Fagprofil

Anders Dysvik

Professor - Institutt for ledelse og organisasjon

Biografi

Anders Dysvik is Professor of Organizational Behavior at the Department of Leadership and Organizational Behavior, BI Norwegian Business School. He received his Ph.D. from BI Norwegian Business School. His work has been accepted for publication in journals such as Academy of Management Journal, Journal of Management Studies, Journal of Organizational Behavior, The Leadership Quarterly, Journal of Vocational Behavior, and Human Resource Management. He is one of two Norwegian Ambassadors to the HR Division of the Academy of Management and the Norwegian representative to the Collaboration for Cross-Cultural Research on Contemporary Careers (5C). He is an Associate Editor of Human Resource Management Journal and German Journal of Human Resource Management and member of the Editorial Board for Academy of Management Learning and Education.

He teaches executive, master of science and bachelor programs. He is involved in research collaboration projects with a number of Norwegian and International organizations and is also hired to hold invited talks for practitioners on HRM issues.

Research areas

Human Resource Management (e.g. training and development, pay systems, performance management, supportive HR practices, temporary employment, careers, newcomer socialization)
Organizational Behavior (e.g. motivation, stressors, work performance, helping behaviors, turnover, knowledge sharing, knowledge hiding, creativity, innovation)
Leadership (e.g. perceived supervisor support, LMX)

Teaching areas
Human Resource Management
Organizational Behavior
Research Methods

Publikasjoner

Kaše, Robert; Dries, Nicky, Briscoe, Jon P., Cotton, Richard, Apospori, Elena, Bagdadli, Silvia, Çakmak‐Otluoğlu, K. Övgü, Chudzikowski, Katharina, Dysvik, Anders, Gianecchini, Martina, Saxena, Richa, Shen, Yan, Verbruggen, Marjeke, Adeleye, Ifedapo, Babalola, Olusegun, Casado, Tania, Cerdin, Jean-Luc, Kim, Najung, Mishra, Sushanta Kumar, Unite, Julie & Zhangfeng, Fei (2018)

Career success schemas and their contextual embeddedness: A comparative configurational perspective

Human Resource Management Journal Doi: 10.1111/1748-8583.12218

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2018)

The role of other orientation in reactions to social and economic leader-member exchange relationships

Journal of Organizational Behavior Doi: 10.1002/job.2329

In this study, we investigate, through two study samples, whether relationships between social leader–member exchange (SLMX) and economic leader–member exchange (ELMX) relationships and outcomes differ depending on the followers' level of other orientation or the extent to which they are concerned for the welfare of others. We propose that followers with higher other orientation would respond less negatively to higher levels of ELMX and more positively to higher levels of SLMX because they are less likely to engage in behaviors based on rational and self‐interested calculations. In Study 1 (N = 200), we found that higher other orientation mitigated ELMX's negative relations with affective commitment and turnover intention. In Study 2 (N = 4,518), we both replicated the findings from Study 1 and also found that higher other orientation mitigated ELMX's negative relations with work effort. We also uncovered a weaker positive relationship between SLMX and organizational citizenship behavior for followers with higher other orientation.

Arnulf, Jan Ketil; Dysvik, Anders & Larsen, Kai (2018)

Measuring Semantic Components in Training and Motivation: A Methodological Introduction to the Semantic Theory of Survey Response

Human Resource Development Quarterly Doi: 10.1002/hrdq.21324

This is a methodological presentation of the relationship between semantics and survey statistics in human resource development (HRD) research. This study starts with an introduction to the semantic theory of survey response (STSR) and proceeds by offering a guided approach to conducting such analyses. The reader is presented with two types of semantic algorithms and a brief overview of how they are calculated and how they can be accessed by interested researchers. Subsequently, we use semantic data to reanalyze a previously published study on the relationships between perceptions of a trainee program, intrinsic motivation, and work outcomes. The semantic algorithms can explain between 31 and 55% of the variation in the observed correlations. This article shows how the statistical models originally used to explore the survey data can be replicated using semantics either alone or as an identifiable source of variation in the data. All the steps are presented in detail, and the datasets as well as the statistical syntax necessary to perform the analyses are made available to the readers. Implications for methodology and the improvement of predictive validity in HRD research are discussed.

Smale, Adam; Bagdadli, Silvia, Cotton, Rick, Dello Russo, Silvia, Dickmann, Michael, Dysvik, Anders, Gianecchini, Martina, Kaše, Robert, Lazarova, Mila & Reichel, Astrid (2018)

Proactive Career Behaviors and Subjective Career Success: The Moderating Role of National Culture

Journal of Organizational Behavior Doi: https://doi.org/10.1002/job.2316

Sanders, Karin; Jorgensen, Frances, Shipton, Helen, Van Rossenberg, Yvonne, Cunha, Rita, Li, Xiaobei, Rodrigues, Ricardo, Wong, Sut I & Dysvik, Anders (2018)

Performance-based rewards and innovative behaviors

Human Resource Management Doi: 10.1002/hrm.21918

Škerlavaj, Miha; Connelly, Catherine, Černe, Matej & Dysvik, Anders (2018)

Tell Me If You Can: Time Pressure, Prosocial Motivation, Perspective Taking, and Knowledge Hiding

Journal of Knowledge Management, 22(7), s. 1489- 1509. Doi: 10.1108/JKM-05-2017-0179 - Fulltekst i vitenarkiv

Purpose The belief that knowledge actually expands when it is shared has been deeply rooted in the mainstream knowledge management literature. Although many organizations and managers expect employees to share their knowledge with their colleagues, this does not always occur. This study aims to use the conservation of resources theory to explain why employees who experience greater time pressure are more likely to engage in knowledge hiding; it further considers how this behavior may be moderated by these employees’ prosocial motivation and perspective taking. Design/methodology/approach The paper uses quantitative multi-study research design as a combination of two-wave field study among 313 employees at an insurance company and a lab experimental study. Findings In the field study (Study 1), the authors find that perceived time pressure is positively related to knowledge hiding. Furthermore, this relationship is moderated by prosocial motivation: employees who perceive greater time pressure hide knowledge only when they are low in prosocial motivation. An experiment (Study 2) replicates these findings, and finds that perspective taking mediates the moderating effect of prosocial motivation on the relationship between time pressure and knowledge hiding. Research limitations/implications Despite its many contributions, the present research is also not without limitations. Study 1 was a cross-lagged sectional field study with self-reported data (although the two-wave design does help alleviate common-method-bias concerns). Causality concerns were further alleviated by using additional experimental study. Practical implications The paper highlights important reasons why people hide knowledge at work (because of experienced time pressure) as well as identifies two interlinked potential remedies (prosocial motivation and perspective taking) to reduce knowledge hiding. Originality/value This paper contributes to expanding nomological network of knowledge hiding construct by extending the set of known antecedents and contingencies.

Nerstad, Christina G. L.; Dysvik, Anders, Kuvaas, Bård & Buch, Robert (2018)

Negative and Positive Synergies: On Employee Development Practices, Motivational Climate, and Employee Outcomes

Human Resource Management, 57(5), s. 1285- 1302. Doi: 10.1002/hrm.21904

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.; Rosalind, Searle, Černe, Matej, Dysvik, Anders, Škerlavaj, Miha & Scherer, Ronny (2018)

Perceived Mastery Climate, Felt Trust, and Knowledge Sharing

Journal of Organizational Behavior, 39(4), s. 429- 447. Doi: 10.1002/job.2241

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.

Birkeland, Ide Katrine; Richardsen, Astrid Marie & Dysvik, Anders (2018)

The role of passion and support perceptions in changing burnout: a Johnson-Neyman approach

International Journal of Stress Management, 25(2), s. 163- 180. Doi: 10.1037/str0000057 - Fulltekst i vitenarkiv

This study explored the relationship between obsessive and harmonious passion for work and burnout, as well as the moderating roles of perceived supervisor support and perceived coworker support. A longitudinal, 3-wave study was conducted among 1,263 members of a large Norwegian workers’ union across a 10-month time span. Harmonious passion for work was related to a decrease in exhaustion and cynicism over time, whereas obsessive passion for work was stably and positively related to exhaustion and cynicism. Furthermore, we suggested that a situational contingency in the form of support perceptions may reduce the negative outcome of obsessive passion but found that this attenuation may depend on the level of the obsessive passion. By applying the Johnson-Neyman statistical technique, we showed that the level of obsessive passion is important in understanding when a supporting environment is actually helpful in protecting against burnout. We still recommend careful selection of coworkers who are genuinely caring and considerate of others, as well as facilitating good relationships at work. However, we also discuss how high levels of obsessive passion might prevent certain employees from gaining from the effects of coworker support

Kuvaas, Bård & Dysvik, Anders (2017)

Norway - Comparing internally consistent HRM at the Airport Express Train (AET), Oslo, Norway and Southwest Airlines (SA), Dallas USA

Christiansen, Liza C.; Biron, Michal, Farndale, Elaine & Kuvaas, Bård (red.). The global human resource management casebook

Dysvik, Anders; Carlsen, Arne & Škerlavaj, Miha (2017)

Rings of fire: Training for systems thinking and broadened impact

Brown, Kenneth G (red.). The Cambridge Handbook of Workplace Training and Employee Development

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders, Nerstad, Christina G. L. & Su, Chunke (2017)

Riding two horses at once: The combined roles of mastery and performance climates in implementing creative ideas

European Management Review Doi: 10.1111/emre.12151

Kuvaas, Bård; Shore, Lynn M., Buch, Robert & Dysvik, Anders (2017)

Social and economic exchange relationships and performance contingency: Differential effects of variable pay and base pay

International Journal of Human Resource Management Doi: 10.1080/09585192.2017.1350734

Kuvaas, Bård; Buch, Robert, Weibel, Antoinette, Dysvik, Anders & Nerstad, Christina G. L. (2017)

Do intrinsic and extrinsic motivation relate differently to employee outcomes?

Journal of Economic Psychology, 61, s. 244- 258. Doi: 10.1016/j.joep.2017.05.004

Černe, Matej; Hernaus, Tomislav, Dysvik, Anders & Škerlavaj, Miha (2017)

The Role of Multilevel Synergistic Interplay among Team Mastery Climate, Knowledge Hiding, and Job Characteristics in Stimulating Innovative Work Behavior

Human Resource Management Journal, 27(2), s. 281- 299. Doi: 10.1111/1748-8583.12132

This study investigates the multilevel interplay among team-level, job-related, and individual characteristics in stimulating employees’ innovative work behavior (IWB) based on the theoretical frameworks of achievement goal theory (AGT) and job characteristics theory (JCT). A multilevel two-source study of 240 employees and their 34 direct supervisors in two medium-sized Slovenian companies revealed significant two- and three-way interactions, where a mastery climate, task interdependence, and decision autonomy moderated the relationship between knowledge hiding and IWB. When employees hide knowledge, a team mastery climate only facilitates high levels of IWB if accompanied by either high task interdependence or high decision autonomy. In the absence of one of these job characteristics, knowledge hiding prevents higher levels of IWB even in the case of strong team mastery climate. The results suggest that multiple job design antecedents are necessary to neutralize the negative influence of knowledge hiding on micro-innovation processes within organizations.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2017)

Constructive Supervisor Feedback is Not Sufficient: Immediacy and Frequency is Essential

Human Resource Management, 56(3), s. 519- 531. Doi: 10.1002/hrm.21785 - Fulltekst i vitenarkiv

Kuvaas, Bård & Dysvik, Anders (2016)

Prestasjonsledelse og motivasjon

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (red.). Produktiv motivasjon i arbeidslivet

Dysvik, Anders & Kuvaas, Bård (2016)

Og så, da? Konsekvenser av ulike typer motivasjon

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (red.). Produktiv motivasjon i arbeidslivet

Buch, Robert; Dysvik, Anders & Kuvaas, Bård (2016)

Produktiv motivasjon i arbeidslivet

Cappelen Damm Akademisk.

Mayrhofer, Wolfgang; Briscoe, Jon P., Hall, Douglas, Dickmann, Michael, Dries, Nicky, Dysvik, Anders, Kaše, Robert, Parry, Emma & Unite, Julie (2016)

Career success across the globe: Insights from the 5C project

Organizational Dynamics, 45(3), s. 197- 205. Doi: 10.1016/j.orgdyn.2016.07.005

Kuvaas, Bård; Buch, Robert, Gagne, Marylene, Dysvik, Anders & Forest, Jacques (2016)

Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort

Motivation and Emotion, 40(5), s. 667- 680. Doi: 10.1007/s11031-016-9574-6 - Fulltekst i vitenarkiv

Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Säfvenbom, Reidar (2016)

The relationship between mastery orientation and maximal oxygen uptake among military cadets: The mediating role of intrinsic motivation

Military Behavioral Health, 4(4), s. 398- 408. Doi: 10.1080/21635781.2016.1187099

Drawing upon achievement goal theory (AGT) and self-determination theory (SDT), a longitudinal study was conducted among 248 military cadets across a two-year time span. The results showed that mastery orientation at Time 1 was positively associated with intrinsic motivation at Time 2 after controlling for intrinsic motivation at Time 1. Furthermore, intrinsic motivation assessed at Time 2 was positively associated with maximal oxygen uptake (VO2 max) at Time 3 after controlling for VO2 max at Time 2. This suggests that military cadets who strive to improve their personal performance (i.e., mastery-oriented individuals) are more likely to exhibit an increase in their level of VO2 max and that this increase can be attributed to increased intrinsic motivation.

Škerlavaj, Miha; Dysvik, Anders, Černe, Matej & Carlsen, Arne (2016)

Succeeding with capitalizing on creativity: an integrative framework

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (red.). Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Černe, Matej; Škerlavaj, Miha & Dysvik, Anders (2016)

Supportive supervision: a crucial factor for unlocking the potential of highly creative ideas perspective

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (red.). Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Aleksic, Darija; Škerlavaj, Miha & Dysvik, Anders (2016)

The flow of creativity for idea implementation

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (red.). Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Černe, Matej; Carlsen, Arne, Škerlavaj, Miha & Dysvik, Anders (2016)

Capitalizing on creativity: on enablers and barriers

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (red.). Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Škerlavaj, Miha; Černe, Matej, Dysvik, Anders & Carlsen, Arne (2016)

Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

Edward Elgar Publishing.

Aleksić, Darija; Černe, Matej, Dysvik, Anders & Škerlavaj, Miha (2016)

I want to be creative, but … preference for creativity, perceived clear outcome goals, work enjoyment, and creative performance

European Journal of Work and Organizational Psychology, 25(3), s. 363- 383. Doi: 10.1080/1359432X.2015.1077809 - Fulltekst i vitenarkiv

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2016)

Perceived investment in employee development and taking charge

Journal of Managerial Psychology, 31(1), s. 50- 60. Doi: 10.1108/JMP-04-2013-0117

Černe, Matej; Hernaus, Tomislav, Dysvik, Anders & Škerlavaj, Miha (2015)

A Bird's Eye View of the Creativity-Innovation Nexus: The Moderating Role of Supervisor Support and Decision Autonomy

Shipton, Helen; Budhwar, Pawan, Sparrow, Paul & Brown, Allan (red.). Human Resource Management, Innovation and Performance

Humborstad, Sut I Wong & Dysvik, Anders (2015)

Organizational Tenure and Mastery-Avoidance Goals: The Moderating Role of Psychological Empowerment

International Journal of Human Resource Management, 27(12), s. 1237- 1251. Doi: 10.1080/09585192.2015.1061579

Solberg, Elizabeth & Dysvik, Anders (2015)

Employees’ Perceptions of HR Investment and Their Efforts to Remain Internally Employable: Testing the Exchange-Based Mechanisms of the ‘New Psychological Contract’

International Journal of Human Resource Management, 27(9), s. 909- 927. Doi: 10.1080/09585192.2015.1045008

Hofeditz, Marcel; Nienaber, Ann-Marie, Dysvik, Anders & Schewe, Gerhard (2015)

"Want to" Versus "Have to": Intrinsic and Extrinsic Motivators as Predictors of Compliance Behavior Intention

Human Resource Management, 56(1), s. 25- 49. Doi: 10.1002/hrm.21774 - Fulltekst i vitenarkiv

“Worthless,” “money burning,” or “black holes” is how media and professionals describe compliance practices today. Practitioners are unenthusiastic ab out con-trol systems, codes of conducts, and systems for compliance management that are increasing in volume but not in effectiveness. In order to help practitioners clarify what actually makes employees comply with their compliance program, this study examines intrinsic and extrinsic motivators of 119 employees from procurement and sales. We contribute to the existing motivation literature, test-ing the self-determination theory in low and high hierarchical levels. Our fi nd-ings show that intrinsic motivators are more strongly and positively related to compliance intention on higher hierarchical levels than the lower ones. How-ever, employees from higher hierarchies show overall less compliance intention than employees from lower hierarchies.

Dysvik, Anders; Buch, Robert & Kuvaas, Bård (2015)

Knowledge donating and knowledge collecting: The moderating roles of social and economic LMX

Leadership & Organization Development Journal, 36(1), s. 35- 53. Doi: 10.1108/LODJ-11-2012-0145 - Fulltekst i vitenarkiv

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

Human Resource Management, 54(4), s. 623- 635. Doi: 10.1002/hrm.21635

Dysvik, Anders & Kuvaas, Bård (2014)

SDT and Workplace Training and Development

Gagne, Marylene (red.). The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory

Škerlavaj, Miha; Černe, Matej & Dysvik, Anders (2014)

I Get By With a Little Help From My Supervisor: Creative-Idea Generation, Idea Implementation, and Perceived Supervisor Support

Leadership Quarterly, 25(5), s. 987- 1000. Doi: 10.1016/j.leaqua.2014.05.003 - Fulltekst i vitenarkiv

Kuvaas, Bård; Dysvik, Anders & Buch, Robert (2014)

Antecedents and Employee Outcomes of Line Managers’ Perceptions of Enabling HR Practices

Journal of Management Studies, 51(6) Doi: 10.1111/joms.12085

Gerhard, Megan; Brown, Kenneth G & Dysvik, Anders (2014)

A Bridge Over Troubled Water: A Former Military Officer, Corporate Executive, and Business School Dean Discusses the Research–Practice Divide

Journal of management inquiry, 23(4), s. 373- 378. Doi: 10.1177/1056492614528577

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2014)

Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance

Human Resource Management, 55(3), s. 401- 412. Doi: 10.1002/hrm.21680 - Fulltekst i vitenarkiv

Buch, Robert; Kuvaas, Bård, Shore, Lynn & Dysvik, Anders (2014)

Once bitten, twice shy? Past breach and present exchange relationships

Journal of Managerial Psychology, 29(8), s. 938- 952. Doi: 10.1108/JMP-08-2012-0246

Buch, Robert; Kuvaas, Bård, Dysvik, Anders & Schyns, Birgit (2014)

If and when social and economic leader-member exchange relationships predict follower performance

Leadership & Organization Development Journal, 35(8), s. 725- 739. Doi: 10.1108/LODJ-09-2012-0121

Humborstad, Sut I Wong; Nerstad, Christina G. L. & Dysvik, Anders (2014)

Empowering leadership, employee goal orientations and work performance: A competing hypothesis approach

Personnel review, 43(2), s. 246- 271. Doi: 10.1108/PR-01-2012-0008

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2014)

Perceived training intensity and work effort: The moderating role of perceived supervisor support

European Journal of Work and Organizational Psychology, 23(5), s. 729- 738. Doi: 10.1080/1359432X.2013.764602

Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)

What goes around comes around: Knowledge hiding, perceived motivational climate, and creativity

Academy of Management Journal, 57(1), s. 172- 192. Doi: 10.5465/amj.2012.0122

Dysvik, Anders & Kuvaas, Bård (2013)

Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support

European Journal of Work and Organizational Psychology, 22(5), s. 563- 573. Doi: 10.1080/1359432X.2012.667215

Dysvik, Anders & Kuvaas, Bård (2013)

Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals

British Journal of Social Psychology, 52, s. 412- 430. Doi: 10.1111/j.2044-8309.2011.02090.x

Dysvik, Anders; Kuvaas, Bård & Gagne, Marylene (2013)

An investigation of the unique, synergistic and balanced relationships between basic psychological needs and intrinsic motivation

Journal of Applied Social Psychology, 43(5), s. 1050- 1064. Doi: 10.1111/jasp.12068

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2013)

Happy together, or not? Balanced perceived investment in standard and nonstandard employees

International Journal of Human Resource Management, 24(1), s. 94- 109. Doi: 10.1080/09585192.2012.669785

This study investigated whether the relationship between temporary employees' perceived investment in employee development and work outcomes was moderated by temporary employees' perceived investment in standard employee development (PISED). A study among 2022 Norwegian temporary employees showed that the relationship between perceived investment in temporary employee development and in-role and contextual performance was moderated by the temporary employees' PISED. These results suggest that client organizations that invest more in standard employee development will get the most of their investments in temporary employee development. Implications for practice and future research are discussed.

Dysvik, Anders & Kuvaas, Bård (2012)

Perceived supervisor support climate, perceived investment in employee development climate, and business unit performance

Human Resource Management, 51(5), s. 651- 664. Doi: 10.1002/hrm.21494

Kuvaas, Bård; Buch, Robert, Dysvik, Anders & Hærem, Thorvald (2012)

Economic and social leader-member exchange relationships and follower performance

Leadership Quarterly, 23(5), s. 756- 765. Doi: 10.1016/j.leaqua.2011.12.013

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2012)

Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons

Human Resource Management, 51(2), s. 167- 187. Doi: 10.1002/hrm.21464

Kuvaas, Bård & Dysvik, Anders (2011)

Comparing internally consistent HR at the Airport Express Train, Oslo, Norway, and Southwest Airlines, Dallas, TX, USA

Hayton, James C.; Kuvaas, Bård, Christiansen, Lisa C. & Brion, Michal (red.). Global Human Resource Management Casebook

Dysvik, Anders & Kuvaas, Bård (2011)

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

European Journal of Work and Organizational Psychology, 20(3), s. 367- 387. Doi: 10.1080/13594321003590630

Kuvaas, Bård & Dysvik, Anders (2011)

Permanent employee investment and social exchange and psychological cooperative climate among temporary employees

Economic and Industrial Democracy, 32(2), s. 261- 284. Doi: 10.1177/0143831x10371990

Kuvaas, Bård & Dysvik, Anders (2010)

Does best practice HRM only work for intrinsically motivated employees?

International Journal of Human Resource Management, 21(13), s. 2339- 2357. Doi: 10.1080/09585192.2010.516589

Dysvik, Anders & Kuvaas, Bård (2010)

Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention

Personnel review, 39(5), s. 622- 638. Doi: 10.1108/00483481011064172

Dysvik, Anders; Kuvaas, Bård & Buch, Robert (2010)

Trainee programme reactions and work performance: The moderating role of intrinsic motivation

Human Resource Development International, 13(4), s. 409- 423.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

Journal of Vocational Behavior, 77(1), s. 93- 103. Doi: 10.1016/j.jvb.2010.02.009

Kuvaas, Bård & Dysvik, Anders (2010)

Exploring alternative relationships between perceived investment in employee development, perceived supervisor support and employee outcomes

Human Resource Management Journal, 20(2), s. 138- 156. Doi: 10.1111/j.1748-8583.2009.00120.x

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived investments in employee development, intrinsic motivation and work performance

Human Resource Management Journal, 19(3), s. 217- 236.

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived Investment in Permanent Employee Development and Social and Economic Exchange Perceptions among Temporary Employees

Journal of Applied Social Psychology, 39(10), s. 2499- 2524. Doi: 10.1111/j.1559-1816.2009.00535.x

Andersen, Erling S.; Dysvik, Anders & Vaagaasar, Anne-Live (2009)

Organizational Rationality and Project Management

International Journal of Managing Projects in Business, 2(4), s. 479- 498.

Dysvik, Anders (2008)

Trenings- og utviklingstiltak

B. Kuvaas (ed.), Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

Dysvik, Anders & Martinsen, Øyvind L. (2008)

The relationship between trainees' evaluation of teaching and trainee performance among Norwegian executive students

Educational Psychology, 28(7), s. 747- 756. Doi: 10.1080/01443410802259253

Dysvik, Anders & Kuvaas, Bård (2008)

The relationship between perceived training opportunities, work motivation and employee outcomes

International Journal of Training and Development, 12(3), s. 138- 159.

Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)

Hide knowledge from co-workers? It just doesn't pay, study finds

Academy of management press release [Internett]

Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)

Knowledge-hoarding is a no-win proposition

Management issues [Internett]

Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2014)

Hoarding Ideas at Work? Why You Should Stop

Business News Daily, Fox Business News [Internett]

Nerstad, Christina G. L.; Dysvik, Anders & Solem, Lars Kristian (2013)

Skjuler kunnskap for kollegaer

Dagens Næringsliv [Avis]

Carlsen, Arne; Škerlavaj, Miha & Dysvik, Anders (1)

Virtual special issue: Good organization in Management Learning

Management Learning [Kronikk]

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2018)

Individual Variable Pay for Performance, Incentive Effects, and Employee Motivation

[Academic lecture]. Annual Meeting of the Academy of Management.

Černe, Matej; Kaše, Robert, Hernaus, Tomislav, Dysvik, Anders & Škerlavaj, Miha (2018)

Pay-for-hiding? Pay-for-performance and team-based pay in knowledge hiding in mistrusted teams

[Academic lecture]. Academy of Management Meeting 2018.

Carlsen, Arne; Dysvik, Anders, Škerlavaj, Miha & Kvalnes, Øyvind (2018)

Growing Givers at Work: A Systems Approach to Prosocial Agency

[Academic lecture]. Academy of Management Meeting 2018.

Nerstad, Christina G. L. & Dysvik, Anders (2018)

Rivalisering eller samarbeid i jakten på suksess

[Popular scientific article]. Kommunerevisoren, 3, s. 17- 18.

Dysvik, Anders; Carlsen, Arne & Škerlavaj, Miha (2018)

Good relations are golden

[Popular scientific article]. BI Business Review Doi: https://www.bi.edu/research/business-review/articles/2016/09/good-relations-are-golden/

Dysvik, Anders & Škerlavaj, Miha (2017)

In search of innovative work behaviour

[Popular scientific article]. BI Leadership Magazine, s. 18- 19.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2017)

The Role of Other Orientation in Reactions to Social and Economic LMX Relationships

[Academic lecture]. The annual meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2017)

Line Managers’ Perceptions of Enabling HR, Procedural Justice, and Employee Work Effort

[Academic lecture]. The annual meeting of the Academy of Management.

Carlsen, Arne; Dysvik, Anders & Škerlavaj, Miha (2017)

Growing Givers at Work: A Systems Approach to Prosocial Agency

[Academic lecture]. POS Research Incubator.

Babic, Katja; Černe, Matej, Connelly, Catherine, Dysvik, Anders, Škerlavaj, Miha & Zhang, Pengcheng (2017)

The Interplay among Prosocial Motivation, Cultural Tightness, and Collectivism on Knowledge Hiding

[Academic lecture]. 77th Annual Meeting of the Academy of Management.

Nerstad, Christina G. L.; Glasø, Lars, Dysvik, Anders & Scherer, Ronny (2016)

The mechanism to protest at work: A multilevel study

[Academic lecture]. Academy of Management Annual Meeting.

Kuvaas, Bård & Dysvik, Anders (2016)

Lønnsomhet gjennom menneskelige ressurser: Evidensbasert HRM

[Scientific book]. Fagbokforlaget.

Dysvik, Anders; Carlsen, Arne & Škerlavaj, Miha (2016)

Gull i gode relasjoner

[Popular scientific article]. BI Leadership Magazine, s. 6- 7. Doi: https://issuu.com/bi_business_school/docs/bi_leadership_magazine_2016_17_e-pa

Dysvik, Anders; Carlsen, Arne & Škerlavaj, Miha (2016)

Gull i gode relasjoner

[Popular scientific article]. BI Business Review

Dysvik, Anders; Carlsen, Arne & Škerlavaj, Miha (2016)

Gull i gode relasjoner

[Popular scientific article]. Kapital, 2016(15)

Kuvaas, Bård; Buch, Robert, Gagne, Marylene & Dysvik, Anders (2015)

Do You Get What You Pay For? Sales Incentives, Motivation, and Employee Outcomes

[Academic lecture]. The Annual Meeting of the Academy of Management.

Solberg, Elizabeth & Dysvik, Anders (2015)

Mastery support and employee flexibility: A goal-orientated perspective. Presented in the symposium, “Quality of motivation matters: on the importance of promoting autonomous and mastery oriented motivation in the workplace,” chaired by M. Gagné

[Academic lecture]. European Association of Work and Organizational Psychology 2015 Congress.

Nerstad, Christina G. L.; Glasø, Lars & Dysvik, Anders (2015)

Abusive Leadership, Mastery Climate, and Counterproductive Work Behavior.

[Academic lecture]. EAWOP.

Jørgensen, Frances; van Rosenberg, Yvonne, Sanders, Karin, Shipton, Helen, Gomes, Jorge, Rodrigues, Ricardo, Cunha, Rita, Dysvik, Anders, Škerlavaj, Miha & Humborstad, Sut I Wong (2015)

Do you see what I see? An investigation of managers’ and employees’ perceptions of HRM

[Academic lecture]. EAWOP 2015.

Škerlavaj, Miha; Connelly, Catherine, Černe, Matej & Dysvik, Anders (2015)

Perceived time pressure and knowledge hiding: Moderating role of prosocial motivation and perspective taking

[Academic lecture]. EAWOP 2015.

Černe, Matej; Connelly, Catherine, Babic, Katja, Dysvik, Anders & Škerlavaj, Miha (2015)

Are we in this together? Team-level knowledge hiding, social leader-member exchange, and prosocial motivation

[Academic lecture]. EAWOP 2015.

Connelly, Catherine; Černe, Matej, Škerlavaj, Miha & Dysvik, Anders (2015)

I’ll get back to you (maybe): Emerging research on knowledge hiding in organizations

[Academic lecture]. EAWOP 2015.

Nerstad, Christina G. L.; Dysvik, Anders, Černe, Matej & Škerlavaj, Miha (2015)

Mastery Climate, Mastery Goal Orientation and Knowledge Sharing

[Academic lecture]. EAWOP 2015.

Sanders, Kristin; Wang, Ying, Shipton, Helen, van Rosenberg, Yvonne, Gomes, Jorge, Jørgensen, Frances, Rodrigues, Ricardo, Cunha, Rita, Dysvik, Anders, Škerlavaj, Miha & Humborstad, Sut I Wong (2015)

High Commitment HRM, HRM Process and Innovative behavior: the effects in nine countries

[Academic lecture]. EAWOP 2015.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2015)

Relasjonsledelse og produktivitet

Einarsen, Ståle & Skogstad, Anders (red.). Ledelse på godt og vondt: Effektivitet og trivsel. 2. utg.

Eilifsen, Margareth & Dysvik, Anders (2014)

God ledelse i barnehagen

Eilifsen, Margareth & Dysvik, Anders (red.). Barnehagelederen

Škerlavaj, Miha; Dysvik, Anders & Černe, Matej (2014)

Leadership of creative ideas

[Popular scientific article]. BI Leadership Magazine, s. 6- 7.

Škerlavaj, Miha; Černe, Matej & Dysvik, Anders (2014)

Capitalizing on creativity at work: Fostering the implementation of creative ideas in organizations

[Academic lecture]. Academy of Management Meeting 2014.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2014)

Perceived constructiveness and timing of supervisor performance feedback and work performance

[Academic lecture]. The Annual Meeting of the Academy of Management.

Dysvik, Anders (2014)

Seks betingelser for kompetansegevinst

[Popular scientific article]. Kapital, s. 117- 117.

Eilifsen, Margareth & Dysvik, Anders (2014)

Barnehagelederen

[Textbook]. Universitetsforlaget.

Hærem, Thorvald; Valaker, Sigmund & Dysvik, Anders (2014)

Kommunikasjon i organisasjonsteoretisk perspektiv

Brønn, Peggy Simcic & Arnulf, Jan Ketil (red.). Kommunikasjon for ledere og organisasjoner

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

[Academic lecture]. 1st China-Central and Eastern Europe (CEE) Conference on Cross-Cultural Dialogue, Education & Business.

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

[Academic lecture]. Academy of Management Annual Meeting.

Buch, Robert; Dysvik, Anders, Kuvaas, Bård & Nerstad, Christina G. L. (2013)

Perceived training intensity, job autonomy and supervisor support as predictors of knowledge sharing

[Academic lecture]. The Annual Meeting of the Academy of Management.

Černe, Matej; Nerstad, Christina G. L., Dysvik, Anders & Škerlavaj, Miha (2013)

Kar seješ, to žanješ

[Article in business/trade/industry journal]. MQ Revija Združenja Manager, s. 26- 27.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2012)

Happy together or not? Balanced perceived investment in contract workers and standard employees

[Academic lecture]. Annual Conference of the Society for Industrial and Organizational Psychology.

Humborstad, Sut I Wong; Nerstad, Christina G. L. & Dysvik, Anders (2012)

Empowering Leadership and Subordinate Performance: The Moderating Role of Individual Goal Orientation

[Academic lecture]. Academy of Management Annual Meeting.

Kuvaas, Bård; Dysvik, Anders & Buch, Robert (2012)

Antecedents and outcomes of line managers’ perception of user-friendly HR

[Academic lecture]. Annual Meeting of the Academy of Management.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2012)

Once bitten, twice shy? Past employment experiences and current employee-organization relationships

[Academic lecture]. Annual Meeting of the Academy of Management.

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

[Academic lecture]. the Deutch HRM Network Confrence.

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

[Academic lecture]. Deutch HRM Network Conference.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2011)

The measurement and outcomes of economic leader -member exchange relationships

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2010)

Perceived investment in employee development: The roles of exchange perceptions and work motivation

[Academic lecture]. 4th International SDT Conference.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

[Academic lecture]. Annual Meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2010)

Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons

[Academic lecture]. Annual Meeting of the Academy of Management.

Buch, Robert; Kuvaas, Bård & Dysvik, Anders (2010)

Dual support in contract workers' triangular employment relationships

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård; Buch, Robert & Dysvik, Anders (2010)

Perceived training intensity and knowledge sharing: Sharing knowledge for intrinsic and prosocial reasons

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2010)

Perceived investment in employee development: Mediating roles of exchange perceptions and work motivation

[Academic lecture]. The 4th International SDT Conference.

Dysvik, Anders & Kuvaas, Bård (2009)

Perceived Investments in Employee Development, Intrinsic Motivation and Work Performance

[Academic lecture]. Annual Meeting of the Academy of Management.

Dysvik, Anders & Kuvaas, Bård (2009)

Exploring Alternative Relationships between Perceived Investment in Employee Development, Perceived Supervisory Support and Employee Outcomes

[Academic lecture]. Annual Meeting of the Academy of Management.

Arnulf, Jan Ketil; Kuvaas, B & Dysvik, Anders (2009)

Exploring motivational mediators between transformational leadership and employee outcomes

[Academic lecture]. Academy of Management Annual Meeting.

Kuvaas, Bård & Dysvik, Anders (2009)

Perceived Investments in Employee Development, Intrinsic Motivation and Work Performance

[Academic lecture]. The Annual Meeting of the Academy of Management.

Arnulf, Jan Ketil; Kuvaas, Bård & Dysvik, Anders (2009)

Exploring Motivational Mediators between Transformational Leadership and Employee Outcomes

[Academic lecture]. The Annual Meeting of the Academy of Management.

Kuvaas, Bård & Dysvik, Anders (2008)

The relationship between perceived training opportunities, work motivation and employee outcomes

[Academic lecture]. Annual meeting of the Academy of Management.

Dysvik, Anders; Vaagaasar, Anne Live & Andersen, E.S (2008)

Exploring different project perspectives

[Academic lecture]. EURAM annual conference.

Kuvaas, Bård; Arnulf, Jan Ketil & Dysvik, Anders (2008)

Social and economic exchange perceptions and intrinsic motivation among knowledge workers

[Academic lecture]. Academy of Management Annual Meeting.

Andersen, Erling S.; Dysvik, Anders & Vaagaasar, Anne Live (2008)

Explaining Different Project Perspectives

[Academic lecture]. EURAM Annual Conference 2008 Ljubljana.

Kuvaas, Bård; Arnulf, Jan Ketil & Dysvik, Anders (2008)

Social and economic exchange perceptions and intrinsic motivation among knowledge workers

[Academic lecture]. Academy of Management. Annual meeting.

Dysvik, Anders & Kuvaas, Bård (2008)

The relationship between perceived training opportunities, work motivation, and employee outcomes Presented and included in the best paper proceedings

[Academic lecture]. Academy of Management. Annual meeting.

Kuvaas, Bård & Dysvik, Anders (2007)

Investment in Permanent Employee Development and Social and Economic Exchange Perceptions among Temporary Employees

[Academic lecture]. Doing well by doing good. Academy of Management. Annual meeting.

Akademisk grad
År Akademisk institusjon Grad
2010 BI Norwegian Business School Ph.D.
2002 University of Oslo Master Cand. Polit.
2000 University of Oslo Bachelor
Arbeidserfaring
År Arbeidsgiver Tittel
2018 - Present BI Norwegian Business School Associate Dean for BI EMBA Programme
2013 - Present BI Norwegian Business School Full Professor of Organizational Behavior
2013 - 2017 University of Ljubljana, Department of Economics Adjunct Professor of Organizational Behavior
2009 - 2013 BI Norwegian Business School Associate Professor
2006 - 2009 BI Norwegian Business School Doctoral student
2003 - 2009 BI Norwegian Business School College lecturer
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