My research is concerned with understanding how organizations affect psychological processes and human behavior. My work has made significant scientific contributions to the following three research areas:
1. Organizational Hierarchies & Employee Voice Behavior: In this stream of research, I am interested in investigating employee voice as the discretionary communication of ideas, suggestions, and concerns across hierarchical barriers. For example, my research showed that individual dispositions such as agency (Weiss et al., 2014) and contextual factors such as leadership (Weiss et al., 2018) and team reflection (Weiss et al., 2017) can foster employee voice. Moreover, across three studies (one experiment, two field studies), we showed that contrary to employees' fears voice can often improve employees' social status in the eyes of co-workers and superiors (Weiss & Morrison, 2018). An observational study investigating anesthesia teams showed that voice can improve team decision-making and patient safety (Weiss et al., 2014). Recently, using longitudinal data across several industries (e.g., service organizations, finance, healthcare, administration), we showed that voice can be beneficical for employee well-being as it can enhance vigor and energize them (Röllmann, Weiss, & Zacher, 2021).
2. Leadership & Diversity: In this stream of research, I am interested in understanding how diversity affects employee and organizational outcomes. For example, I found that women in male-dominated professions (e.g., law) often report that they are confronted with gender stereotypes and that this can diminish their career aspirations (von Hippel, Issa[Weiss], Ma, & Stokes, 2011). Moreover, my observational research in hospitals highlighted that inclusive leadership can increase voice in cross-functional teams and linguistic coding showed that leaders need to adapt their language to different professional groups (Weiss et al., 2018). I also investigate the consequences of the aging workforce and my work shows that while chronological age is only weakly related to work/organizational outcomes people's subjective age (how old we feel) has much more explanatory power (Weiss & Weiss, 2019; Weiss & Weiss, 2021).
3. Technological and Organizational Change: In this stream of research, I investigate how the introduction of new organizational processes or technological innovations can enhance or disrupt team processes. Specifically, my research shows that introducing after-event reviews in anesthesia teams can improve communication and coordination processes (Weiss et al., 2017). Moreoever, we showed that the introduction of a checklist in anesthesia teams helped improve information exchange and safety (Tscholl, Weiss et al., 2015). Moreover, an interview study with 120 anesthesiologists showed that they often experience problems with conventional patient monitoring systems (e.g., alarm fatigue; Tscholl, Handschin, Rössler, Weiss, Spahn, & Nöthiger, 2019). We showed that an innovative patient monitoring system using a patient avatar helped improve perception of critical information (Tscholl, Handschin, Neubauer, Weiss et al., 2018).