Personal tools

Information zum Seitenaufbau und Sprungmarken fuer Screenreader-Benutzer: Ganz oben links auf jeder Seite befindet sich das Logo der JLU, verlinkt mit der Startseite. Neben dem Logo kann sich rechts daneben das Bannerbild anschließen. Rechts daneben kann sich ein weiteres Bild/Schriftzug befinden. Es folgt die Suche. Unterhalb dieser oberen Leiste schliesst sich die Hauptnavigation an. Unterhalb der Hauptnavigation befindet sich der Inhaltsbereich. Die Feinnavigation findet sich - sofern vorhanden - in der linken Spalte. In der rechten Spalte finden Sie ueblicherweise Kontaktdaten. Als Abschluss der Seite findet sich die Brotkrumennavigation und im Fussbereich Links zu Barrierefreiheit, Impressum, Hilfe und das Login fuer Redakteure. Barrierefreiheit JLU - Logo, Link zur Startseite der JLU-Gießen Direkt zur Navigation vertikale linke Navigationsleiste vor Sie sind hier Direkt zum Inhalt vor rechter Kolumne mit zusaetzlichen Informationen vor Suche vor Fußbereich mit Impressum

Document Actions

Organizational Behavior & Human Resource Management

Sektionsleitung (von links): Carolin Palmer, Martin Kersting, Ute-Christine Klehe, Frank Walter, Jan Häuser und Patrick Liborius. Foto: Anja Schaal

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.



Current Events


November 12th, 2019

14:15 - 15:45

Room F006

Brownbag lecture

  • SpeakerProf. Dr. Ingo Zettler, Kopenhagen University
  • TitelThe HEXACO Model of Personality: An introduction and new research findings


Based on lexical studies, the HEXACO Model of Personality has been proposed as a model of basic personality structure, summarizing individual differences in six broad trait dimensions: Honesty-Humility, Emotionality, Extraversion, Agreeableness vs Anger, Conscientiousness, and Openness to Experience. In recent years, research relying on the HEXACO model has increased strikingly, in personality psychology as well as other disciplines. In this talk, I will present an introduction into the HEXACO model, including its empirical, conceptual, and theoretical background. Further, I will summarize evidence on the validity of the HEXACO model by, e.g., meta-analytic results on links between the HEXACO dimensions and outcomes from various domains (e.g., achievement/performance, environmental behavior, immoral behavior, political attitudes, positivity, stressors).


December 2nd, 2019

10:15 - 11:45

Room F005

Brownbag lecture

  • Speaker: Prof. Dr. Birgit SchynsCenter for Leadership and Organizational Effectiveness, Neoma Business School, France
  • TitelHow are grandiose and vulnerable narcissism related to motivation to lead?


This study explores why narcissists are motivated to take over leadership positions and differentiates between dimensions of narcissism. Specifically, we test the relationships between grandiose and vulnerable narcissism and motivation to lead and the role of several mediators (implicit self-theories, individual level of identity). In three studies using panel data, we assumed and found that grandiose narcissism was more strongly related to motivation to lead than vulnerable narcissism. Self-theories served as a mediator in study 1. However, adding individual level of identity (study 2 and study 3) made self-theories less relevant as mediators. Our results indicated that particularly grandiose narcissists’ motivation to lead is driven by individual levels of identity. This focus on one’s own self and achievements might explain why grandiose narcissists are often found not to be successful as leaders.