Themen für Bachelorarbeiten

Beschreibung: This bachelor thesis provides a comprehensive literature review exploring the tension between technological innovation and psychological alienation within the context of AI-supported employment interviews. The core focus represents a critical examination of how virtual interviewers influence the overall candidate experience, with a specific emphasis on perceptions of fairness and social presence. Throughout this work, the strengths and limitations of automated interviewing systems are analyzed to derive well-founded practical implications for ethically responsible recruitment and selection processes. In doing so, it should define the necessary balance between digital efficiency and the preservation of interpersonal dyamics in an increasingly digitalized environment. The thesis may be written in either German or English.

Please read the following article for an introduction to the topic:

Clavel, C., d?Armagnac, S., Hebrard, S., Hesters, T., & Potdevin, D. (2025). Humanized AI in hiring: An empirical study of a virtual AI job interviewer?s social skills on applicants? reactions and experience. The International Journal of Human Resource Management, 36(2), 206-234.
Kontakt: Nathalie von Rooy, E-Mail

Beschreibung: This bachelor thesis examines current scientific literature regarding the strategic relevance of closeness within employment interviews. Building on Signaling Theory as a theoretical framework, it analyzes how interviewer signals, such as interpersonal warmth and active listening, influence perceived employer attractiveness and the overall applicant experience. By integrating dynamics of interpersonal exchange, the underlying psychological mechanisms and potential risks are systematically evaluated. In doing so, it provides a critical discussion on the extent to which interpersonal relationship management serves as a critical success factor for acquiring top talent in highly competitive labor markets. The thesis may be written in either German or English.

Please read the following article for an introduction to the topic:

Wilhelmy, A., Kleinmann, M., Melchers, K. G., & Lievens, F. (2019). What do consistency and personableness in the interview signal to applicants? Investigating indirect effects on organizational attractiveness through symbolic organizational attributes. Journal of Business and Psychology, 34(5), 671-684. https://doi.org/10.1007/s10869-018-9600-7

Kontakt: Nathalie von Rooy, E-Mail

Beschreibung: Organizational justice is a long-established and widely recognized concept in organizational research, with substantial relevance for both theory and practice. It has been linked to a broad array of outcomes, including employee commitment, satisfaction, withdrawal, and performance. In light of recent changes in the work environment?such as the increased reliance on technology, the introduction of flexible arrangements, and evolving employment relationships?the importance of understanding and applying organizational justice has become even more pronounced.
This Bachelor thesis will provide a comprehensive summary of the literature on organizational justice, synthesizing key findings and theoretical perspectives. Beyond summarizing existing knowledge, it will offer a critical reflection on the strengths, limitations, and potential gaps in the literature through the lens of contemporary work . The thesis aims to combine an evidence-based overview with analytical insights, highlighting both what is well-established and what requires further attention.
Communication can occur in German or English. The thesis itself may be written in German or English.

Key References:
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386?400. https://doi.org/10.1037/0021-9010.86.3.386
Rupp, D. E., Shapiro, D. L., Folger, R., Skarlicki, D. P., & Shao, R. (2017). A critical analysis of the conceptualization and measurement of organizational justice: Is it time for reassessment? Academy of Management Annals, 11(2), 919-959. https://psycnet.apa.org/doi/10.5465/annals.2014.0051

Kontakt: Anne Kellenter, E-Mail

Beschreibung: Time spent at work is not always a positive experience. Effectively managing one?s own emotions, as well as the emotions of others, is therefore essential for effective functioning in the workplace. This Bachelor?s thesis will synthesize existing research on emotion regulation in the workplace, and examine its implications for outcomes at both the individual and organizational level. Particular emphasis will be placed on person?situation interactions, including which work-related events most strongly elicit emotion regulation, which regulation strategies are most commonly employed, and under which conditions specific strategies prove effective or ineffective. In addition, the thesis highlights unresolved questions and identifies promising directions for future research. The thesis may be written in either German or English.
Please read the following article for an introduction to the topic:

Erickson, R. J., Diefendorff, J. M., Niven, K., & Chi, N. W. (2025). Emotion regulation at work. In Handbook of emotion regulation at work (pp. 2-22). Edward Elgar Publishing.
Kontakt: Johanna Bayón, E-Mail

Beschreibung: Assessment Centers (ACs) are widely used and effective tools in personnel selection and development. However, practitioners continue to face important questions about how candidate performance in ACs should be rated and which rating approach leads to the most meaningful decisions. This Bachelor?s thesis provides an applied overview of rating approaches in Assessment Centers, with a focus on the practical implications of task-based versus dimension-based ratings. It highlights key challenges and opportunities associated with each approach and summarizes current research on their criterion-related validity. The thesis may be written in either English or German. Please read the following articles for an introduction to the topic:

Jackson, D. J. (2013). Task-based assessment centers: Theoretical perspectives. In The psychology of assessment centers (pp. 173-189). Routledge.

Arthur, W. (2013). Dimension-based assessment centers: Theoretical perspectives. In The psychology of assessment centers (pp. 95-120). Routledge.
Kontakt: Johanna Bayón, E-Mail

Beschreibung: Organizations are increasingly implementing artificial intelligence (AI) technologies to enhance efficiency, innovation, and competitiveness. However, the success of these initiatives depends not only on technical integration but also on how the change is communicated to employees. AI-related transformations may evoke heightened uncertainty, job insecurity, and ethical concerns, making effective communication particularly critical.

This bachelor?s thesis will examine how organizations can best communicate the implementation of AI-driven policies and technologies to foster employee understanding, trust, and acceptance. Focusing on factors such as managerial communication style, transparency, employee involvement, and perceived fairness?alongside AI-specific considerations including job displacement concerns, algorithmic transparency, and trust in automation?the study will conduct a systematic review of the literature to identify key determinants of successful change communication. Based on these findings, a conceptual model will be developed to illustrate how communication strategies influence employee attitudes and implementation outcomes in AI-related contexts.

Primary reference:
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change recipients? reactions to organizational change: A 60-year review of quantitative studies. The Journal of applied behavioral science, 47(4), 461-524.

Allen, J., Jimmieson, N. L., Bordia, P., & Irmer, B. E. (2007). Uncertainty during organizational change: Managing perceptions through communication. Journal of change management, 7(2), 187-210.
Kontakt: Nick Kabrel, E-Mail

Beschreibung: Organizations are rapidly adopting generative AI technologies to improve efficiency and productivity. However, the psychological implications of working alongside generative AI remain largely unexplored. How does collaboration with generative AI systems affect employees? thoughts, emotions, and behaviors? This bachelor?s thesis will conduct a systematic review of the existing literature to examine the psychological effects of generative AI in the workplace. Based on these findings, it will develop a conceptual model that illustrates the potential mechanisms and outcomes of these effects.

Primary reference:
Bankins, S., Ocampo, A. C., Marrone, M., Restubog, S. L. D., & Woo, S. E. (2024). A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice. Journal of organizational behavior, 45(2), 159-182.
Kontakt: Nick Kabrel, E-Mail

Beschreibung: Building on Self-Determination Theory (SDT; Deci and Ryan, 2000) and on the Integrative Needs Model of Crafting (de Bloom et al., 2020), this Bachelor thesis examines need crafting as deliberate strategies individuals use to satisfy their needs for autonomy, competence, and relatedness. Crafting has most often been studied in the work domain (e.g., job crafting), but emerging perspectives suggest that similar strategies also occur in the private life domain (e.g., leisure crafting). Because work and private life are increasingly intertwined, an important open question is how crafting efforts (and the resulting need satisfaction) carry over between these domains.

The thesis will provide a structured review around two guiding questions: (1) When do people engage in need crafting? (2) How does need crafting in one domain affect functioning in the other domain? The thesis focuses on conceptual mechanisms and existing empirical patterns. The final deliverable will be a simple integrative framework. Communication will occur in English and the thesis itself will be written in English.

Introduction to the topic:
de Bloom, J., Vaziri, H., Tay, L., & Kujanpää, M. (2020). An identity-based integrative needs model of crafting: Crafting within and across life domains. Journal of Applied Psychology, 105(12), 1423?1446. https://doi.org/10.1037/apl0000495



Deci, E. L., & Ryan, R. M. (2000). The ?what? and ?why? of goal pursuits: Human needs and the self determination of behavior. Psychological Inquiry, 11(4), 227?268. https://doi.org/10.1207/S15327965PLI1104_01
Kontakt: Salomé Dépraz, E-Mail

Beschreibung: This thesis will review the current scientific literature on the use of artificial intelligence (AI) in job interviews, with a focus on automated evaluation of interview performance and applicant characteristics. Students should summarize what is known about the reliability, validity, and fairness of AI-based interview assessments, including video- and text-based approaches. Particular attention should be paid to how AI systems infer applicant characteristics from interview data, and how these inferences compare to human ratings. The review should critically discuss methodological strengths, limitations, and open concerns such as bias, transparency, and practical implications for personnel selection. Please read the following two articles for an introduction to the topic:

Hickman, L., Tay, L., & Woo, S. E. (2025). Are automated video interviews smart enough? Behavioral modes, reliability, validity, and bias of machine learning cognitive ability assessments. Journal of Applied Psychology, 110(3), 314?335. https://doi.org/10.1037/apl0001236

Fan, J., Sun, T., Liu, J., Zhao, T., Zhang, B., Chen, Z., Glorioso, M., & Hack, E. (2023). How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores. Journal of Applied Psychology, 108(8), 1277?1299. https://doi.org/10.1037/apl0001082
Kontakt: Dr Anna Luca heimann, E-Mail

Beschreibung: This thesis will provide a literature review on approaches to personality assessment that use artificial intellifence (AI), especially systems that infer personality traits from open-ended text or conversational data. The review will focus on psychometric properties such as reliability, convergent and discriminant validity, and criterion-related validity of machine-inferred personality scores. The review should examine how newer generative and zero-shot AI models differ from earlier machine-learning approaches in both potential and limitations. Ethical issues, interpretability, and the implications of using AI-generated personality ratings in applied contexts (e.g., selection and assessment) should be addressed critically .Please read the following two articles for an introduction to the topic:

Fan, J., Sun, T., Liu, J., Zhao, T., Zhang, B., Chen, Z., Glorioso, M., & Hack, E. (2023). How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores. Journal of Applied Psychology, 108(8), 1277?1299. https://doi.org/10.1037/apl0001082

Wright, A. G. C., Ringwald, W. R., Vize, C. E., Eichstaedt, J. C., Angstadt, M., Taxali, A., & Sripada, C. (2026). Assessing personality using zero-shot generative AI scoring of brief open-ended text. Nature Human Behaviour. Advance online publication. https://doi.org/10.1038/s41562-025-02389-x
Kontakt: Dr Anna Luca Heimann, E-Mail