Organizational Behavior & Human Resource Management

Mission Statement

Die Forschungsschwerpunkte der Sektion decken die beiden Themenbereiche Human Resource Management und Organizational Behavior breit und interdisziplinär ab. Dabei sind u.a. folgende Themen relevant: Personalführung/Leadership, Teamwork, neue teambasierte Organisationsformen, das Verhältnis von Hierarchie, Macht, Status und Einfluss, Emotionen in Organisationen, Personaldiagnostik (z.B. Bewerberauswahl, Mitarbeiterbeurteilung), Karrieremanagement und Karriereanpassungen, Bewertung und Förderung von Arbeitsleistung in verschiedenen Kontexten, Persönlichkeit und Intelligenz im Beruf, Scientist-Practitioner-Gap in Personalmanagement und Organizational Behavior.

Ziel der Sektion ist es, die Forschungsgebiete Human Resource Management und Organizational Behavior an der JLU deutlich zu stärken, das nationale und internationale Renommee der JLU in diesen Bereichen zu vergrößern, und damit die Attraktivität der JLU für Nachwuchsforschende in diesen Themengebieten zu erhöhen.

Die Sektion richtet sich an erfahrene Forschende und Nachwuchsforschende aller wissenschaftlichen Disziplinen, die sich mit dem Mensch im organisationalen Kontext und / oder organisationalen Strukturen auseinandersetzen.

Sektionsleitung

Die OBHRM-Sektion wird von folgenden Personen geleitet: Dr. Katja Wehrle, Dr. Sascha Abdel Hadi, Martina Günther, Dr. Marco C. Ziegler.

Hinweise:

Verantwortlich für die Gestaltung dieser Webseite ist Marco Ziegler.

Budgetverantwortung: Sektionsleitung

Aktuelle Veranstaltungen

Am 16.01.2025, 14:30 Uhr begrüßen wir Prof. Dr. Julia Backmann (Münster) mit dem Vortrag "Understanding Daily Psychological Safety in the Complexities of Multi-Team Work Environments". Ort: Hörsaal 27, Licher Straße 68.

Understanding Daily Psychological Safety in the Complexities of Multi-Team Work Environments

While psychological safety is widely recognized for enhancing learning related outcomes and performance, its effects on employee health remain underexplored. Given the mounting demands imposed on employees by fast paced workplace environments – and the daily recovery required to cope with them – we draw on conservation of resources (COR) theory to explore how daily psychological safety supports next-morning recovery within a demanding multi-team structure. Using an experience sampling methodology, we collected data from 201 employees, resulting in 1,574 within-person observations over ten consecutive workdays. Participants completed a baseline survey and daily assessments in the morning and evening to measure daily psychological safety, daily recovery, and multiple team membership (MTM) structures, including number of multiple team memberships, daily team switches, and daily time allocation divergence. Results reveal that daily psychological safety significantly enhances next-morning recovery. Furthermore, this relationship is moderated by MTM structures: employees with more team memberships, frequent daily team switches, and greater daily time allocation divergence showed a amplified positive association between daily psychological safety and next-morning recovery. These findings suggest that psychological safety's role as a resource is particularly valuable for recovering from demanding days characterized by complex MTM dynamics. By highlighting the health-related benefits of daily psychological safety in dynamic work settings, this study contributes to both theory and practice, emphasizing the importance of understanding psychological safety as a dynamic concept that exert positive effects, especially in dynamic work contexts.

Am 06.02.2025, 16.00-17.30 Uhr begrüßen wir Univ.-Prof. Dr. Renate Ortlieb (Graz) mit dem Vortrag "How young refugees make career choices: The combined influence of contextual factors and support from other people". Ort: Seminargebäude II, 012.

How young refugees make career choices: The combined influence of contextual factors and support from other people

This study examines how young refugees make career choices in a Western host country. We adopt social cognitive career theory to unpack how contextual factors and other people’s influencing activities affect young refugees’ career-related learning experiences, career goals, and, ultimately, their career choices. Based on qualitative visual and interview data, collected at two points in time from refugees who are in multi-year apprenticeships, we identified three patterns of career choices. Each of these career choice patterns, which we have termed “Accept what I get,” “Take what brings me ahead,” and “Do what I like,” is characterized by a specific configuration of contextual factors, other people’s influencing activities, learning experiences, and career actions. We propose a model of career choice that specifies influencing factors and emphasizes their combined impact on young refugees’ career choices.

Bio

Renate Ortlieb has been Full Professor of Human Resource Management and Head of the Department for Human Resource Management at the University of Graz since 2009. She studied business administration at Technische Universität Berlin (Diplom-Kauffrau, 1995) and earned her doctorate (2002) and habilitation (2009) at the Freie Universität Berlin. She has worked at the Universities of Constance, Essen, Flensburg, and at Freie Universität Berlin.
Renate Ortlieb has held visiting positions at various institutions, including the University of Brighton (UK), Hasselt University (Belgium), the University of Waterloo (Canada), and the Stockholm School of Economics. From 2013 to 2015, she served as Chair of the Scientific Commission Human Resource Management (WK PERS) within the German Academic Association for Business Research (VHB). She has received several awards, including the Käthe Leichter Award for Women’s Studies, Gender Research, and Equality in the World of Work, as well as the Seraphine Puchleitner Recognition Award.
Current research interests of Renate Ortlieb include the labor market integration of refugees, the interplay between HR strategies and labor migration, and gender and diversity in organizations. She serves as co-editor of the German Journal of Human Resource Management, is a member of several editorial boards, and has published in journals such as Academy of Management Discoveries, British Journal of Industrial Relations, Journal of Organizational Behavior, Organization, Organization Studies, and Work, Employment and Society.