Dipl.-Psych. Heiko Schulz

Externer Doktorand

Sprechzeiten: nach Vereinbarung.

Techniker Krankenkasse,
Marke und Marketing.

Tel.: 040 - 69 09-30 96
E-Mail: heiko.schulz(at)tk.de

 

Curriculum Vitae

Ausbildung

seit 10.2016
Universität Leipzig (Deutschland)
Promotion: Successful Aging at Work

09.2001 – 09.2002
University of Bedfordshire, Luton (GB)
Health Psychology (M. Sc.)

09.1998 – 04.2005
Ernst-Moritz-Arndt Universität, Greifswald
Psychologie (Diplom)

01.2010 - 04.2012
Schulz von Thun-Institut für Kommunikation, Hamburg
Fortbildung zum Kommunikationsberater und –trainer

02.2008 - 04.2008
Initiative Neue Qualität der Arbeit (inqa), Hamburg
Qualifizierung zum Demografie-Berater


Beruflicher Werdegang

seit 03.2016
Techniker Krankenkasse, Bereich Markt & Marketing, Hamburg
Leitung Markt- und Markenanalytik

02.2015 – 03.2016
Techniker Krankenkasse, Bereich Qualitätsmanagement, Hamburg
Leitung Servicevorgaben und -diagnostik

01.2009 – 01.2015
Techniker Krankenkasse, Fachbereich Personalentwicklung, Hamburg
Fachkoordinator betriebliches Gesundheitsmanagement

seit 11.2004
Selbststaendigkeit, Hamburg (Deutschland)
Berater für strategisches HR Management

Forschungsschwerpunkte

-          Evidenzbasierte Grundlagen für Top Management Entscheidungen

-         Gesundes Altern im betrieblichen Kontext

-         Mechanismen zwischen Arbeitsfähigkeit & Unternehmenskennzahlen

Momentane Projekte

1.)    Team Health Climate and Employee Health and Well-Being

Team health climate refers to employees’ shared perceptions of the extent to which their team is concerned, cares, and communicates about health issues. In this study, we examined a multilevel model of team health climate and its relationships with five well-established indicators of employee health and well-being (i.e., subjective general health, psychosomatic complaints, mental health, work ability, and presenteeism). Results based on multilevel data provided by 6,449 employees in 621 teams of a large organization showed that team health climate was positively related to subjective general health, mental health, and work ability, and negatively related to presenteeism, above and beyond employees’ individual perceptions of health climate. Moreover, additional analyses showed that a positive team health climate buffered the negative relationship between employee age and work ability. Implications for future research on team health climate and suggestions for practical conclusions and interventions in teams are discussed.

 

2.)    Age and Occupational Well-Being: The Role of Perceived Work Ability

Previous research has established meaningful relationships between employee age and indicators of occupational well-being, but mediators and moderators of these relationships have been largely neglected. Based on a theoretical framework of successful aging at work, the goal of this study was to investigate perceived work ability as a mediator and moderator of associations between age and subjective general health, psychosomatic complaints, job satisfaction, and emotional exhaustion. Perceived work ability refers to employees’ assessment of the extent to which they possess the physical and mental capabilities to meet their work demands. Data came from 3,096 employees working for a large organization in Germany. Consistent with expectations, results showed that age was negatively related to perceived work ability and subjective general health, and positively related to psychosomatic complaints. Moreover, the relationship between age and job satisfaction was U-shaped, and the relationship between age and emotional exhaustion had an inverted U-shape. Perceived work ability mediated and moderated these relationships.

Publikationen

Zacher, H. & Schulz, H. (2015). Employees’ Eldercare Demands, Strain, and Perceived Support. Journal of Managerial Psychology, 30(2), 183–198.

Zacher, H., Feldman, D. C., Schulz, H. (2014), Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective, in Perrewé, P., Rosen, C., Halbesleben, J. (Ed.) The Role of Demographics in Occupational Stress and Well Being (Research in Occupational Stress and Well-being, Volume 12). Emerald Group ltd.

Schulz, H., Vögele, C., & Meyer, B. (2010). Optimism, Self-Efficacy, and Perceived Stress: Prospective Effects on Health Symptoms among College Students. Zeitschrift für Gesundheitspsychologie, 17, 185-194.

Praxisbeiträge

Nowas, K.-D., & Schulz, H. (2012). Die Gesundheit vor Augen, das Unternehmen im Blick. In Hoehner Research and Consulting Group (Hrsg.), Corporate Health Jahrbuch 2012 Betriebliches Gesundheitsmanagement in Deutschland. Bonn: EuPD Research.

Behrens, A., Schulz, H. et al. (2010). Praxisratgeber zum Betrieblichen Gesundheitsmanagement. personalmagazin.

Schulz, H. (2008). Projektmanagement und Prozessevaluation in Hilfsprojekten. Startsocial Stipendiatenhandbuch.

Konferenzen und Fachvorträge

Schulz, H., Zacher, H., Pfaff, H. (2013). Aging, work characteristics and job performance: An investigation of mediators, moderators, and different objective workplace outcomes. 16. Kongress der European Association of Work and Organizational Psychology (EAWOP) in Münster.

Schulz, H. (2008). Nachhaltige Wettbewerbsvorteile durch Betriebliches Gesundheitsmanagement. Vortrag auf der Arbeitsschutz aktuell in Hamburg, 08. – 10. Oktober.

Schulz, H. (2007). Nachhaltiges Gesundheitsmanagement. Invited Speaker auf dem 15. Kongress der Deutschen Gesellschaft für Personalführung (DGFP) in Wiesbaden.

Schulz, H. (2007). Sustainable Health Care in Organizations. Invited Speaker auf dem 13. Kongress der European Association of Work and Organizational Psychology (EAWOP) in Stockholm.

Schulz, H. & Mahltig, G. (2006). Client centered Stress Intervention. Vortrag auf der 20. Konferenz der European Health Psychology Society (EHPS) in Warschau, 01. – 04. September.

Schulz, H., Krämer, R., Mahltig, G., & Steiner, S. (2006). Tackling Stress on various Ends. Vortrag auf dem 6. Kongress der Wirtschaftspsychologe in Leipzig, 22. – 24. Mai.

Schulz, H., Vögele, C., & Renner, B. (2003). Personelle Ressourcen, deren Bedeutung in Stresssituationen und Konsequenzen für Anfälligkeit auf Atemwegserkrankungen. Vortrag auf dem 9. Kongress der Deutschen Gesellschaft für Verhaltensmedizin (DGVM) in Göttingen, 26. – 28. Februar.

Vogt, C., Van Quaquebeke, N., Grover, S., Schulz, H., & Kling, H. (2017). The two faces of respectful leadership and their effects on employee performance. Paper presented at the 16th Conference of the European Association of Work and Organizational Psychology, Dublin, IE, May 17th-20th.


letzte Änderung: 10.09.2018