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, Martina Günther, Dr. Marco C. Ziegler.
Notes:
Responsible for this website is Marco C. Ziegler.
Budgetholder: Section Head
Current Events
Wednesday, 23. Oktober 2024, 14:30 Uhr Dr. Ulrich Leicht-Deobald (Trinity College Dublin) will talk about "Accuracy-versus-Fairness tradeoffs in algorithm-based personell selection" in our section.
Zoom Meeting
https://uni-giessen.zoom-x.de/j/65528955109?pwd=C6CVDbcJdpfZ4ZTvN42QihtQeq9H0H.1
Meeting-ID: 655 2895 5109
Kenncode: 065934
Abstract:
Psychosocial working conditions and anticipations of work: Towards a life-course perspective of migrant worker health and well-being
Organizations increasingly rely on algorithms to increase the predictive accuracy of their personnel selection decisions. However, such algorithms can disadvantage members of protected demographic groups (such as gender, age, and ethnicity). There are techniques available to equalize the odds between demographic subgroups. However, these measures come at the expense of sacrificing some of the algorithm’s predictive accuracy for its subgroup fairness. Drawing from Reference Cognition Theory (RCT), we investigate factors determining when people accept these accuracy losses for higher group fairness. Specifically, we test antecedents of accuracy-versus-fairness tradeoffs using a series of four experiments (Experiment 1: 283 MTurkers; Experiment 2: 276 MTurkers; Experiment 3: 277 MTurkers; Experiment 4: 239 managers and 247 graduate students) in algorithm-based personnel selection scenario focusing on gender-based group fairness disparities. We found that the (a) extent of group fairness violations, (b) individual differences in fairness perceptions, and (c) the baseline accuracy of the algorithm affect the choice between a more accurate or a fairer algorithm, whereas (d) the stakeholder perspective (i.e., employers vs. job applicants) receives mixed support and (e) the fairness concept applied (i.e., statistical parity vs. equal opportunity) does not have an effect. Our research contributes to the literature on algorithmic ethics.
On 01. Nov. 2024, we welcome Annekatrin Hoppe (Humboldt-Universität zu Berlin) to a talk about "Psychosocial working conditions and anticipations of work: Towards a life-course perspective of migrant worker health and well-being " - 10 a.m. (c.t.) room 203, Seminargebäude II.
Abstract:
Psychosocial working conditions and anticipations of work: Towards a life-course perspective of migrant worker health and well-being
One key challenge of today’s societies is a steady rise of international migration. The percentage of migrants in German workforces is at approx. 18%. Even though migrant workers have always been a crucial part of the workforce, work psychology has had a limited view on this group of workers. In this talk, I will present my empirical work from over 15 years of research on migrant worker health and well-being. The first line of research focuses on differences in the experience of psychosocial working conditions among migrant and native workers, thus taking a post-migration perspective. The second line of research seeks to combine pre-migration anticipations of work and life with post-migration effects on health and well-being, thereby also touching implications for migration-decision making. I will discuss methodological challenges and conclude with.