Thomas Diefenbach

Dr

    Registered to supervise postgraduate research

    20112014

    Fingerprint Fingerprint is based on mining the text of the person's scientific documents to create an index of weighted terms, which defines the key subjects of each individual researcher.

    Organizational change Business & Economics
    Research agenda Business & Economics
    Emotion Business & Economics
    Employees Business & Economics
    Managers Business & Economics
    Organizational Innovation Medicine & Life Sciences
    Emotions Medicine & Life Sciences
    Research Medicine & Life Sciences

    Research Output 2011 2014

    Relationally Reflexive Practice: A Generative Approach to Theory Development in Qualitative Research

    Hibbert, P., Sillince, J., Diefenbach, T. & Cunliffe, A. L. 2014 In : Organizational Research Methods. 17, 3, p. 278-298 21 p.

    Research output: Contribution to journalArticle

    Incompetent or immoral leadership?: Why many managers and change leaders get it wrong

    Diefenbach, T. 1 Dec 2013 Organizational Change, Leadership and Ethics: Leading Organizations Towards Sustainability. By, R. T. & Burnes, B. (eds.). Taylor & Francis, p. 149-170 22 p.

    Research output: Chapter in Book/Report/Conference proceedingChapter

    Managers
    Organizational change
    Ideology
    Organization change
    Transformational leadership

    Employee emotions during organizational change-Towards a new research agenda

    Klarner, P., By, R. T. & Diefenbach, T. 2011 In : Scandinavian Journal of Management. 27, 3, p. 332-340 9 p.

    Research output: Contribution to journalArticle

    Employees
    Emotion
    Research agenda
    Organizational change
    Organizational Innovation

    Formal and informal hierarchy in different types of organization

    Diefenbach, T. & Sillince, J. A. A. 2011 In : Organization Studies. 32, 11, p. 1515-1537 23 p.

    Research output: Contribution to journalArticle

    Labels
    Hierarchical organization
    Persistence
    Network organization
    Paradox