Organizational Behavior & Human Resource Management

Mission Statement

The research interests of this interdisciplinary section cover the areas of Human Resource Management and Organizational Behavior. Specific fields of interest include leadership; teamwork; new team-based forms of organization; the roles of hierarchy, power, status and influence; emotions in organizations; personnel diagnostics (e.g., applicant selection, employee assessment); career management and career adjustments; assessing and promoting work performance in different contexts; personality and intelligence in careers; and the scientist-practitioner gap in Human Resource Management and Organizational Behavior.
The section aims to advance the research areas of Human Resource Management and Organizational Behavior at JLU and strengthen JLU’s national and international visibility in these fields to make JLU even more attractive to young researchers. The section strives to involve both senior and early-career researchers in all academic disciplines concerned with the human being in an organizational context and/or organizational structures.

Section Head

The OB & HRM Section is lead by the following team: Dr. Katja Wehrle, Dr. Sascha Abdel Hadi, Dr. Katerina Tsantila, Marco C. Ziegler (M.Sc.).

Notes:

Responsible for this website is Marco C. Ziegler.

Budgetholder: Section Head

Current and Upcoming Events  

Thursday, 30.11.2023, 16 Uhr (s.t.)  Prof. Dr. Laura Venz (Leuphana University Lüneburg) gives a lecture titled: "A shut mouth catches no flies... Why do people hide knowledge at work?”. Location: F005.

Abstract: To be able to respond to constant transformation processes and ever new crises, organizations must rely on their employees to share their knowledge and not hide it. However, most people easily recall a situation when they consciously hid knowledge from a colleague who requested it. In a world of work where “knowledge is power”, knowledge hiding has far-reaching negative consequences, both for organizations and for individual employees who hide their knowledge or from whom knowledge is hidden. Although persons are well aware of these negative consequences, knowledge hiding is not a rare phenomenon. This suggests that, at least in certain situations, hiding ones knowledge at work may bring intraindividual advantages. This presentation provides an overview of (my) research findings on the antecedents, consequences, and boundary conditions of knowledge hiding at work and shows that - to be able to avoid long-term negative consequences - more attention needs to be paid to the (short-term) advantages of knowledge hiding.

On Wednesday, 20.12.2023, 10:00-11:30 a.m., J.-Prof. Dr. Annabelle Hofer (University of Colgne) will give a research lecture in our section on "Different perspectives on the precariousness of the new world of work and its relevance for OB/HRM". Location: online - link will be announced by e-mail via our mailing list.

Abstract: Precariousness is a significant challenge for workers nowadays. Today's careers are inherently insecure (e.g., Colakoglu, 2011; Hall et al., 2018; Spurk et al., 2016; Sullivan & Baruch, 2009). This is related to ongoing changes in, for example, organizational restructuring, global business competition, and technological advancements (e.g., digitization). Moreover, specific events, for example, economic crises or the COVID-19 pandemic, can result in career shocks (Akkermans et al., 2020), raise perceptions of insecurity (Spurk & Straub, 2020), and increase precariousness. The talk will give insight into different types of precariousness, such as:

1. Precarity of work/careers (e.g., job and career insecurity),
2. Precarity at work, and
3. Precarious work (i.e., platform work).

The talk highlights the potential effects of different types of precariousness linked to job and career attitudes, health and well-being, career success, and performance, highlighting the importance of precariousness within the new world of work and its relevance for OB/HRM. Insights into published studies (e.g., Hofer et al., 2021; Spurk et al., 2022) and ongoing projects are provided.