@inproceedings{Ternes2012, author = {Tern{\`e}s, Anabel}, title = {The managers of tomorrow: how well students feel prepared by universities, to behave in terms of CSR}, series = {Porductivity, Investment in Human Capital and the Challenge of Youth Employment. Comparing Developments and Global Responses. III. edition. University Bergamo}, booktitle = {Porductivity, Investment in Human Capital and the Challenge of Youth Employment. Comparing Developments and Global Responses. III. edition. University Bergamo}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3374}, pages = {17}, year = {2012}, abstract = {Keine Angabe - No datails}, language = {en} } @article{Ternes2011, author = {Tern{\`e}s, Anabel}, title = {Ans{\"a}tze der Personalethik anhand der Fragestellung der Kommunikation zu gerechten Entlohnungen und Aufstiegsm{\"o}glichkeiten im {\"o}ffentlichen Dienst}, series = {Forum Wirtschaftsethik, Thema Personalwirtschaft und Ethik}, journal = {Forum Wirtschaftsethik, Thema Personalwirtschaft und Ethik}, number = {3/4}, pages = {34 -- 43}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @incollection{TernesPrigge2012, author = {Tern{\`e}s, Anabel and Prigge, Philipp}, title = {Medial konstruierte Altersbilder: Ph{\"a}nomene der Stereotypenbildung bzw. der positiven und negativen {\"U}berzeichnung}, series = {Screening Age: Medienbilder - Stereotype - Altersdiskriminierung}, booktitle = {Screening Age: Medienbilder - Stereotype - Altersdiskriminierung}, editor = {Schwender, Clemens}, publisher = {kopaed}, address = {M{\"u}nchen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {169 -- 184}, year = {2012}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchoelmerichSchermuly2013, author = {Sch{\"o}lmerich, Franziska and Schermuly, Carsten C.}, title = {Leadership Judgement Indicator (LJI) von Neubauer, Bergner und Felfe (2012)}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {57}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {2}, pages = {97 -- 102}, year = {2013}, abstract = {Der Leadership Judgement Indicator (LJI) von Neubauer, Bergner und Felfe (2012) ist ein deutschsprachiges Verfahren zur Erfassung von F{\"u}hrungsstilpr{\"a}ferenzen und der Entscheidungsqualit{\"a}t in F{\"u}hrungssituationen. Es richtet sich an Erwachsene mit F{\"u}hrungserfahrung oder -ambitionen und ist zum Einsatz in den Bereichen Personalentwicklung, Personalberatung, Training und Coaching, Beurteilung von F{\"u}hrungskr{\"a}ften sowie der F{\"u}hrungskr{\"a}fteforschung geeignet.}, language = {de} } @article{SchermulyNachtwei2012, author = {Schermuly, Carsten C. and Nachtwei, Jens}, title = {Personalentwicklungsinstrumente mit Zukunftswert: Begleitung von Change-Prozessen, Coaching und Action-Learning}, series = {Wirtschaftspsychologie aktuell}, volume = {19}, journal = {Wirtschaftspsychologie aktuell}, number = {4}, pages = {36 -- 41}, year = {2012}, abstract = {Was ist k{\"u}nftig in der Personalentwicklung gefragt? Worauf sollten sich Wirtschaftspsychologen einstellen? Eine Arbeitsgruppe hat Personalentwickler und Experten befragt.}, language = {de} } @article{SchermulySchroederNachtweietal.2010, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Scholl, Wolfgang}, title = {Das Instrument zur Kodierung von Diskussionen (IKD): ein Verfahren zur zeit{\"o}konomischen und validen Kodierung von Interaktionen in Organisationen}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {54}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {4}, pages = {149 -- 170}, year = {2010}, abstract = {Das Instrument zur Kodierung von Diskussionen (IKD) ist ein neues und nutzerfreundliches Verfahren, mit dem Interaktionsprozesse in Organisationen zeit{\"o}konomisch kodiert werden k{\"o}nnen. Somit wird es m{\"o}glich, eine gr{\"o}ßere Anzahl von Gruppen und Kommunikationssituationen (z. B. Entscheidungssitzungen, Teambesprechungen oder Mitarbeitergespr{\"a}che) Akt f{\"u}r Akt standardisiert zu beobachten und zu analysieren. Mit dem IKD werden zwei Arten von Kommunikationsebenen gleichzeitig untersucht: die interpersonale und die funktionale Bedeutung einer Aussage. In der vorliegenden Studie wurden zur Pr{\"u}fung der Zuverl{\"a}ssigkeit und Validit{\"a}t 60 Dyaden bei einer interaktiven Aufgabe mit verteilten Rollen (Vorgesetzter, Mitarbeiter) im Rahmen eines Assessment-Centers mit dem IKD beobachtet. Es konnten hohe Beobachter{\"u}bereinstimmungsergebnisse ermittelt werden (Kappawerte und unjustierte Intraklassenkorrelationen ≥ .80). Bei der Validit{\"a}tspr{\"u}fung wurden Zusammenh{\"a}nge der IKD-Variablen mit Pers{\"o}nlichkeits- und Intelligenzmerkmalen festgestellt. Ebenso konnten ein Priming sowie die Vorgesetzten- und Mitarbeiterrolle weitestgehend hypothesenkonform in den IKD-Daten nachgewiesen werden.}, language = {de} } @article{SchermulyNachtwei2010, author = {Schermuly, Carsten C. and Nachtwei, Jens}, title = {Assessment-Center optimieren}, series = {Harvard Business Manager}, journal = {Harvard Business Manager}, number = {9}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-4041}, pages = {16 -- 17}, year = {2010}, abstract = {Assessment-Center sind zu teuer, zu wenig aus­sa­ge­kr{\"a}f­tig und werden zu selten genutzt - so das Ergebnis einer Studie der Wis­sen­schaft­ler Jens Nachtwei und Carsten C. Schermuly in unserer April-Ausgabe 2009. Jetzt zeigen die Autoren, wie sich die Qualit{\"a}t dieses Instruments zur Per­so­nal­aus­wahl verbessern l{\"a}sst.}, language = {de} } @article{SchermulyScholl2010, author = {Schermuly, Carsten C. and Scholl, Wolfgang}, title = {Was ist da eigentlich passiert?: ein neues Kodierverfahren erm{\"o}glicht die Analyse von Teamarbeit}, series = {Wirtschaftspsychologie aktuell}, journal = {Wirtschaftspsychologie aktuell}, number = {3}, pages = {14 -- 17}, year = {2010}, abstract = {Trotz bester Absichten bringt Teamarbeit h{\"a}ufig nicht die erwarteten Ergebnisse. Doch aufgrund der komplexen Dynamiken f{\"a}llt die Ursachenfindung schwer. Hier bietet das an der Humboldt-Universit{\"a}t erprobte Instrument zur Kodierung von Diskussionen wertvolle Hilfestellung.}, language = {de} } @article{SchermulyNachtweiSchroeder2010, author = {Schermuly, Carsten C. and Nachtwei, Jens and Schr{\"o}der, Tobias}, title = {Potenziale des Alters nutzen: HR-Experten erwarten eine neue Wertsch{\"a}tzung von Alter und Erfahrung in den Unternehmen der Zukunft}, series = {Human Resources Manager}, journal = {Human Resources Manager}, number = {1}, pages = {58 -- 61}, year = {2010}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchermulySchermuly2010, author = {Schermuly, Carsten C. and Schermuly, Ren{\´e} A.}, title = {„Ich kann nicht mehr!?": Belastung, Beanspruchung und Arbeitszufriedenheit bei rheinland-pf{\"a}lzischen Konrektoren}, series = {Rheinland-pf{\"a}lzische Schule}, volume = {61}, journal = {Rheinland-pf{\"a}lzische Schule}, number = {7/8}, pages = {189 -- 191}, year = {2010}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchermulySchroederGlaes2009, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Gl{\"a}s, Karl}, title = {Mentoring: ein bew{\"a}hrter Katalysator f{\"u}r die Karriere}, series = {Wirtschaftspsychologie aktuell}, journal = {Wirtschaftspsychologie aktuell}, number = {2}, pages = {14 -- 18}, year = {2009}, abstract = {Institutionalisierte Mentoring-Programme bieten nicht nur eine bedarfsgerechte und kosteng{\"u}nstige Unterst{\"u}tzung bei der Karriere, auch die Mentoren profitieren von der Weitergabe ihrer Erfahrung.}, language = {de} } @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} } @incollection{BueschBritzeLehnigk2015, author = {B{\"u}sch, Victoria and Britze, Nils and Lehnigk, Tina}, title = {Philosophien und Logiken {\"o}ffentlicher F{\"o}rdermittelgeber bei betrieblichen Demografieprojekten}, series = {Personalarbeit im demografischen Wandel: Beratungsinstrumente zur Verbesserung der Arbeitsqualit{\"a}t}, booktitle = {Personalarbeit im demografischen Wandel: Beratungsinstrumente zur Verbesserung der Arbeitsqualit{\"a}t}, publisher = {Initiative Neue Qualit{\"a}t der Arbeit, Demografie}, address = {[Dortmund]}, publisher = {SRH Berlin University of Applied Sciences}, pages = {33 -- 45}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @incollection{BueschZohrBruschetal.2015, author = {B{\"u}sch, Victoria and Zohr, Katrin and Brusch, Michael and Deller, J{\"u}rgen and Schermuly, Carsten C. and Stamov-Roßnagel, Christian and W{\"o}hrmann, Anne M.}, title = {Wer m{\"o}chte im Ruhestand weiterarbeiten?: Muster von Weiterbesch{\"a}ftigungsneigungen bei 55- 70-J{\"a}hrigen}, series = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, booktitle = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, editor = {Schneider, Norbert F.}, publisher = {Budrich}, address = {Opladen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {181 -- 194}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @incollection{FasbenderDellerZohretal.2015, author = {Fasbender, Ulrike and Deller, J{\"u}rgen and Zohr, Katrin and B{\"u}sch, Victoria and Schermuly, Carsten C. and Mergenthaler, Andreas}, title = {Absicht zur Erwerbst{\"a}tigkeit im (zuk{\"u}nftigen) Ruhestand}, series = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, booktitle = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, editor = {Schneider, Norbert F.}, publisher = {Budrich}, address = {Opladen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {121 -- 138}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} }