Andre Bussing Memorial Prize

Eligibility

The Award is open to Early Career Researchers who:

• Are within eight years of PhD completion (or equivalent) at the point of presentation (allowing for career breaks or recognised interruptions).
• Submit a paper to the EAOHP Conference.
• Are the presenting author of the submitted paper.
• Consider their work to have made, or to show strong potential to make, a substantial contribution to Occupational Health Psychology.

Application procedure

Eligible candidates must:

1. Have a paper or poster accepted for presentation and be the presenting author at the upcoming EAOHP conference.
2. Email the following documents to contact@eaohp.org with the subject line:
   “Andre Bussing Memorial Prize”. Deadline for submission: May 4th, 2026

Required Documents

1. Two-Page Narrative CV (maximum two pages)

This document forms the primary basis of assessment and should include:

• Academic background and career trajectory (including recognised career breaks, where applicable).
• Key research contributions and outputs.
• Grants, funding, or fellowships (if applicable).
• A brief description of the applicants research line and future direction.
• Broader contributions (e.g., reports, policy engagement, practitioner impact, knowledge exchange).
• Overall contribution (or potential contribution) of the applicant’ work to Occupational Health Psychology.

Formatting requirements:

• Maximum two pages
• Arial, 11-point font
• Standard margins (2.54 cm / 1 inch on all sides)
• 1.15 line spacing
• Submitted as a PDF document

Applications that do not adhere to these formatting requirements may not be considered.

2. Brief Academic CV (Max 4 Pages)

Including:

• Full publication list
• Academic qualifications
• Grants, awards, and funding
• Relevant professional activities

This document will be used for contextual and verification purposes only, and will be considered relative to opportunity. It is not assessed independently but may be consulted to confirm details provided in the Narrative CV.

The Academy takes a broad and inclusive view of research excellence and welcomes diverse indicators of contribution beyond traditional publication metrics.

Decision process

The evaluation process consists of two stages:

1. Stage 1: Pre-Conference Review

All submitted materials (conference paper/abstract, two-page narrative CV, and full CV) will be reviewed by the Award Committee.

Up to 2–3 candidates will be shortlisted.

2. Stage 2: Conference Presentation Assessment

Two members of the Academy’s Executive Committee will attend each shortlisted candidate’s presentation.

The final decision will be made on the last day of the conference and announced during the closing ceremony.

Evaluation Criteria and Weighting

The overall assessment is weighted as follows:

60% – Development, Track Record and Contribution to Occupational Health Psychology

Assessed at the pre-conference review stage, based on the two-page Narrative CV and informed by the Academic CV for context and verification.

Assessment criteria include:

• Coherence and development of the applicant’s research line.
• Quality of research outputs (relative to opportunity).
• Evidence of independence and emerging leadership.
• Academic, societal, or practitioner impact and knowledge exchange (where applicable).
• Overall contribution to Occupational Health Psychology.

40% – Research Quality

Assessed holistically based on the submitted abstract and conference presentation.

Assessment criteria include:

• Theoretical contribution and grounding.
• Methodological rigour.
• Originality and innovation.
• Contribution to Occupational Health Psychology.
• Clarity of scholarly communication and demonstrated ownership of the research.

Feedback

Due to the timing of the review process during the conference period and the volume of submissions, individualised feedback will not be provided.

Prize

Award certificate, and free attendance at the EAOHP 2028 conference including the Conference dinner.

Awards Recipients

2024: Sascha Abdel Hadi, Justus-Liebig-University Giessen, Germany: “Relationships between Job Control, Self-Regulation, and Physical Activity: A Day-Level Acceleromety Study”.

2022: Luca Menghini, University of Bologna, Italy: “So far so good, but for how long? An experience sampling examination of the workaholic’s short-term reactions to increased workload and sustained work time”.

2020: Luis Torres, Nottingham University Business School, UK: “Gender, work, and health – Addressing gender inequality through business responsibility and sustainability initiatives”.

2018: Winny Shen, University of Waterloo, Waterloo, Canada: “Exploring the Nature and Consequence of Leader and Work Group Actions in the Face of Understaffing​”.

​2016: Laurenz Meier, University of Neuchâtel, Switzerland: “Do Deteriorations in Work Conditions Have Stronger Effects Than Equivalent Improvements? Results from Two Longitudinal Studies​”.

2014: Anne Mäkikangas, University of Jyväskylä, Finland: ‘Occupational Well-being Profiles and Personality: A Person-centered Approach to 17-Year Longitudinal Data’.

2012: Verena C. Hahn, University of Mainz, Mainz, Germany: ‘The role of partners for employees’ psychological detachment from work and well-being’.

2010: Kathryn Page, Monash University, Australia: ‘The working for wellness program: Evaluation of an evidence-based employee well-being program using RCT’.

2008: Lieke ten Brummelhuis, Utrecht University, The Netherlands: ‘Copying co-workers’ sickness absence in teams’.

2006: Nele De Cuyper, Katholieke Universiteit Leuven (K.U.Leuven), Belgium: ‘Attitudinal effects of job insecurity and employability among temporary and permanent workers’.

2004: Annet de Lange, Vrije Universiteit Amsterdam, The Netherlands: ‘Does the relation between work characteristics and activation-related health outcomes differ as a function of age?’