Prof. Dr. Bertolt Meyer

Thatcher, S. M. B., Meyer, B., Kim, Y., & Patel, P. C. (2024). A meta-analytic integration of the faultlines literature. Organizational Psychology Review. Advance online publication. https://doi.org/10.1177/20413866231225064

Bretschneider, M., Meyer, B., & Asbrock, F. (2023). The impact of bionic prostheses on users’ self-perceptions: A qualitative study. Acta Psychologica, 241, 104085. https://doi.org/10.1016/j.actpsy.2023.104085

Rudolph, C., Brunnett, G., Bretschneider, M., Meyer, B., & Asbrock, F. (2023). TechnoSapiens: merging humans with technology in augmented reality. The Visual Computer. Advance online publication. https://doi.org/10.1007/s00371-023-02829-7

Eder, L. L., & Meyer, B. (2023). The role of self-endangering cognitions between long term-care nurses’ altruistic job motives and exhaustion. Frontiers in Health Services, 3, 1100225. https://doi.org/10.3389/frhs.2023.1100225

Mandl, S., Brade, J., Bretschneider, M., Skripcak, A., Asbrock, F., Meyer, B., Jahn, G., Klimant, P. & Strobel, A. (2023). Social perception of Embodied Digital Technologies interacting with humans. In T. Ahram, W. Karwowski, P. Di Bucchianico, R. Taiar, L. Casarotto & P. Costa (Eds.), Intelligent Human Systems Integration (IHSI 2023): Integrating People and Intelligent Systems. AHFE (2023) International Conference. AHFE Open Access, vol. 69. AHFE International, USA. http://doi.org/10.54941/ahfe1002836

Mandl, S., Kobert, M., Bretschneider, M., Asbrock, F., Meyer, B., Strobel, A. & Süße, T. (2023). Exploring key categories of social perception and moral responsibility of AI-based agents at work: Findings from a case study in an industrial setting. In Extended Abstracts of the 2023 CHI Conference on Human Factors in Computing Systems (CHI EA'23). Association for Computing Machinery, New York, NY, USA, Article 115, 1-6. https://doi.org/10.1145/3544549.3585906 

Mandl, S., Bretschneider, M., Meyer, S., Gesmann-Nuissl, D., Asbrock, F., Meyer, B., & Strobel, A. (2022). Embodied digital technologies: First insights in the social and legal perception of robots and users of prostheses. Frontiers in Robotics and AI. 9, 787970.https://doi.org/10.3389/frobt.2022.787970

Bretschneider, M., Mandl, S., Strobel, S., Asbrock, F., & Meyer, B. (2022). Social perception of embodied digital technologies — A closer look at bionics and social robotics. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie, 53 343-358. https://doi.org/10.1007/s11612-022-00644-7

Kotzur, P. F., Stricker, J., Fricke, R., McPheters, J., & Meyer, B. (2022). How does team diversity relate to the willingness to collaborate with asylum seekers? It depends on the diversity dimensions investigated and boundary conditions. PLoS ONE 17(3): e0266166. https://doi.org/10.1371/journal.pone.0266166

Meyer, B., van Dijk, H., & van Engen, M. (2022). (Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs. Journal of Applied Psychology. Advance Online Publication. https://doi.org/10.1037/apl0000995

Eder, L. & Meyer, B. (2021). Self-endangering: A qualitative study on psychological mechanisms underlying nurses’ burnout in long-term care. International Journal of Nursing Sciences. Advance Online Publication. https://doi.org/10.1016/j.ijnss.2021.12.001

Tiede, K. E., Schultheis, S. K., & Meyer, B. (2021). Subgroup splits in diverse work teams: Subgroup perceptions but not demographic faultlines affect team identification and emotional exhaustion. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.595720 

Meyer, B., Zill, A., Dilba, D., Gerlach, R., & Schumann, S. (2021). Employee psychological well-being during the COVID-19 pandemic in Germany: A longitudinal study of demands, resources, and exhaustion. International Journal of Psychology, 56(4), 532-550. http://doi.org/10.1002/ijop.12743

Grütter, J,. Meyer, B., Philipp, M., Stegman, S., & van Dick, R. (2021) Beyond ethnic diversity: The role of teacher care for interethnic relations. Frontiers in Psychology: Educational Psychology, 5. https://doi.org/10.3389/feduc.2020.586709

Cook, A. (S.), Zill, A., & Meyer, B. (2021). Perceiving leadership structures in teams: Effects of cognitive schemas and perceived communication. Small Group Research, 52(3), 251-287. https://doi.org/10.1177/1046496420950480

Schermuly, C. C. & Meyer, B. (2020). Transformational Leadership, Psychological Empowerment, and Flow at Work. European Journal of Work and Organizational Psychology, 29(5), 740-752. https://doi.org/10.1080/1359432X.2020.1749050

Cook, A. (S.), Zill, A., & Meyer, B. (2020). Perceiving leadership structures in teams and herds – An ethological approach to shared leadership research. Leadership Quarterly, 31(2), 101296. https://doi.org/10.1016/j.leaqua.2019.05.003

Schulte, N., Götz, F. M., Partsch, F, Goldmann, T., Smidt, L. & Meyer, B. (2020). Linking diversity and mental health: Task conflict mediates between perceived subgroups and emotional exhaustion. Frontiers in Psychology: Organizational Psychology, 11, 1245. https://doi.org/10.3389/fpsyg.2020.01245

van Dijk, H, Kiij, D., Karanika-Murray, M., De Vos, A., & Meyer, B. (2020). Meritocracy a myth? A multilevel perspective of how social inequality accumulates through work. Organizational Psychology Review, 10(3-4), 240-269. https://doi.org/10.1177/2041386620930063

Wegge, J. & Meyer, B. (2020). Age diversity and age-based faultlines in teams: Understanding a brezel phenomenon requires a brezel theory. Work, Aging and Retirement, 6(1), 8–14. https://doi.org/10.1093/workar/waz017

Zill, A., Knoll, M., Cook, A. (S.), & Meyer, B. (2020). When do followers compensate for leader silence? The motivating role of leader injustice. Journal of Leadership & Organizational Studies, 27, 65-79. https://doi.org/10.1177/1548051818820861

Knoll, M., Neves, P., Schyns, B., & Meyer, B. (2020). A multi-level approach to direct and indirect relationships between organizational voice climate, team manager openness, implicit voice theories, and silence. Applied Psychology: An International Review. Advance online publication. https://doi.org/10.1111/apps.12242

Cook, A. (S.), Meyer, B., Gockel, C. & Zill, A. (2019). Adapting leadership perceptions across tasks: The micro origins of informal leadership transitions. Small Group Research, 50, 227-265. doi:10.1177/1046496418810437

Meyer, B. & Asbrock, F. (2018). Disabled or cyborg? How bionics affect stereotypes towards people with physical disabilities. Frontiers in Psychology. doi: 10.3389/fpsyg.2018.02251

Li, J., Shemla, B., Meyer, B., & Wegge, J. (2018). From being diverse to becoming diverse: A dynamic team diversity theory. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2272

Burtscher, M. J., Meyer, B., Jonas, K., Feese, S., & Tröster, G. (2018). A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2271

van Dijk, H., Meyer, B., & van Engen, M. (2018). If it doesn’t help, it doesn’t hurt? Information elaboration harms the performance of gender-diverse teams when attributions of competence are inaccurate. PLOS ONE, 13, e0201180. doi: 10.1371/journal.pone.0201180

Grütter, J., Gasser, L., Zuffianò, A., & Meyer, B. (2018). Promoting inclusion via cross-group friendship: The mediating role of change in trust and sympathy. Child Development, 89, e414-e430. doi: 10.1111/cdev.12883

van Dijk, H., Meyer, B., van Engen, M., & Lewin Loyd, D. (2017) Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures. Academy of Management Annals, 11, 517-557. doi: 10.5465/annals.2014.0046

Meyer, B., Burtscher, B., Jonas, K., Feese, S., Arnrich, B., Tröster, G., & Schermuly, C. C. (2016). What good leaders actually do: Micro-level leadership behavior, leader evaluations, and team decision quality. European Journal of Work and Organizational Psychology, 25 773-789. doi:10.1080/1359432X.2016.1189903

Schermuly, C. C. & Meyer, B. (2016). Good relationships at work: The effects of LMX and TMX on psychological empowerment, emotional exhaustion, and depression. Journal of Organizational Behavior, 37, 673-691. doi:10.1002/job.2060

Meyer, B., Shemla, M., Li, J., & Wegge, J. (2015). On the same side of the faultline: Inclusion in the leader's subgroup and employee performance. Journal of Management Studies, 52, 354–380. doi:10.1111/joms.12118

Knoll, M., Meyer, B., Kroemer, N.B., & Schroeder-Abe, M. (2015). It takes two to be yourself: An integrated model of authenticity, its measurement, and its relationship to work-related variables. Journal of Individual Differences, 36, 38-53. doi:10.1027/1614-0001/a000153

Meyer, B, Schermuly, C. C. & Kauffeld, S. (2015). That’s not my place: The interacting effects of faultlines, subgroup size, and social competence on social loafing behavior in work groups. European Journal of Work and Organizational Psychology. Advance online publication. doi:10.1080/1359432X.2014.996554

Grütter, J., Meyer, B., & Glenz, A. (2015). Sozialer Ausschluss in Integrationsklassen: Ansichtssache? [Social exclusion in integrative classrooms: A question of viewpoint?] Psychologie in Erziehung und Unterricht, 62, 65–82. doi:10.2378/peu2015.art05d

Shemla, M., Meyer, B., Greer, L. L., & Jehn, K. A. (2014). A review of perceived diversity in teams: Does how members perceive their team’s composition affect team processes and outcomes? Journal of Organizational Behavior. Advance online publication. doi:10.1002/job.1957

Meyer, B., Glenz, A., Antino, M., Rico, R., & González-Romá, V. (2014). Faultlines and subgroups: A meta-review and measurement guide. Small Group Research, 45, 633–670. doi:10.1177/1046496414552195

Burtscher, M. & Meyer, B. (2014). Promoting good decisions: How regulatory focus affects group information processing and decision-making. Group Processes & Intergroup Relations, 17, 663-681. doi:10.1177/1368430214522138

Grütter, J. & Meyer, B. (2014). Intergroup friendship and children’s intentions for social exclusion in integrative classrooms: The moderating role of teachers' diversity beliefs. Journal of Applied Social Psychology, 44, 481-494. doi:10.1111/jasp.12240

Schermuly, C. C., Meyer, B., & Dämmer, L. (2013). LMX and innovative behavior: The mediating role of psychological empowerment. Journal of Personnel Psychology, 12, 132–142. doi:10.1027/1866-588 8/a000093

Meyer, B. & Glenz, A. (2013). Team faultline measures: A computational comparison and a new approach to multiple subgroups. Organizational Research Methods, 16, 393–424. doi:10.1177/1094428113484970 Supplemental material available from http://www.group-faultlines.org

Meyer, B. (2013). Learning to appreciate (methodological) comments from the scientific out-group. Small Group Research, 44, 168 - 174. doi:10.1177/1046496412471863

Roe, R., Gockel, C., & Meyer, B. (2012). Time and change in teams: Where we are and where we are moving. European Journal of Work and Organizational Psychology, 21, 629–656. doi:10.1080/1359432X.2012.729821

Shemla, M., & Meyer, B. (2012). Bridging diversity in organizations and cross-cultural work psychology by studying perceived differences. Industrial and Organizational Psychology, 5, 377–379. doi:10.1111/j.1754-9434.2012.01464.x

Meyer, B., & Schermuly, C. C. (2012). When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance. European Journal of Work and Organizational Psychology, 21, 456-487. doi: 10.1080/1359432X.2011.560383

Kobsa, A., Patil, S., & Meyer, B. (2012). Privacy in instant messaging: An impression management model. Behaviour & Information Technology, 31,355–370. doi: 10.1080/01449291003611326

Meyer, B., Shemla, M., & Schermuly, C. C. (2011). Social category salience moderates the effect of diversity faultlines on information elaboration. Small Group Research, 42, 257-282. doi: 10.1177/1046496411398396

Schermuly, C. C., Schermuly, R., & Meyer, B. (2011). Effects of vice-principals’ psychological empowerment on job satisfaction and burnout. International Journal of Educational Management, 25, 252-264. doi: 10.1108/09513541111120097

Burkolter, D., Meyer, B., Kluge, A., & Sauer, J. (2010). Assessment of structural knowledge for training evaluation in process control environments. Human Factors, 52, 119-138. doi: 10.1177/0018720810367646

Meyer, B., & Scholl, W. (2009). Complex problem solving after unstructured discussion: Effects of information distribution and experience. Group Processes & Intergroup Relations, 12, 495–515. doi: 10.1177/1368430209105045

Sugiyama, K., & Meyer, B. (2008). Knowledge process analysis: Framework and experience. Journal of Systems Science and Systems Engineering, 17, 86–108. doi: 10.1007/s11518-008-5069-7

Meyer, B., & Sugiyama, K. (2007). The concept of knowledge in KM: a dimensional model. Journal of Knowledge Management, 11, 17–35. doi: 10.1108/13673270710728213

Teltzrow, M., Meyer, B., & Lenz, H.-J. (2007). Multi-channel consumer perceptions. Journal of Electronic Commerce Research, 8, 18–31. Available from http://www.csulb.edu/web/journals/jecr/issues/20071/paper2.pdf

Scholl, W., König, C., Meyer, B., & Heisig, P. (2004). The future of knowledge management: An international delphi study. Journal of Knowledge Management, 8, 19–35. doi: 10.1108/13673270410529082

Scholl, W., König, C., & Meyer, B. (2003). Die Zukunft des Wissensmanagements: Der Faktor Mensch? Zeitschrift für Wirtschaftspsychologie, 3, 7–13.