Dr. Markus Langer

Langer, M., & König, C. J. (in press). Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management. Human Resource Management Review, advance online publication. https://doi.org/10.1016/j.hrmr.2021.100881 (PDF)

Langer, M., König, C. J., Siegel, R., Fredenhagen, T., Schunck, A. G., Hähne, V., & Baur, T. (in press). Vocal stress diary: A longitudinal investigation of the association of everyday work stressors and human voice features. Psychological Science. Preprint available under doi:10.31234/osf.io/tzyd5

Langer, M., König, C. J., & Busch, V. (2021). Changing the means of management decisions: Effects of automated decision-support systems on personnel selection tasks. Journal of Business and Psychology 36(5), 751-769. doi:10.1007/s10869-020-09711-6 (PDF)

Langer, M., & Landers, R. N. (2021). The future of artificial intelligence at work: A review on effects of decision automation and augmentation on workers targeted by algorithms and third-party observers. Computers in Human Behavior, 123, 106878. https://doi.org/10.1016/j.chb.2021.106878

Langer, M., Oster, D., Speith, T, Hermanns, H., Kästner, L., Schmidt, E., Sesing, A. & Baum, K. (2021). [shared first-authorship with Daniel Oster and Timo Speith] What do we want from Explainable Artificial Intelligence (XAI)? A stakeholder perspective on XAI and a conceptual model guiding interdisciplinary XAI Research. Artificial Intelligence, 296, 103473. doi:10.1016/j.artint.2021.103473

Schlicker, N., Langer, M., Ötting, S., Baum, K., König, C. J., & Wallach, D. (2021). What to expect from opening up ‘Black Boxes’? Comparing perceptions of justice between human and automated agents. Computers in Human Behavior, 122, 106837. doi:10.1016/j.chb.2021.106837

Roulin, N., Langer, M., & Bourdage, J. (2021). “I” feel(s) left out: The importance of information and communication technology in personnel selection research. Industrial and Organizational Psychology, 14(3), 423-427.https://doi.org/10.1017/iop.2021.79

Ingold, P. & Langer, M. (2021). Resume = Resume? The effects of blockchain, social media, and classical resumes on resume fraud and applicant reactions to resumes. Computers in Human Behavior, 114, 106573. doi:10.1016/j.chb.2020.106573

Langer, M., Baum, K., König, C. J., Hähne, V., Speith, Oster, D., & Speith, T. (2021). Spare me the details: How the type of information about automated interviews influences applicant reactions. International Journal of Selection and Assessment, 29(2), 154-169. (PDF)

König, C. J., Langer, M., Fell, C. B., Pathak, R. D., Bajwa, N. ul H., Derous, E., Geißler, S. M., Hirose, S., Hülsheger, U., Javakhishvili, N., Junges, N., Knudsen, B., Lee, M. S. W., Mariani, M. G., Nag, G. C., Petrescu, C., Robie, C., Rohorua, H., Sammel, L. D., Schichtel, D., Titov, S., Todadze, K., von Lautz, A. H., & Ziem, M. (2021). Economic predictors of differences in interview faking between countries: Economic inequality matters, not the state of economy. Applied Psychology: An International Review, 70(3), 1360-1379. (PDF)

Langer, M., König, C. J., & Hemsing, V. (2020). Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions. Journal of Managerial Psychology, 35(4), 271-284. doi:10.1108/jmp-03-2019-0156

Langer, M., König, C. J., Sanchez, D. R., & Samadi, S. (2020). Highly-automated interviews: Applicant reactions and the organizational context. Journal of Managerial Psychology, 35(4), 301-314. doi:10.1108/JMP-09-2018-0402

König, C. J., Demetriou, A., Glock, P., Hiemstra, A. M. F., Iliescu, D., Ionescu, C., Langer, M., Liem, C. C. S., Linnenbürger, A., Siegel, R., & Vartholomaios, I. (2020). Some advice for psychologists who want to work with computer scientists on big data. Personnel Assessment and Decisions, 6, 17-23. doi:10.25035/pad.2020.01.002 (PDF)

Sanchez, D. R., & Langer, M. (2020). Video Game Pursuit (VGPu) scale development: Designing and validating a scale with implications for game-based learning and assessment. Simulation & Gaming, 51(1), 55-68. doi:10.1177/1046878119882710 (preprint)

Sanchez, D. R., Langer, M., & Kaur, R. (2020) [shared first-authorship with Diana R. Sanchez]. Gamification in the classroom: Examining the impact of gamified quizzes on student learning. Computers & Education, 144, 103666. doi:10.1016/j.compedu.2019.103666 (preprint)

Bajwa, N. ul H., Langer, M., König, C. J., Honecker, H. (2019). What might get published in management and applied psychology? Experimentally manipulating implicit expectations of reviewers regarding hedges, Scientometrics, 120, 1351-1371. doi:10.1007/s11192-019-03164-2 (preprint)

Gebhard, P., Schneeberger, T., André, E., Baur, T., Damian, L., Mehlmann, G., König, C. J., & Langer, M. (2019). Serious games for training social skills in job interviews. IEEE Transactions in Games, 11, 340-351. doi:10.1109/TG.2018.2808525

Langer, M., König, C. J., & Scheuss, A. I. (2019). Love the way you lie: Hiring managers' impression management in company presentation videos. Journal of Personnel Psychology, 18, 84-94. doi:10.1027/1866-5888/a000225 (preprint)

Langer, M., König, C. J., & Papathanasiou, M. (2019). Highly-automated job interviews: Acceptance under the influence of stakes. International Journal of Selection and Assessment, 27, 217-234. doi:10.1111/ijsa.12246 (preprint)

Husain, Z., Dayan, M., Pathak, R. D., Langer, M., König, D. J. (2018). How much do applicants from the United Arab Emirates express self-presentation behavior. International Journal of Selection and Assessment, 26, 191-195. doi:10.1111/ijsa.12225

Langer, M. & König, C. J. (2018). Introducing and testing the Creepiness of Situation Scale (CRoSS). Frontiers in Psychology, 9, 2220. doi:10.3389/fpsyg.2018.02220. (article)

Langer, M., König, C. J., & Fitili, A. (2018). Information as a double-edged sword: The role of computer experience and information on applicant reactions towards novel technologies for personnel selection. Computers in Human Behavior, 81, 19-30. doi:10.1016/j.chb.2017.11.036 (preprint)

Langer, M., König, C. J., & Krause, K. (2017). Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings. International Journal of Selection and Assessment, 25, 371-382. doi:10.1111/ijsa.12191 (preprint)

Langer, M., König, C. J., Gebhard, P. & André, E. (2016). Dear computer teach me manners: Testing virtual employment interview training. International Journal of Selection and Assessment, 24, 312-323. doi:10.1111/ijsa.12150 (preprint)

Langer, M., Hunsicker, T., Feldkamp, T., König, C. J., & Grgić-Hlača, N. (2022). "Look! It's a computer program! It's an algorithm! It's AI!": Does terminology affect human perceptions and evaluations of intelligent systems? Proceedings of the CHI '22: CHI Conference on Human Factors in Computing Systems, art. no. 581. https://doi.org/10.1145/3491102.3517527(PDF)

Langer, M. Baum, K., Hessel, S., Speith, T., Wahl, J., & Hartmann, K. (2021). Explainability auditing for intelligent systems: A Rationale for multi-disciplinary perspectives. Proceedings of the RE21 IEEE Requirements Engineering Conference.

Kästner, L., Langer, M., Lazar, V., Schomäcker, A., Speith, T., & Sterz, S. (2021). On the relation of trust and explainability: Why to engineer for trustworthiness. Proceedings of the RE21 IEEE Requirements Engineering Conference.

Schlicker, N. & Langer, M. (2021). Towards warranted trust: A model on the relation between actual and perceived system trustworthiness. Proceedings of the 2021 Mensch and Computer Conference. Ingolstadt, Germany.

Köhl, M. A., Bohlender, D., Baum, K., Langer, M., Oster, D., & Speith, T. (2019). Explainability as a non-functional requirement. Proceedings of the RE@Next! Track at the 2019 IEEE Requirements Engineering Conference. South Korea, Jeju Island.

Simeonovski, T., Scholtes, M., Hilpert, B., Langer, M., Gebhard, P. (2019). Can social agents elicit shame as humans do? Proceedings of the 8th international conference on Affective Computing and Intelligent Interaction (ACII), Cambridge, United Kingdom.

Langer, M., Bajwa, N. ul H., & König, C. J. (2021). Arbeits- und Organisationspsychologie im 21. Jahrhundert. Springer.

König, C. J., & Langer, M. (2022). Machine learning in personnel selection. In S. Strohmeier (ed.), Handbook of research on human resource management and artificial intelligence (pp. 149-167). Edward Elgar.

Langer, M. & König, C. J. (2022). Applied explainable artificial intelligence (XAI) in human resource management or: How to address issues of AI opacity and understandability in HRM. In S. Strohmeier (ed.), Handbook of research on human resource management and artificial intelligence (pp. 285-302). Edward Elgar.

Liem, C. C. S., Langer, M., Demetriou, A., Wicaksana, A. S., Hiemstra, A. M. F., Born, M. Ph., & König, C. J. (2019). Psychology meets machine learning: Interdisciplinary perspectives on algorithmic job candidate screening. In H. J. Escalante, S. Escalera, I. Guyon, X. Baró, Y. Güclütürk, U. Güclü, & M. van Gerven (Eds.), Explainable and interpretable models in computer vision and machine learning (pp. 197-253). Cham, Germany: Springer. doi:10.1007/978-3-319-98131-4_9

Langer, M., Schmid Mast, M., Meyer, B., Maass, W., & König, C. J. (2019). Research in the era of sensing technologies and wearables. In R. Landers (ed.), Cambridge handbook of technology and employee behavior (pp. 806-835). New York, NY: Cambridge University Press. doi:10.1017/9781108649636.030

Langer, M., Brenner, F. S., Green, N., & König, C. J. (2018). Digitale Kompetenzberwertung in der Personalauswahl- und Entwicklung. In W. Appel & M. Wahler (eds.), Die digitale HR-Organisation: Wo wir stehen, was wir brauchen (S. 211-220). Neuwied, Germany: Personalwirtschaft/Wolters Kluwer.

Langer, M., Baum, K., & König, C. J. (2018). Die (Un-)Nachvollziehbarkeit algorithmusbasierter Entscheidungen: Implikationen und Empfehlungen für die Zukunft. In Berufsverband Deutscher Psychologinnen und Psychologen (Hrsg.) BDP Bericht 2018 - Mensch und Gesellschaft im Digitalen Wandel (S. 32-38). Berlin, Deutschland: Berufsverband Deutscher Psychologinnen und Psychologen. Verfügbar unter https://www.bdp-verband.de/aktuell/2018/bericht/BDP-Bericht-2018.pdf

Langer, M., Baum, K., & König, C. J. (2018). Algorithmen bei der Personalauswahl - eine kritische und hoffnungsvolle Betrachtung, 36-42. Wirtschaftspsychologie Aktuell.

Langer, M. (2021). Von Cybersecurity bis Künstlicher Intelligenz. Keynote auf dem Be-In Studierendenkongress des BDP Baden-Württemberg.

Schlicker, N., Schmidt, E., Langer, M., & Baum, K. (2020). Autonomie und Gerechtigkeit im Rahmen künstlicher Intelligenz. Präsentation im Rahmen der Tagung „Usability in Germany“. Mannheim, Deutschland.

Langer, M., König, C. J. & Busch, V. (2020). The effects of automated decision-support systems on personnel selection tasks. In M. Langer & J. Basch (Chairs), Interview technology and AI: Effects on applicants, evaluators, and adverse impact. Symposium conducted at the annual conference of the Society for Industrial and Organizational Psychology (SIOP) 2020, Austin, TX.

Siegel, R., König, C. J., Zobel, J., & Langer, M. (2020). Executive search consultants’ biases against women (or men?). Poster presented at the annual conference of the Society for Industrial and Organizational Psychology (SIOP) 2020, Austin, TX.

Feldkamp, T., Langer, M., König, C. J., & Wies, L. (2020). A question of morality: Is there a double standard when it comes to algorithms? Poster presented at the annual conference of the Society for Industrial and Organizational Psychology (SIOP) 2020, Austin, TX.

Schlicker, N., König, C. J., & Langer, M. (2019). XAI and Psychology – Issues and experimental investigations. Präsentation auf dem Workshop “Issues in Explainable AI: Blackboxes, Recommendations, and Levels of Explanation”. Saarbrücken, Deutschland.

König, C. J., & Langer, M. (2019). Ideen und Materialien zur Vorbereitung von AOW-Masterstudierenden auf die Welt der algorithmenbasierten Personalauswahl. Symposium zu innovativen Lehrkonzepten auf der Konferenz der Arbeits- Organisations- und Wirtschaftspsychologie (AOW) 2019, Braunschweig, Deutschland.

Langer, M., König, C.J., & Hemsing, V. (2019). Automatische Auswertung von Interviews: Der Einfluss auf Impression Management und Bewerberreaktionen. Präsentation auf der Konferenz der Arbeits- Organisations- und Wirtschaftspsychologie (AOW) 2019, Braunschweig, Deutschland.

Hart, A., Langer, Speicher, M., & König, C.J. (2019). Virtual-Reality-Shopping und Onlineshopping im Vergleich hinsichtlich Usability und Einprägsamkeit. Poster präsentiert auf der Konferenz der Arbeits- Organisations- und Wirtschaftspsychologie (AOW) 2019, Braunschweig, Deutschland.

Langer, M., König, C.J., & Kästner, L. (2019). Explainable Artificial Intelligence als neues Thema für die AOW Psychologie. Überblicksreferat mit Impulsgeberin aus einer anderen Disziplin auf der Konferenz der Arbeits- Organisations- und Wirtschaftspsychologie (AOW) 2019, Braunschweig, Deutschland.

Langer, M., König, C. J., Fredenhagen, T., Schunck, A. G., & Baur, T. (2019). It was a good day: A smartphone-based stress diary study measuring vocal indicators of stress. Poster presented at the biennial conference of the European Association of Work and Organizational Psychology (EAWOP) 2019, Turin, Italy.

Langer, M., König, C. J., Sanchez, D. R., & Samadi, S. (2019, April). Applicant reactions to algorithm-based interviews: The organizational context. In M. Langer & K. Melchers (Chairs), Job interview technology: Effects on applicants, evaluators, and adverse impact. Symposium conducted at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2019, Washington DC, DC.

Langer, M., König, C. J., & Hemsing, V. (2019, April). Applicant behavior in automatically evaluated interviews. In N. Roulin & J. S. Bourdage (Chairs), Applicant behavior in interviews: Structure, cognitions, storytelling, technology. Symposium conducted at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2019, Washington DC, DC.

Langer, M., & König, C. J. (2019, March). Artificial intelligence in psychological assessment: Why psychology needs to care. In A. Hiemstra & M. Ph. Born (Chairs), EAWOP Symposium - Artificial intelligence in psychological assessment. Symposium conducted at the International Convention of Psychological Science (ICPS) 2019, Paris, France.

Langer, M. (2018). Why should we care? A comment on the need to shape the future of Big Data with Psychology. Präsentation auf der Konferenz der Deutschen Gesellschaft für Psychologie (DGPS) 2018, Frankfurt am Main, Deutschland.

Scheuss, A. I., Langer, M., & König, C. J. (2018). Nicht erwähnt ist Wahrheit genug! Personaler Impression Management unter dem Einfluss der Bewerberanzahl. Präsentation auf der Konferenz der Deutschen Gesellschaft für Psychologie (DGPS) 2018, Frankfurt am Main, Deutschland.

Langer, M. (2018). Die Rolle der Psychologie in der künstlichen Intelligenz. Präsentiert auf dem Landestag der Psychologie des Bundes Deutscher Psychologinnen und Psychologen (BDP) 2018, Stuttgart, Deutschland.

Sanchez, D. & Langer, M. (2018). Gamification in the classroom: Examining the impact of gamified quizzes on student learning. Presented at the 2018 conference of the International Test Commission (ITC), Montreal, Canada.

Langer, M. & Sanchez, D. (2018). Game-based Assessment: Lessons learned from using off-the-shelf games for performance evaluation. Presented at the 2018 conference of the International Test Commission (ITC), Montreal, Canada.

Langer, M., König, C.J., & Hemsing, V. (2018, June). Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions. Presented at the 5th European Network for Selection Researchers (ENESER) small group meeting, Edinburgh, United Kingdom.

Bajwa, N., König, C. J., Honecker, H., & Langer, M. (2018, April). What gets published? Experimentally manipulating implicit expectations of reviewers. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2018, Chicago, IL.

Langer, M., König, C. J., & Scheuss, A. I. (2018, April). Love the way you lie: Recruiter impression management in company presentations. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2018, Chicago, IL.

Langer, M. (2017). Künstliche Intelligenz für Training und Eignungsdiagnostik: Wohin geht die Reise?. Präsentiert auf dem Tag der Psychologie des Bundes Deutscher Psychologinnen und Psychologen (BDP) 2017, Berlin, Deutschland.

Langer, M., König, C. J., & Papathanasiou, M. (2017, September). Wenn Algorithmen über die Zukunft entscheiden: Die Akzeptanz neuartiger Technologien für Personalauswahl und Training. Poster präsentiert auf der Konferenz der Arbeit- Organisations- und Wirtschaftspsychologie (AOW) 2017, Dresden, Deutschland. [Best Poster Award]

Langer, M., König, C. J., & Papathanasiou, M. (2017, May). When algorithms have the power: Participants' reaction on novel technologies for training and personnel selection. Presented at the biennial meeting of the European Association of Work and Organizational Psychology (EAWOP) 2017, Dublin, Ireland.

Langer, M., König, C. J., Fitili, A., & Hähne, V. (2017, April). Should we explain what awaits them? Information as a double edged sword for technologically advanced selection interviews. Presented at the biennial meeting of the European Association of Work and Organizational Psychology (EAWOP) 2017, Dublin, Ireland.

Langer, M., König, C. J., & Papathanasiou, M. (2017, April). User reactions to novel technologies in selection and training contexts. In I. Nikolaou (Chair), The impact of technology on recruitment and selection: An international perspective. Symposium conducted at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2017, Orlando, FL.

Langer, M., König, C. J., Fitili, A., & Hähne, V. (2017, April). Information: A double-edged sword for technologically advanced job interviews. In N. Roulin & N. S. Bourdage (Chairs), Exploring applicant's behavior and attitudes in employment interviews. Symposium conducted at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2017, Orlando, FL.

Langer, M., König, C. J., Gebhard, P. & André, E. (2016, September). Schau mir in die Augen, Kleines: Die Untersuchung eines virtuellen Einstellungsinterviewtrainings. Poster präsentiert auf der Konferenz der Deutschen Gesellschaft für Psychologie (DGPS) 2016, Leipzig, Deutschland.

Langer, M. (2016, June). Using social sensing technologies in selection contexts. Presented at the 4th European Network for Selection Researchers (ENESER) small group meeting, Amsterdam, The Netherlands.

Langer, M., König, C. J., Gebhard, P. & André, E. (2016, April). Dear computer teach me manners: Virtual employment interview training. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP) 2016, Anaheim, CA.

Cummings, M. (2021). Screened out by a computer? What job interviews are like without human beings. CBC Radio. https://www.cbc.ca/radio/costofliving/shut-up-and-take-our-money-can-canadians-actually-afford-to-start-spending-once-covid-is-under-control-1.5938032/screened-out-by-a-computer-what-job-interviews-are-like-without-human-beings-1.5938098

Television coverage in the „Aktueller Bericht“ of the Saarländischer Rundfunk (2021). Künstliche Intelligenz: Experten erforschen Quellen von Diskriminierung

Media coverage in relation to the “EIS-Explainable Intelligent Systems” project (e.g., https://www.uni-saarland.de/universitaet/aktuell/artikel/nr/22779.html

Langer, M. (2020). Automation in Management: Theoretische und Methodische Herausforderungen für die Vertrauensforschung. Präsentation im Rahmen des Institutskolloqiums und des Graduiertenkollegs Vertrauen & Kommunikation der Universität Münster.

Langer, M. (2020).  XAI in der Personalauswahl – ein Heilsbringer? Vortrag beim Symposium Smart Regulation der Universität Graz.

Diskutant bei der Podiumsdiskussion im Herrenhäuser Forum „KI in der Medizin – über den Wandel des Verhältnisses von Arzt und Patient“ organisiert von der Volkswagenstiftung.

Langer, M. (2020). Psychological perspectives on the automation in management. Presentation at the Saint Mary's University of Halifax, Canada.

Langer, M. (2019). Psychological perspectives on the automation in management. Presentation at the University of Calgary, Canada.

Blogbeiträge für Algoright. (Beispielhaft:Ein Kommentar zu den Richtlinien des Ethikbeirat HRTech für den verantwortungsvollen Einsatz von Künstlicher Intelligenz in der Personalarbeit )

Diskutant bei der Podiumsdiskussion Künstliche Intelligenz im Spiegel von Kommunikation und Kultur (2019), Saarbrücken, Deutschland.

Moderation der Podiumsdiskussion „Saarbrücken – Digital?“ mit den Oberbürgermeisterkandidaten für Saarbrücken im Wahljahr 2019.

Langer, M. (2019). Die Evolution der künstlichen Intelligenz – Warum wir uns einmischen können und sollten. Eröffnungsvortrag auf dem Be-In Studierendenkongress des Bundes Deutscher Psychologinnen und Psychologen (BDP) an der SRH Hochschule Heidelberg, Heidelberg, Deutschland.

Langer, M. (2018). Eine kleine Einführung in die künstliche Intelligenz. Präsentation auf der Abteilungsvollversammlung der Diakonie Saar, Saarbrücken, Deutschland.

Schaffmann, C. (2018). "Wir brauchen Transparenz von Prozessen in der künstlichen Intelligenz". Report Psychologie 10/2018, (S. 391-393).

Langer, M. (2018). Kehrwoch im Elfenbeinturm - Wie Wissenschaft bei der Normalbevölkerung ankommt. Präsentation auf dem Psycho-Slam der Konferenz der Deutschen Gesellschaft für Psychologie (DGPS) 2018, Frankfurt am Main, Deutschland.