@article{SchermulyMeyer2011, author = {Schermuly, Carsten C. and Meyer, Bertolt}, title = {Bedingungsfaktoren und Maßnahmen zur Steigerung der Arbeitszufriedenheit im Schulmanagement}, series = {SchulVerwaltung}, journal = {SchulVerwaltung}, number = {2}, pages = {46 -- 47}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @incollection{SchoelmerichNachtweiSchermuly2011, author = {Sch{\"o}lmerich, Franziska and Nachtwei, Jens and Schermuly, Carsten C.}, title = {Evaluating the quality of assessment centers used in employee selection: development of a Benchmark for Assessment Center Diagnostics (BACDi)}, series = {Empirische Evaluationsmethoden}, volume = {15}, booktitle = {Empirische Evaluationsmethoden}, editor = {Krause, Bodo}, publisher = {ZeE Verlag}, address = {Berlin}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3027}, publisher = {SRH Berlin University of Applied Sciences}, pages = {10}, year = {2011}, abstract = {Assessment Centers (AC) generally yield an acceptable predictive validity, but the range of validity coefficients varies depending on the study. One reason for these heterogenic results might be the lack of commonly accepted quality criteria for the use of ACs in organizational practice. The project Benchmark for Assessment Center Diagnostics (BACDi) aims to systematically evaluate AC quality focusing on improving their predictive validity. For this reason, the BACDi-instrument was developed in cooperation with AC experts from research and organizational practice. The instrument provides an evaluation of AC quality according to 67 quality criteria based on scientific evidence or recommendations relating to predictive validity. Furthermore, a norm is created that allows organizations to compare their results to those of similar organizations within a benchmark. This article describes the theoretical background of the BACDi-project as well as the development of the BACDi-instrument. In addition, the current application and evaluation of the BACDi-instrument and perspectives of the BACDi-project are presented.}, language = {en} } @article{MeyerShemlaSchermuly2011, author = {Meyer, Bertolt and Shemla, Meir and Schermuly, Carsten C.}, title = {Social Category Salience Moderates the Effect of Diversity Faultlines on Information Elaboration}, series = {Small Group Research}, volume = {42}, journal = {Small Group Research}, number = {3}, pages = {257 -- 282}, year = {2011}, abstract = {Faultlines—hypothetical dividing lines splitting a group into homogeneous subgroups based on the distribution of demographic attributes—are frequently assumed to be detrimental to group outcomes because they operationalize social categorizations. However, a literature review indicates that this is not always the case. We argue that diversity faultlines and social categorizations are not necessarily the same and that the effect of diversity faultlines is moderated by perceived social categorizations. To test this proposition, we assigned 172 participants to groups of four. Participant gender, bogus personality feedback, seating position, and colored cards were employed to create two diversity faultline conditions (weak and strong faultline). Groups worked on the Survive in the Desert task, and their interactions were coded with the discussion coding system (DCS). Social categorizations were elicited using a newly developed measure that requires participants to specify subjectively perceived salient categories. Participants stated many social categories that were unrelated to surface-level characteristics frequently employed in diversity research. In line with our hypotheses, social category salience moderated the effect of faultline strength on elaboration. Elaboration was most intense in strong faultline groups that had low levels of category salience. Elaboration was positively related to performance. Theoretical and practical implications are discussed.}, language = {en} } @article{SchermulyScholl2012, author = {Schermuly, Carsten C. and Scholl, Wolfgang}, title = {The Discussion Coding System (DCS): a New Instrument for Analyzing Communication Processes}, series = {Communication Methods and Measures}, volume = {6}, journal = {Communication Methods and Measures}, number = {1}, pages = {12 -- 40}, year = {2012}, abstract = {The Discussion Coding System (DCS) is a new instrument for coding face-to-face communication processes. The DCS was developed with several goals in mind: a well-grounded theoretical background, economical coding, the inclusion of nonverbal behavior into the coding, the ability to code different sized groups engaged in a variety of task types, and high ease of use. Important aspects of communication behavior are covered: the directly observable aspects of who speaks to whom, the functions of a statement for the interaction process, and the interpersonal meaning of an act on the two basic behavioral dimensions of affiliation and dominance. Furthermore, coding software was developed that greatly enhances the efficiency of coding as well as the creation of data files. The reliabilities are strong if video is used. The reliabilities for real-time coding are considerably lower but still satisfactory if special measures are taken. The validity of the DCS was established in several studies.}, language = {en} } @article{MeyerSchermuly2011, author = {Meyer, Bertolt and Schermuly, Carsten C.}, title = {When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance}, series = {European Journal of Work and Organizational Psychology}, volume = {21}, journal = {European Journal of Work and Organizational Psychology}, number = {3}, pages = {456 -- 487}, year = {2011}, abstract = {Diversity faultline strength - the extent to which diversity attributes within a group converge in such a way that they split a group into homogeneous subgroups - can decrease group performance. Based on the categorization-elaboration model (CEM) of workgroup diversity, we assumed that task motivation can overcome the detrimental effects of faultlines. We further assumed that this effect is contingent on the groups' diversity beliefs and that it is mediated by the elaboration of task-relevant information. Forty-three student groups worked on a computer-simulated complex problem solving scenario. The group faultline strength was calculated over the attributes gender, age and educational background. Information elaboration was elicited by means of behavioural coding. Results revealed a three-way interaction of faultline strength, diversity beliefs and task motivation: groups overcame the detrimental effects of faultlines only if they exhibited pro-diversity beliefs and high task motivation. The three-way interaction of faultline strength, diversity beliefs and task motivation was partly mediated by information elaboration. Practical and theoretic implications are discussed.}, language = {en} } @article{SchermulySchroederNachtweietal.2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Kauffeld, Simone and Gl{\"a}s, Karl}, title = {Die Zukunft der Personalentwicklung: eine Delphi-Studie}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {56}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {3}, pages = {111 -- 122}, year = {2012}, abstract = {Maßnahmen zur Personalentwicklung sichern im globalen Wettbewerb die Innovations- und Zukunftsf{\"a}higkeit von Unternehmen. Sie helfen, den Arbeitnehmer/-innen ihre Besch{\"a}ftigungsf{\"a}higkeit zu erhalten und dienen vielen Psychologinnen und Psychologen als Erwerbsgrundlage. F{\"u}r die strategische Ausrichtung aller Beteiligten ist die Kenntnis von besonderer Bedeutung, wie sich die Personalentwicklung perspektivisch entwickeln wird. Dieser Fragestellung wurde mit einer Delphi-Studie nachgegangen, um eine wissenschaftlich fundierte Bestandsaufnahme wahrscheinlich zu erwartender Entwicklungen der Personalentwicklung in Deutschland zu erreichen. Nach einer ersten qualitativen Delphirunde mit 15 Praxisexperten wurden verschiedene Szenarien bez{\"u}glich der Zukunft der Personalentwicklung entwickelt. Diese wurden in zwei quantitativen Runden von 217 bzw. 195 Praxisexperten hinsichtlich des Ist-Zustands, des zuk{\"u}nftigen Zustands sowie des Erw{\"u}nschtheitsgrads eingesch{\"a}tzt. Die Praxisexperten prognostizieren u. a. eine st{\"a}rkere Evaluation von Personalentwicklungsmaßnahmen sowie eine intensivere Verzahnung der Personalentwicklung mit der Eignungsdiagnostik und der Organisationsentwicklung; weiterhin eine st{\"a}rkere Fokussierung auf das Wissensmanagement sowie die Entwicklung {\"a}lterer Besch{\"a}ftigter.}, language = {de} } @article{SchroederNetzelSchermulyetal.2012, author = {Schr{\"o}der, Tobias and Netzel, Janine and Schermuly, Carsten C. and Scholl, Wolfgang}, title = {Culture-constrained affective Consistency of interpersonal Behavior: a Test of Affect Control Theory with nonverbal Expressions}, series = {Social Psychology}, volume = {44}, journal = {Social Psychology}, number = {1}, pages = {47 -- 58}, year = {2012}, abstract = {Keine Angabe No datails}, language = {en} } @incollection{SchermulySchollKlocke2012, author = {Schermuly, Carsten C. and Scholl, Wolfgang and Klocke, Ulrich}, title = {Wissensgewinnung durch F{\"u}hrung: die Vermeidung von Informationspathologien durch Kompetenzen f{\"u}r Mitarbeiter (Empowerment)}, series = {Die Zukunft der F{\"u}hrung}, booktitle = {Die Zukunft der F{\"u}hrung}, editor = {Grote, Sven}, publisher = {Springer Gabler}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {391 -- 413}, year = {2012}, abstract = {In der Arbeitswelt muss immer mehr und schneller Wissen erworben, weitergegeben, genutzt und neu produziert werden. Das klappt oft nicht so recht, es gibt entsprechende Informationspathologien, die entweder auf unangemessene Vorstellungen von Wissen, auf mangelndes Problembewusstsein, auf Wunschdenken, auf Verst{\"a}ndigungsprobleme und am h{\"a}ufigsten auf Machtaus{\"u}bung zur{\"u}ckgef{\"u}hrt werden k{\"o}nnen. Aus einer Reihe von Experimenten und Feldstudien werden typische Fehlerquellen bei Informationsverarbeitung und Kommunikation aufgezeigt. Um solche Informationspathologien so weit wie m{\"o}glich zu vermeiden, bietet sich Empowerment als F{\"u}hrungskonzept an. Es beinhaltet mehr Selbstbestimmung und gr{\"o}ßeren Einfluss f{\"u}r die Mitarbeiter, die durch mehr Kompetenz im Sinne einer {\"U}bertragung von Befugnissen und einer Weiterentwicklung von F{\"a}higkeiten realisiert werden, verbunden mit einem partizipativen F{\"u}hrungsstil. Neuere Studien zeigen, dass Empowerment eine Reihe von positiven Konsequenzen hat, zu denen besonders auch die Vermeidung von Informationspathologien und die Gewinnung besseren Wissens geh{\"o}ren. Da sich Empowerment nur langsam verbreitet trotz nachgewiesener positiver Effekte, werden abschließend praktische Umsetzungsprobleme ausf{\"u}hrlich er{\"o}rtert.}, language = {de} } @article{SchermulySchroeder2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias}, title = {Personalentwicklung im Jahr 2020}, series = {Wirtschaft \& Weiterbildung}, journal = {Wirtschaft \& Weiterbildung}, number = {9}, pages = {24 -- 25}, year = {2012}, abstract = {Ein Forschungsteam um Carsten Schermuly hat Personalentwickler dazu befragt, wie Personalentwicklung im Jahr 2020 aussehen wird. Wissensmanagement wird wichtig, mehr {\"a}ltere Arbeitnehmer werden trainiert und Personalentwicklung vernetzt sich mit anderen Unternehmensbereichen und Eignungsdiagnostik, sagen {\"u}ber 200 Personalentwickler. Als wichtigste Zukunftskompetenz wird der Umgang mit Komplexit{\"a}t gesehen. Das bedeutsamste Personalentwicklungsinstrument ist die Begleitung von Ver{\"a}nderungsprozessen.}, language = {de} } @article{SchermulySchroederNachtweietal.2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Gl{\"a}s, Karl}, title = {Recruiting im Jahr 2020}, series = {Harvard Business Manager}, journal = {Harvard Business Manager}, number = {11}, pages = {8 -- 12}, year = {2012}, abstract = {Eine empirische Studie zur Zukunft der Personalauswahl zeigt einen starken Trend zur Professionalisierung in Human-Resources-Abteilungen. Der Einsatz von Assessment-Centern und Pers{\"o}nlichkeitstests wird immer selbstverst{\"a}ndlicher.}, language = {de} }