Neue Publikationen unserer Arbeitsgruppe
  • in press

    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 participants’ 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.


    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.


    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.


    Thielsch, M. T., Erdal, D. & Merhof, V. (in Druck). Recruiting aus Sicht der Bewerber*innen: Ein Vergleich klassischer und neuartiger Methoden im Personalmarketing. Zeitschrift für Arbeits- und Organisationspsychologie.


  • 2021

    Thielsch, M. T. & Hirschfeld, G. (2021). Quick assessment of web content perceptions. International Journal of Human-Computer Interaction, 37 (1), 68-80.

    Thielsch, M. T., Kirsch, J., Thölking, H., Tangelder, L. & Lamers, C. (2021). Fight or flight? Behaviour and experiences of laypersons in the face of an incipient fire. Ergonomics, 64 (2), 149-170.

    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.

  • 2020

    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.

    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.

    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. (2020). Wie Technologien das Vergessen unterstützen – und warum das wichtig ist. Wirtschaftspsychologie aktuell, Heft 1 2020, S. 38-42.

    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. [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.

    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.

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

    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.

    Niemann, L. & Thielsch, M. T. (2020). Evaluation of Basic Trainings for Rescue Forces. Journal of Homeland Security and Emergency Management, 17 (3).

    Röseler, S., Felske, H. & Thielsch, M. T. (2020). Feedback-Instrument zur Rettungskräfte-Entwicklung – Seminare und Tagesveranstaltungen (FIRE-ST). Zusammenstellung sozialwissenschaftlicher Items und Skalen (ZIS).

    Röseler, S., Thölking, H., Hagel, M. & Thielsch, M. T. (2020). Feedback-Instrument zur Rettungskräfte-Entwicklung – Einsatzübungen (FIRE-E). Zusammenstellung sozialwissenschaftlicher Items und Skalen.

    Röseler, S., Weber S. & Thielsch, M. T. (2020). Feedback-Instrumente zur Rettungskräfte-Entwicklung (»FIRE«): Toolbox zur Evaluation der Feuerwehrausbildung. BRANDSchutz/Deutsche Feuerwehr-Zeitung, 74(12), 974-979.

    Thielsch, M. T. & Hadzihalilovic, D. (2020). Evaluation of Fire Service Command Unit Trainings. International Journal of Disaster Risk Science.

    Thielsch, M. T., Hadzihalilovic, D., Jaquet, T., & Lamers, C. (2020). Feedback-Instrument zur Rettungskräfte-Entwicklung – Führungsstab (FIRE-CU). Zusammenstellung sozialwissenschaftlicher Items und Skalen.

    Thielsch, M. T. & Salaschek, M. (2020). Toolbox zur Website-Evaluation: Erfassung der User Experience von Online-Gesundheitsinformationen. Bundesgesundheitsblatt.

  • 2019

    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.

    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.

    Dames, H., Hirschfeld, G., Sackmann, T. & Thielsch, M. T. (2019). Searching vs. Browsing - The influence of consumers’ goal directedness on website evaluations. Interacting with Computers, 31(1), 95-112.

    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).

    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., 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:

    Hirschfeld, G. & Thielsch, M. T. (2019). Stichprobenumfang und Fragebogenlänge in Webevaluationen. In: Alt, F., Bulling, A. & Döring, T. (Hrsg.), Mensch und Computer 2019 – Tagungsband (S. 543-546). New York: ACM. 3340764.3344454 [PDF]

    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.

    Klumb, P. L. & Thielsch, M. T. (2019). TBS-DTK-Rezension »S-Tool – Ein Online-Befragungsinstrument zur Erhebung von Belastungen, Ressourcen und Befinden am Arbeitsplatz«. Report Psychologie, 44 (3), 21-23.

    Schulte, N., Babiel, S., Messinger, M., & Thielsch, M. T. (2019). Feedback-Instrument zur Rettungskräfte-Entwicklung (FIRE). Zusammenstellung sozialwissenschaftlicher Items und Skalen.

    Schulte, N. & Thielsch, M. T. (2019). Evaluation of Firefighter Leadership Trainings. International Journal of Emergency Services. 8 (1), 34-49.

    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.

    Thielsch, M. T., Haines, R. & Flacke, L. (2019). Experimental investigation on the effects of interface aesthetics on user performance in different virtual tasks. PeerJ, 7:e6516.

    Thielsch, M. T. & Hirschfeld, G. (2019). Facets of website content. Human-Computer Interaction. 34 (4), 279-327.

    Thielsch, M. T., Kläpker, L., & Streppel, L. (2019). Feedback-Instrument zur Rettungskräfte-Entwicklung – Basisausbildung (FIRE-B). Zusammenstellung sozialwissenschaftlicher Items und Skalen.

    Thielsch, M. T., Scharfen, J., Masoudi, E. & Reuter, M. (2019). Visual aesthetics and performance: A first meta-analysis. In: Alt, F., Bulling, A. & Döring, T. (Ed.), Mensch und Computer 2019 – Tagungsband (p. 199-210). New York: ACM. [PDF]

    Thielsch, M. T., Thielsch, C. & Hirschfeld, G. (2019). How informative is informative? Benchmarks and optimal cut points for E-Health Websites. Mensch und Computer 2019 – Workshopband (S. 448-452). Bonn: Gesellschaft für Informatik e.V..  [PDF]

  • 2018

    Frerker, M., Hirschfeld, G., Thielsch, M. T. & Hechler, T. (2018). Elterliche Reaktionen auf kindlichen Schmerz – Was ist eigentlich normal? Der Schmerz, 32 (6), 434-441.

    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. doi: 10.3389/fpsyg.2018.00769.

    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.

    Schulte*, T. L., Thielsch*, M.T., Gosheger, G., Boertz, P., Terheyden, J. H. & Wetterkamp, M. (2018). German Validation of the Quality of Life Profile for Spinal Disorders (QLPSD). European Spine Journal, 27 (1), 83-92. (* geteilte Erstautorenschaft)

    Thielsch, M. T. (2018). Websites: Vom Ersteindruck zur Weiterempfehlung. Wirtschaftspsychologie aktuell, 4/2018, 43-46.

    Thielsch, M. T., Brinkmöller, B. & Forthmann, B. (2018). Reasons for responding in student evaluation of teaching. Studies in Educational Evaluation, 56, 189-196.

    Thielsch, M. T., Busjan, J. N. & Frerichs, K. (2018). Feedback-Instrument zur Rettungskräfte-Entwicklung – Prüfungen (FIRE-P). Zusammenstellung sozialwissenschaftlicher Items und Skalen (ZIS).

    Thielsch, M. T., Meeßen, S. M. & Hertel, G. (2018). Trust and Distrust in Information Systems at the Workplace. PeerJ 6:e5483.

    Thielsch, M. T. & Thielsch, C. (2018). Depressive symptoms and web user experience. PeerJ 6:e4439.

    Thielsch, M. T., Wetterkamp, M., Boertz, P., Gosheger, G. & Schulte, T. L. (2018). Reliability and validity of the Spinal Appearance Questionnaire (SAQ) and the Trunk Appearance Perception Scale (TAPS). Journal of Orthopaedic Surgery and Research, 13:274.

    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

  • 2017

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

    Bölte, J., Hösker, T., Hirschfeld, G. & Thielsch, M. T. (2017). Electrophysiological correlates of aesthetic processing of webpages: A comparison of experts and laypersons. PeerJ, 5:e3440.

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

    © 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-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]

    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].

    Salaschek, M., Vorpahl, H., Meeßen, S. M., & Hertel, G. (2017). Vernetzte Prävention 2.0: Anforderungen und Motivation bei der Online-Vernetzung von Gesundheits-Akteuren. Gesundheitswesen, 79(08/09), V-247.

    Thielsch, M. T. & Wirth, M. (2017). Web-based annual reports at first contact: corporate image and aesthetics. Technical Communication, 64 (4), 282-296. [PDF]

    Wetterkamp, M., Thielsch, M. T., Gosheger, G., Boertz, P., Terheyden, J.H., Schulte, T. L. (2017). German Validation of the BIDQ-S questionnaire on body image disturbance in idiopathic scoliosis. European Spine Journal, 26(2), 309-315.

    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]

  • 2016

    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]

    Douneva, M., Jaron, R. & Thielsch, M. T. (2016). Effects of different website designs on first impressions, aesthetic judgments, and memory performance after short presentation. Interacting with Computers, 28 (4), 552-567. [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.

    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]

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

    Romeike, P., Wohlers, C., Hertel, G., & Schewe, G. (2016). New Ways of Working: Chances and Challenges for Trust-Enhancing Leadership. In Trust and Communication in a Digitized World (pp. 161-176). Springer International Publishing.

    Stützer, C., Hellwig, O., Tabino, O., Thielsch, M. T., Wachenfeld-Schell, A. (Eds.) (2016). 18th General Online Research Conference: Proceedings. Dresden 2016. [PDF]

  • 2015

    Douneva, M., Haines, R. & Thielsch, M.T. (2015). Effects of interface aesthetics on team performance in a virtual task. In Proceedings of the 23rd European Conference on Information Systems (ECIS 2015), Münster. [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]

    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 (p. 305-322). Berlin: Springer.

    Hirschfeld, G. & Thielsch, M. T. (2015). Establishing meaningful cut points for online user ratings. Ergonomics,58 (2), 310-320. [final draft]

    Kaczmirek, L., Hellwig, O., Tabino, O., Thielsch, M. T., Wachenfeld, A. (Eds.) (2015). 17th General Online Research Conference: Proceedings. Cologne 2015.

    Kanning, U. P. & Thielsch, M. T. (2015). Wie bilden Personalpraktiker/innen sich weiter? Zeitschrift für Arbeits- und Organisationspsychologie, 59 (4), 206-214. [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]

    Nestler S., Thielsch, M. T., Krasteva, E. & Back, M. D. (2015). Will They Stay or Will They Go? Personality Predictors of Dropout in an Online Study. International Journal of Internet Science, 10 (1), 37-48. [PDF]

    Nohe, C., Meier, L. L., Sonntag, K., & Michel, A. (2015). The chicken or the egg? A meta-analysis of panel studies of the relationship between work-family conflict and strain. Journal of Applied Psychology, 100, 522-536. [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]

    Thielsch, M. T., Engel, R. & Hirschfeld, G. (2015). Expected usability is not a valid indicator of experienced usability. PeerJ Computer Science, 1:e19.