Electronic Human Resource Management (E-HR)

Due to globalization many companies aspire to adapt and widen their HR processes. This leads to a growing necessity of new media in the area of HR management. Besides the possibility of applicants' online assessment, which has already been used more frequently for a while, solutions concerning other aspects of eAssessment have been developed (e.g. platforms for time shifted, web-based job interviews) by now. The growing interest for the usage of new media goes beyond assessments, as for instance it can also be applied in the area of recruiting. The future challenges concerning this topic are reflected in the research questions we deal with:

• Which innovative methods concerning employee attraction, selection and development are provided by new media?
• How can disadvantages stemming from the application of new media (e.g. uncontrolled diagnostic setting in case of eAssessment) be compensated?
• How can we shape HR instruments, in order to meet the challenge of an expanding globalization (e.g. cultural fairness)?

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Publications

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Höddinghaus, M. & Hertel, G. (2021). Trust and Leadership: Implications of Digitization. In Blöbaum, B. (Ed.), Trust and Communication. Findings and Implications of Trust Research (pp. 185-206). Springer Nature.

Abstract: The ongoing proliferation of communication and information technology and the associated digitization of the workplace has major implications for organizational trust and leadership. New ways to collaborate, the predominance of electronic communication, and the growing automation of work and leadership processes alter risk structures and relationship dynamics in organizations, and ultimately the relevance, development, maintenance, and even the actors of trust. This book chapter summarizes these effects of digitization on leadership and discusses both theoretical and practical implications resulting for trust development. We start with the implications resulting from changes in the general leadership context, then turn to the digitization of leadership communication, and finally discuss how recent technological advances are changing leadership functions.
https://link.springer.com/chapter/10.1007%2F978-3-030-72945-5_9

Höddinghaus, M., Sondern, D. & Hertel, G. (2021). The automation of leadership functions: Would people trust decision algorithms? Computers in Human Behavior, 116, 106635. https://doi.org/10.1016/j.chb.2020.106635

Hertel, G., Meeßen, S. M., & Höddinghaus, M. (2020). Trust in the Context of e-HRM. In Bondarouk, T. & Fisher, S. (Eds.), Encyclopedia of Electronic HRM (pp. 76–81). Berlin: De Gruyter Oldenbourg. https://doi.org/10.1515/9783110633702-012. [Link]

Hertel, G., Stone, D., Johnson, R., & Passmore, J. (2017). The Psychology of the Internet at Work. In G. Hertel, D. Stone, R. Johnson, & J. Passmore (Eds.), The Wiley Blackwell Handbook of the Psychology of the Internet at Work (p.1-18). Chichester: Wiley-Blackwell. [Link]

Hertel, G. & Lauer, L. (2012). Führung auf Distanz und E-Leadership – die Zukunft der Führung? In Grote, S. (Hrsg.), Die Zukunft der Führung (S. 103-118). Berlin: Springer.

Gnambs, T., Batinic, B. & Hertel, G. (2011). Internetbasierte psychologische Diagnostik. In L.F. Hornke & M. Amelang (Eds.), Enzyklopädie der Psychologie, Psychologische Diagnostik 3, Leistungs-, Intelligenz- und Verhaltensdiagnostik (S. 447-498). Göttingen: Hogrefe.

Konradt, U., Syperek, S. & Hertel, G. (2011). Testing on the Internet: Faking in a web-based self-administered personality measure. Journal of Business and Media Psychology, 1, 1-10.

Hertel, G. & Schroer, J. (2008). E-HRM: Personalarbeit mit netzbasierten Medien. In B. Batinic (Hrsg.), Lehrbuch Medienpsychologie (S. 449-476). Heidelberg: Springer Verlag.

Hertel, G., Schroer, J., Batinic, B. & Naumann, S. (2008). Do shy persons prefer to send e-mail? Personality effects on communication media preferences in threatening and non-threatening situations. Social Psychology, 39, 231-243.

Hertel, G. & Konradt, U. (Hrsg.) (2004). Human Ressource Management im Inter- und Intranet. Göttingen: Hogrefe.

Hertel, G., Konradt, U. & Orlikowski, B. (2003). Ziele und Strategien von E-Assessment aus Sicht der psychologischen Personalauswahl. In U. Konradt & W. Sarges (Hrsg.), E-Recruitment und E-Assessment. Rekrutierung, Auswahl und Beurteilung von Personal im Inter- und Intranet (S. 37-54). Göttingen: Hogrefe.

Konradt, U., Hertel, G. & Joder, K. (2003). Web-based assessment of call center agents: Development and validation of a computerized instrument. International Journal of Selection and Assessment, 11, 184-193.

Hertel, G., Naumann, S., Konradt, U., & Batinic, B. (2002). Person assessment via Internet: Comparing online and paper-and-pencil questionnaires. In B. Batinic, U. Reips & M. Bosnjak (Hrsg.), Online Social Sciences (pp. 115-133). Berlin: Hogrefe.