Richard Ivey Building 2359
- Organizational Commitment
- Organizational Identification
- Work Motivation
- Occupational Health
- Individual Performance
- Social Loafing
- Workplace Bullying
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Dr. Monzani is an Assistant Professor of Organizational Behavior at Ivey Business School (Western University). Previously, he was a lecturer in Leadership at the Graduate School of Management of Plymouth University (United Kingdom). Also, he is an associate researcher at both the Institute for Organizational Development and Quality of Work Life of the University of Valencia (Spain) and the and Center for Leadership and Behavior in Organizations at Goethe University (Frankfurt, Germany). Dr. Monzani completed a two-year postdoctoral fellowship at the Ian O. Ihnatowycz Institute for Leadership at the Ivey Business School of Western Ontario University (Canada). He holds a Ph.D. in Psychology of Human Resources by the University of Valencia and is an Erasmus Mundus Master in Work, Organizational, and Personnel Psychology.
His research interest lies within advanced concepts in organizational behavior, such as exemplary leadership, commitment to lead, and other topics bridging neuropsychology with Organizational behavior. Whenever possible, Lucas Monzani combines his research activities with his professional practice as an executive consultant. He has extensive experience in wide array of topics of corporate life, such as leadership potential assessment & development, executive coaching, advanced recruitment & selection techniques, virtual team-building. As a consultant, Dr. Monzani contributed to several leadership development projects within the Department of Peacekeeping Operations (DPKO) of the United Nations.
- BUS 3311 – Leading People and Organization
- 9085-IEL – MSc Ivey Essentials: Leadership course
- EL3-9459-2-SATS International Study Trip South America (ROL)
- Ph.D. in Psychology of Human Resources. University of Valencia (Magna Cum Laude)
- Master Erasmus Mundus in Work, Organizational, and Personnel Psychology. Joint diploma from the Universidad de Valencia(Spain) and Alma Mater Studiorum di Bologna (Italy)
- Licensed Clinical Psychologist. Universidad del Salvador, Buenos Aires, Argentina
Recent Refereed Articles
Van Dick, R.; Cordes, B. L.; Lemoine, J. E.; Steffens, N. K.; Haslam, S. A.; Akfirat, S. A.; Ballada, J. A.; Bazarov, T.; Aruta, J. J. B. R.; Avanzi, L., et al.,
2022, "Identity Leadership, Employee Burnout, and the Mediating Role of Team Identification: Evidence from the Global Identity Leadership Development Project", International Journal of Environmental Research and Public Health.
Abstract: Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership will contribute to stronger team identification among employees and, through this, be associated with reduced burnout. We tested this model with unique data sets from the Global Identity Leadership Development (GILD) project with participants from all inhabited continents. We compared two data sets from 2016/17 (N=5,290; 20 countries) and 2020/21 (N=7,294, 28 countries) and found very similar levels of identity leadership, team identification, and burnout across the five years. An inspection of the 2020/21 data at the onset and later in the COVID-19 pandemic showed stable identity leadership levels, and slightly higher levels of both burnout and team identification. Supporting our hypotheses, we found almost identical indirect effects (2016/17: b = -.132; 2020/21: b = -.133) across the five-year span in both data sets. Using a subset of N=111 German participants surveyed over two waves, we found the indirect effect confirmed over time with identity leadership (at T1) predicting team identification and, in turn, burnout three months later. Finally, we explored whether there could be a “too-much-of-a-good-thing”-effect for identity leadership. Speaking against this, we found a u-shaped quadratic effect whereby ratings of identity leadership at the upper end of the distribution were related to even stronger team identification and a stronger indirect effect on reduced burnout.
Link(s) to publication:
Seijts, G. H.; Monzani, L.; Woodley, H. J. R.; Mohan, G.,
(Forthcoming), "The Effects of Character on the Perceived Stressfulness of Life Events and Subjective Well-Being of Undergraduate Business Students", Journal of Management Education.
Abstract: Stress and the associated correlates, such as depression, alcohol abuse, and suicidal ideation, are a global issue among college and university students. We assert that character is a personal resource that students have at their disposal to address personal, social, and environmental challenges they may encounter in their personal and academic lives. The results of a field study involving undergraduate business students show that character, operationalized as a higher-order construct consisting of 11 inter-related dimensions, has a direct effect on the subjective well-being of students and an indirect effect through the perceived stressfulness of life events. Our results imply that it is essential for faculty and students at management education institutions to fully appreciate the importance of character for effective functioning and to develop the various character dimensions to address adverse personal, social, and environmental situations in a positive fashion.
Link(s) to publication:
Frenzel, S.; Junker, N.; Avanzi, L.; Bolatov, A.; Haslam, A. S.; Häusser, J.; Kark, R.; Meyer, I.; Mojzisch, A.; Monzani, L., et al.,
(Forthcoming), "A trouble shared is a trouble halved: The role of family identification and identification with humankind in well-being during the COVID-19 pandemic", British Journal Of Social Psychology.
Abstract: The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. We assessed social groups ranging from physically close groups (family, close friends and neighborhood) to physically distant and larger groups (people living in the same country and humankind). We predicted that physically closer groups would be perceived as less affected (threatened) by COVID-19 as well as less threatening than physically more distant groups. Based on the social identity approach, we also assumed that stronger identification with the most inclusive group (humankind) would amplify these patterns. In a nationwide survey (N=1474) German participants indicated the degree to which they perceived COVID-19 as a threat to their family/close friends, neighborhood, members of their country, and humankind. They also indicated the degree to which they felt threatened by these groups and we measured their identification with humankind. Results supported most of our hypotheses. Using latent random-slope modelling, we found a positive linear trend in the perception of the target group of the threat and the source of the threat: More inclusive and more distant groups were perceived as more affected by COVID-19 and as more threatening than more exclusive and physically closer groups. Identification with humankind amplified the change in threat perception such that the positive linear trend for the threat target was steeper with increasing identification. However, the positive linear trend for the threat source was not amplified by identification with humankind
Link(s) to publication:
Monzani, L.; Mateu, G.; Martinez, J.; Hernandez Bark, A. S.,
2021, "Reducing the cost of being the boss: Authentic leadership suppresses the effect of role stereotype conflict on antisocial behaviors in leaders and entrepreneurs", Frontiers In Psychology, November 12.
Abstract: What drives entrepreneurs to engage in antisocial economic behaviors? Without dismissing entrepreneurs’ agency in their decision-making processes, our study aims to answer this question by proposing that antisocial economic behaviors are a dysfunctional coping mechanism to reduce the psychological tension that entrepreneurs face in their day-to-day activities. Further, given the overlap between the male gender role stereotype and both leader and entrepreneur role stereotypes, this psychological tension should be stronger in female entrepreneurs (or person who identifies with the female gender role). We argue that besides the well-established female gender role – leader role incongruence, female entrepreneurs also suffer a female gender role – entrepreneur role incongruence. Thus, we predicted that men (or those identifying with the male gender role) or entrepreneurs (regardless of their gender identity) that embrace their roles to an extreme, are more likely to engage in antisocial economic behaviors, such as cheating or trying to harm competitors’ businesses, than women or managers respectively. Finally, we predicted that embracing an authentic leadership style might mitigate this effect. We tested our predictions in two laboratory studies (Phase 1 and 2). For Phase 1 we recruited a sample of French Business school students (N = 82). For Phase 2 we recruited a sample of Costa Rican male and female entrepreneurs, using male and female managers as reference groups (N = 64). Our results show that authentic leadership reduced the likelihood of entrepreneurs and men of engaging in antisocial economic behaviors such as lying to harm one’s competition or seeking an unfair advantage.
Link(s) to publication:
Monzani, L.; Escartin, J.; Ceja, L.; Bakker, A. B.,
2021, "Blending Mindfulness Practices and Character Strengths Increases Employee Wellbeing: A second-order meta-analysis and a follow-up Field Experiment", Human Resource Management Journal, November 31(4): 1025 - 1062.
Abstract: This study summarizes the existing literature on Mindfulness-Based Interventions (MBIs) and their effect on employee wellbeing criteria and extends it by testing MBIs against a Mindfulness-Strengths Based Intervention (MSBI). Given that extant MBIs focus on restoring wellbeing, our first hypothesis was that MBIs would perform better on reducing negative emotional states than on promoting wellbeing. To test our first hypothesis, we conducted a second-order meta-analysis, which summarized 13 first-order meta-analyses (k = 311). MBIs had stronger effects on reducing negative emotions (𝑔 = -.74) than on increasing wellbeing (𝑔 = .58). Then, we conducted a follow-up field experiment, comparing how an MSBI performed against an MBI on employee wellbeing criteria. An MSBI combines mindful meditation, mindful living, and Character Strengths-Based Interventions (CSBI). Our second hypothesis was that an MSBI would outperform an MBI on increasing employee wellbeing criteria. During an MSBI, participants (a) attain a conscious state of mindful awareness, and (b) direct their attention towards the discovery and habitual exercise of their character strengths. To test our second hypothesis, we randomly assigned employees of a small Spanish healthcare organization to either an MSBI or an MBI intervention group. We measured employee wellbeing, before and after the intervention, using two well-established measures of hedonic and eudaimonic wellbeing. Our results show that both interventions were successful and had a large effect on both wellbeing criteria. Further, as predicted, the MSBI group reported higher absolute scores of wellbeing than the MBI group. Implications for theory and practice are discussed, and detailed appendices for practitioners are provided.
Link(s) to publication:
Monzani, L.; Seijts, G. H.; Crossan, M. M.,
2021, "Character matters: The network structure of leader character and its relation to follower positive outcomes", PLOS One, September 16(9): e0255940 - e0255940.
Abstract: We investigated the relationship between self-ratings of leader character and follower positive outcomes – namely, subjective well-being, resilience, organizational commitment, and work engagement – in a public-sector organization using a time-lagged cross-sectional design involving 188 leader – follower dyads and 22 offices. Our study is an important step forward in the conceptual development of leader character and the application of character to enhance workplace practices. We combined confirmatory factor analysis and network-based analysis to determine the factorial and network structure of leader character. The findings revealed that a model of 11 inter-correlated leader character dimensions fit the data better than a single-factor model. Further, judgment appeared as the most central dimension in a network comprising the 11 character dimensions. Moreover, in a larger network of partial correlations, two ties acted as bridges that link leader character to follower positive outcomes: judgment and drive. Implications for theory and practice are discussed.
Link(s) to publication:
Knoll, M.; Götz, M.; Adriasola, E.; Al-Atwi, A. A.; Arenas, A.; Atitsogbe, K. A.; Barrett, S.; Bhattacharjee, A.; Blanco C, N. D.; Bogilovic, S., et al.,
2021, "International Differences in Employee Silence Motives: Scale Validation, Prevalence, and Relationships with Culture Characteristics across 33 Countries", Journal of Organizational Behavior, June 42(5): 619 - 648.
Abstract: Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.
Link(s) to publication:
Espí-Lopez, G.; Monzani, L.; Zurriaga, R.,
2020, "The beneficial effects of therapeutic craniofacial massage on Quality of Life, mental heath, and menopausal symptoms: a randomized controlled clinical trial", Complementary Therapies in Medicine, June 51: 102415 - 102415.
Abstract: Objective. The objective of this study was to determine the effect of massage in the craniofacial area in menopausal women after the treatment and one month after its completion, and to measure its influence on quality of life in relation to symptoms of menopause, mental health, and body image perception. Design. 50 participants with menopause, aged 45-65 years, participated in a single-blind randomized controlled trial. Participants were randomly assigned to two groups: craniofacial massage group (CMG), who received massage treatment (n=25), and control group (CG), without treatment (n=25). Prior to randomization, all participants provided demographic and clinical information. Quality of life, mental health and body image perception were evaluated at three time points: at the beginning of the study, at the end, and one month after finishing the treatment. Results A repeated-measures multivariate analysis of variance (RM-MANOVA) was used to determine if mean scores in the criteria differed significantly between time points within subjects. The results obtained indicate that the cranial massage techniques had a positive effect on participants’ mental health; partially ameliorated the decrease in scores on the Menopause Rating Scale; and stopped the decrease in Body Image perception’s scores. Conclusions The craniofacial massage protocol, applied to the craniofacial sphere, constitutes a complementary and valid therapy-based therapeutic option for clinicians in the treatment of different symptoms that occur in the climacteric period.
Link(s) to publication:
Espí-Lopez, G. V.; Monzani, L.; Zurriaga, R.; Dugailly, P-M.; Vicente-Herrero, T.; Andersen, L. L.,
2020, "Cross-cultural Adaptation of the Body Satisfaction and Global Self Perception Questionnaire for Subjects with Non-specific Musculoskeletal Disorders", Indian Journal of Science and Technology, February 13(7): 817 - 831.
Abstract: Background: Assessing patient’s cognitions and emotions about their physical body is an important part of rehabilitation planning, as musculoskeletal disorders can lead to a change in bodily perceptions. Methods: This study explores the validity and reliability of the Body Satisfaction and Global Self-Perception Questionnaire (QSCPGS)] in the Spanish population. In addition to calculating Cronbach’s alpha, we conducted Exploratory Factor Analysis and Confirmatory Factor Analyses to test the scale’s validity. We then conducted a test–retest and longitudinal measurement invariance test to explore our measure’s reliability. Results: Our final sample consisted of 147 subjects with non-specific musculoskeletal disorders (M = 32 years, SD = 15.06), who provided two data points in a 30-day period. A reduced, four-factor model fit the data better [(χ2 = 92.51*; df = 71; df = χ2/df = 1.30; RMSEA= .04; CFI = .95; TLI = .94; SRMR = .05; WRMR = .84)] than any other model. The re-test validity analyses revealed that the four-factor model was stable over time. Finally, the reduced scale correlated with the SF-36 Quality of Life inventory and participants’ BMI. Conclusions: The QSCPGSe (Spanish version QSCPGS) is a reliable and effective tool for measuring body image perceptions that are more accurate than the original scale.
Link(s) to publication:
Monzani, L.; Kozusznik, M. W.; Ripoll, P.; Van Dick, R.; Peiró, J. M.,
2019, "Coping in the final frontier: An intervention to reduce spaceflight-induced stress", Psychologica, September 62(1): 55 - 77.
Abstract: Research in human spaceflight has extensively documented how microgravity environments, such as spaceflight across Low Earth Orbit (LEO), affects astronauts’ and Spaceflight Participants’ emotions. However, a more refined understanding of this topic will become especially relevant as national and international space agencies increase the duration of manned space missions, and as the private sector fully enters the aerospace arena. In this paper, we analyze the strengths and weaknesses of the four main types of interventions for dealing with the stressors associated with human spaceflight (i.e., ergonomic, physiological, psychological, and psychosocial), and then elaborate on a psychosocial intervention grounded on evidence-based interventions across several fields of psychological research. Among the components of such interventions, we recommend adopting advanced stress coping strategies, developing emotional and intercultural competencies and crafting a shared social identity among crew members. Our proposed intervention aims to enhance the efficacy of social support as a key coping mechanism and applies to crewmembers and spaceflight participants of diverse cultural backgrounds who, most likely, will work using computer-mediated communication (CMC).
Link(s) to publication:
Monzani, L.; Knoll, M.; Giesnner, S.; van Dick, R.; Peiró, J. M.,
2019, "Between a rock and a hard place: Direct and combined effects of authentic leadership, organizational identification, and team prototypicality on Managerial voice", Spanish Journal of Psychology, March 21(eX): 1 - 20.
Abstract: Managers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers’ low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.
Link(s) to publication:
van Dick, R.; Lemoine, J.; Steffens, N.; Kerschreiter, R.; Akfirat, S. A.; Avanzi, L.; Dumont, K.; Epitropaki, O.; Fransen, K.; Giessner, S., et al.,
2018, "Identity leadership going global: Results from an international validation study of the Identity Leadership Inventory", Journal of Occupational and Organizational Psychology, December 91(4): 697 - 728.
Abstract: Recent theorizing applying the social identity approach to leadership proposes a four-dimensional model of identity leadership that centers on leaders’ management of a shared sense of “we” and “us”. The present research validates a scale assessing this model — the Identity Leadership Inventory (ILI). We present results from an international project with data from all six continents and from more than 20 countries/regions with 5,290 participants. The ILI was translated (using back-translation methods) into 13 different languages (available in the Appendix) and used along with measures of other leadership constructs (i.e. LMX, transformational, and authentic leadership) as well as employee attitudes and (self-reported) behaviors — namely identification, trust in the leader, job satisfaction, innovative work behavior, organizational citizenship behavior, and burnout. Results provide consistent support for the construct, discriminant, and criterion validity of the ILI across countries. We show that the four dimensions of identity leadership are distinguishable and that they relate to important work-related attitudes and behaviors above and beyond other leadership constructs. Finally, we also validate a short form of the ILI, noting that is likely to have particular utility in applied contexts
Link(s) to publication:
Monzani, L.; Zurriaga, R.; Espí-López, G. V.,
2018, "Anxiety and the severity of Tension-Type Headache mediate the relation between headache presenteeism and workers’ productivity", PLoS One, July 13: 1 - 16.
Abstract: The primary objective of this study was to explore the mechanisms and conditions whereby Tension-Type Headache (TTH) presenteeism relates to health-related loss of productivity as a result of both reduced physical and mental health. To this end, Structural Equation Modeling (SEM) was used to conduct a secondary data analysis of a randomized clinical trial involving 78 Tension-type Headache (TTH) patients. The results showed that TTH presenteeism did not directly relate to health-related loss of productivity, either due to physical, or mental health problems. However, through anxiety-state, TTH presenteeism decreased patients’ productivity, as consequence of reduced physical and mental health. Moreover, by increasing the severity of the Tension-Type Headache, TTH presenteeism indirectly decreased patients’ productivity as consequence of reduced physical health (but not mental health). Finally, our results show that such indirect effects only occur when the cause of TTH is non-mechanical (e.g., hormonal causes, etc.). Our work provides an integrative model that can inform organizational behaviorists and health professionals (e.g., physiotherapists). Implications for organizational health are discussed.
Link(s) to publication:
Crossan, M. M.; Byrne, A.; Seijts, G. H.; Reno, M.; Monzani, L.; Gandz, J.,
2017, "Toward a Framework of Leader Character in Organizations", Journal of Management Studies, November 54(7): 986 - 1018.
Abstract: While the construct of character is well grounded in philosophy, ethics, and more recently psychology, it lags in acceptance and legitimacy within management research and mainstream practice. Our research seeks to remedy this through four contributions. First, we offer a framework of leader character that provides rigor through a three-phase, multi-method approach involving 1,817 leaders, and relevance by using an engaged scholarship epistemology to validate the framework with practicing leaders. This framework highlights the theoretical underpinnings of the leader character model and articulates the character dimensions and elements that operate in concert to promote effective leadership. Second, we bring leader character into mainstream management research, extending the traditional competency and interpersonal focus on leadership to embrace the foundational component of leader character. In doing this, we articulate how leader character complements and strengthens several existing theories of leadership. Third, we extend the virtues-based approach to ethical decision making to the broader domain of judgment and decision making in support of pursuing individual and organization effectiveness. Finally, we offer promising directions for future research on leader character that will also serve the larger domain of leadership research.
Link(s) to publication:
- Escartin, J.; Monzani, L.; Leong, F.; Rodriguez-Carballeir, A., 2017, "A reduced form of the Workplace Bullying Scale - the EAPA-T-R: A useful instrument for daily diary and experience sampling studies", Work and Stress, January 31(1): 42 - 62.
Work in Progress
- Bracht, E.; Monzani, L.; Haslam, S. A.; Kerschreiter R.; Lemoine, J. E.; Steffens, N. K.; Akfirat, S. A.; Avanzi L.; Barghi B.; Dumont, K.; Epitropaki, O.; Fransen, K.; Giessner, S.; Gleibs, I. H.; González, R.; Lipponen, J.; Markovits, Y.; Molero, F.; Moriano, J. A.; Neves, P.; Orosz, G.; Roland-Lévy, C.; Schuh S.; Sekiguchi, T.; Jiwen Song L.; Story J. S. P.; Stouten J.; Tatachari S.; Valdenegro D.; van Bunderen L.; Vörös V.; Wong S. I.; Youssef F.; Zhang, X.; & van Dick, R.; Leading Innovation: Towards an integrated model of leadership, identification, and innovative behavior. Under 1st review in Applied Psychology: An International Review
Honours & Awards
- Grant: Social Sciences and Humanities Research Council of Canada Insight Grant - CAD $152,012 "Developing and Embedding Leader Character in Organizations for Sustained Excellence” Crossan, M. M (PI); Monzani L.; Nguyen, B., Seijts G. H.
- Grant: Social Sciences and Humanities Research Council of Canada Explore Grant - CAD $6,988 "Career empowerment and leadership: Maintaining sustainable careers in light of the COVID-19 pandemic" Grabarski, M.; Monzani L.; Roberson, J., Konrad, A. (PI)
- Grant: Social Sciences and Humanities Research Council of Canada Connections Grant - 611-2018-0287 – CAD $ 23,000 “Regenerative Enterprise in Fragile Ecosystems” Branzei, O (PI); Paredo, A. M.; Muñoz, P.; ; Monzani, L; Dorado-Banaloche, S.
- Grant: Social Sciences and Humanities Research Council of Canada Research Grant - CAD $64,928. “Towards a framework of Commitment to lead: Exploring individual, team and organizational outcomes”. Monzani L., (PI); Crossan, M. M.
- Grant: CPA-Ivey Centre for Accounting & the Public Interest. Multidisciplinary project – CAD $ 19,450. “Corporate Governance and Managerial Opportunism: The Moderating Effect of Leader Character”. Monzani L., Huo, K., Sooy M.
- Award: Western University, New International Research Network Award (NOA – NIRN) - CAD $5000 "The physiological correlates of leader character, and its influence on power and economic behavior." Role: Principal Investigator
- Grant: European Commission under Marie Skłodowska-Curie Research and Innovation Staff Exchange (RISE) scheme (http://cordis.europa.eu/project/rcn/204775_en.html) Horizon 2020 project - €1.3.000.000. RUC-APS - "Enhancing and implementing knowledge based ICT solutions within high risk and uncertain conditions for agriculture production systems (RUC-APS)", funded by European Commission under Marie Curie RISE scheme - https://ruc-aps.eu/ Role: Co-investigator (Early Career)
- Grant: Brescia University College - Western University (#09 – 2016) Research Grant - CAD $1136 “Leader character and gender: Does a women’s university make a difference?” Project Directors: Marlene Janzen Le Ber, Monzani, L.
- Grant: Social Sciences and Humanities Research Council of Canada Partnership Development Grant -CAD $199,995 “Partnering to prevent workplace bullying using international and integrative perspectives” http://uwinnipeg.ca/wbmp/index.html Project Director: Harlos, K. (Project Director) Co-investigators: * Axelrod, L., Burr, C., Hogh A. (CL), Josephson, W., Knoll M., Lee, R., Lewis, D., Monzani, L., O`Farrell, G., Peter, T., Taylor C. * Alphabetical order. (CL) = Collaborator
- Grant: Spanish ministry of science and innovation (ECD/3628/2011) Joint research grant IDOCAL and CLBO, at Goethe University Frankfurt - € 3,900 “Authentic leadership, Prototypicality, and Organizational Identification” Project Directors: Monzani, L.; van Dick, R. Role: Project Coordinator, first author.
- Grant: Generalitat Valenciana (GVPROMETEO2012-048) Funding for excellent research groups - € 2,100 “Negative emotions at the workplace” Project coordinators: Zurriaga R., Gonzales-Navarro P., Buunk, A. H Role & tasks: Experimental design, software development, and data collection.
- Grant: Universidad de Valencia – (UV-BC-10-067) Beca pre-doctoral de colaboración en IDOCAL & UMIVALE, mutua de riesgo valenciana - € 1,800 “Work Absenteeism in Spain – 2009” Role & tasks: Analyses of secondary data, Report writing.
- Grant: European Union scholarship Official EU master program - € 42,000 Erasmus Mundus Master on Work, Organizational and Personnel Psychology (EM-WOP): Universidad de Valencia, Alma Master Studiorum di Bologna, Universidad de Barcelona, Universidad de Coimbra and Paris V (Rene Descartes).
- Award: Best Paper Award - I Premio de Investigación Caballé-Gomar (€ 1,000) Espí-López GV, Zurriaga-Llorens R, Monzani L, Falla D. (2016), The effect of manipulation plus massage therapy versus massage therapy alone in people with tension-type headache. A randomized controlled clinical trial. European Journal of Physical and Rehabilitation Medicine, 52, 606-17
- Award: Best Paper Award – Fundación Konrad Monzani L., Ripoll P., Peiró J. M. (2015), Winning the hearts and minds of followers: The interactive effects of follower’s emotional competencies and goal setting types on trust in leadership. Revista Latinoamericana de Psicología, 47, 1-21.
- Award: Best Space station design award (Role: Team leader and human factors expert) European Space Agency –Space Station Design Workshop (SSDW 2208) Finalist Proposal: Group dynamics in microgravity (role: Experimental design, proposal development). European Space Agency – Student contest
- Freelance consultant in Leadership and Executive Management: Executive assessment and coaching at Sourisseaux Partners Corporate Psychologists (Germany)
- Senior administrative development and training at the Department of Peacekeeping Operations / Field support of the United Nations