Lars Glasø (1956) is professor of Organizational Psychology at BI Norwegian School of Management in Oslo. He received his PhD from the Faculty of Psychology, University of Bergen, Norway.
Glasø is a certified clinical psychologist (NPA) and also approved specialist in work- and organizational psychology (NPA). He has been working as an organizational consultant for 15 years, applying organizational theory into practice, e.g., by running leadership development programs, teambuilding and Conflict Management seminars.
His research interests include 'leadership', 'emotions at work' and 'workplace bullying'. His work has been accepted for publication in journals such as Personality and Individual Differences, Journal of Applied Social Psychology, European Psychologist, British Journal of Management, Work and Stress, Journal of Managerial Psychology, Violence and Victims, Journal of Psychosomatic Research, European Journal of Work and Organizational Psychology, Leadership & Organizational Development Journal, Journal of Social Psychology, Nordic Journal of Working Life Studies, Scandinavian Journal of Psychology, Scandinavian Journal of Management and Journal of the Norwegian Psychological Association.
Glasø is full professor at BI and former adjunct professor at the Department of Psychosocial Science, University of Bergen (2011-114). At BI he teaches at the PhD Program, Executive Master Program, Master of Management programs and Master of Science programs. He is involved in several research collaboration projects and is frequently invited to lecture for practitioners on leadership issues.
Publications
Thompson, Geir; Buch, Robert, Campbell, W. Keith & Glasø, Lars (2025)
From an attachment-theoretical perspective, one would expect insecure attachment styles to have a negative impact on leader–follower relationships. However, a recent review of the literature on attachment style and leader–member exchange (LMX) yielded mixed results. Examining this discrepancy, we applied the principle of attachment-system activation, proposing that when insecurely attached leaders or followers experience more distress at work, attachment style will be a stronger predictor of LMX. Data were gathered from 192 independent leader–follower dyads and analyzed using the actor–partner interdependence model. Like in other studies, investigating the direct link between attachment style and LMX yielded mixed results. However, the link between anxious style and LMX did get stronger when including attachment-system activation in our model, highlighting the relevance of applying key principles from the original theory when studying leadership through the lens of attachment.
The relationships between transformational leaders and several follower outcomes have been well investigated, but the mechanism through which these leadership behaviors relate to such outcomes is relatively unexplored. By investigating the mediating role of interactional justice, using structural equation modeling analyses, and data collected from supervisors and direct reports at various organizational levels, the present study provides insight into the psychological processes underlying transformational leadership and its effectiveness on follower outcomes. In line with social exchange theory, the main takeaway from the present study is suggesting that leaders, who display transformational leadership behavior in a manner perceived by followers as respectful, fair, and consistent with moral and ethical standards, may expect greater follower organizational attachment as an appropriate response to interactional justice.
Thompson, Geir; Buch, Robert & Glasø, Lars (2019)
Servant leadership, span of control and outcomes in a municipality context
The purpose of the current study was to investigate the moderating role of span of supervision in the association between servant leadership and multiple outcomes such as job satisfaction and follower performance in a municipality context in Norway. Cross-sectional research design was applied, where data was collected from 237 respondents where leaders and their followers participated. Results showed how the positive relationship between servant leadership and job satisfaction is attenuated by a larger span of supervision, resulting in poorer follower performance. The present study contributes to the servant leadership literature by showing that servant leaders do not operate in the same manner across different degrees of span of supervision. Evidence suggests that span of supervision creates distance between leaders and followers and moderates the types of leader behaviors that may emerge or are viable, such that serving every follower’s highest priority needs becomes difficult to execute.
Thompson, Geir; Buch, Robert & Glasø, Lars (2019)
Abusive retaliation of low performance in low-quality LMX relationships
In the current study, we investigated the occurrence of abusive retaliation in response to low performance. More specifically, we hypothesize an association between low work performance and abusive supervision, as well as leader-member exchange (LMX) as a moderator of the association. Furthermore, we explored a potential link between abusive supervision and social loafing, and whether work-related negative affect would mediate this link. Data were collected from business organizations in Norway. To alleviate potential common method variance, data were collected separately from leaders and followers. In line with our expectations, we present results indicating that low performing followers are more prone to be abused by their supervisor, particularly if they are in a low quality LMX relationship. Conversely, LMX relationships can have a “buffering” effect on the performance/abusive supervision association. Furthermore, our results suggest abused followers reacted with both work-related negative affect and social loafing. The implications of this latter finding are discussed in light of the ongoing conversation regarding the role of emotions in exchange processes.
Thompson, Per-Magnus Moe; Glasø, Lars & Matthiesen, Stig Berge (2018)
The way I see you. Implicit followership theories explored through the lens of attachment
Building on Bowlby’s (1969/1982) attachment theory, the present study examines the relationship between leaders’ attachment style, mirroring their relational experiences with significant others, and implicit followership theories (IFTs). Drawing on the principle of schema transference, it was hypothesized that both anxious and avoidant attachment styles were related to negative IFTs. Furthermore, investigating the phenomenon of defensive projection, it was proposed that leaders’ perception of own competence level would moderate the relationship between avoidant style and the IFT facet “incompetence,” so that avoidant leaders feeling less competent at work would view followers as more incompetent than other avoidant leaders. Survey data were collected from 258 leaders in a variety of work settings. Hierarchical regression analyses supported both hypotheses. Implications for theory and practice are discussed
Thompson, Geir; Buch, Robert & Glasø, Lars (2018)
Follower Jealousy at Work: A Test of Vecchio's Model of Antecedents and Consequences of Jealousy
The present study tests the validity of Robert P. Vecchio's seminal work on antecedents and consequences of jealousy. Specifically, we examine whether antecedents such as in-group status, supervisory considerateness, and supervisory differentiation of subordinates are associated with jealousy. In addition, we examine whether jealousy is associated with the outcome variable of social loafing. Leaders (n = 73) and their followers (n = 303) working in business organizations in Norway contributed data. Multilevel analyses showed that a high-quality working relationship with one's supervisor was inversely related to reports of jealousy. In addition, supervisors who displayed high levels of considerateness, for example, by providing followers with positive emotional support, were better able to reduce subordinate jealousy. This is a novel observation since previous research failed to demonstrate such a relationship. Finally, jealousy was positively associated with social loafing, suggesting that jealous followers engaged in an active counterproductive resistance response. The present study contributes to the extant literature by identifying unexamined antecedents of jealousy and a dysfunctional behavioral response to jealousy in the form of social loafing in the workplace.
Thompson, Geir & Glasø, Lars (2018)
Situational leadership theory: a test from a leader-follower congruence approach
Purpose: Empirical tests of Hersey and Blanchard’s situational leadership theory (SLT) have demonstrated that the assessment of follower competence and commitment, critical contextual features dictating optimal leadership style, poses several problems in testing the validity of this theory. As well, most previous studies have used leader rating as the only information source in making these assessments. The purpose of this paper is to use the degree of agreement between leader rating and follower self-rating to determine follower competence and commitment, and consequently an optimal leadership style.
Design/methodology/approach: Survey data collected from both supervisors and employees in business organizations in Norway were analyzed to test the predictions put forward in SLT.
Findings: The results show that SLT principles are supported when leader rating and follower self-rating are congruent. However, no support was obtained for Blanchard’s suggestion to apply followers’ self-ratings of competence and commitment in the case of discrepant ratings of follower development level. But data do support the contention that leader assessment would be a better basis for providing followers with appropriate direction and support.
Originality/value: So far SLT has been a very popular but as yet under-researched theory. An important contribution of the present study is by making SLT an evidence-based theory, as opposed to just being intuitively sound. As such, the authors think SLT in an updated “convergent” version should be applied in organizations and taught in leadership development programs.
Thompson, Geir; Buch, Robert & Glasø, Lars (2018)
Low-quality LMX Relationships, Leader Incivility, and Follower Responses
The present study focus on the quality of the leader-member exchange relationship as a potential antecedent of workplace incivility. Furthermore, affective and behavioral responses of those exposed to incivility by their superiors are examined. The sample is drawn from full-time employees in various industries located in eastern Norway where both leaders and their direct reports contributed with data. The results show that out-group members are at increased risk of workplace supervisory incivility. Furthermore, in accordance with Andersson and Pearson’s (1999) framework, those who are exposed to incivility, will respond with negative emotional affect, which may progress to overwhelm the individual involved and manifest in social loafing. Finally, our results also show a direct association between incivility and both outcome variables. In line with social exchange theory, which conceptualizes the exchanges as a relatively rational calculative process, followers choose to reciprocate by limiting their personal effort and contribution to the organization. Taken together, unveiling two separate processes of supervisor incivility may imply that the relationships between the cognitive, emotional and behavioral aspects of incivility are more complex than previously assumed.
Glasø, Lars; Vie, Tina Løkke & Matthiesen, Stig Berge (2017)
The present study investigates the impact of social support on mental health among Norwegian
counsellors. Data were collected by means of anonymous self-report questionnaires addressing
central aspects of the counsellors’ job, health and well-being. The results show that leader support
act as a strong predictor of counsellors’ mental health compared to other sources of social support,
such as co-worker support, family support and friend support. Furthermore, the results indicate that
leader support moderates and has a stress-preventing effect on the relationship between perceived
stress and mental health. Thus, the findings suggest that leader support is an important factor likely
to influence the health of counsellors.
Glasø, Lars; Skogstad, Anders, Notelaers, Guy & Einarsen, Ståle (2017)
Leadership, affect and outcomes: symmetrical and asymmetrical relationships
Purpose
The purpose of this paper is to examine the extent to which emotional experiences mediate the relationships between employees’ perception of considerate and/or tyrannical leadership behaviors and their work engagement and intention to leave the organization. The notion of symmetric and asymmetric relationships between specific kinds of leadership behavior, emotional reactions, and followers’ attitudinal outcomes is also examined.
Design/methodology/approach
Employing a survey design, the variables were assessed in a cross-sectional sample of 312 employees.
Findings
The study confirmed the notion of symmetric relationships between specific kinds of leadership behavior, emotional reactions, and followers’ attitudinal outcomes. Contrary to the general notion that “bad is stronger than good,” the results indicated that positive emotions were equal or stronger mediators than the negative ones regarding the two outcomes measured in the present study.
Originality/value
The paper is, to the authors’ knowledge, the first paper which examines simultaneously how constructive and destructive leadership styles, and positive and negative affects, are related to employee attitudes outcomes, and evokes a discussion when bad is stronger than good or vice versa regarding leadership outcomes.
Nielsen, Morten Birkeland; Glasø, Lars & Einarsen, Ståle (2017)
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis
Although a growing body of studies has investigated the role of personality traits as correlates of exposure to workplace harassment, the true magnitude of the relationships between harassment and targets' personality characteristics remains unknown. To address this issue, relationships between traits in the Five-Factor Model of personality and exposure to harassment were examined by means of meta-analysis. Including studies published up until January 2015, 101 cross-sectional effect sizes from 36 independent samples, totaling 13,896 respondents, showed that exposure to harassment was positively associated with neuroticism (r = 0.25; p < 0.01; K = 32), and negatively associated with extraversion (r = − 0.10; p < 0.05; K = 17), agreeableness (r = − 0.17**; p < 0.01; K = 19), and conscientiousness (r = − 0.10* p < 0.05; K = 22). Harassment was not related to openness (r = 0.04 p > 0.05; K = 11). Moderator analyses showed that the associations between harassment and neuroticism, agreeableness and conscientiousness, respectively, were conditioned by measurement method for harassment, type of harassment investigated, and geographical origin of study. Summarized, the findings provide evidence for personality traits as correlates of exposure to workplace harassment.
Arnulf, Jan Ketil; Glasø, Lars, Andreassen, Annette Kristin Bøe & Martinsen, Øyvind L. (2016)
The dark side of leadership development : an exploration of the possible downsides of leadership development
In principle, leadership development may have positive effects, negative effects, or no effects at all. The present study aims to explore the potential negative effects of leadership development. We approach this issue with three studies. The first study develops theoretical reasons to expect negative effects and provides a qualitative description of such instances based on 14 semi-structured interviews with people witnessing negative effects. The second study is a quantitative assessment of the prevalence of negative effects. While 97.4% of 189 managers responding to an anonymous survey have experienced positive effects from developmental activities, 63% of them have also experienced instances they deemed wasted or ineffective, and 37% have witnessed actual negative effects. A small but distinct group (13% of the entire sample and 36% of those witnessing negative effects) reported detrimental effects on mental health and private life. The third study explores the evaluation practices of 143 companies to examine why negative leadership development interventions may persist. The data indicates that negative effects co-exist with a lack of systematic evaluation practices. Our findings suggest that a combination of insufficient evaluation with outsourcing of leadership development activities may render organizations susceptible to fads. In turn, the chance of exposing participants to ineffective and even harmful experiences increases.
Thompson, Per-Magnus Moe; Glasø, Lars & Matthiesen, Stig Berge (2016)
Leader-follower dyads through the lens of attachement theory. Attachment style as a predictor of LMX
Purpose:
The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organisations. The paper also aims to examine whether self‐esteem moderates the relationship between bullying and risk perception as stressors and mental health as an outcome variable.
Design/methodology/approach:
Employing a survey design, the variables were assessed in a cross‐sectional sample of 1,017 employees in the Norwegian offshore oil and gas industry.
Findings:
The results show that workplace bullying is a stronger predictor of mental health problems than is risk perception. Self‐esteem had a buffering effect on the relationship between risk perception and mental health problems, whereas no protective effect of self‐esteem was found with regard to the association between bullying and mental health.
Originality/value:
The findings have implications for how organisations may promote employee well‐being and health. It is suggested that organisations develop interventions that are aimed at reducing the occurrence of both.
Gottschalk, Petter & Glasø, Lars (2013)
A case study of criminal leaders versus criminal followers: an empirical study of white-collar criminals’ characteristics and imprisonment years
This study investigates the prevalence of exposure to workplace bullying in a representative sample of 2539 Norwegian employees utilizing different measurement and estimation methods. The prevalence of workplace bullying
varied from 2 to 14.3% depending on method of measurement and estimation. Latent class cluster analysis is concluded to give the most reliable estimate (6.8%). Compared to a similar Norwegian study published in 1996, the prevalence of self-reported victimization from bullying is considerably
reduced; from 8.6% in the early 1990s to 4.6% in 2005. In the 1996 study, 4.6% labelled themselves as victims of severe bullying, the corresponding number being 2% in 2005.
The instrumentality of emotions in leader-subordinate relationships
1(3) , s. 255- 276.
Næss, Knut Myrum; Thompson, Geir & Glasø, Lars (2019)
Prisbelønnet revisjon av en klassiker innen ledelsesfaget
[Kronikk]
Glasø, Lars (2018)
Selvledelse Fagbokpodden Nettavisen/Gyldendal
[Kronikk]
Glasø, Lars (2012)
Den skjulte hevnen
[Kronikk]
Glasø, Lars (2012)
Følelser i arbeidslivet
[Kronikk]
Glasø, Lars; Hannisdal, Marit & Joner, Andreas (2011)
Arbeidslivet må forstås
[Kronikk]
Glasø, Lars (2009)
Senskader blant mobbeofre
[Kronikk]
Glasø, Lars (2007)
Mobbade är helt vanliga personer
[Kronikk]
Glasø, Lars & Einarsen, Ståle (2007)
Mobbeofre er vanlige mennesker
[Kronikk]
Glasø, Lars (2007)
Alle er potensielle mobbeofre
[Kronikk]
Glasø, Lars (2007)
Ledere legger låg på deres følelser
[Kronikk]
Glasø, Lars (2007)
Alle kan bli mobbeoffer
[Kronikk]
Glasø, Lars (2007)
Akademisk garanti for kvalitet
[Kronikk]
Glasø, Lars (2007)
Mobbeofre: Som alle andre
[Kronikk]
Glasø, Lars (2007)
Du påvirker medarbejderne mere, end du tror
[Kronikk]
Glasø, Lars (2006)
Organisasjonspsykologene kommer! Ny mastergrad ved UIB
[Kronikk]
Glasø, Lars (2006)
Full av følelser overfor sjefen
[Kronikk]
Glasø, Lars (2006)
Følelser og følelsesregulering blant ledere og medarbeidere
[Kronikk]
Glasø, Lars (2006)
Sjefsfølelsen
[Kronikk]
Glasø, Lars; Thompson, Geir & Li, Jane Zhen (2024)
Transformasjonsledelse
Glasø, Lars; Thompson, Geir & Li, Jane Zhen (red.). Transformasjonsledelse
Glasø, Lars; Thompson, Geir & Li, Jane Zhen (2024)
Transformasjonsledelse og teamprestasjoner
Glasø, Lars; Thompson, Geir & Li, Jane Zhen (red.). Transformasjonsledelse og teamprestasjoner
Glasø, Lars (2021)
Organisasjonskonsulentene
Glasø, Lars (red.). Organisasjonskonsulentene
Thompson, Geir; Buch, Robert & Glasø, Lars (2019)
Abusive retaliation of low performance in low-quality LMX relationships
[Conference Lecture]. Event
Glasø, Lars (2018)
Bli en superleder med selvledelse
[Popular Science Article]. 15(3) , s. 26- 30.
Thompson, Per-Magnus Moe & Glasø, Lars (2018)
Selvledelse i praksis
Thompson, Per-Magnus Moe & Glasø, Lars (red.). Selvledelse i praksis
Glasø, Lars & Thompson, Geir (2018)
Selvledelse: Teori, forskning og praksis
[Textbook].
Thompson, Geir & Glasø, Lars (2018)
Selvledelse
Thompson, Geir & Glasø, Lars (red.). Selvledelse
Hatlevoll, Kjersti & Glasø, Lars (2018)
Selvledelse i lederutvikling
Hatlevoll, Kjersti & Glasø, Lars (red.). Selvledelse i lederutvikling
Thompson, Geir & Glasø, Lars (2018)
Superledelse
Thompson, Geir & Glasø, Lars (red.). Superledelse
Glasø, Lars & Martinsen, Øyvind L. (2018)
Forskning på selvledelse
Glasø, Lars & Martinsen, Øyvind L. (red.). Forskning på selvledelse
Thompson, Per-Magnus Moe & Glasø, Lars (2018)
Selvledelse i praksis
Thompson, Per-Magnus Moe & Glasø, Lars (red.). Selvledelse i praksis
Thompson, Geir; Thompson, Tonje Moe, Buch, Robert & Glasø, Lars (2017)
The impact of transformational leadership and interactional justice on performance, organizational commitment and satisfaction with the leader
[Conference Lecture]. Event
Thompson, Geir; Buch, Robert & Glasø, Lars (2017)
Abusive supervision. Antecedents and consequences
[Conference Lecture]. Event
Richardsen, Astrid Marie & Glasø, Lars (2017)
Happiness at work
[Popular Science Article]. , s. 32- 33.
Thompson, Per-Magnus Moe; Glasø, Lars & Matthiesen, Stig Berge (2017)
THE WAY I SEE YOU. LEADERS’ ATTACHMENT STYLE AS AN ANTECEDENT TO IMPLICIT FOLLOWERSHIP THEORIES
[Conference Lecture]. Event
Thompson, Geir; Buch, Robert & Glasø, Lars (2017)
Servant leadership, span of control and outcomes in a municipality context
[Conference Lecture]. Event
Thompson, Geir; Glasø, Lars & Martinsen, Øyvind L. (2016)
Antecedents and consequences of envy in organizations
[Conference Lecture]. Event
Thompson, Per-Magnus; Glasø, Lars & Matthiesen, Stig Berge (2016)
LEADER-FOLLOWER DYADS THROUGH THE LENS OF ATTACHMENT THEORY. ATTACHMENT STYLE AS A PREDICTOR OF LMX
[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
Thompson, Geir; Glasø, Lars & Ytterstad, Stig (2016)
Span of supervision, leadership style and outcomes
[Conference Lecture]. Event
Aanes, Mette Marthinussen; Matthiesen, Stig Berge & Glasø, Lars (2015)
Masking social relationships and psyhological distress in Norwegian Leaders: The mediating role of suppressed social expressions
[Conference Lecture]. Event
Thompson, Geir & Glasø, Lars (2015)
Narcissism, political skills, self-esteem and performance
[Conference Lecture]. Event
Thompson, Geir & Glasø, Lars (2015)
Situational leadership theory: A test from a leader-follower congruence approach
[Conference Lecture]. Event
Nerstad, Christina G. L.; Glasø, Lars & Dysvik, Anders (2015)
Abusive Leadership, Mastery Climate, and Counterproductive Work Behavior.
[Conference Lecture]. Event
Glasø, Lars & Martinsen, Øyvind L. (2015)
Personlighet og ledelse
Glasø, Lars & Martinsen, Øyvind L. (red.). Personlighet og ledelse
Thompson, Per Magnus; Glasø, Lars & Matthiesen, Stig Berge (2015)
Do Opposites Attract or Does Like Attracts Like in Leader-Follower Relationships? Attachment Style Congruence, Basic Psychological Needs, Authentic Leadership, and LMX.
[Conference Lecture]. Event
Glasø, Lars (2014)
Konflikter og kommunikasjon
Glasø, Lars (red.). Konflikter og kommunikasjon
Gottschalk, Petter & Glasø, Lars (2013)
Gender in White-Collar Crime: An Empirical Study of Pink-Collar Criminals
[Popular Science Article]. 4, s. 22- 34.
Glasø, Lars; Li, Jane Zhen & Thompson, Geir (2013)
Transformasjonsledelse og teamprestasjoner
Glasø, Lars; Li, Jane Zhen & Thompson, Geir (red.). Transformasjonsledelse og teamprestasjoner
Gottschalk, Petter & Glasø, Lars (2013)
Corporate crime does pay! The Relationship between Financial Crime and Imprisonment in White-Collar Crime
[Popular Science Article]. 5, s. 63- 78.
Glasø, Lars (2013)
Lederens fem konfliktstiler
[Popular Science Article]. (13) , s. 117- 118.
Glasø, Lars (2012)
Emosjoner og ledelse
[Conference Lecture]. Event
Glasø, Lars (2012)
Destruktiv ledelse
[Conference Lecture]. Event
Glasø, Lars (2012)
The dark side of leadership: A neglected HR issue?
[Conference Lecture]. Event
Glasø, Lars (2012)
Skyggesider ved ledelse
[Conference Lecture]. Event
Vie, Tina Løkke; Glasø, Lars & Einarsen, Ståle (2011)
How does it feel? Exploring the role of emotions in victims of workplace bullying
[Conference Lecture]. Event
Vie, Tina Løkke; Glasø, Lars & Einarsen, Ståle (2011)
Bullying, emotions and subjective health complaints
[Conference Poster]. Event
Glasø, Lars (2011)
Sjef - og en av gutta
[Popular Science Article]. 19, s. 113- 113.
Glasø, Lars; Notelaers, Guy & Skogstad, Anders (2011)
Leadership behaviour, emotional reactions, and outcomes
[Conference Lecture]. Event
Vie, Tina Løkke & Glasø, Lars (2011)
The downside of leader-follower relationships & health outcomes. Is there an association between low quality leader-member-exchange (LMX) and symptoms of depression, sleep problems and fatigue among followers?
[Conference Lecture]. Event
Einarsen, Ståle; Glasø, Lars & Nielsen, Morten Birkeland (2011)
Mobbing i arbeidslivet-ytringsformer, årsaker og tiltak
Einarsen, Ståle; Glasø, Lars & Nielsen, Morten Birkeland (red.). Mobbing i arbeidslivet-ytringsformer, årsaker og tiltak
Glasø, Lars (2011)
Organisasjonskonsulentene
Glasø, Lars (red.). Organisasjonskonsulentene
Glasø, Lars (2011)
Emosjoner i arbeidslivet
[Conference Lecture]. Event
Nielsen, Morten Birkeland; Glasø, Lars & Matthiesen, Stig Berge (2010)
Bullying in the North Sea: Self-esteem as mediator and moderator between bullying and mental health among offshore workers
[Conference Lecture]. Event
Vie, Tina Løkke; Glasø, Lars & Einarsen, Ståle (2010)
How does it feel? Exploring emotions and health among victims of workplace bullying
[Conference Lecture]. Event
Vie, Tina Løkke; Glasø, Lars & Einarsen, Ståle (2010)
Does trait anger, trait anxiety or organisational position moderate the relationship between exposure to negative acts and self-labelling as a victim of workplace bullying?
[Conference Lecture]. Event
Glasø, Lars; Vie, Tina, Holmdal, Gry & Einarsen, Ståle (2009)
Mediators and moderators in workplace bullying
[Conference Lecture]. Event
Glasø, Lars (2009)
Lederkrav under omstillingsprosesser
[Conference Lecture]. Event
Glasø, Lars (2008)
Forskning på det emosjonelle samspillet blant ledere og medarbeidere
[Conference Lecture]. Event
Glasø, Lars (2008)
Prestasjonskrav og stress i arbeidslivet
[Lecture]. Event
Glasø, Lars (2008)
Mobbing og destruktiv ledelse
[Lecture]. Event
Glasø, Lars (2008)
Ledelsesteorier: En historisk gjennomgang
[Lecture]. Event
Glasø, Lars (2008)
Spill om følelser på jobben
[Lecture]. Event
Glasø, Lars (2008)
Medarbeidersamtalen: Hva er det og hvordan kan den best brukes?
[Lecture]. Event
Glasø, Lars (2008)
Effektiv kommunikasjon
[Lecture]. Event
Glasø, Lars (2008)
Psykologiske perspektiver og menneskelige reaksjoner i fusjonsprosesser
