@inproceedings{DeMoreBraunerGockel2014, author = {DeMore, Jaime and Brauner, Elisabeth and Gockel, Christine}, title = {Counteracting detrimental effects of cognitive loafing on transactive memory}, series = {85th Meeting of the Eastern Psychological Association, Boston}, booktitle = {85th Meeting of the Eastern Psychological Association, Boston}, year = {2014}, abstract = {In a first study, we explored whether cognitive loafing (reduced cognitive effort) can disrupt knowledge exchange in transactive memory systems and administered a cognitive loafing measure to investigate its effects. In our second study, we explored if affective commitment and perceived team performance could counteract the detrimental effects of cognitive loafing. Results show that both affective commitment and perceived team performance moderated the relationship between observed cognitive loafing and transactive memory.}, language = {en} } @inproceedings{BraunerDeMoreGockel2013, author = {Brauner, Elisabeth and DeMore, Jaime and Gockel, Christine}, title = {Cognitive loafing in work groups: when employees would rather not think}, series = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, booktitle = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelSchmidt2013, author = {Gockel, Christine and Schmidt, R.}, title = {Trajectories of shared leadership - and not absolute levels - relate to team performance}, series = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, booktitle = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{KnollGockelWerth2013, author = {Knoll, M. and Gockel, Christine and Werth, Lioba}, title = {How shared leadership influences employee silence and team effectiveness: a multilevel approach}, series = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, booktitle = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{SchmidtBrantlGockel2013, author = {Schmidt, R. and Brantl, Anne and Gockel, Christine}, title = {How psychological safety develops in teams}, series = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, booktitle = {16th Conference of the European Association of Work and Organizational Psychology, M{\"u}nster}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{BraunerDeMoreGockel2013, author = {Brauner, Elisabeth and DeMore, Jaime and Gockel, Christine}, title = {Counterproductive behaviors in teams: detrimental effects of cognitive loafing on transactive memory}, series = {84th Meeting of the Eastern Psychological Association, New York}, booktitle = {84th Meeting of the Eastern Psychological Association, New York}, year = {2013}, abstract = {Cognitive interdependence in teams requires members to contribute their share to a common task. Cognitive loafing(reduced cognitive effort) can disrupt knowledge exchange in transactive memory systems. We administered a cognitive loafing measure to investigate its effects. Results show that cognitive loafing has significant negative impact on transactive memory, whereas affective commitment has a positive impact on transactive memory. Furthermore, we found that cognitive loafing within a team was not contagious among team members.}, language = {en} } @inproceedings{BrantlGockelGibson2012, author = {Brantl, Anne and Gockel, Christine and Gibson, A.}, title = {Mit Witzen Geld verdienen?: der Einfluss von Humor auf Verhandlungsprozesse und -ergebnis}, series = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, booktitle = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, year = {2012}, abstract = {Keine Angabe - No details}, language = {de} } @inproceedings{DeMoreBraunerGockel2014, author = {DeMore, Jaime and Brauner, Elisabeth and Gockel, Christine}, title = {Can team productivity be improved by counteracting detrimental effects of cognitive loafing on transactive memory?}, series = {75th Annual Convention of the Canadian Psychological Association, Vancouver}, booktitle = {75th Annual Convention of the Canadian Psychological Association, Vancouver}, year = {2014}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelWerth2009, author = {Gockel, Christine and Werth, Lioba}, title = {All is well that starts well?: changes in shared leadership and creative performance in product-development teams}, series = {6th Meeting of the Work and Organizational Psychology Division, Vienna}, booktitle = {6th Meeting of the Work and Organizational Psychology Division, Vienna}, year = {2009}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelWerth2009, author = {Gockel, Christine and Werth, Lioba}, title = {Are funny groups more creative?: humor, cohesion, and creativity in small groups}, series = {4th Annual INGRoup Conference, Colorado Springs}, booktitle = {4th Annual INGRoup Conference, Colorado Springs}, year = {2009}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelKerr2008, author = {Gockel, Christine and Kerr, Norbert L.}, title = {Put-down humor, shared reality, and cohesion in groups}, series = {15th General Meeting of the European Association of Experimental Social Psychology, Opatija}, booktitle = {15th General Meeting of the European Association of Experimental Social Psychology, Opatija}, year = {2008}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Gockel2007, author = {Gockel, Christine}, title = {Effects of put-down humor on cohesion in groups}, series = {2nd Annual INGRoup Conference, East Lansing}, booktitle = {2nd Annual INGRoup Conference, East Lansing}, year = {2007}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelWittenbaum2007, author = {Gockel, Christine and Wittenbaum, Gwen M.}, title = {Influence in dyadic decision-making: arguing for what one believes or does not believe}, series = {2nd Annual INGRoup Conference, East Lansing}, booktitle = {2nd Annual INGRoup Conference, East Lansing}, year = {2007}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelWittenbaumHollingsheadetal.2006, author = {Gockel, Christine and Wittenbaum, Gwen M. and Hollingshead, A. B. and Raile, A.}, title = {Disentangling two explanations for biased information exchange in mixed-motive decision-making groups}, series = {1st Annual INGRoup Conference, Pittsburgh}, booktitle = {1st Annual INGRoup Conference, Pittsburgh}, year = {2006}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelKerr2006, author = {Gockel, Christine and Kerr, Norbert L.}, title = {Indispensability versus group identification as a source of task motivation}, series = {1st Annual INGRoup Conference, Pittsburgh}, booktitle = {1st Annual INGRoup Conference, Pittsburgh}, year = {2006}, abstract = {Traditional Instrumentality x— Value (I x V) models have attributed gains in performance groups to various conditions affecting the instrumentality of group members' effort for a variety of valued outcomes. Social identity models have challenged this interpretation, suggesting that the instrumentality of effort may be irrelevant when group identification is high. A laboratory study is reported in which both indispensability and group identification are manipulated, and participants' effort on a physical persistence task is assessed. Contrary to the social identity predictions but consistent with I x— V predictions, the indispensability of effort had a positive effect on participants' effort. Group identification had no direct or moderating effects on effort. {\^A}© 2008 Elsevier Inc. All rights reserved.}, language = {en} } @inproceedings{GockelKerrQureshietal.2006, author = {Gockel, Christine and Kerr, Norbert L. and Qureshi, A. and Park, Ernest S.}, title = {Message uniformity as a moderator of majority/minority influence}, series = {78th Annual Meeting of the Midwestern Psychological Association, Chicago}, booktitle = {78th Annual Meeting of the Midwestern Psychological Association, Chicago}, year = {2006}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelWittenbaum2006, author = {Gockel, Christine and Wittenbaum, G. M.}, title = {Information sharing in competitive decision-making groups: biased cognition or strategic communication?}, series = {7th Annual Meeting of the Society for Personality and Social Psychology, Palm Springs}, booktitle = {7th Annual Meeting of the Society for Personality and Social Psychology, Palm Springs}, year = {2006}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelKerrHorowitzetal.2004, author = {Gockel, Christine and Kerr, Norbert L. and Horowitz, Irwin and Park, Ernest S.}, title = {Justice vs. obedience in jury nullification}, series = {76th Annual Meeting of the Midwestern Psychological Association, Chicago}, booktitle = {76th Annual Meeting of the Midwestern Psychological Association, Chicago}, year = {2004}, abstract = {Mock juries were exposed to an argument for nullifying the law to achieve a just verdict, an argument that the law must be obeyed, to both or neither argument. Both final verdicts and social-influence showed that either argument alone increased the power of pro-conviction factions, but that these effects were weakened when both arguments were heared.}, language = {en} } @inproceedings{GockelBrauner2005, author = {Gockel, Christine and Brauner, Elisabeth}, title = {Development of a transactive memory in small groups}, series = {77th Annual Meeting of the Midwestern Psychological Association, Chicago}, booktitle = {77th Annual Meeting of the Midwestern Psychological Association, Chicago}, year = {2005}, abstract = {In a lab study, the effects of metacognition and perspective taking on the development of a transactive memory were examined. Discussions of 20 groups were coded with a specifically developed coding scheme. Perspective taking showed the expected positive effect, but metacognition did not. The features of the metacognition training might explain this.}, language = {en} } @inproceedings{GockelWittenbaum2005, author = {Gockel, Christine and Wittenbaum, Gwen M.}, title = {Information sharing in decision-making dyads: strategic communication or motivated cognition?}, series = {10th Meeting of the Social Psychology Division (Fachgruppe Sozialpsychologie), Jena}, booktitle = {10th Meeting of the Social Psychology Division (Fachgruppe Sozialpsychologie), Jena}, year = {2005}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelBrauner2006, author = {Gockel, Christine and Brauner, Elisabeth}, title = {Individual and social metacognition}, series = {7th Annual Meeting of the Society for Personality and Social Psychology, Palm Springs}, booktitle = {7th Annual Meeting of the Society for Personality and Social Psychology, Palm Springs}, year = {2006}, abstract = {Keine Angaben No details}, language = {en} } @inproceedings{GockelWegge2012, author = {Gockel, Christine and Wegge, J{\"u}rgen}, title = {Partizipation und F{\"u}hrung in Teams und Organisationen}, series = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, booktitle = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, year = {2012}, abstract = {Durch Partizipation k{\"o}nnen Individuen und Gruppen ihre Interessen in Organisationen sicherstellen und selbstbestimmt handeln (Wilpert, 1989). Partizipation kann sich auf verschiedene Arten von Entscheidungen und auf verschiedene Ebenen der Organisation beziehen. Sie bedeutet generell, dass mehr als eine Person Entscheidungen vorbereitet oder f{\"a}llt (Wegge et al., 2010). In dieser Arbeitsgruppe betrachten wir in drei Beitr{\"a}gen Partizipation auf Teamebene (am Beispiel von geteilter und verteilter F{\"u}hrung), und in zwei weiteren Beitr{\"a}gen Partizipation auf Organisationsebene. Dabei wird es um die Messung, Pr{\"a}diktoren und Auswirkungen von Partizipation gehen, um dem komplexen und vielschichtigen Ph{\"a}nomen und seiner Wichtigkeit gerecht zu werden. Piecha und Wegge pr{\"a}sentieren eine Kurzskala zur Messung konstruktiver und destruktiver geteilter F{\"u}hrung in Teams und zeigen in einer Fragebogenstudie mit Altenpflegern differenzierte Zusammenh{\"a}nge mit Gesundheit auf. Garbers und Konradt zeigen in ihrer Studie zwei positive Konsequenzen verteilter F{\"u}hrung am Beispiel von Apothekenteams: bessere Teamleistung und erh{\"o}htes affektives Commitment. Gockel und Schmidt besch{\"a}ftigen sich mit den Pr{\"a}diktoren individuellen F{\"u}hrungsverhaltens in Teams und pr{\"a}sentieren, inwiefern sich eigene Pers{\"o}nlichkeitseigenschaften und die Eigenschaften der Teamkollegen auf F{\"u}hrungsverhalten auswirken. Mende und Wegge untersuchten in einem Experiment Erleben und Verhalten in partizipationsrelevanten Situationen in Organisationen. Pircher-Verdorfer und Kollegen stellen schließlich die psychometrischen Eigenschaften und Korrelate eines englischsprachigen Fragebogens zu sozial-moralischem Klima in Organisationen vor. Als Diskutant haben wir J{\"o}rg Felfe, Helmut-Schmidt-Universit{\"a}t Hamburg, eingeladen.}, language = {de} } @inproceedings{GockelScheel2012, author = {Gockel, Christine and Scheel, Tabea}, title = {Humor: ernsthafte Befunde aus Arbeits- und p{\"a}dagogischen Kontexten}, series = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, booktitle = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, year = {2012}, abstract = {Humor ist Bestandteil tagt{\"a}glicher sozialer Interaktion und ein relevantes Forschungsthema - betrachtet man seinen Einfluss auf Einstellungen und Verhalten (Martin, 2007; Rissland, 2002). Schwierige oder unbequeme Ideen k{\"o}nnen sozial angemessen ge{\"a}ußert werden, wenn sie humorvoll verpackt sind, desgleichen hilft Humor bei der Kontrolle zwischenmenschlicher Interaktionen und kann emotional unterst{\"u}tzen. Humor ist ein komplexes Ph{\"a}nomen mit diversen Auswirkungen, abh{\"a}ngig von Inhalt und Kontext. W{\"a}hrend Humor im Lehr-/Lernkontext schon l{\"a}nger Beachtung findet (z.B. Bryant et al., 1980), wird dieser in der arbeits- und organisationspsychologischen Forschung erst in letzter Zeit entdeckt (Romero \& Cruthirds, 2006; Wood, Beckmann \& Rossiter, 2011). Dabei hat Humor vielf{\"a}ltige Einfl{\"u}sse auf Lernen (Ziv, 1988) sowie Leistung, Zufriedenheit, Koh{\"a}sion, Gesundheit, Burnout und Stress (Metaanalyse, Glew et al., 2010). Auch die negativen Aspekte von Humor finden zunehmend Beachtung (Martin et al., 2003). In dieser Arbeitsgruppe betrachten wir Humor aus p{\"a}dagogischer und arbeits-/organisationspsychologischer Perspektive. Dabei kommen verschiedene Formen des Humors (Sinn, Stile) in diversen Alterklassen zur Anwendung, um Zusammenh{\"a}nge mit Lernen und Motivation, Kreativit{\"a}t, Fehlerklima, F{\"u}hrung und Innovation sowie Verhalten in Verhandlungen zu zeigen. In dieser Arbeitsgruppe pr{\"a}sentieren wir folgende spannende Ergebnisse: Sch{\"u}ler lernen besser und sind motivierter, wenn Lehrer Humor anwenden (Bieg \& Dresel). Die positiven (sozialer und selbstaufwertender) Humorstile sowie die negativen (aggressiver und selbsabwertender) h{\"a}ngen mit Fehlerorientierung (Csonka \& Scheel) sowie mit Kreativit{\"a}t (Scheel \& Csonka) zusammen. Humorvolle F{\"u}hrung ist mit innovativem Verhalten verbunden (Pundt) und humorvolle Kommentare in Verhandlungen wirken sich auf den Verhandlungsverlauf aus (Brantl, Gockel \& Gibson). Wir pl{\"a}dieren f{\"u}r mehr ernsthafte Humorforschung, insbesondere zu dessen Schatten- und Sonnenseiten. Diskutantin: Frau Prof. Dr. Gisela Mohr, Universit{\"a}t Leipzig.}, language = {de} } @inproceedings{GockelMeyer2011, author = {Gockel, Christine and Meyer, Bertolt}, title = {Change in teams}, series = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, booktitle = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelSchmidt2012, author = {Gockel, Christine and Schmidt, R.}, title = {Extraversion und Vertr{\"a}glichkeit beeinflussen konstruktives und destruktives F{\"u}hrungsverhalten in Teams}, series = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, booktitle = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, year = {2012}, abstract = {Keine Angabe - No details}, language = {de} } @inproceedings{SchmidtGockelWerth2012, author = {Schmidt, R. and Gockel, Christine and Werth, Lioba}, title = {Der Einfluss vertikaler und horizontaler Konflikth{\"a}ufigkeit auf das Erleben psychologischer Sicherheit in Lehrerkollegien}, series = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, booktitle = {48. Kongress der Deutschen Gesellschaft f{\"u}r Psychologie, Bielefeld}, year = {2012}, abstract = {Keine Angabe - No details}, language = {de} } @inproceedings{GockelSchmidt2012, author = {Gockel, Christine and Schmidt, R.}, title = {Own and others' personality characteristics influence the emergence of leadership behavior in teams}, series = {7th Annual INGRoup Conference, Chicago}, booktitle = {7th Annual INGRoup Conference, Chicago}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-5148}, year = {2012}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelWerthSteidle2011, author = {Gockel, Christine and Werth, Lioba and Steidle, Anna}, title = {Is the journey as important as the destination?: power increases affective transfer from goals to corresponding activities}, series = {13. Tagung der Fachgruppe Sozialpsychologie, Hamburg}, booktitle = {13. Tagung der Fachgruppe Sozialpsychologie, Hamburg}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelSchmidt2011, author = {Gockel, Christine and Schmidt, R.}, title = {Start with a good laugh: humor increases cohesion and creative performance in teams}, series = {12th Congress of the Swiss Psychological Society, Fribourg}, booktitle = {12th Congress of the Swiss Psychological Society, Fribourg}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelSchmidt2011, author = {Gockel, Christine and Schmidt, R.}, title = {Shared leadership under the magnifying glass: actor and partner effects of leadership behavior}, series = {7th Meeting of the Work, Organizational and Business Psychology Division, Rostock}, booktitle = {7th Meeting of the Work, Organizational and Business Psychology Division, Rostock}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelKolbWerth2011, author = {Gockel, Christine and Kolb, Peter and Werth, Lioba}, title = {Room temperature affects customer orientation in service encounters}, series = {7th Meeting of the Work, Organizational and Business Psychology Division, Rostock}, booktitle = {7th Meeting of the Work, Organizational and Business Psychology Division, Rostock}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{Gockel2011, author = {Gockel, Christine}, title = {Launching with humor: the impact of humor on cohesion in teams}, series = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, booktitle = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelWerthKashy2011, author = {Gockel, Christine and Werth, Lioba and Kashy, D. A.}, title = {Modeling shared leadership with the actor-partner-interdependence model}, series = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, booktitle = {15th Conference of the European Association of Work and Organizational Psychology, Maastricht}, year = {2011}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelBrauner2010, author = {Gockel, Christine and Brauner, Elisabeth}, title = {Perspective-taking helps transactive memory development}, series = {5th Annual INGRoup Conference, Washington}, booktitle = {5th Annual INGRoup Conference, Washington}, year = {2010}, abstract = {Keine Angabe - No details}, language = {en} } @article{GockelKolbWerth2014, author = {Gockel, Christine and Kolb, Peter M. and Werth, Lioba}, title = {Murder or not?: cold temperature makes criminals appear to be cold-blooded and warm temperature to be hot-headed}, series = {PLoS ONE}, volume = {9}, journal = {PLoS ONE}, number = {4}, pages = {Keine Angabe - No details -- Keine Angabe - No details}, year = {2014}, abstract = {Temperature-related words such as cold-blooded and hot-headed can be used to describe criminal behavior. Words associated with coldness describe premeditated behavior and words associated with heat describe impulsive behavior. Building on recent research about the close interplay between physical and interpersonal coldness and warmth, we examined in a lab experiment how ambient temperature within a comfort zone influences judgments of criminals. Participants in rooms with low temperature regarded criminals to be more cold-blooded than participants in rooms with high temperature. Specifically, they were more likely to attribute premeditated crimes, ascribed crimes resulting in higher degrees of penalty, and attributed more murders to criminals. Likewise, participants in rooms with high temperature regarded criminals to be more hot-headed than participants in rooms with low temperature: They were more likely to attribute impulsive crimes. Results imply that cognitive representations of temperature are closely related to representations of criminal behavior and attributions of intent.}, language = {en} } @inproceedings{GockelBrauner2002, author = {Gockel, Christine and Brauner, Elisabeth}, title = {Development of a transactive memory: the influence of metacognition and perspective taking}, series = {43rd Congress of the German Psychological Society (DGPs), Berlin}, booktitle = {43rd Congress of the German Psychological Society (DGPs), Berlin}, year = {2002}, abstract = {Keine Angabe - No details}, language = {en} } @inproceedings{GockelKaiserDyrenforthetal.2005, author = {Gockel, Christine and Kaiser, Cheryl R. and Dyrenforth, P. S. and Poulsen, J. R.}, title = {The belief in a just world moderates affective and interpersonal reactions towards discrimination claimants}, series = {6th Annual Meeting of the Society for Personality and Social Psychology, New Orleans}, booktitle = {6th Annual Meeting of the Society for Personality and Social Psychology, New Orleans}, year = {2005}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelMesse2005, author = {Gockel, Christine and Mess{\´e}, L. A.}, title = {Boundaries of minority influence}, series = {6th Annual Meeting of the Society for Personality and Social Psychology, New Orleans}, booktitle = {6th Annual Meeting of the Society for Personality and Social Psychology, New Orleans}, year = {2005}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{GockelKerr2005, author = {Gockel, Christine and Kerr, Norbert L.}, title = {Effects of different inadmissibility rulings}, series = {77th Annual Meeting of the Midwestern Psychological Association, Chicago}, booktitle = {77th Annual Meeting of the Midwestern Psychological Association, Chicago}, year = {2005}, abstract = {Keine Angabe No details}, language = {en} } @article{KreftKuehlingTheesGockel, author = {Kreft, Johanna and K{\"u}hling-Thees, Carla and Gockel, Christine}, title = {With a little help from my trainers : Ausbildung von Studierenden zu Bewerbungstrainern f{\"u}r Gefl{\"u}chtete}, series = {Gruppe. Interaktion. Organisation. Zeitschrift f{\"u}r Angewandte Organisationspsychologie (GIO)}, volume = {48}, journal = {Gruppe. Interaktion. Organisation. Zeitschrift f{\"u}r Angewandte Organisationspsychologie (GIO)}, number = {3}, pages = {217 -- 223}, abstract = {In diesem Beitrag wird {\"u}ber die Ausbildung von Studierenden zu Bewerbungstrainern f{\"u}r Gefl{\"u}chtete in einem Train-the-Trainer Programm berichtet. Dieses Programm gliedert sich in zwei Phasen. In der ersten Phase erhalten Masterstudierende eine Trainerausbildung und in der zweiten Phase geben die Studierenden selbstst{\"a}ndig rekrutierten Gefl{\"u}chteten Bewerbungstrainings. Mit diesem didaktischen Ansatz k{\"o}nnen aufgrund des Multiplikatoreneffektes viele Gefl{\"u}chtete erreicht werden. Um die Effektivit{\"a}t der ersten Phase des Programms f{\"u}r die Studierenden zu {\"u}berpr{\"u}fen, wurde eine Fragebogen- und Interviewstudie durchgef{\"u}hrt. Die Ergebnisse zeigten Folgendes: Die Teilnehmenden waren in der Vergangenheit mehr von ihren Familien ermutigt worden, sich f{\"u}r andere einzusetzen als die Teilnehmenden einer Kontrollgruppe. Des Weiteren wiesen sie eine h{\"o}here Motivation auf, sich bewusst und aktiv ehrenamtlich zu engagieren. Außerdem verbesserten sich die notwendigen Kernkompetenzen f{\"u}r das Trainieren. Dar{\"u}ber hinaus konnte die Intention, sich ehrenamtlich zu engagieren, sowie die Einstellung zur Arbeitsmarktintegration von Gefl{\"u}chteten vorhergesagt werden. Wir diskutieren abschließend die Herausforderungen bei der Umsetzung des Projektes. _________________________________________________________ We report on the training of graduate students as job application trainers within a train-the-trainer program. This program consists of two phases: in the first phase of the program, graduate students are trained to become job application trainers and in the second phase, the students give trainings to refugees whom they recruit themselves. Given the multiplier effect of this didactic approach, many refugees may be reached. To evaluate the effectiveness of the first phase of the program for the students, we conducted a questionnaire and interview study. Results of the evaluation show the following: based on their past experience, the participants of the program were more likely to be encouraged by their families to help others than the participants in a control group. In addition, they were more motivated to volunteer deliberately and actively. Furthermore, all necessary core competencies for training performance improved over time. We were also able to predict participants' intentions to volunteer and their attitude towards labor market integration of refugees. We discuss challenges of the program's implementation.}, language = {en} } @article{GerlachGockel, author = {Gerlach, Rebecca and Gockel, Christine}, title = {We belong together : belonging to the principal's in-group protects teachers from the negative effects of task conflict on psychological safety}, series = {School Leadership \& Management}, journal = {School Leadership \& Management}, pages = {1 -- 21}, abstract = {Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. Critical team events such as conflict and faultlines (hypothetical lines that split a team into subgroups) should impact psychological safety. Previous research has shown the benefits of task conflict on team outcomes under certain conditions and the consistently negative effects of demographic faultline strength on team outcomes. We propose that being close to the principal (what we call belonging to the principal's in-group) should help attenuate the negative effects of task conflict and faultlines among teachers, because it is associated with a more effective working relationship. In a survey study with 244 teachers from 45 primary schools, we tested the moderating effect of belonging to the principal's in-group vs. belonging to an out-group on the relationships of task conflict and faultlines on psychological safety. Results of multilevel model tests showed that relationship conflict (but not task conflict) and faultlines decreased psychological safety. However, when teachers belonged to the principal's in-group as compared to an out-group, task conflict had no negative effect on psychological safety. We present implications to bridge the negative effects due to subgroup presence, so that psychological safety can become a resource for all.}, language = {en} } @book{ScheelGockel2017, author = {Scheel, Tabea and Gockel, Christine}, title = {Humor at Work in Teams, Leadership, Negotiations, Learning and Health}, publisher = {Springer}, address = {Berlin}, isbn = {978-3-319-65689-2}, publisher = {SRH Berlin University of Applied Sciences}, pages = {XII, 143}, year = {2017}, abstract = {This book provides a comprehensive review of the state-of-the-art on the adaptive and maladaptive functions of humor. Humor is inescapable in our daily interactions - also at the work place. Affiliative, self-enhancing, self-deprecating and aggressive humor can all occur at work and have unique and sometimes ambiguous effects. The volume presents humor research on five important workplace topics: teams, leadership, negotiation, learning, and health. It combines and integrates research from a range of fields, including work and organizational psychology, social psychology, communication, linguistics and sociology. In highlighting research gaps and stating future research questions, the book provides a sufficient starting point for further research on humor in relation to the aforementioned topics. For practitioners, recommendations are provided specific to each area.}, language = {en} } @misc{GockelSchnettlerWalzenbach2014, author = {Gockel, Christine and Schnettler, S. and Walzenbach, S.}, title = {Knowledge sharing in organizations: transactive memory systems}, year = {2014}, abstract = {Keine Angabe No details}, language = {en} } @misc{GockelSchnettlerWalzenbach2014, author = {Gockel, Christine and Schnettler, S. and Walzenbach, S.}, title = {Transactive memory systems als komplexe soziale Netzwerke}, year = {2014}, abstract = {Keine Angabe No details}, language = {de} } @misc{GockelSchnettlerWalzenbach2014, author = {Gockel, Christine and Schnettler, S. and Walzenbach, S.}, title = {Transactive memory system as complex social networks}, year = {2014}, abstract = {Keine Angabe No details}, language = {en} } @misc{VollmerGockelManser2014, author = {Vollmer, A. and Gockel, Christine and Manser, T.}, title = {Constructive controversy in action: the effects of conflict management styles on team member learning}, year = {2014}, abstract = {Keine Angabe No details}, language = {en} } @incollection{GockelWeers2017, author = {Gockel, Christine and Weers, Jakob}, title = {Humor in angespannten Beratungssituationen}, series = {Praxis Schulpsychologie}, booktitle = {Praxis Schulpsychologie}, publisher = {Deutscher Psychologen Verlag GmbH}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {4 -- 5}, year = {2017}, abstract = {Kostenfreier Infodienst rund um das Thema "Schulpsychologie", u.a. mit Beitr{\"a}gen zu Humor in Beratungssituationen sowie zu K{\"o}rpersprache und K{\"o}rperkontakt in der Schule Diese Ausgabe besch{\"a}ftigt sich mit den schulpsychologischen Aspekten zweier wichtiger Tools der zwischenmenschlichen Kommunikation: K{\"o}rpersprache und Humor. Die Artikel von Christine Gockel und Jakob Weers zu „Humor in Beratungssituationen" sowie von Matthias Siebert zum Thema „K{\"o}rpersprache und K{\"o}rperkontakt in der Schule" regen dazu an, den Einsatz dieser eher unbewussten kommunikativen Werkzeuge zu reflektieren, sie wieder mehr ins Bewusstsein zu holen, um sie achtsamer in Beratungsprozessen einsetzen zu k{\"o}nnen.}, language = {de} } @article{HorowitzKerrParketal.2006, author = {Horowitz, Irwin A. and Kerr, Norbert L. and Park, Ernest S. and Gockel, Christine}, title = {Chaos in the courtroom reconsidered: emotional bias and juror nullification}, series = {Law and Human Behavior}, volume = {30}, journal = {Law and Human Behavior}, number = {2}, pages = {163 -- 181}, year = {2006}, abstract = {A widespread presumption in the law is that giving jurors nullification instructions would result in "chaos"—jurors guided not by law but by their emotions and personal biases. We propose a model of juror nullification that posits an interaction between the nature of the trial (viz. whether the fairness of the law is at issue), nullification instructions, and emotional biases on juror decision-making. Mock jurors considered a trial online which varied the presence a nullification instructions, whether the trial raised issues of the law's fairness (murder for profit vs. euthanasia), and emotionally biasing information (that affected jurors' liking for the victim). Only when jurors were in receipt of nullification instructions in a nullification-relevant trial were they sensitive to emotionally biasing information. Emotional biases did not affect evidence processing but did affect emotional reactions and verdicts, providing the strongest support to date for the chaos theory.}, language = {en} } @article{GockelKerrSeoketal.2008, author = {Gockel, Christine and Kerr, Norbert L. and Seok, Dong-Heon and Harris, David W.}, title = {Indispensability and group identification as sources of task motivation}, series = {Journal of Experimental Social Psychology}, volume = {44}, journal = {Journal of Experimental Social Psychology}, number = {5}, pages = {1316 -- 1321}, year = {2008}, abstract = {Traditional Instrumentality × Value (I × V) models have attributed gains in performance groups to various conditions affecting the instrumentality of group members' effort for a variety of valued outcomes. Social identity models have challenged this interpretation, suggesting that the instrumentality of effort may be irrelevant when group identification is high. A laboratory study is reported in which both indispensability and group identification are manipulated, and participants' effort on a physical persistence task is assessed. Contrary to the social identity predictions but consistent with I × V predictions, the indispensability of effort had a positive effect on participants' effort. Group identification had no direct or moderating effects on effort.}, language = {en} } @article{GockelWerth2010, author = {Gockel, Christine and Werth, Lioba}, title = {Measuring and modeling shared leadership: traditional approaches and new ideas.}, series = {Journal of Personnel Psychology}, volume = {9}, journal = {Journal of Personnel Psychology}, number = {4}, pages = {172 -- 180}, year = {2010}, abstract = {In this article, we provide an overview of current measures of shared leadership. Our aim is to help researchers choose the appropriate measure and give them advice on the statistical analysis of shared leadership measures. We first present traditional approaches, namely two questionnaires assessing shared leadership behaviors displayed by a team. We then describe social network indexes showing how leadership influence is distributed in a team and the coefficient of variation showing the relative dispersion of team members' leadership influence. Finally, we present a new idea for modeling mutual influence processes in teams, the actor-partner interdependence model (APIM, Kenny, Kashy, \& Cook, 2006). It can depict how each team member's outcomes are affected by own and other team members' leadership behaviors. For all approaches, we point out requirements, advantages, and disadvantages.}, language = {en} } @article{RoeGockelMeyer2012, author = {Roe, Robert A. and Gockel, Christine and Meyer, Bertolt}, title = {Time and change in teams: where we are and where we are moving}, series = {European Journal of Work and Organizational Psychology}, volume = {21}, journal = {European Journal of Work and Organizational Psychology}, number = {5}, pages = {629 -- 656}, year = {2012}, abstract = {In this introduction to the special issue on Time and Change in Teams, we argue that the field of team research shows signs of a problem-method misfit with respect to the study of processes. Drawing on the distinction between differential and temporal (or variable vs. process) research, we scrutinise recent theories and research practices in the field, aiming to better understand the lack of congruence between research objectives and methods. We also discuss ways in which the gap between theory and method can be narrowed, and how the five studies making up this special issue contribute to this. We conclude with suggesting some future directions for the study of time and change in teams.}, language = {en} } @article{KolbGockelWerth2012, author = {Kolb, Peter and Gockel, Christine and Werth, Lioba}, title = {The effects of temperature on service employees' customer orientation: an experimental approach}, series = {Ergonomics}, volume = {55}, journal = {Ergonomics}, number = {6}, pages = {621 -- 635}, year = {2012}, abstract = {Numerous studies have demonstrated how temperature can affect perceptual, cognitive and psychomotor performance (e.g. Hancock, P.A., Ross, J., and Szalma, J., 2007. A meta-analysis of performance response under thermal stressors. Human Factors: The Journal of the Human Factors and Ergonomics Society, 49 (5), 851-877). We extend this research to interpersonal aspects of performance, namely service employees' and salespeople's customer orientation. We combine ergonomics with recent research on social cognition linking physical with interpersonal warmth/coldness. In Experiment 1, a scenario study in the lab, we demonstrate that student participants in rooms with a low temperature showed more customer-oriented behaviour and gave higher customer discounts than participants in rooms with a high temperature - even in zones of thermal comfort. In Experiment 2, we show the existence of alternative possibilities to evoke positive temperature effects on customer orientation in a sample of 126 service and sales employees using a semantic priming procedure. Overall, our results confirm the existence of temperature effects on customer orientation. Furthermore, important implications for services, retail and other settings of interpersonal interactions are discussed. Practitioner Summary: Temperature effects on performance have emerged as a vital research topic. Owing to services' increasing economic importance, we transferred this research to the construct of customer orientation, focusing on performance in service and retail settings. The demonstrated temperature effects are transferable to services, retail and other settings of interpersonal interactions.}, language = {en} } @article{SteidleGockelWerth2013, author = {Steidle, Anna and Gockel, Christine and Werth, Lioba}, title = {Growth or security?: regulatory focus determines work priorities}, series = {Management Research Review}, volume = {36}, journal = {Management Research Review}, number = {2}, pages = {173 -- 182}, year = {2013}, abstract = {Purpose - Regulatory focus theory (RFT) can successfully predict and describe organizational behaviour and managerial decision making. However, no empirical study has tested its central assumption in an organizational context. The purpose of this paper is to investigate the relationship between employee's regulatory focus and their work priorities. Design/methodology/approach - In total, 307 employees from the public and private sectors in Germany participated and three organizational priorities were confirmed in a confirmatory factor analysis: growth, existence, and relatedness aspects. Their relationship with employee's regulatory focus was analyzed using multi-level modeling. Findings - It was found that employees' promotion and prevention focus were related to specific work priorities: the higher a person's promotion focus, the more the person valued growth aspects. The higher the prevention focus, the more the person valued existence-related work aspects. Both regulatory foci increased the importance of good relationships at work. Research limitations/implications - The findings provide new insights into previous research on the impact of personality traits, especially regulatory focus, on job-related attitudes like job satisfaction or job commitment. Practical implications - The results are useful for leaders and human resource managers aiming to understand the driving forces behind employee's job motivation and decisions. Originality/value - This is the first study to address the central question of different priorities associated with promotion and prevention focus in the organizational field. Results provide insight into previous findings on the impact of regulatory focus on job-related attitudes and offer practical implications for practitioners interested in job motivation and decision making.}, language = {en} } @article{RobertsonGockelBrauner2013, author = {Robertson, Rommel and Gockel, Christine and Brauner, Elisabeth}, title = {Trust your teammates or bosses?: differential effects of trust on transactive memory, job satisfaction, and performance}, series = {Employee Relations}, volume = {35}, journal = {Employee Relations}, number = {2}, pages = {222 -- 242}, year = {2013}, abstract = {Purpose - The purpose of this paper is to examine, in two studies, whether trust in teammates and trust in management influenced transactive memory and how strongly transactive memory, in turn, influenced perceived team performance and job satisfaction. Design/methodology/approach - Data were collected via questionnaires from two samples of employees (n1=383 and n2=40). Regression and mediational analyses were employed to test the hypotheses. Findings - Trust in teammates predicted transactive memory and transactive memory, in turn, predicted perceived team performance and job satisfaction. Trust in management did not predict transactive memory, but it did predict job satisfaction. Research limitations/implications - Data are cross-sectional and cannot establish cause-effect-relationships. Furthermore, objective performance measures could not be obtained due to the nature of the studies. Thus, future studies need to use longitudinal or experimental designs and objective performance measures. Practical implications - Intangible factors such as trust can strengthen knowledge sharing and transactive memory systems. This, in turn, can positively impact job satisfaction and team performance. Managers and team leaders should pay more attention to building a climate of trust and participation, both within teams and between team members and supervisors/management. Originality/value - Results of two studies show the differential effects of trust in teammates versus trust in management. For finishing a knowledge-intensive task in a team, trust in teammates is more important than trust in management because trust influences transactive memory, which, in turn, leads to positive performance outcomes. However, for other organizational outcomes such as job satisfaction, trust in management can be as important as well.}, language = {en} } @article{GockelBrauner2013, author = {Gockel, Christine and Brauner, Elisabeth}, title = {The benefits of stepping into others' shoes: perspective-taking strengthens transactive memory}, series = {Basic and Applied Social Psychology}, volume = {35}, journal = {Basic and Applied Social Psychology}, number = {2}, pages = {222 -- 230}, year = {2013}, abstract = {Perspective taking is an important requirement for effective communication. Teams working on knowledge-intensive tasks should benefit particularly. In a laboratory study, we examined whether perspective taking (vs. egocentrism) facilitated transactive memory when team members' knowledge was either different or similar. Perspective taking led teams to form more accurate transactive memory and agree more regarding each other's knowledge assessments. Corresponding effects were found when knowledge was similar. However, no interaction emerged. Our study shows that perspective taking is a cognitive state that can be induced with a short intervention and that can positively influence team-level outcomes such as transactive memory.}, language = {en} } @article{SteidleWerthGockel2013, author = {Steidle, Anna and Werth, Lioba and Gockel, Christine}, title = {Not motivated to act during goal pursuit: powerlessness blocks motivation transfer in goal systems}, series = {Basic and Applied Social Psychology}, volume = {35}, journal = {Basic and Applied Social Psychology}, number = {5}, pages = {477 -- 486}, year = {2013}, abstract = {The current research investigates a motivational mechanism that contributes to the inferior goal striving and attainment of powerless individuals: the transfer of motivation from goals to means. We expected that this mechanism would work effectively only in powerful individuals. The results of an experiment and a field study confirmed our assumptions. The more motivated powerful people were to attain the goals, the more they engaged in self-determined action and, in turn, the more positively they experienced goal-related activities. No such relation was found for their powerless counterparts. Implications for power research and goal systems theory are discussed.}, language = {de} } @article{GockelKerr2015, author = {Gockel, Christine and Kerr, Norbert L.}, title = {Put-Down Humor Directed at Outgroup Members Increases Perceived - But Not Experienced - Cohesion in Groups}, series = {Humor: International Journal of Humor Research}, volume = {28}, journal = {Humor: International Journal of Humor Research}, number = {2}, pages = {205 -- 228}, year = {2015}, abstract = {Put-down humor always has a target, and the intent of the speaker is to make fun of someone or something. Due to its inherently social nature, put-down humor could strongly affect socio-emotional group processes and outcomes like cohesion. We hypothesized that put-down humor would increase cohesion when it was targeted at outgroup members and was followed by laughter. Two laboratory experiments were conducted to examine the underlying processes of the put-down humor - cohesion relation. Study 1 showed that put-down humor of outgroup members (as compared to no humor) did not increase participants' attraction to the group. But it increased perceived cohesion among other group members and the perception that other group members felt safer and were more similar to each other. Even when procedures were altered in Study 2 to reduce participants' evaluation apprehension and their potential anxiety about not themselves being humorous, we found the same pattern of results. We discuss which conditions might be necessary for put-down humor to increase one's personal attraction to a group.}, language = {en} } @misc{SteidleGockel2015, author = {Steidle, Anna and Gockel, Christine}, title = {Warme Kontextreize als Stressoren oder Ressourcen bei Teamaufgaben}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @inproceedings{SteidleGockel2015, author = {Steidle, Anna and Gockel, Christine}, title = {Social rooms: the combined effects of light and temperature on team performance}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @article{VetterGockel2016, author = {Vetter, Laura and Gockel, Christine}, title = {Can't buy me laughter : Humour in organisational change}, series = {Gruppe. Interaktion. Organisation. Zeitschrift f{\"u}r Angewandte Organisationspsychologie (GIO)}, volume = {47}, journal = {Gruppe. Interaktion. Organisation. Zeitschrift f{\"u}r Angewandte Organisationspsychologie (GIO)}, number = {4}, publisher = {Springer Fachmedien}, address = {Wiesbaden}, pages = {313 -- 320}, year = {2016}, abstract = {This article reflects upon the potential role of humour during an organisational change process. We focus on three facets that are of special importance during change: coping with the change, resisting the change, and leading the change. For each facet, we present relevant quantitative and qualitative studies; and in a final section, we derive implications for employees, leaders, and organisations. In regards to coping with change, we focus on the stress-buffering effects of humour. High-humour individuals maintain higher levels of positive affect in stressful situations and appraise a potentially stressful event as a positive challenge rather than a threat. In regards to resisting change, we show that aggressive humour can be an indicator of serious distress and a means to express resistance towards authority or aspects of the change process. In regards to leading change, we point out how effective leaders may utilise humour to manage followers' emotions in order to increase positive affect and to reduce perceived threat associated with change. We conclude by suggesting how humour can be used as a diagnostic tool, to foster a humour-supportive climate, to improve communication strategies, and to support an error management culture.}, language = {en} }