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Publications

Research Gate

Publications in Peer-Reviewed Journal

  • Van der Horst, A. & Klehe, U.-C. (2019). Enhancing career adaptive responses among experienced employees: A mid-career intervention. Journal of Vocational Behavior, 111, p. 91-106. doi: 10.1016/j.jvb.2018.08.004
  • Fasbender, U., Wöhrmann, A. M., Wang, M., & Klehe, U.-C. (2019). Is the Future Still Open? The Mediating Role of Occupational Future Time Perspective in the Effects of Career Adaptability and Aging Experience on Late Career Planning. Journal of Vocational Behavior, 111, p. 24-38. doi: 10.1016/j.jvb.2018.10.006
  • Wehrle, K., Kira, M., & Klehe, U.-C. (2019). Putting career construction into context: Career adaptability among refugees. Journal of Vocational Behavior, 111, p. 107-124. doi: 10.1016/j.jvb.2018.08.007
  • Dürr, D. & Klehe, U.-C. (2018). Using the theory of planned behavior to predict faking in selection exercises varying in fidelity. Journal of Personnel Psychology, 17, 155-160. doi: 10.1027/1866-5888/a000211
  • Fasbender, U. & Klehe, U.-C. (2018). Job search and (re)employment from a lifespan development perspective. Work, Aging and Retirement, 1-18. doi:10.1093/workar/way009
  • Wehrle, K., Klehe, U.-C., Kira, M., & Zikic. J. (2018). Can I come as I am? Refugees’ vocational identity threats, coping, and growth. Journal of Vocational Behavior, 105, 83-101. doi: 10.1016/j.jvb.2017.10.010
  • Dlugosch, T., Klinger, B., Frese, M., & Klehe, U.-C. (2018). Personality based selection of entrepreneurial borrowers to reduce credit risk: Two studies on prediction models in low- and high-stakes settings in developing countries. Journal of Organizational Behavior, 39, 612-628. doi: 10.1002/job.2236
  • Van der Horst, A. C., Klehe, U.-C., van der Heijden, B. (2017). Adapting to a looming career transition:  How age and core individual differences interact. Journal of Vocational Behavior, 99, 132-145.
  • Kira, M., & Klehe, U.-C. (2016). Self-definition threats and potential for growth among mature-aged job-loss victims. Human Resource Management Review, 26, 242–259.
  • Jacksch, V., & Klehe, U. C. (2016). Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?. International Journal of Selection and Assessment, 24(1), 4-13.
  • Kira, M., & Klehe, U. C. (2016). Self-definition threats and potential for growth among mature-aged job-loss victims. Human Resource Management Review, 26(3), 242-259.
  • Koen, J., van Vianen, A. E., van Hooft, E. A., & Klehe, U. C. (2016). How experienced autonomy can improve job seekers' motivation, job search, and chance of finding reemployment. Journal of Vocational Behavior, 95, 31-44.
  • Koen, J. , Klehe, U.-C., & Van Vianen, A. E. M. (2015). Employability and job-search after compulsory reemployment courses: The role of choice, usefulness, and motivation. Applied Psychology: an International Review, 64, 674-700.
  • Koen, J., van Vianen, A.E.M. & Klehe, U.-C. (2014). De sleutel tot succesvolle re-integratie: over de cruciale rol van inzetbaarheid bij het vinden van (passend) werk. Gedrag en Organisatie, 27, 331-351.

  • Jepsen, D. M., Sun, J. J., Budhwar, P. S., Klehe, U.-C., Krausert, A., Raghuram, S., Valcour, M. (2014). International academic careers: personal reflections. International Journal of Human Resource Management, 25, 1309-1326.

  • Vianen, A., Koen, J., & Klehe, U. C. (2014). Bronnen voor zelfregulatie in een dynamische loopbaan. LoopbaanVisie, 2014(1), 75-81.

  • Klehe, U. C., Kleinmann, M., Nieß, C., & Grazi, J. (2014). Impression management behavior in assessment centers: Artificial behavior or much ado about nothing? Human Performance, 27(1), 1-24.
  • Koen, J., Klehe, U.-C., & Van  Vianen, A. E. M. (2013). Employability among the Long-Term Unemployed: a futile quest or worth the effort? Journal of Vocational Behavior, 82, 37.48.

  • De Goede, M.E.E., Van Vianen, A.E.M., & Klehe, U.-C. (2013). A tailored policy-capturing study on PO fit perceptions: The ascendancy of attractive over aversive fit. International Journal of Selection and Assessment, 21, 85-98.
  • Klehe, U.-C., Van Vianen, A.E.M., & Zikic, J. (2012). Coping with economic stress. Journal of Organizational Behavior, 33, 745-751.
  • Klehe, U.-C., Kleinmann, M., Hartstein, T., Melchers, K.G., König, C.J., Heslin, P., & Lievens, F. (2012). Responding to personality tests in a selection context: The role of the ability to identify criteria and the ideal-employee factor. Human Performance, 25,273-302.
  • Koen, J., Klehe, U. C., & Vianen, A. (2012). Onderzoek instroomtraject DWI. Amsterdam: Faculteit der Maatschappij en Gedragswetenschappen, Universiteit van Amsterdam, 1-5.

  • Koen, J., Klehe, U.-C., & Van Vianen, A. E. M. (2012). Training career adaptability to facilitate a successful school-to-work transition. Journal of Vocational Behavior, 81, 395-408.
  • Van Horst, A. C., Klehe, U.-C., & Van Leeuwen, L. (2012). Doing it all at once: Multitasking as a predictor of call center agents’ performance and performance based dismissal. International Journal of Selection and Assessment, 20, 434-441.
  • Van Vianen, A. E. M., Klehe, U.-C., Koen, J., & Dries, N. (2012). Career adapt-abilities scale - Netherlands form: Psychometric properties and relationships to ability, personality, and regulatory focus. Journal of Vocational Behavior, 80, 716-724.
  • Klehe, U.-C. & de Goede. M. E. E. (2012). The influence of economic and social factors on the choice of search procedures used by third party recruiters. Psychological Topics, 3, 425-453.
  • Klehe, U.-C. (2011). Scientific principles versus practical realities: Insights from organizational theory to individual psychological assessment. Industrial and Organizational Psychology, 4, 311-316. Online
  • Klehe, U.-C., Zikic, J., VanVianan, A. E. M., & DePater, I. E. (2011). Career adaptability, turnover, and loyalty during organizational downsizing. Journal of Vocational Behavior, 79, 217-229. Online
  • Lievens, F., Klehe, U.-C.,  & Libbrecht, N. (2011). Applicant versus employee scores on self-report emotional intelligence measures. Journal of Personnel Psychology, 10, 89-95. Online
  • Kleinmann, M. & Klehe, U.-C. (2011). Selling oneself: Construct and criterion validity of impression management in structured interviews. In press at Human Performance, 24, 29 - 46. Online
  • De Goede, M., Van Vianen, A., & Klehe, U. (2011). Attracting Applicants on the Web: PO fit, industry culture stereotypes, and website design. International Journal of Selection and Assessment, 19, 51-61.
  • Koen, J., Klehe, U.-C., Zikic, J., & vanVianen, A. E., M. (2010). Job-search strategies and reemployment quality: The impact of career adaptability. Journal of Vocational Behavior, 77, 126-139. Online
  • König, C.J., Klehe, U.-C., Berchtold, M. & Kleinmann, M. (2010). Reasons for being selective when choosing personnel selection procedures. International Journal of Selection and Assessment, 18, 17-27. Online
  • DePater, I. E., VanVianen, A. E. M., Brechtold, M., & Klehe, U.-C. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
  • Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22, 355-374. Online
  • Klehe, U.-C., König, C. J., Kleinmann, M., Richter, G. M., & Melchers, K. G. (2008). Transparency in Structured Selection Interviews: Consequences for construct and criterion-related validity. Human Performance, 21, 107-137. Online
  • Klehe, U.-C. & Latham, G. P. (2008). Predicting typical and maximum performance with measures of motivation and abilities. Psychologica Belgica, 48, 67-91.
  • Klehe, U.-C. (2008). Die DIN 33430 – eine komplexe Norm für eine komplexe Welt [DIN 33430 – A complex norm for a complex world]. Zeitschrift für Personalpsychologie, 7, 183-188. Online
  • König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M., & Klehe, U.-C. (2007). Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15, 283-292.
  • Klehe, U.-C., & Anderson, N. (2007). El rol del desempeño típico y máximo en selección de personal [ The role of typical and maximum performance in personnel selection]. Revista de Psicología del Trabajo y las Organizaciones (Review of Work and Organizational Psychology), 23, 11-38.
  • Klehe, U.-C., & Anderson, N. (2007). Working hard and working smart: Motivation and ability during typical and maximum performance. Journal of Applied Psychology, 92, 978-992.
  • Klehe, U. C., Anderson, N., & Hoefnagels, A. E. (2007). Social facilitation and inhibition during maximum versus typical performance situations. Human Performance, 20, 223-239.
  • Klehe, U.-C. & Anderson, N. (2007). The moderating influence of personality and culture on social loafing in typical versus maximum performance situations. International Journal of Selection and Assessment, 15, 250-262. Online
  • Klehe, U.-C., Anderson, N. & Viswesvaran, C. (2007). More than peaks and valleys: Introduction to the special issue on typical and maximum performance. Human Performance, 20, 173-177.
  • Klehe, U.-C. & Latham, G. (2006). What would you do – really or ideally? The constructs underlying the behaviour description interview and situational interview in predicting typical versus maximum performance. Human Performance, 19, 357-382. Online
  • Zikic, J. & Klehe, U.-C. (2006). Job Loss as Blessing in Disguise: Career Activities as predictors of Reemployment Quality. Journal of Vocational Behavior, 69, 391-409. Online
  • König, C. Melchers, K., Kleinmann, M., Richter, G. & Klehe, U.-C. (2006). The relationship between the ability to identify evaluation criteria and integrity test scores. Psychology Science, 48, 369-377. Online
  • Klehe, U.-C. & Latham, G. (2005). The predictive and incremental validity of the situational and patterned behavior description interviews for teamplaying behavior. International Journal of Selection and Assessment, 13, 108-115.
  • Klehe, U.-C. (2004). Choosing how to choose: Institutional pressures affecting the adoption of personnel selection procedures. International Journal of Selection and Assessment, 12, 315-330. Online
  • Huffcutt, A. I., Conway, J. M., Roth, P. L., & Klehe, U.-C. (2004). The impact of job complexity and study design on situational and behavior description interview validity. International Journal of Selection and Assessment, 12, 262-273. Online
  • Melchers, K. G., Kleinmann, M., Richter, G. M., König, C. J., & Klehe, U.-C. (2004). Messen Einstellungsinterviews das, was sie messen sollen? Zur Bedeutung der Bewerberkognitionen über bewertetes Verhalten. [Do selection interviews measure what they are supposed to measure? The role of applicant cognitions about observed behavior]. Zeitschrift für Personalpsychologie, 3, 159-169. Online


Invited Book Chapters

  • Klehe, U.-C. & Beinicke, A. (in press). Career adaptability: Welche Bedeutung hat die berufliche Anpassungsfähigkeit in Zeiten des Wandels? Under revision for T. Bipp & A. Beinicke (Eds). Strategische Personalentwicklung – Aktuelle Themen der beruflichen Weiterbildung. Springer.
  • Kersting, M. & Klehe, U.-C. (in press). Personalauswahl und –beurteilung: Eine integrative Perspektive. In S. Greif & K.-C. Hamborg (Ed.). Methoden der Arbeits-, Organisations- und - Wirtschaftspsychologie. Göttingen: Hogrefe.
  • Klehe, U.-C., & van Hooft., E. A. J. (in press). What to expect: The Oxford Handbook of Job Loss and Job Search. In Klehe, U.-C. & Hooft, E. A. J. (Eds.) Oxford Handbook of Job Loss and Job Search. New York, NY: Oxford University Press.
  • Klehe, U.-C., Koen, J., De Pater, I. E., & Kira, M. (in press). Too old to tango? Job loss and job search among older workers. In Klehe, U.-C. & Hooft, E. A. J. (Eds.) Oxford Handbook of Job Loss and Job Search. New York, NY: Oxford University Press.
  • Van Vianen, A. E. M., & Klehe, U.-C. (in press). New economy careers call for adaptive mental models and abilities In Klehe, U.-C. & Hooft, E. A. J. (Eds.) Oxford Handbook of Job Loss and Job Search. New York, NY: Oxford University Press.
  • Klehe, U.-C. & Grazi, J. (in press). Conceptualization and Measurement of Typical and Maximal Performance. In Ones, D., Anderson, N. R., Viswesvaran, C., & Sinangil (Eds.). Handbook of Industrial, Work and Organizational (IWO) Psychology – 2nd Edition. Thousand Oaks: Sage.
  • Klehe, U.-C. & Grazi, J. (2017). Criterion theory. In S.G. Rogelberg (Ed.), The SAGE Encyclopaedia of Industrial/Organizational Psychology, 2nd ed. Thousand Oaks: Sage.
  • Klehe, U.-C. (2017). Practical intelligence. In S.G. Rogelberg (Ed.), The SAGE Encyclopaedia of Industrial/Organizational Psychology, 2nd ed. Thousand Oaks: Sage.
  • Heslin, P. A., & Klehe, U.-C. (2017). Understanding and developing self-efficacy. In S.G. Rogelberg. (Ed.), The SAGE Encyclopaedia of Industrial/Organizational Psychology, 2nd ed. Thousand Oaks: Sage.
  • Buyken, M. B. W., Klehe, U.-C., Zikic, J., & van Vianen, A. E. M. (2015). Merits and challenges of career adaptability as a tool towards sustainable careers. In de Vos, A. & van der Heijden, B. (eds). Handbook of research on sustainable careers (p. 35-49). Elgar Publishing.
  • Van Vianen, A.E.M., Koen, J., & Klehe, U.-C. (2015). Unemployment: Creating and conserving resources for career self-regulation. In: L. Nota & J. Rossier (Eds.) Handbook of the Life Design paradigm: From practice to theory, from theory to practice (p. 201-218). Göttingen, Germany: Hogrefe.
  • Klehe, U.-C., Grazi, J., & Mukherjee, T. (2015). Typical and maximum performance. In Nikolaou, I. & Oostrom, J. K. (Eds). Employee Recruitment, Selection, and Assessment. Contemporary Issues for Theory and Practice. Part of Bakker, A. (Ed). Current Issues in Work & Organizational Psychology. Psychology Press-Taylor & Francis.
  • Klehe, U.-C., Zikic, J., Van Vianen, A. E. M., Koen, J., & Buyken, M. B. W. (2012). Coping proactively with economic stress: Career adaptability in the face of job insecurity, job loss, unemployment, and underemployment. In P. L. Perrewé, J. R.B. Halbesleben, C. C. Rosen (Eds.). Research in Occupational Stress and Well-being. Volume 10 - The Role of the Economic Crisis on Occupational Stress and Well Being (131 – 176).
  • Klehe, U.-C., Koen, J., & De Pater, I. E. (2012). Ending on the scrap heap? The experience of job loss and job search among older workers. In Hedge, J. & Borman, W. (Eds.) Oxford Handbook of Work and Aging. New York, NY: Oxford University Press.
  • Klehe, U.-C. (2007). Biographische Fragebögen [Biographical Inventories]. In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits- und Organisationspsychologie, p. 497-502. Göttingen, Germany: Hogrefe.
  • Klehe, U.-C. & Kleinmann, M. (2007). Typische versus maximale Arbeitsleistung [typical versus maximum performance]. In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits- und Organisationspsychologie, p. 254-259. Göttingen, Germany: Hogrefe.
  • Kleinmann, M., Melchers, K. G., König, C. J., & Klehe, U.-C. (2007). Transparenz der Anforderungsdimensionen: Ein Moderator der Konstrukt- und Kriteriumsvalidität des Assessment Centers [Transparency of the observed dimensions. A moderator of assessment center construct- and criterion related validity]. In H. Schuler (Ed.), Assessment Center zur Potentialanalyse [Assessment centers for analyzing potential], p. 70-80. Göttingen, Germany: Hogrefe.
  • Klehe, U.-C. (2006). Criterion theory. In Rogelberg, S. (Ed.) Encyclopaedia of Industrial/Organizational Psychology, p. 131-134. Thousand Oaks: Sage.
  • Klehe, U.-C. (2006). Practical intelligence. In Rogelberg, S. (Ed.) Encyclopaedia of Industrial/Organizational Psychology, p.633-635. Thousand Oaks: Sage.
  • Heslin, P. A.. & Klehe, U.-C. (2006). Understanding and developing self-efficacy. In Rogelberg, S. (Ed.) Encyclopaedia of Industrial/Organizational Psychology, p. 705-707. Thousand Oaks: Sage.
  • Klehe, U.-C., & Anderson, N. (2005). The prediction of typical and maximum performance in employee selection. In A. Evers, O. Smit-Voskuijl, & N. Anderson (Eds.). Handbook of Personnel Selection. Blackwell, U.K.
  • Latham, G. P. & Klehe, U.-C. (2002). Towards an understanding of the underlying constructs of the situational and patterned behavior description interview in predicting typical versus maximum performance. In: W. Auer-Rizzi, C. Innreiter-Moser & E. Szabo (Eds.): Management in einer Welt der Globalisierung und Diversität: Europäische und nordamerikanische Sichtweisen. (Management in a Global, Yet Diverse World: Perspectives Across Europe and North America). Stuttgart, Germany: Schäffer.

 

Technical Reports / Practitioner Publications

  • Searle, R., Erdogan, B., Peiró, J. M., Klehe, U.-C. (2014). What We Know about Youth Employment: Research Summary and Best Practices. SIOP White Paper. Society for Industrial and Organizational Psychology, Inc., Bowling Green, OH.
  • Van Vianen, A. E. M, Koen, J., & Klehe, U.-C. (2014). Bronnen voor zelfregulatie in een dynamische loopbaan. Kloosterhof: Loopbaanvisie. Onafhandelijk vakblad voor de loopbaanprofessional. 2014, 1, 75-81.
  • Koen, J., Klehe, U.-C. & Vianen, A.E.M. van (2009). Ontwikkeling van re-integreerbaarheid (Development of reemployability). Amsterdam: Dienst Werk en Inkomen, Gemeente Amsterdam, The Netherlands.
  • Koen, J., Klehe, U.-C. & Vianen, A.E.M. van (2008). Competentieontwikkeling & Re-integreerbaarheid (Development of compentencies & reemployability). Amsterdam: Dienst Werk en Inkomen, Gemeente Amsterdam, The Netherlands. (http://www.rwi.nl/CmsData/Competentieontwikkeling.pdf)
  • Klehe, U.-C., vanVianen, A.E.M., & Boendermaker, W. (2008). Personeelsselectie in Nederland. Aanbeveingen voor selectie van personeel in tijden van krapte [personnel selection in the Netherlands. Recommendations for selection of personnel at times of shortage]. Yacht. The Netherlands. (http://www.hrstrategie.nl/personeelsselectie-in-nederland.5680.lynkx?RapportPointer=9-1470-2533-191602)
  • Willink, P. T., Mourik, A., & Klehe, U.-C. (2008). Search and recruitment procedures used by executive search and recruitment companies in the Netherlands. Nederlands branchorga¬ni-satie van bureaus voor werving, selectie en executive search (OAWS). The Netherlands.
  • Koen, J. & Klehe, U.-C. (2007). Searching smart and searching hard – the self-regulatory process underlying job search among re-integration candidates and suggestions for Randstad advisors on how to support them. Randstad Rentree.