• Books and Editorships

    © John Wiley & Sons Ltd.

    Hertel, G., Stone, D., Johnson, Rl & Passmore, J. (2017) (Eds.), The Wiley Blackwell Handbook of the Psychology of the Internet at Work. Chichester: Wiley-Blackwell. more

    Hertel, G., van der Heijden, B., De Lange A. & Deller J. (guest editors)(2013). Facilitating age diversity in organizations - part I: Challenging popular misbeliefs. Special issue of the Journal of Managerial Psychology, 28, 729-856. [PDF]

    Hertel, G., van der Heijden, B., De Lange A. & Deller J. (guest editors)(2013). Facilitating age diversity in organizations - part II: Managing perceptions and interactions. Special issue of the Journal of Managerial Psychology, 28, 857-972. [PDF]

    Hertel, G., Binnewies, C., Krumm, S., Holling, H. & Kleinmann, M. (2013). Imagine the future world: How do we want to work tomorrow? Abstract proceedings of the 16th EAWOP Congress 2013. Münstersches Informations- und Archivsystem multimedialer Inhalte (miami). URL: nbn-resolving.de/urn:nbn:de:hbz:6-66399491491.

    Hertel, G. (guest editor)(2011). Excellence in teams: how to achieve performance gains in working groups. Special issue of the Journal of Managerial Psychology, 26, 176-258.

    Antoni, C. & Hertel, G. (Eds.) (2009). Team innovation, knowledge and performance management: Requirements for different types of teamwork. Special issue of the European Journal of Work and Organizational Psychology, 18(3), 251-379.

    Deller, J. & Hertel, G. (Gasthrsg.)(2009). Demographic change in work organizations. Sonderheft der Zeitschrift für Personalpsychologie. [PDF]

    Konradt, U. & Hertel, G. (2007). Telekooperation und virtuelle Teamarbeit. München: Oldenbourg.

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

    Konradt, U. & Hertel, G. (2002). Management virtueller Teams - von der Telearbeit zum virtuellen Unternehmen. Weinheim: Beltz Verlag. Auch als Download!

    Hertel, G. (Hrsg.) (2000). Motivation gains in groups. Englischsprachiges Sonderheft der Zeitschrift für Sozialpsychologie. Bern: Huber.

  • International Publications (Peer-reviewed)

    Höddinghaus, M., Sondern, D. & Hertel, G. (in press). The automation of leadership functions: Would people trust decision algorithms? Computers in Human Behavior.

    Abstract: The advancing maturity of algorithm-based decision-making enables computers to perform many leadership functions today. However, a central precondition of successful implementation should be that human workers trust such automated leadership agents. The present study (N = 333 workers) compared participans’ reactions towards automated and human leadership using experimental vignette methodology with hypothetical work scenarios. We manipulated type of leadership agent (human vs. computer) and decision subject (disciplinary vs. mentoring), and measured participants’ trustworthiness perceptions and trust in the leadership agent. Results showed that participants perceived automated leadership agents as being higher on integrity and transparency than human leadership agents. However, human leadership agents were perceived as more adaptable and more benevolent. No differences occurred with respect to perceived data processing capacity or as a function of decision subject. Perceived trustworthiness predicted trust in the leadership agent, which in turn was positively related to further work-related outcomes (e.g., perceived fairness of the decision, perceived organizational support), confirming the general relevance of trust for organizations. The results contribute to our understanding of trust in automated leadership and offer practical implications for computer-based decision-making in the leadership context.

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    Rudolph, C. W., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., Shockley, K., Shoss, M., Sonnentag, S., & Zacher, H. (accepted). Pandemics: Implications for Research and Practice in Industrial and Organizational Psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice. https://psyarxiv.com/k8us2

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    Schäpers, P., Windscheid, L., Mazei, J., Thielsch, M. T. & Hertel, G. (in press). “Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness. Gender in Management: An International Journal.

    Abstract: Purpose: How diversity in management boards affects employer attractiveness has yet to be fully clarified. We contrast the two main theoretical rationales—similarity attraction and diversity attraction – and examined whether potential employees are more attracted to an organization with a homogenous board (in terms of gender and ethnicity) or to an organization with a diverse board. Design/methodology/approach: Participants (N = 629) were simultaneously presented with two pictures of management boards, whereby the gender and ethnic composition of the boards was manipulated. Moreover, to examine whether social desirability influences the ratings of an organization’s attractiveness, survey anonymity was varied using an indirect questioning technique. Findings: Our findings supported the diversity attraction rationale: Organizations with genderbalanced, multicultural boards were seen as more attractive than organizations with monolithic boards. However, this effect seemed to be influenced—at least partially—by social desirability. Research limitations/implications: Additional research is needed to examine the extents to which people care about the degree of similarity between themselves and a management board. Practical implications: Our findings illustrate board composition as an employer branding strategy. Specifically, our results indicate that an organization can benefit from a diverse management board when this information is communicated to applicants. Social implications: People’s attitudes towards organizations with diverse boards seem—in part—to be rooted in their motivation to comply with social norms. Originality/value: Theoretical accounts (similarity attraction theory vs. diversity attraction) lead to somewhat contradicting predictions, and the available empirical evidence was rather indirect and correlational. Our study provides a controlled empirical investigation contrasting the two contradicting predictions.

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    Thielsch, M. T., Röseler, S., Kirsch, J., Lamers, C. & Hertel, G. (2021). Managing pandemics – demands, resources, and effective behaviors within crisis management teams. Applied Psychology: An International Review, 70 (1), 150-187. https://doi.org/10.1111/APPS.12303

    Echterhoff, G., Hellmann, J.H., Back, M.D., Kärtner, J., Morina, N. & Hertel, G. (2020). Psychological Antecedents of Refugee Integration (PARI). Perspectives on Psychological Science, 15(4), 856 –879. https://journals.sagepub.com/doi/10.1177/1745691619898838

    Gärtner, L. U. A. & Hertel, G. (2020). Age as moderator of the relationship between self-efficacy and effort in occupational teams. Work, Aging and Retirement, 6(2), 118–129. https://doi.org/10.1093/workar/waz024

    Meeßen, S. M., Thielsch, M. T. & Hertel, G. (2020). Trust in Management Information Systems (MIS): A Theoretical Model. Zeitschrift für Arbeits- und Organisationspsychologie, 64 (1), 6-16. https://doi.org/10.1026/0932-4089/a000306

    Meeßen, S., Thielsch, M. T., Riehle, D. & Hertel, G. (2020). Trust is Essential: Positive Effects of Information Systems on Users’ Memory require Trust in the System. Ergonomics, 63 (7), 909-926. https://doi.org/10.1080/00140139.2020.1758797

    Borg, I., Hertel, G., Krumm, S. & Bilsky, W. (2019). Work values and Facet Theory: From intercorrelations to individuals. International Studies of Management & Organization, 49, 283-302. DOI: 10.1080/00208825.2019.1623980

    Breuer, C., Hüffmeier, J., Hibben, F. & Hertel, G. (2019). Trust in teams: A taxonomy of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams. Human Relations. https://doi.org/10.1177/0018726718818721

    Ellwart, T., Ulfert, A.-S., Antoni, C., Becker, J.,  Frings, C., Göbel, K., Hertel, G., Kluge, A., Meeßen, S., Niessen, C., Nohe, C., Riehle, D., Runge, Y., Schmid, U., Schüffler, A., Siebers, M., Sonnentag, S., Tempel, T., Thielsch, M. T., Wehrt, W. (2019). Intentional Forgetting in Socio-Digital Work Systems: System Characteristics and User-related Psychological Consequences on Emotion, Cognition, and Behavior. AIS Transactions on Enterprise Systems, 4(1).  https://doi.org/10.30844/ais-tes.v4i1.16

    Hertel, G., Meeßen, S. M., Riehle, D. M., Thielsch, M. T., Nohe, C., & Becker, J. (2019). Directed forgetting in organisations: The positive effects of decision support systems on mental resources and well-being. Ergonomics, 62(5), 597-611. doi: https://doi.org/10.1080/00140139.2019.1574361

    Hüffmeier, J., Zerres, A., Freund, P. A., Backhaus, K., Trötschel, R., & Hertel, G. (2019). Strong or weak synergy? Revising the assumption of team-related advantages in integrative negotiations. Journal of Management, 45(7), 2721-2750. https://doi.org/10.1177/0149206318770245

    Sondern, D. & Hertel, G. (2019). Does Paying Back Pay Off? Effects of Reciprocity and Economic Outcomes on Trust Emergence in Negotiations. Group Decision and Negotiation 28(6), 1053-1076. https://doi.org/10.1007/s10726-019-09639-0

    Gerdenitsch, C., Korunka, C. & Hertel, G. (2018). Need-supply fit in an Activity-based Flexible Office: A longitudinal study during relocation. Environment and Behavior, 50(3), 273-297. [PDF]

    Hertel, G., Nohe, C., Wessolowski, K., Meltz, O., Pape, J., Fink, J., & Hüffmeier, J. (2018). Effort gains in occupational teams - The effects of social competition and social indispensability. Frontiers in Psychology 9:769. doi: 10.3389/fpsyg.2018.00769. [Link]

    Thielsch, M. T., Meeßen, S. M. & Hertel, G. (2018). Trust and Distrust in Information Systems at the Workplace. PeerJ 6:e5483. https://peerj.com/articles/5483.pdf

    Wohlers, C. & Hertel, G. (2018). Longitudinal effects of Activity-Based Flexible Office Design on teamwork. Frontiers in Psychology, 9, 2016. DOI=10.3389/fpsyg.2018.02016

    Borg, I., Hertel, G., & Hermann, D. (2017). Age and personal values: Similar value circles with shifting priorities. Psychology and Aging, 32(7), 636-641.

    Hertel-Waszak, A., Brouwer, B., Schönefeld, E., Ahrens, H., Hertel, G., & Marschall, B. (2017). Medical doctors' job specification analysis: A qualitative inquiry. Journal for Medical Education, 34(4): Doc43. [Link]

    Gärtner, L. U. A. & Hertel, G. (2017). Future time perspective in occupational teams: Do older workers prefer more familiar teams? Frontiers in Psychology, section Organizational Psychology. [Link]

    Hüffmeier, J., Filusch, M. A., Mazei, J., Hertel, G., Mojzisch, A. & Krumm, S. (2017). On the boundary conditions of effort losses and effort gains in action teams. Journal of Applied Psychology , 102, 1673-1685. [Link]

    Nohe, C. & Hertel, G. (2017). Transformational leadership and organizational citizenship behavior: A meta-analytic test of underlying mechanisms. Frontiers in Psychology. [Link]

    Wohlers, C., Hartner-Tiefenthaler, M. & Hertel, G. (2017). The Relation between Activity-based Work Environments and Office Workers’ Job Attitudes and Vitality. Environment & Behavior, 51(2), 167-198. [PDF]

    Wohlers, C. & Hertel, G. (2017). Choosing where to work at work – Towards a theoretical model of benefits and risks of activity-based flexible offices. Ergonomics, 4, 467-486. [PDF]

    Breuer, C., Hüffmeier, J., & Hertel, G. (2016). Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators. Journal of Applied Psychology, 101, 1151–1177. [PDF]

    Krumm, S., Kanthak, J., Hartmann, K., & Hertel, G. (2016). What does it take to be a virtual team player? Human Performance, 29, 123-142. [PDF]

    Hertel, G., Rauschenbach, C., Thielgen, M. M., & Krumm, S. (2015). Are older workers more active copers? Longitudinal effects of age-contingent coping on strain at work. Journal of Organizational Behavior, 36, 514-537. [PDF]

    Krumm, S., Lievens, F., Hüffmeier, J., Lipnevich, A., Bendels, H. & Hertel, G. (2015). How "situational" is judgment in Situational Judgment Tests? Journal of Applied Psychology, 100(2), 399-416. [PDF]

    Mazei, J.*, Hüffmeier, J.*, Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141(1), 85-104. (* shared first authorship) [PDF]

    Thielgen, M.M., Krumm, S. & Hertel, G. (2015). When being old pays off - age mitigates adverse effects of low implicit-explicit motive congruency on work motivation. Journal of Career Assessment, 23(3), 459-480. [PDF]

    Thielgen, M.M., Krumm, S., Rauschenbach, C., & Hertel, G. (2015). Older but wiser: Age moderates congruency effects between implicit and explicit motives on job satisfaction. Motivation and Emotion, 39, 182-200. [PDF]

    Hüffmeier, J., Freund, P. A., Zerres, A., Backhaus, K., & Hertel, G. (2014). Being tough or being nice? A meta-analysis on the impact of hard- and softline strategies in distributive negotiations. Journal of Management,40(3), 866-892. [PDF]

    Hüffmeier, J., Wessolowski, K., van Randenborgh, A., Bothin, J., Schmid-Lortzer, N. & Hertel, G. (2014). Social support from fellow group members triggers additional effort in groups. European Journal of Social Psychology, 44, 287–296. [PDF]

    Hertel, G., van der Heijden, B., De Lange A. & Deller J. (2013). Facilitating age diversity in organizations - part I: Challenging popular misbeliefs. Journal of Managerial Psychology, 28(7/8), 729-740. [PDF]

    Hertel, G., van der Heijden, B., De Lange A. & Deller J. (2013). Facilitating age diversity in organizations - part II: Managing perceptions and interactions. Journal of Managerial Psychology, 28(7/8), 857-866. [PDF]

    Hüffmeier, J., Dietrich, H. & Hertel, G. (2013). Effort intentions in teams: Effects of task type and teammate performance. Small Group Research, 44(1), 62-88. [PDF]

    Hüffmeier, J., Kanthak, J. & Hertel, G. (2013). Specificity of partner feedback as moderator of group motivation gains in Olympic swimmers. Group Processes and Intergroup Relations, 16(4), 516-525.[PDF]

    Krumm, S., Grube, A., & Hertel, G. (2013). No time for compromises: Age as a moderator of the relation between needs-supply fit and job satisfaction. European Journal of Work and Organizational Psychology, 22(5), 547-587. [PDF]

    Krumm, S., Grube, A., & Hertel, G. (2013). The Munster Work Value Measure. Journal of Managerial Psychology, 28(5), 532-560. [PDF]

    Krumm, S., Terwiel, K. & Hertel, G. (2013). Challenges in norm formation and adherence: The knowledge, skills, and ability requirements of virtual and traditional cross-cultural teams. Journal of Personnel Psychology, 13(1), 33-44. [PDF]

    Rauschenbach, C., Krumm, S., Thielgen, M. & Hertel, G. (2013). Age and work-related stress: A review and meta-analysis. Journal of Managerial Psychology, 28(7/8), 781-804. [PDF]

    Wittchen, M., Krimmel, A., Kohler, M. & Hertel, G. (2013). The two sides of competition: Competition-induced effort and affect during intergroup vs. interindividual competition. British Journal of Psychology, 104(3), 320-338. [PDF]

    Zerres, A., Hüffmeier, J., Freund, P. A., Backhaus, K. & Hertel, G. (2013). Does it take two to tango? Longitudinal effects of unilateral and bilateral integrative negotiation training. Journal of Applied Psychology, 98, 478-491. [PDF]

    Hüffmeier, J., Krumm, S., Kanthak, J. & Hertel, G. (2012). “Don’t let the group down”: Facets of instrumentality moderate the motivating effects of groups in a field experiment. European Journal of Social Psychology, 42, 533-538. [PDF]

    Rauschenbach, C., Göritz, A. & Hertel, G. (2012). Age stereotypes about emotional resilience at work. Educational Gerontology, 38(8), 511-519. [PDF]

    Hertel, G. (2011). Synergetic effects in working teams. Journal of Managerial Psychology, 26, 176-184. [PDF]

    Hüffmeier, J. & Hertel, G. (2011). When the whole is more than the sum of its parts:  Motivation gains in the wild. Journal of Experimental Social Psychology, 47, 455-459. Discussed in the science column of the New York Times. [PDF]

    Hüffmeier, J. & Hertel, G. (2011). Many cheers make light the work: How social support triggers process gains in teams. Journal of Managerial Psychology, 26, 185-204. Special Issue "Synergetic effects in working teams." [PDF]

    Hüffmeier, J., Krumm, S., & Hertel, G. (2011). The practitioner-researcher divide in psychological negotiation research: Current state and future perspective. Negotiation and Conflict Management Research, 4, 145-168.  [PDF]

    Kerr, N.L. & Hertel, G. (2011). The Köhler group motivation gain: How to motivate the ‘weak links’ in a group. Social and Personality Psychology Compass, 5, 43-55. [PDF]

    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, 2, 1-10. [PDF]

    Rack, O., Ellwart, T., Hertel, G. & Konradt, U. (2011). Team-based rewards in computer-mediated groups. Journal of Managerial Psychology, 26, 419-438. [PDF]

    Rauschenbach, C. & Hertel, G. (2011). Age differences in strain and emotional reactivity to stressors in professional careers. Stress and Health27, e48-e60. [PDF]

    Wittchen, M., van Dick, R., & Hertel, G. (2011). Intergroup competition as a trigger of motivation gains in groups: A review and process analysis. Organisational Psychology Review, 1(3), 257-272. [PDF]

    Stamov-Rossnagel, C. & Hertel, G. (2010). Older workers’ motivation: Against the myth of general decline. Management Decision48, 894-906. [PDF]

    Antoni, C. & Hertel, G. (2009). Team processes, their antecedents and consequences: Implications for different types of teamwork. European Journal of Work and Organizational  Psychology, 18(3), 251-256. [PDF]

    Schroer, J. & Hertel, G. (2009). Engagement in an open web-based encyclopedia: Wikipedians and why they do it. Media Psychology, 12, 96-120 [PDF]

    van Dick, R., Tissington, P. A. & Hertel, G. (2009). Do many hands make light the work? How to overcome social loafing and gain motivation in work teams. European Business Review, 21(3), 233-245. [PDF]

    Weber, B., Wittchen, M. & Hertel, G. (2009).  Gendered ways to motivation gains in groups. Sex Roles, 60, 731-744. [PDF]

    Grube, A., Schroer, J., Hentzschel, C. & Hertel, G. (2008). The Event Reconstruction Method: An efficient measure of experience-based job satisfaction. Journal of Occupational and Organizational Psychology, 81, 669-689. [PDF]

    Hertel, G., Niemeyer, G. & Clauss, A. (2008). Social indispensability or social comparison: The why and when of motivation gains of inferior group members. Journal of Applied Social Psychology, 38(5), 1329-1363 [PDF]

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

    van Dick, R., van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72, 388-399. [PDF]

    Hertel, G. (2007). Motivating job design as a factor in Open Source governance. Journal of Management and Governance, 11(2), 129-137. [PDF]

    Topolinski, S. & Hertel, G. (2007). The role of personality in psychotherapists' careers: Relationships between personality traits, therapeutic schools, and job satisfaction. Psychotherapy Research, 17(3), 378-390. [PDF]

    Weber, B. & Hertel, G. (2007). Motivation gains of inferior group members: A meta-analytical review. Journal of Personality and Social Psychology, 93(6), 973-993. [PDF]
    Discussed i.a. in Santora, J.C. & Seaton, W.J. (2008). The weakest link: Can inferior members raise the bar in work groups? The Academy of  Management Perspectives, 22(2), 104-105

    Wittchen, M., Schlereth, D., & Hertel, G. (2007). Indispensability effects under temporal and spatial separation: Motivation gains in a sequential task during anonymous cooperation on the Internet. International Journal of Internet Science, (2/1), 12-27. Free Download at www.ijis.net.

    Geister, S., Konradt, U. & Hertel, G. (2006). Effects of process feedback on motivation, satisfaction and performance in virtual teams. Small Group Research, 37(5), 459-489. [PDF]

    Hertel, G., Konradt, U. & Voss, K. (2006). Competencies for virtual teamwork: Development and validation of a web-based selection tool for members of distributed teams. European Journal of Work and Organizational Psychology, 15(4), 477-505. [PDF]

    Hertel, G., Geister, S. & Konradt, U. (2005). Managing virtual teams: A review of current empirical research. Human Resource Management Review, 15, 69-95. [PDF]

    Hertel, G., Konradt, U. & Orlikowski, B. (2004). Managing distance by interdependence: Goal setting, task interdependence, and team-based rewards in virtual teams. European Journal of Work and Organizational Psychology, 13, 1-28. [PDF]

    Hertel, G., Deter, C. & Konradt, U. (2003). Motivation gains in computer-supported work groups. Journal of Applied Social Psychology, 33, 2080-2105. [PDF]

    Hertel, G., Niedner, S. & Herrmann, S. (2003). Motivation of software developers in Open Source projects: An internet-based survey of contributors to the Linux kernel. Research Policy, 32, 1159-1177. [PDF]

    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. [PDF]

    Konradt, U., Hertel, G. & Schmook, R. (2003). Quality of management by objectives, task-related stressors and non-task-related stressors as predictors of stress and job satisfaction among teleworkers. European Journal of Work and Organizational Psychology, 12, 61-80. [PDF]

    Hertel. G., Aarts, H.A.G. & Zeelenberg, M. (2002). What do you think is "fair"? Effects of ingroup norms and outcome control on fairness judgments. European Journal of Social Psychology, 32, 327-342. [PDF]

    Messé, L.A., Hertel, G., Kerr, N.L., Lount, R.B. Jr. & Park, E. (2002). Knowledge of partner's ability as a moderator of group motivation gains: Exploration of the Köhler Discrepancy Effect. Journal of Personality and Social Psychology, 82, 935-946. [PDF]

    Hertel, G. & Kerr, N.L. (2001). Priming ingroup favoritism: The impact of normative scripts in the minimal group paradigm. Journal of Experimental Social Psychology, 37, 316-324. [PDF]

    Hertel, G. (2000). Motivation gains in groups: A brief review of the state of the art. Zeitschrift für Sozialpsychologie, 31, 169-175. [PDF]

    Hertel, G., Kerr, N.L., & Messé, L.A. (2000). Motivation gains in performance groups: Paradigmatic and theoretical developments on the Köhler effect. Journal of Personality and Social Psychology, 79, 580-601. [PDF]

    Hertel, G., Kerr, N.L., Scheffler, M., Geister, S. & Messé, L.A. (2000). Exploring the Köhler Motivation Gain Effect: Impression management and spontaneous goal setting. Zeitschrift für Sozialpsychologie, 31, 204-220. [PDF]

    Hertel, G., Neuhof, J., Theuer, T. & Kerr, N. (2000). Mood effects on cooperation in small groups: Does positive mood simply lead to more cooperation? Cognition and Emotion, 14, 441-472. [PDF]

    Konradt, U., Schmook, R., Wilm, A., & Hertel, G. (2000). Health circles for teleworkers: Selective results on stress, strain, and coping styles. Health Education Research, 15, 327-338. [PDF]

    Hertel, G. & Fiedler, K. (1998). Fair and dependent versus egoistic and free: Effects of semantic and evaluative priming on the 'Ring measure of social values'. European Journal of Social Psychology, 28, 49-70. [PDF]

    Fiedler, K. & Hertel, G. (1994). Content-related schemata versus verbal-framing effects in deductive reasoning. Social Cognition, 12, 129-147.

    Hertel, G. & Fiedler, K. (1994). Affective and cognitive influences in a social dilemma game. European Journal of Social Psychology, 24, 131-146. [PDF]

  • Publications in German Language with Peer Review

    Hertel, G. & Meeßen, S. M. (2020). Wie Technologien das Vergessen unterstützen – und warum das wichtig ist. Wirtschaftspsychologie aktuell, Heft 1 2020, S. 38-42. https://www.psychologenverlag.de/Produkte/dCatID/162/pid/761/backLink/Produkte__catID__162

    Breuer, C., Hüffmeier, J., & Hertel, G. (2017). Vertrauen per Mausklick: Wie Vertrauen in virtuellen Teams entstehen kann. Personal Quarterly, 69, 2, 10-16. [Link]

    Hüffmeier, J. & Hertel, G. (2012). Erfolgreich verhandeln: Das integrative Phasenmodell der Verhandlungsführung. Psychologische Rundschau, 63(3), 145-159. [PDF]

    Gehring, F. & Hertel, G. (2011). Antezedenzien und Konsequenzen von Dienstleistungsqualität in der Universitätsverwaltung. Zeitschrift für Arbeits- & Organisationspsychologie, 55(2), 57-73. [PDF]

    Wittchen, M., Kleinlein, N. & Hertel, G. (2011). Zielvereinbarungen und Kommunikationsmanagement als komplementäre Führungsstrategien in virtuellen Teams. Wirtschaftspsychologie (3), Themenheft 'Kooperation im virtuellen und globalem Kontext'. [PDF]

    Deller, J. & Hertel, G. (2009). Demographic change in work organizations. Zeitschrift für Personalpsychologie, 8(2), 1-2. [PDF]

    Gehring, F. & Hertel, G. (2009). Dienstleistungsqualität in öffentlichen Verwaltungen. Zeitschrift Führung + Organisation78(6), 268-275 [PDF]

    Grube, A. & Hertel, G. (2008). Altersbedingte Unterschiede in Arbeitsmotivation, Arbeitszufriedenheit und emotionalem Erleben während der Arbeit. In Wegge, J., Frieling, E. & Schmidt, K.-H. (Hrsg.), Alter und Arbeit. Sonderheft der Wirtschaftspsychologie, 10, 18-29.  [PDF]

    Rossnagel, C. & Hertel, G. (2006). Altersbedingte Unterschiede in Inhalten und im Zustandekommen von Arbeitsmotivation und Arbeitszufriedenheit. Zeitschrift für Arbeitswissenschaft, 60(3). [PDF]

    Orlikowski, B., Hertel, G. & Konradt, U. (2004). Führung und Erfolg in virtuellen Teams: eine empirische Studie. Arbeit, Heft 1/2004, 33-47.

    Konradt, U., Hertel, G. & Behr, B. (2002). Interkulturelle Managementtrainings – Eine Bestandsaufnahme von Konzepten, Methoden und Modalitäten in Deutschland. Zeitschrift für Sozialpsychologie, 33, 197-207. [PDF]

    Konradt, U., Vibrans, O., König, C.-D. & Hertel, G. (2002). Wirksamkeit und Akzeptanz eines Videos zur Erstunterweisung in Arbeitssicherheit. Zeitschrift für Arbeits- und Organisationspsychologie, 46, 78-88. [PDF]

    Hertel, G. & Bless, H. (2000). "On-line" und erinnerungsgestützte Urteilsbildung: Auslösefaktoren und empirische Unterscheidungsmöglichkeiten. Psychologische Rundschau, 51, 19-28.

    Hertel, G., Bretz, E., & Moser, K. (2000). Freiwilliges Arbeitsengagement: Begriffsklärung und Forschungsstand. Gruppendynamik und Organisationsberatung, 31, 121-140. [PDF]

    Hertel, G., Dünnfründ, T., Filsinger, I., Guggenberger, A., Klinkner, A., Kraft, A.,Schultz-Amling, D. & Moser, K. (1998). Entwicklung eines Leitbilds für ein mittelständisches Unternehmen. Zeitschrift für Arbeits- und Organisationspsychologie, 42, 158-165.

  • Other Publications in Scientific Journals

    Müller, L. S., Meeßen, S. M., Thielsch, M. T., Nohe, C., Riehle, D. M., & Hertel, G. (2020). Do not Disturb! Trust in Decision Support Systems improves work outcomes under certain conditions. MuC '20: Proceedings of the Conference on Mensch und Computer 2020, pp. 229–237. New York: ACM. https://doi.org/10.1145/3404983.3405515

    Heckersbruch, C., Öksüz, A., Walter, N., Becker, J. & Hertel, G. (2013). Vertrauen und Risiko in einer digitalen Welt. Hamburg: Deutsches Institut für Vertrauen und Sicherheit im Internet. [PDF]

    Orlikowski, B., Hertel, G. & Konradt, U. (2003). Erfolgreiche virtuelle Teams: Beobachtungen aus der Praxis. Harvard Business Manager 5/2003, 18-19.

    Hertel, G. (2002). Motivation in Gruppen: Kann Teamarbeit die Arbeitsmotivation zusätzlich steigern? Wirtschaftspsychologie, Heft 2, 15-21. [PDF]

    Hertel, G. & Konradt, U. (2001). Führung von und in virtuellen Teams. Personalführung, 34, 40-45.

    Hertel, G., Orlikowski, B. & Konradt, U. (2001). Virtuelle Teams erfolgreich managen. Wirtschaftspsychologie, 4, 28-34.

  • Book Chapters

    Hertel, G. & Hüffmeier, J. (2020). Temporal stability of effort gains in teams. In Karau, S. J. (Ed.), Individual motivation within groups: Social loafing and motivation gains in work, academic, and sports teams (pp. 109-148). New York: Academic Press.

    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. [PDF]

    Hüffmeier, J. & Hertel, G. (2020). Effort losses and effort gains in sports teams. In Karau, S. J. (Ed.), Individual motivation within groups: Social loafing and motivation gains in work, academic, and sports teams (pp. 223-258). New York: Academic Press.

    Gärtner, L. U. A., Nohe, C. & Hertel, G. (2019). Lifespan perspectives on individuals’ effort in work teams. In Balres, B. B., Rudolph, C. W. & Zacher, H. (Eds.), Work across the lifespan (pp. 437-454). London: Academic Press.

    Hertel, G. & Zacher, H. (2018). Managing the aging workforce. In Ones, D. S., Anderson, N., Viswesvaran, C., & Sinangil, H. K. (Eds.). The SAGE Handbook of Industrial, Work, & Organizational Psychology, 2nd Edition, Volume 3 (pp. 396-428). Thousand Oakes, CA: Sage.

    © John Wiley & Sons Ltd.

    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. [PDF]

    Hertel, G. (2016). Motive-congruency and person-environment fit of aging workers. In Pachana, N. (Ed.), Encyclopedia of Geropsychology. Singapore: Springer Science+Business Media.  doi 10.1007/978-981-287-080-3_235-1 [PDF]

    Kanthak, J., & Hertel, G. (2016). Trust Fostering Competencies in Asynchronous Digital Communication. In Trust and Communication in a Digitized World (pp. 177-189). Springer International Publishing.

    Mazei, J., & Hertel, G. (2016). Trust in Electronically Mediated Negotiations. In Trust and Communication in a Digitized World (pp. 191-204). Springer International Publishing.

    Hertel, G. & Orlikowski, B. (2015). Project management in distributed virtual teams. In Wastian, M., von Rostenstiel, L., West, M. A., & Braumandl, I. (Eds.), Applied Psychology for Project Managers (pp. 305-322). Berlin: Springer.

    Hertel, G. & Hüffmeier, J. (2014). Teamarbeit: Wirkmechanismen und Rahmenbedingungen [Teamwork: Mediating processes and moderating conditions]. In Schuler, H. & Moser, K. (Hrsg.), Lehrbuch Organisationspsychologie (5. vollständig überarbeitete Auflage, pp. 219-262). Bern: Huber Verlag.

    Hertel, G. (2013). Zusammenarbeit mittels elektronischer Medien: E-Leadership und virtuelle Teams [Cooperation with electronic media: E-Leadership and virtual teams]. In Sarges, W. (Ed.), Management-Diagnostik (4. Ed., pp. 162-171). Göttingen: Hogrefe.

    Hertel, G. & Stamov-Rossnagel, C. (2013). Reconstruction methods: Using episodic memory traces to capture experiences at work efficiently. In Bakker, A.B. & Daniels, K. (eds.) A day in the life of the happy worker (pp. 100-113). London: Psychology Press. [PDF]

    Hertel, G., Thielgen, M., Rauschenbach, C., Grube, A., Stamov-Roßnagel, C. & Krumm, S. (2013). Age differences in motivation and stress at work. In Schlick, C., Frieling, E. & Wegge, J. (Eds.), Age-differentiated work systems (pp. 119-147). Berlin: Springer. [PDF]

    Krumm, S., & Hertel, G. (2013). Knowledge, Skills, Abilities and Other Characteristics (KSAOs) for Virtual Teamwork. In A. Bakker & D. Derks (Eds.), The Psychology of Digital Media and Work (pp. 80-99). East Sussex, UK: Psychology Press.  [PDF]

    Hertel, G. & Lauer, L. (2012). Führung auf Distanz und E-Leadership – die Zukunft der Führung? [Management across distance and E-Leadership - the future of leadership?] In Grote, S. (Ed.), Die Zukunft der Führung (pp. 103-118). Berlin: Springer.

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

    Hüffmeier, J. & Hertel, G. (2011). Creativity in negotiations. In Benoliel, M. (Ed.), Negotiation excellence: Successfull deal making (pp. 79-98). Hackensack, NJ: World Scientific Publishing.

    Hertel, G. & Orlikowski, B. (2009). Projektmanagement in ortsverteilten "virtuellen" Teams. In Wastian, M., Braumandl, I. & von Rosenstiel, L. (Hrsg.). Angewandte Psychologie für das Projektmanagement. Berlin: Springer Verlag.

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

    Hertel, G. & Wittchen, M. (2008). Work motivation. In N. Chmiel (Ed.), An Introduction to Work and Organizational Psychology. A European Perspective (2nd Edition, pp.29-55). Oxford Blackwell.

    Hertel, G. (2007). Management virtueller Teams. In H. Schuler & K.-H. Sonntag (Hrsg.), Handbuch der Arbeits- und Organisationspsychologie (pp. 713-722). Göttingen: Hogrefe.

    Schulz-Hardt, S., Hertel, G. & Brodbeck, F. (2007). Gruppenleistung und Leistungsförderung. In H. Schuler & K.-H. Sonntag (Hrsg.), Handbuch der Arbeits- und Organisationspsychologie (pp. 698-706). Göttingen: Hogrefe.

    Hertel, G. & Scholl, W. (2006). Grundlagen kooperativer Arbeit. In B. Zimolong & U. Konradt (Hrsg.), Ingenieurpsychologie. Enzyklopädie der Psychologie (Bd. D-III-2, pp. 181-216). Göttingen: Hogrefe. [PDF]

    Hertel, G. (2005). Die Frage der Mitarbeitermotivation bei Gruppenarbeit. In Digitale Fachbibliothek Führungspraxis - Motivieren, Kooperieren, Führen. Düsseldorf: Symposium Publishing.

    Hertel, G., Schroer, J., Batinic, B., Konradt, U. & Naumann, S. (2005). Kommunizieren schüchterne Menschen lieber per E-mail? Einflüsse der Persönlichkeit auf die Präferenz von Kommunikationsmedien. In Renner, K.-H., Schütz, A. & Machilek, F. (Hrsg.), Internet und Persönlichkeit (pp. 134-147). Göttingen: Hogrefe.

    Geister, S., Konradt, U. & Hertel, G. (2004). Online-Feedback für virtuelle Teams. In: W. Bungard, B. Koop & C. Liebig (Hrsg.). Psychologie und Wirtschaft leben. Aktuelle Themen der Wirtschaftspsychologie in Forschung und Praxis (pp. 471-476). München: Rainer Hampp Verlag.

    Hertel, G. & Konradt, U. (2004). Human Resource Management im Inter- und Intranet: Inhalte und Überblick. In: G. Hertel & U. Konradt (Hrsg.), Human Resource Management im Inter- und Intranet (pp. 9-15). Göttingen: Hogrefe.

    Hertel, G. & Konradt, U. (2004). Führung aus der Distanz: Steuerung und Motivierung bei ortsverteilter Zusammenarbeit. In: G. Hertel & U. Konradt (Hrsg.), Human Resource Management im Inter- und Intranet (pp. 169-186). Göttingen: Hogrefe.

    Hertel, G., Orlikowski, B., Jokisch, W., Schöckel, D. & Haardt, C. (2004). Entwicklung, Durchführung und Evaluation eines Basistrainings für virtuelle Teams bei der Siemens AG. In: G. Hertel & U. Konradt (Hrsg.), Human Resource Management im Inter- und Intranet (pp. 313-325). Göttingen: Hogrefe.

    Konradt, U. & Hertel, G. (2004). Personalauswahl, Platzierung und Potenzialanalyse mit internetbasierten Verfahren In: G. Hertel & U. Konradt (Hrsg.), Human Resource Management im Inter- und Intranet (pp. 55-71). Göttingen: Hogrefe.

    Konradt, U., Hertel, G. & Joder, K. (2004). Der Callcenter-Aptitude-Test (C-A-T). In W. Sarges & H. Wottawa (Hrsg.), Handbuch wirtschaftspsychologischer Verfahren (pp. 225-227). Lengerich, Pabst.

    Geister, S., Konradt, U., & Hertel, G. (2003). A group development system for improving motivation, performance and team climate in virtual teams. In D. Harris, V. Duffy, M. Smith & C. Stephanidis (Eds.), Human-centred computing: Cognitive, social and ergonomic aspects (pp. 719-723). Mahwah, NJ: Erlbaum.

    Hertel, G. (2003). Gewinn oder Verlust von Motivation durch Gruppenarbeit? In C.H. Antoni, E.Eyer & J. Kutscher (Hrsg.). Das flexible Unternehmen. Arbeitszeit, Gruppenarbeit, Entgeltsysteme (chap. 2.13, pp. 1-12). Wiesbaden: Gabler.

    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 (pp. 37-54). Göttingen: Hogrefe.

    Konradt, U., Lehmann, K., Boehm-Ruprecht, J. & Hertel, G. (2003). Internet-gestützte Personalarbeit für Anwerbung, Auswahl, Entwicklung und Business Reengineering: Ein empirischer Überblick. In U. Konradt & W. Sarges (Hrsg.), E-Recruitment und E-Assessment. Rekrutierung, Auswahl und Beurteilung von Personal im Inter- und Intranet (pp. 105-124). Göttingen: Hogrefe.

    Hertel, G. (2002). Management virtueller Teams auf der Basis sozialpsychologischer Theorien: Das VIST Modell. In E.H. Witte (Hrsg.), Sozialpsychologie wirtschaftlicher Prozesse (pp. 172-202). Lengerich: Pabst.

    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. [PDF]

    Kerr, N.L., Hertel, G., & Messé, L.A. (2001). Motivation gains in performance groups: Explorations of the Köhler effect. In R.K. Silbereisen & M Reitzle, Bericht über den 42. Kongress der Deutschen Gesellschaft für Psychologie (pp. 135-150). Lengerich: Pabst Publishers.

    Hertel, G., Kerr, N.L., & Messé, L.A. (2000). Revisiting the Köhler effect: Does diversity enhance group motivation and performance? In S. Stumpf & A. Thomas (Eds.), Diversity and group effectiveness (pp. 320-337). Lengerich, Pabst Science Publishers.

    Hertel, G. (1999). Mood and cooperation: What we know so far. In M. Foddy, M. Smithson, S. Schneider, & M. Hogg (Eds.), Resolving Social Dilemmas: Dynamic, Structural, and Intergroup Aspects (pp. 227-244). Philadelphia: Psychology Press.