motivational Climate and Employee Turnover Intention
[Conference Lecture]. Event
Nerstad, Christina G. L. & Kuvaas, Bård (2017)
Motivasjon og prestasjon
Nerstad, Christina G. L. & Kuvaas, Bård (red.). Organisasjon og ledelse
Kopperud, Karoline & Nerstad, Christina G. L. (2017)
Work engagement and age diversity. The role of goal orientation, work-family spillover, and competence mobilization across age groups
[Conference Lecture]. Event
Nerstad, Christina G. L. & Kuvaas, Bård (2017)
Motivasjon og prestasjon
Nerstad, Christina G. L. & Kuvaas, Bård (red.). Organisasjon og ledelse
Kopperud, Karoline & Nerstad, Christina G. L. (2017)
Work engagement and age diversity. The role of goal orientation, work-family spillover, and competence mobilization across age groups
[Conference Lecture]. Event
Nerstad, Christina G. L.; Glasø, Lars, Dysvik, Anders & Scherer, Ronny (2016)
The mechanism to protest at work: A multilevel study
[Conference Lecture]. Event
Nerstad, Christina G. L.; Kasta, Martine, Rustan, Martine & Glasø, Lars (2016)
Should I stay or should I go? Positive stress, work engagement, and perceived supervisor support in a business travel context.
[Conference Lecture]. Event
Nerstad, Christina G. L.; Glasø, Lars, Dysvik, Anders & Scherer, Ronny (2016)
The mechanism to protest at work: A multilevel study
[Conference Lecture]. Event
Nerstad, Christina G. L.; Kasta, Martine, Rustan, Martine & Glasø, Lars (2016)
Should I stay or should I go? Positive stress, work engagement, and perceived supervisor support in a business travel context.
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid M. & Humborstad, Sut I Wong (2015)
Is work engagement always a good thing? The role of the motivational climate
[Conference Lecture]. Event
Nerstad, Christina G. L.; Dysvik, Anders, Černe, Matej & Škerlavaj, Miha (2015)
Mastery Climate, Mastery Goal Orientation and Knowledge Sharing
[Conference Lecture]. Event
Nerstad, Christina G. L.; Glasø, Lars & Dysvik, Anders (2015)
Abusive Leadership, Mastery Climate, and Counterproductive Work Behavior.
[Conference Lecture]. Event
Nerstad, Christina G. L.; Dysvik, Anders, Černe, Matej & Škerlavaj, Miha (2015)
Mastery Climate, Mastery Goal Orientation and Knowledge Sharing
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid M. & Humborstad, Sut I Wong (2015)
Is work engagement always a good thing? The role of the motivational climate
[Conference Lecture]. Event
Nerstad, Christina G. L.; Glasø, Lars & Dysvik, Anders (2015)
Abusive Leadership, Mastery Climate, and Counterproductive Work Behavior.
[Conference Lecture]. Event
Škerlavaj, Miha; Černe, Matej, Dysvik, Anders, Nerstad, Christina G. L. & Su, Chunke (2013)
Different, different but same : the combined roles of mastery and performance climates in implementing creative ideas in China and Slovenia
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
THE “DARK SIDE” OF ENGAGEMENT AND THE MODERATING ROLE OF THE MOTIVATIONAL CLIMATE AT WORK
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
The ”dark side” of engagement and the motivational climate at work
[Conference Lecture]. Event
Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2013)
Perceived training intensity, job autonomy and supervisor support as predictors of knowledge sharing
[Conference Lecture]. Event
Škerlavaj, Miha; Černe, Matej, Dysvik, Anders, Nerstad, Christina G. L. & Su, Chunke (2013)
The combined roles of mastery and performance climates in implementing creative ideas
[Conference Lecture]. Event
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2013)
Kar seješ, to žanješ
[Professional Article]. MQ Revija Združenja Manager, (24) , s. 26-27.
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
THE “DARK SIDE” OF ENGAGEMENT AND THE MODERATING ROLE OF THE MOTIVATIONAL CLIMATE AT WORK
[Conference Lecture]. Event
Škerlavaj, Miha; Černe, Matej, Dysvik, Anders, Nerstad, Christina G. L. & Su, Chunke (2013)
Different, different but same : the combined roles of mastery and performance climates in implementing creative ideas in China and Slovenia
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Humborstad, Sut I Wong (2013)
The ”dark side” of engagement and the motivational climate at work
[Conference Lecture]. Event
Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2013)
Perceived training intensity, job autonomy and supervisor support as predictors of knowledge sharing
[Conference Lecture]. Event
Škerlavaj, Miha; Černe, Matej, Dysvik, Anders, Nerstad, Christina G. L. & Su, Chunke (2013)
The combined roles of mastery and performance climates in implementing creative ideas
[Conference Lecture]. Event
Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2013)
Kar seješ, to žanješ
[Professional Article]. MQ Revija Združenja Manager, (24) , s. 26-27.
Humborstad, Sut I Wong; Nerstad, Christina G. L. & Dysvik, Anders (2012)
Empowering Leadership and Subordinate Performance: The Moderating Role of Individual Goal Orientation
[Conference Lecture]. Event
Černe, Matej; Nerstad, Christina G. L. & Skerlavaj, Miha (2012)
Don’t come around here no more: Knowledge hiding, perceived motivational climate, and creativity
[Conference Lecture]. Event
Humborstad, Sut I Wong & Nerstad, Christina G. Leonore (2012)
Empowering leadership and employee performance: The moderating role of individual goal orientation
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn C. (2012)
Who are the high achievers at work? The perceived motivational climate, goal orientation profiles, and work performance
[Conference Lecture]. Event
Humborstad, Sut I Wong; Nerstad, Christina G. L. & Dysvik, Anders (2012)
Empowering Leadership and Subordinate Performance: The Moderating Role of Individual Goal Orientation
[Conference Lecture]. Event
Černe, Matej; Nerstad, Christina G. L. & Skerlavaj, Miha (2012)
Don’t come around here no more: Knowledge hiding, perceived motivational climate, and creativity
[Conference Lecture]. Event
Humborstad, Sut I Wong & Nerstad, Christina G. Leonore (2012)
Empowering leadership and employee performance: The moderating role of individual goal orientation
[Conference Lecture]. Event
Nerstad, Christina G. L.; Richardsen, Astrid Marie & Roberts, Glyn C. (2012)
Who are the high achievers at work? The perceived motivational climate, goal orientation profiles, and work performance
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid M. & Roberts, Glyn C. (2011)
The person-situation interaction revisited: An achievement goal theory perspective
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Roberts, Glyn, Richardsen, Astrid Marie & Dysvik, Anders (2011)
Commitment-based HRM- and supervisor support climates as predictors of the motivational climate at work: Relevance for the optimization of knowledge sharing
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Interaction between the motivational climate and goal orientations: Relevance for work related well-being and ill-health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Roberts, Glyn C., Richardsen, Astrid Marie & Dysvik, Anders (2011)
Antecedents of the Motivational Climate at Work: The Role of Commitment-Based Human Resource Management and Perceived Supervisor Support Climates
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn C. (2011)
Interaction between goal orientations and perceived motivational climate: Relevance for work related well-being and ill health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Person-situation dynamics, work engagement and burnout: An achievement goal theory perspective
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid M. & Roberts, Glyn C. (2011)
The person-situation interaction revisited: An achievement goal theory perspective
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Roberts, Glyn, Richardsen, Astrid Marie & Dysvik, Anders (2011)
Commitment-based HRM- and supervisor support climates as predictors of the motivational climate at work: Relevance for the optimization of knowledge sharing
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Interaction between the motivational climate and goal orientations: Relevance for work related well-being and ill-health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Roberts, Glyn C., Richardsen, Astrid Marie & Dysvik, Anders (2011)
Antecedents of the Motivational Climate at Work: The Role of Commitment-Based Human Resource Management and Perceived Supervisor Support Climates
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn C. (2011)
Interaction between goal orientations and perceived motivational climate: Relevance for work related well-being and ill health
[Conference Lecture]. Event
Nerstad, Christina G. Leonore; Richardsen, Astrid Marie & Roberts, Glyn (2011)
Person-situation dynamics, work engagement and burnout: An achievement goal theory perspective
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The development and validation of the motivational climate at work questionnaire (MCWQ)
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The influence of the motivational climate on motivational regulation, work performance, and turnover intention
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The development and validation of the motivational climate at work questionnaire (MCWQ)
[Conference Lecture]. Event
Richardsen, Astrid Marie; Nerstad, Christina G. Leonore & Roberts, Glyn (2010)
The influence of the motivational climate on motivational regulation, work performance, and turnover intention
[Conference Lecture]. Event
Nerstad, Christina G. Leonore (2009)
The Development and Validation of the Perceived Motivational Climate at Work Questionnaire (PMCWQ)
[Conference Lecture]. Event
Nerstad, Christina G. Leonore (2009)
The Development and Validation of the Perceived Motivational Climate at Work Questionnaire (PMCWQ)
