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Reznik, N., Krumm, S., Freudenstein, J.‐P., Heimann, A. L., Ingold, P., Schäpers, P., & Kleinmann, M. (2023). Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance. International Journal of Selection and Assessment.
Da Motta Veiga, S., Debus, M., Wilhelmy, A., Ambühl, M., Hasler, K., & Kleinmann, M. (in press). Contextual and Personal Resources in Unemployed Job Search: An Intra-Individual Perspective. Applied Psychology: An International Review.
Ingold, P. V., Heimann, A. L., & Breil, S. M. (2024). Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance. Industrial and Organizational Psychology. https://doi.org/10.1017/iop.2024.2 (Open Access Publication)
Nähern Sie sich dem Abschluss Ihres Studiums? Möchten Sie sich in nächster Zeit auf einen neuen Job bewerben? Wir bieten Ihnen dabei zwei Möglichkeiten, die sich optimal ergänzen und die Sie BEIDE nutzen können, um besser auf den Auswahlprozess vorbereitet zu sein.
Amelie Güntner tritt zum 1. Oktober 2023 eine Assistenz-Professur in Arbeits- und Organisationspsychologie an der Universität Amsterdam an.
This recently accepted study points to the (de)motivating role of formal work arrangements in the context of perceived overqualification.
Debus, M. E., Körner, B., Wang, M., & Kleinmann, M. (in press). Reacting to perceived overqualification: Uniting strain-based and self-regulatory adjustment reactions and the moderating role of formal work arrangements. Journal of Business and Psychology. https://doi.org/10.1007/s10869-022-09870-8
Der diesjährige Semesterpreis im Frühjahrssemester 2022 wurde an Cédric Lüthi für seine Masterarbeit zum Thema "Flexible Work Arrangements and Employee Withdrawal verliehen".
The Network of Leadership Scholars presented the award for Most Promising Research Proposal to Amelie Güntner, Martin Kleinmann, and Pia Ingold for their proposal entitled "Understanding Adaptive Leadership: Antecedents and Consequences of Leadership Cognition and Behavior for Situationally-Appropriate Leadership" at this year's Academy of Management (AOM) conference.
New article on online employer reviews accepted for publication in International Journal of Selection and Assessment
Kollitz, R., Ruhle, S., & Wilhelmy, A. How to deal with negative online employer reviews: An application of image repair theory. Accepted for publication in the International Journal of Selection and Assessment.
http://doi.org/10.1111/ijsa.12392 (Open Access Publication)
Barbara Körner wechselt zum 1. Februar 2022 auf eine Lecturer Position an die Business School der Universität Leeds, UK.
Can employers use realistic job previews to encourage applicants to open up in job interviews? This research question was examined in a recent study by Annika Wilhelmy and colleagues published in the International Journal of Selection and Assessment.
Wilhelmy, A., Truxillo, D. M., & Funk, F. (2022). Reciprocity or backfiring? Examining the influence of realistic job previews on applicants’ willingness to self-disclose and use image protection tactics. International Journal of Selection and Assessment. https://doi.org/10.1111/ijsa.12371
Johanna Bayon promoviert seit 1. Januar 2022 am Lehrstuhl auf einem SNF-Projekt von Anna Luca Heimann.
Pia Ingold tritt zum 1. Januar 2022 eine Professur an der Universität Kopenhagen an, nachdem sie zuvor einen Ruf an die MSB abgelehnt hatte.
Qualitative research methods are a powerful set of tools that play an important role in the scientific knowledge generation cycle. Yet the role of qualitative research in knowledge generation in the WOP field is unclear. The aim of this position paper is to showcase the value of qualitative research methods for the progress of WOP research.
Wilhelmy, A., & Köhler, T. (2021). Qualitative research in work and organizational psychology journals: Practices and future opportunities. European Journal of Work and Organizational Psychology. http://doi.org/10.1080/1359432X.2021.2009457
Martin Kleinmann erhält den UZH Mentoring Award 2021. Martin Kleinmann erhält als eine von drei Gewinner:innen den UZH Mentoring Award 2021 des Graduate Campus.
Führungs- und Sozialkompetenzen im Rahmen von Berufungsverfahren an der UZH zu erkennen, ist Ziel eines Projekts, das inhaltlich von Isabelle Odermatt und Martin Kleinmann begleitet wird. Mehr Informationen rund um das Projekt gibt es in diesem Artikel
https://www.news.uzh.ch/de/articles/2021/Berufungsverfahren.html
Die 6. ENESER Konferenz fand vom 31. August bis 2. September 2021 in Zürich statt.
Self-promotion refers to behaviors used to appear competent and capable (e.g., highlighting one’s talents and making others aware of one’s accomplishments). Our recent publication on self-promotion shows that high self-promotion climate is not necessarily a good thing, and can actually impair group cohesion and performance.
*Gross, C., *Debus, M. E., Ingold, P. V., & Kleinmann, M. (2021). Too much self-promotion! How self-promotion climate relates to employees’ supervisor-focused self-promotion effectiveness and their work group’s performance. Journal of Organizational Behavior. https://onlinelibrary.wiley.com/doi/full/10.1002/job.2547
Wir haben eine Studie zu den Chancen und Potentialen von verhaltensbasierten Persönlichkeitsmessungen im Assessment Center im Personnel Psychology veröffentlicht.
New study published in Journal of Applied Psychology showing how newcomers can achieve desirable socialization outcomes by enacting social influence on organizational insiders with self-presentation, extending the literatures on both self-presentation and newcomer socialization.
Gross, C., Debus, M. E., Liu, Y., Wang, M., & Kleinmann, M. (2021). I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes. Journal of Applied Psychology, 106(7), 1067–1079. https://doi.org/10.1037/apl0000817
Martin Kleinmann als Präsident der Personalkommission bestätigt.
Barbara Körner schliesst ihre Dissertation erfolgreich ab.
In this review published in EJWOP, we synthesize and integrate the findings from around 40 meta-analyses and literature reviews from the last decade to identify the most recent meta-trends and future research directions in the selection and recruitment research and practice.
Nathalie von Rooy und Amelie Güntner sind seit 1. März 2021 neue Mitglieder unseres Lehrstuhls.
Die ehemalige Mitarbeiterin Maike Debus wechselt zum 1. Februar 2021 auf eine Professur an die Universität Neuenburg.
Annika Wilhelmy wird mit der Akkolade “Teacher of the Hour” für ihre Online-Lehre gewürdigt.
Chantal Utzinger promoviert seit November 2020 zum Thema Effektivität von Führungsverhalten.
Although research has long examined applicants’ use of impression management (IM) behaviors in the interview, interviewers’ IM has only been recently investigated, and no research has attempted to combine both. The aim of this research was to examine whether and how applicants and interviewers adapt their IM to one another.
Wilhelmy, A., Roulin, N., & Wingate, T. G. (2020). Does it take two to tango? Examining how applicants and interviewers adapt their impression management to each other. Journal of Business and Psychology, 36(6), 1053–1076. https://doi.org/10.1007/s10869-020-09720-5
To deepen our understanding of motivational and cognitive processes when individuals respond to work stress surveys, we used a qualitative, grounded theory approach. The findings of this study suggest that more specific and context-rich wording of items may lead to a more reliable and comparable assessment of stressors and resources at work.
Although research demonstrates that self-verification striving can have positive outcomes in the hiring process, it remains unclear how this drive to present oneself authentically manifests in candidates’ behavior during job interviews. We examine whether self-verifying behavior, including revelation of negative information about the self, is related to success in job interviews.
Wilhelmy, A., Stühlinger, M., Kim, K., Taphuntsang, D., & König, C. J. (2020). Does self-verifying behavior in job interviews help secure job offers, even if it reveals negative information about the self? International Journal of Selection and Assessment, 28(4), 430-444. https://doi.org/10.1111/ijsa.12303
In the present research, we examine whether masculinity, both as a country-level value and an individual orientation, moderates the relationship between job insecurity and job attitudes. Our research highlights that country-level and individual masculinity orientations yield comparable effects in the job insecurity appraisal process, and provides insight into how cultural values can be enacted at the individual level.
SRF bringt Anfang Mai 2020 in dem Magazin Einstein einen Beitrag zum Arbeiten in Zeiten von Corona.
Am 1. April 2020 beginnt Nina Beck als Assistentin am Lehrstuhl.
Following an external construct validation approach, we examined whether linking assessment centre overall dimension ratings to ratings of the same dimensions that stem from sources external to the assessment centre provides evidence for construct-related validity of assessment centre ratings.
