Neue Publikationen unserer Arbeitsgruppe
  • The Wiley Blackwell Handbook of the Psychology of the Internet at Work

    © John Wiley & Sons Ltd.

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

  • in press

    Borg, I., Hertel, G., Krumm, S. & Bilsky, W. (in press). Work values and facet theory: From inter-correlations to individuals. International Studies of Management and Organization.

    The paper proposes a new mapping sentence for values, including negative values and virtues. This allows to clearly define work values and to discriminate them from work attitudes. Previous studies on work values proposed essentially two facets to explain their structure, but these facets are fuzzy and unreliable when classifying work values. It is suggested to use “job facets” from job satisfaction research as an alternative. A sample of 471 employees who rated the 21 work values of the Munster Work Value Measure (MWVM) leads to item inter-correlations that reflect such job facets as sectors of a circumplex or even a circle in MDS space. The principal components of the items can be represented as vector bundles in the same space. A model (“unfolding”) is proposed that allows testing to what extent the work value circle also holds within, and not just across, individuals. The model is also a psychological theory of how individuals make judgments about values. The model is supported for almost all individuals. The scatter of the person points in unfolding space shows systematic relations to gender, educational level, and age of the respondents. For the HR practitioner, the herein presented unfolding methodology offers various diagnostic springboards such as identifying individuals with work value profiles that are incompatible with the value circle shared by most persons. 


    Hertel, G. & Hüffmeier, J. (in press). 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. New York: Academic Press.


    Hüffmeier, J., Zerres, A., Freund, P. A., Backhaus, K., Trötschel, R., & Hertel, G. (in press). Strong or weak synergy? Revising the assumption of team-related advantages in integrative negotiations. Journal of Management.

     When negotiations are complex and consequential, organizations usually send teams rather than individuals to the negotiation table because teams are expected to provide additional beneficial negotiation processes and, thus, generate superior outcomes. Similarly, theoretical accounts of integrative negotiations assume higher outcomes for teams than for individual negotiators as a consequence of team-related processes (e.g., increased information processing and problem-solving capabilities). In this study, we challenge this established assumption and, across three negotiations and various empirical tests, we show that the advantages of teams are merely the result of individual-level processes (i.e., one person asking interest-related questions). Moreover, Bayesian estimation supported our claim and rejected the extant account: The probability of the teams achieving better outcomes than the best individuals in commensurate nominal groups (i.e., strong synergy) was up to four times smaller than the probability of the teams not achieving better results than the best individuals in commensurate nominal groups. Finally, in the majority of our analyses, individual negotiators generated better relationship outcomes than teams even though the economic outcomes were comparable. On the basis of these results, we revise the assumption of team-related advantages in integrative negotiations. We discuss the implications of our results for future negotiation research and for the practical assignment of teams or individuals to negotiations.


    Hüffmeier, J. & Hertel, G. (in press). 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. New York: Academic Press.


    Meeßen, S. M., Thielsch, M. T., & Hertel, G. (in press). Trust in management information systems (MIS): A theoretical model. Zeitschrift für Arbeits- und Organisationspsychologie.

    Digitalization, enhanced storage capacities, and the Internet of Things increase the data volume in modern organizations. To process and make use of this data and to avoid information overload, management information systems (MIS) are introduced that collect, process and analyze relevant data. However, a precondition for the application of MIS is that users trust them. Extending accounts of trust in automation and trust in technology, we introduce a new model of trust in MIS that addresses the conceptual ambiguities of existing conceptualizations of trust and integrates initial empirical work in this field. In doing so, we differentiate between perceived trustworthiness of an MIS, experienced trust in an MIS, intentions to use an MIS, and actual use of an MIS. Moreover, we consider users’ perceived risks and contextual factors (e.g., autonomy at work) as moderators. The introduced model offers guidelines for future research and initial suggestions to foster trust-based MIS use.


  • 2019

    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:

    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.

    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.

  • 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.

  • 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. [PDF]