• Englischsprachige Beiträge in Fachzeitschriften (Peer Review Verfahren)

    Eisbach, S., Daugs, F., Thielsch, M. T., Böhmer, M., & Hertel, G. (in press). Predicting Rating Distributions of Website Aesthetics with Deep Learning for AI-Based Research. ACM Transactions on Computer-Human Interaction (TOCHI).

    Abstract: The aesthetic appeal of a website has strong effects on users’ reactions, appraisals, and even behaviors. However, evaluating website aesthetics through user ratings is resource intensive, and extant models to predict website aesthetics are limited in performance and ability. We contribute a novel and more precise approach to predict website aesthetics that considers rating distributions. Moreover, we use this approach as a baseline model to illustrate how future research might be conducted using predictions instead of participants. Our approach is based on a deep convolutional neural network model and uses innovations in the field of image aesthetic prediction. It was trained with the dataset from Reinecke and Gajos (2014) and was validated using two independent large datasets. The final model reached an unprecedented cross-validated correlation between the ground truth and predicted rating of LCC = 0.752. We then used the model to successfully replicate prior findings and conduct original research as an illustration for AI-based research.

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    Nohe, C., Hüffmeier, J., Bürkner, P., Mazei, J., Sondern, D., Runte, A., Sieber, F., & Hertel, G. (accepted). Unethical choice in negotiations: A meta-analysis on gender differences and their moderators. Organizational Behavior and Human Decision Processes.

    Abstract: Based on role congruity theory, this preregistered meta-analysis examines whether women negotiate less unethically than men. We predicted that moderators related to the person (negotiation experience) and the negotiation context (e.g., advocacy, cultural gender-role inequality) influence the proposed gender difference. We conducted a Bayesian three-level meta-analysis to test our predictions on a sample of 116 effect sizes from 70 samples (overall N = 14,028, including employees, MBA students, undergraduate students). As predicted, women negotiated less unethically than men (Hedges’ g = 0.25). The gender difference held for unethical judgements (Hedges’ g = 0.29), unethical intentions (Hedges’ g = 0.21), and unethical behaviors (Hedges’ g = 0.17). The gender difference decreased when parties negotiated for others as compared to for themselves, when parties strategically used positive affect, and tended to decrease when parties were experienced as compared to inexperienced negotiators. We discuss implications for theory and research.

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    Niemann, L., & Hertel, G. (2022). Perceived forcedness and perils of migration: Development and validation of a questionnaire for residents in receiving countries. International Journal of Intercultural Relations, 89, 1-18. https://doi.org/10.1016/j.ijintrel.2022.05.002

    Hüffmeier, J., Hertel, G., Torka, A.-K., Nohe, C., & Krumm, S. (2022). In field settings group members (often) show effort gains instead of social loafing. European Review of Social Psychology, 33(1), 131-170. DOI: 10.1080/10463283.2021.1959125

    Reiners, S., Müller, L.S., Becker, J., Hertel, G. (2022). Measuring the Influence of Characteristics on Decision-Making Scenarios: A Prototype. In: Stephanidis, C., Antona, M., Ntoa, S. (eds) HCI International 2022 Posters. HCII 2022. Communications in Computer and Information Science, vol 1580. Springer, Cham. https://doi.org/10.1007/978-3-031-06417-3_52

    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

    Rudolph, C., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., Shockley, K., Shoss, M., Sonnentag, S., & Zacher, H. (2021). Pandemics: Implications for research and practice in industrial and organizational psychology. Industrial and Organizational Psychology, 14(1-2), 1-35. doi:10.1017/iop.2020.48

    Schäpers, P., Windscheid, L., Mazei, M., Thielsch, M. T. & Hertel, G. (2021). “Like will to Like” or “Opposites Attract”? Management Board Diversity Affects Employer Attractiveness. Gender in Management: an International Journal, 36 (5), 569-590. https://doi.org/10.1108/GM-10-2019-0182

    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. [Link]

    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. [Link]

    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.

    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.

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

    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.

    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.

    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. (* geteilte Erstautorenschaft)

    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.

    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.

    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.

    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.

    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.

    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.

    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.

    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.

    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.

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

    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.

    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.

    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.

    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.

    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.

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

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

    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. Diskutiert in der Wissenschaftskolumne der New York Times.

    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."

    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.

    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.

    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.

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

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

    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. [Link]

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

    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.

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

    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.

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

    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.

    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

    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. [Link]

    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.

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

    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.

    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.
    Diskutiert u.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.

    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.

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

    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.

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

    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.

    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.

    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.

    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.

    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.

    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.

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

    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.

    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.

    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.

    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.

    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.

    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.

  • Bücher und Herausgeberschaften

    © OWMs

    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. mehr Informationen

    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.

    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.

    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.

    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.

  • Deutschsprachige Beiträge in Fachzeitschriften (Peer Review Verfahren)

    Lamers, C., Röseler, S., Kirsch, J., Hertel, G. & Thielsch, M. T. (2021). Der Corona-Marathon: Was war für Krisenstäbe in der COVID-19-Pandemie hilfreich? Notfallvorsorge – Zeitschrift für Bevölkerungsschutz und Katastrophenhilfe, 52(2), 4-12. [PDF]

    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.

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

    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'.

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

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

    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.

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

    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.

    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.

    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.

    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.

  • Sonstige Beiträge in Fachzeitschriften

    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.

    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.

    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.

  • Beiträge in Büchern

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    Wilhelmy, A., Hertel, G. & Köhler, T. (2022). Qualitative methods for studying age and work. In Zacher, H. & Rudolph, C. W. (Eds.), Age and Work: Advances in Theory, Methods, and Practice (pp. 202-218). Routledge: SIOP Organizational Frontiers Series.

    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

    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. [Link]

    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.

    © OWMs

    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. (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

    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. 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 (p. 305-322). Berlin: Springer.

    Hertel, G. & Hüffmeier, J. (2014). Teamarbeit: Wirkmechanismen und Rahmenbedingungen. In Schuler, H. & Moser, K. (Hrsg.), Lehrbuch Organisationspsychologie (5. vollständig überarbeitete Auflage, S. 219-262). Bern: Huber Verlag.

    Hertel, G. (2013). Zusammenarbeit mittels elektronischer Medien: E-Leadership und virtuelle Teams. In Sarges, W. (Hrsg.), Management-Diagnostik (4. Auflage, S. 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 (p. 100-113). London: Psychology Press.

    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.

    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.

    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.

    Hüffmeier, J. & Hertel, G. (2011). Creativity in negotiations. In Benoliel, M. (Ed.), Negotiation excellence: Successfull deal making (S. 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 (S. 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, p.29-55). Oxford Blackwell.

    Hertel, G. (2007). Management virtueller Teams. In H. Schuler & K.-H. Sonntag (Hrsg.), Handbuch der Arbeits- und Organisationspsychologie (S. 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 (S. 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, S. 181-216). Göttingen: Hogrefe.

    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 (S. 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 (S. 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 (S. 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 (S. 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 (S. 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 (S. 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 (S. 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 (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 (Kap. 2.13, S. 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 (S. 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 (S. 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 (S. 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.

    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.