Prof. Dr. Cornelius König

 

Email:      ckoenig(at)mx.uni-saarland.de

Telefon:  +49 681 302 3638

                   +49 681 302 3629 (Durchwahl)

Telefax:   +49 681 302 3628

 

Publikationen

Zeitschriftenbeiträge

Zwei meiner Publikationen sind unter meinem früheren Nachnamen (Koch) erschienen.

In press

     Schilling, M., Becker, N., Grabenhorst, M. M., & König, C. J. (in press). The relationship between cognitive ability and personality scores in selection situations: A meta-analysis. International Journal of Selection and Assessment, advance online publication. doi:10.1111/ijsa.12314 (PDF)

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

     Wilhelmy, A., Stühlinger, M., Kim, K., Taphuntsang, D., & König, C. J. (in press). Does authentic self-verifying behavior in job interviews help secure job offers, even if it reveals negative information about the self? International Journal of Selection and Assessment, advance online publication. doi:10.1111/ijsa.12303 (PDF)

     Fisher, P. A., Risavy, S. D., Robie, C., König, C.J., Christiansen, N. D., Tett, R. P., & Simonet, D. V. (in press). Selection myths: A conceptual replication of HR professionals’ beliefs about effective human resource practices in the United States and Canada. Journal of Personnel Psychology. (PDF)

      Greulich, B., Debus, M. E., Kleinmann, M., & König, C. J. (in press). Response behavior in work stress surveys: A qualitative study on motivational and cognitive processes in self- and other-reports. European Journal of Work and Organizational Psychology, advance online publication. https://doi.org/10.1080/1359432X.2020.1812580

     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. (in press). Economic predictors of differences in interview faking between countries: Economic inequality matters, not the state of economy. Applied Psychology: An International Review, advance online publication. doi:10.1111/apps.12278 (PDF)

     Schilling, M., Roulin, N., Obschonka, M., & König, C. J. (in press). Do you fake more because of your neighbors? A multi-level study on regional and individual predictors of faking intentions across the USA. Journal of Business and Psychology, advance online publication. doi:10.1007/s10869-019-09664-5

2020

     Bajwa, N. ul H., König, C. J., & Kunze, T. (2020). Evidence-based understanding of introductions of research articles. Scientometrics, 124(1)195-217. doi:10.1007/s11192-020-03475-9

     Baluku, M. M., Kikooma, J. F., Otto, K., König, C. J., & Bajwa, N. ul H. (2020). Positive psychological attributes and entrepreneurial intention and action: The moderating role of perceived family support. Frontiers in Psychology, 11, 546745. doi:10.3389/fpsyg.2020.546745 (PDF)

     Debus, M. E., Kleinmann, M., König, C. J., & Winkler, S. (2020). Being tough versus tender: The impact of country-level and individual masculinity orientations when appraising job insecurity. Applied Psychology: An International Review, 69(3), 616-652. doi:10.1111/apps.12189

     Debus, M. E., Unger, D., & König, C. J. (2020). Job insecurity and performance over time: The critical role of job insecurity duration. Career Development International, 25, 325-336. doi:10.1108/CDI-04-2018-0102

     Fell, C. B., & König, C. J. (2020). Examining cross-cultural differences in academic faking in 41 nations. Applied Psychology: An International Review, 69, 444-478. doi:10.1111/apps.12178

     König, C. J., & Bajwa, N. ul H. (2020). In our English-only research world, there is a need for reviewers who are tolerant to imperfect texts from non-anglophone authors. Industrial and Organizational Psychology: Perspectives on Science and Practice, 13, 54-56. doi:10.1017/iop.2020.12

     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)

     König, C. J., Lehmann-Willenbrock, N., Meinecke, A., & Winter, J. (2020). A comparison of business meetings in Germany and Spain.Gruppe. Interaktion. Organisation.,51(3), 353-362. doi:10.1007/s11612-020-00531-z (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. https://doi.org/10.1108/JMP-03-2019-0156

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

     Schäpers, P., Lievens, F., Freudenstein, J.-P., Hüffmeier, J., König, C. J., & Krumm, S. (2020). Removing situation descriptions in situational judgment test items: Does the impact differ for video-based versus text-based formats? Journal of Occupational and Organizational Psychology, 93, 472-494. doi:10.1111/joop.12297

     Schäpers, P., Mussel, P., Lievens, F., König, C. J., Freudenstein, J.-P., & Krumm, S. (2020). The role of situations in situational judgment tests: Effects on construct saturation and predictive validity. Journal of Applied Psychology, 105(8), 472-494. doi:10.1037/apl0000457

     Schilling, M., Sparfeldt, J. R., Becker, N., Engel, M., Levacher, J., Sebastian, T. F. P., Schäfer, J., Schwabe, S., & König, C. J. (2020). Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests. International Journal of Selection and Assessment, 28(3), 264-282. doi:10.1111/ijsa.12296 (PDF)

     Siegel, R., König, C. J., & Zobel, Y. (2020). Executive search consultants’ biases against women (or men?). Frontiers in Psychology, 11: 541766. doi:10.3389/fpsyg.2020.541766 (PDF)

     Wilhelmy, A., Stühlinger, M., Kim, K., Taphuntsang, D., & König, C. J. (2020). Does authentic self-verifying behavior in job interviews help secure job offers, even if it reveals negative information about the self? International Journal of Selection and Assessment, 28(4), 430-444. doi:10.1111/ijsa.12303 (PDF)

2019

     Bajwa, N. ul H., & König, C. J. (2019). How much is research in the top journals of industrial/organizational psychology dominated by authors from the U.S.? Scientometrics, 120, 1147-1161. doi:10.1007/s11192-019-03180-2

     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

     Debus, M. E., Greulich, B., König, C. J., & Kleinmann, M. (2019). Insecure about how to rate your job insecurity? A two-study investigation into time frames applied to job insecurity measures. Occupational Health Science, 3, 421-435. doi:10.1007/s41542-019-00049-x

     Fell, C. B., König, C. J., Jung, S., Sorg, D., & Ziegler, M. (2019). Are country level prevalences of rule violations associated with knowledge overclaiming among students? International Journal of Psychology, 54, 17-22. doi:10.1002/ijop.12441

     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., & Papathanasiou, M. (2019). Highly-automated job interviews: Acceptance under the influence of stakes. International Journal of Selection and Assessment, 27, 271-234. doi:10.1111/ijsa.12246

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

     Risavy, S. D., Fisher, P. A., Robie, C., & König, C. J. (2019). Selection tool use: A focus on personality testing in Canada, the United States, and Germany. Personnel Assessment and Decisions, 5, 62-72. doi:10.25035/pad.2019.01.004 (PDF)

2018

     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

     König, C. J., Bajwa, N. ul H., Schui, G., & Fell, C. B. (2018). How industrial-organizational psychology can benefit from scientometrics (and vice versa). Industrial and Organizational Psychology: Perspectives on Science and Practice, 11, 403-407. doi:10.1017/iop.2018.90

     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)

     Odermatt, I., König, C. J., Kleinmann, M., Bachmann, M., Röder, H. & Schmitz, P. (2018). Incivility in meetings: Predictors and outcomes. Journal of Business and Psychology, 33, 263-282. doi:10.1007/s10869-017-9490-0

     Richter, M., König, C. J., Geiger, M., Schieren, S., Göhlich, J., Lothschütz, J, & Zobel, Y (2018). ”Just a little respect”: Effects of a layoff agent’s actions and organizational support on employees’ reactions to a dismissal notification meeting. Journal of Business Ethics, 153, 741-761. doi:10.1007/s10551-016-3372-7

     Thomas, K. E., & König, C. J. (2018). Knowledge of previous tasks: Task similarity influences bias in task duration predictions. Frontiers in Psychology, 9, 760. doi:10.3389/fpsyg.2018.00760

2017

     Bajwa, N. ul H., & König, C. J. (2017). On the lacking visibility of management research from non-Western countries: The influence of Indian researchers’ social identity on their publication strategy. Management Research Review, 40, 538-555. doi:10.1108/MRR-02-2016-0036

     König, C. J., Jansen, A. & Lüscher Mathieu, P. (2017). What if applicants knew how personality tests are scored? A minimal intervention study. Journal of Personnel Psychology, 16, 206–210. doi:10.1027/1866-5888/a000183

     König, C. J., Steiner Thommen, L. A., Wittwer, A.-M., & Kleinmann, M. (2017). Are observer-ratings of applicants’ personality also faked? Yes, but less than self-reports. International Journal of Selection and Assessment, 25, 183-192. doi:10.1111/ijsa.12171

     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)

     Richter, M., & König, C. J. (2017). Explaining individuals’ justification of layoffs. Journal of Applied Social Psychology, 47, 331-346. doi:10.1111/jasp.12442

     Odermatt, I., König, C. J., Kleinmann, M., Nussbaumer, R., Rosenbaum, A., Olien, J. L., & Rogelberg, S. G. (2017). On leading meetings: Linking meeting outcomes to leadership styles. Journal of Leadership and Organizational Studies, 24, 189-200. doi:10.1177/1548051816655992

2016

     Bajwa, N. u. H., König, C. J., & Harrison, O. S. V. (2016). Towards evidence-based writing advice: A linguistic analysis of HR articles. Academy of Management Learning and Education, 15, 419-434. doi:10.5465/amle.2015.0002 (preprint)

     Diekmann, J., König, C. J., Schadow, T., Knab, Y., & Harrison, O. V. (2016). Finding the right (test) type: On the differences between type- vs. dimension-based personality tests and between statistics- vs. theory-based personality tests when deciding for or against a test in personnel selection. Zeitschrift für Sozialmanagement/Journal of Social Management, 14(2), 83-102. (preprint)

     Fell, C. B., & König, C. J. (2016). Cross-cultural differences in applicant faking on personality tests: A 43-nation study. Applied Psychology: An International Review, 65, 671-717. doi:10.1111/apps.12078

     Fell, C. B., & König, C. J. (2016). Is there a gender difference in scientific collaboration? A scientometric examination of co-authorships among industrial organizational-psychologists. Scientometrics, 108, 113–141. doi:10.1007/s11192-016-1967-5 (preprint)

     Fell, C. B., König, C. J., & Kammerhoff, J. (2016). Cross-cultural differences in the attitude toward applicants’ faking. Journal of Business and Psychology, 31, 65-85. doi:10.1007/s10869-015-9407-8 (preprint)

     Hahn, E., Gottschling, J., König, C. J., & Spinath, F. M. (2016). The heritability of job satisfaction reconsidered: Only unique environmental influences beyond personality. Journal of Business and Psychology, 31, 217–231. doi:10.1007/s10869-015-9413-x (preprint)

     Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2016). Transparency of assessment centers: Greater opportunity to perform but lower criterion-related validity? Personnel Psychology, 69, 467-497. doi:10.1111/peps.12105 (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

     Richter, M., König, C. J., Koppermann, C., & Schilling, M. (2016). Displaying fairness while delivering bad news: Testing the effectiveness of organizational bad news training in the layoff context. Journal of Applied Psychology, 101, 779-792. doi:10.1037/apl0000087 (preprint)

     Wilhelmy, A., Kleinmann, M., König, C. J., Melchers, K. G., & Truxillo, D. M. (2016). How and why do interviewers try to make favorable impressions? A qualitative study. Journal of Applied Psychology, 101, 313-332. doi:10.1037/apl0000046 (download)

2015

     Boss, P., König, C. J., & Melchers, K. G. (2015). Faking good and faking bad among military conscripts. Human Performance, 28, 26-39. doi:10.1080/08959285.2014.974758 (postprint)

      Debus, M. E., König, C. J., Kleinmann, M.,  & Werner, C. S. (2015). Examining the effects of negative affectivity on self- and supervisor ratings of job stressors: The role of stressor observability.  Work and Stress, 29, 341-361. doi:10.1080/02678373.2015.1075233 (preprint)

     Diekmann, J., König, C. J., & Alles, J. (2015). The role of neuroscience information for choosing a personality test: Not as seductive as expected. International Journal of Selection and Assessment, 23, 99-108. doi:10.1111/ijsa.12099 (preprint)

     Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2015). Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance. European Journal of Work and Organizational Psychology,24, 420-432. doi:10.1080/1359432X.2014.915215 (preprint)

     Ingold, P. V., Kleinmann, M., König, C. J., Melchers, K. G., & van Iddekinge, C. H. (2015). Why do selection interviews predict job performance? The role of interviewees' ability to identify criteria. Journal of Business and Psychology, 30, 387-398. doi:10.1007/s10869-014-9368-3 (preprint)

     König, C. J., Fell, C. B., Kellnhofer, L., & Schui, G. (2015). Are there gender differences among researchers from industrial/organizational psychology? Scientometrics, 105, 1931-1952. doi:10.1007/s11192-015-1646-y (preprint)

     König, C. J., Fell, C. B., Steffen, V., & Vanderveken, S. (2015). Applicant reactions are similar across countries: A refined replication with assessment center data from the European Union. Journal of Personnel Psychology, 14, 213-217. doi:10.1027/1866-5888/a000142 (postprint)

     König, C. J., Mura, M., & Schmidt, J. (2015). Applicants’ strategic use of extreme or midpoint responses when faking personality tests. Psychological Reports, 117, 429-436.   doi:10.2466/03.02.PR0.117c21z2 (preprint)

     König, C. J., Wirtz, A., Thomas, K., & Weidmann, R.-Z. (2015). The effects of previous misestimation of task duration on estimating future task duration. Current Psychology, 34, 1-13. doi:10.1007/s12144-014-9236-3 (postprint)

2014

     Debus, M. E., König, C. J., & Kleinmann, M. (2014). The building blocks of job insecurity: The impact of environmental and person-related variables on job insecurity perceptions. Journal of Occupational and Organizational Psychology, 87, 329-351. doi:10.1111/joop.12049 (Abstract)

     Käser, P. A. W., König, C. J., Fischbacher, U., & Kleinmann, M. (2014). Helping as mundane knowledge sharing: Do bundled help request and quiet time increase performance? Journal of Information & Knowledge Management, 13 (3), 1450025.  doi:10.1142/S0219649214500257 (Abstract)

     König, C. J. & Caner de la Guardia, M. E. (2014). Exploring the positive side of personal internet use at work: Does it help in managing the border between work and nonwork? Computers in Human Behavior, 30, 355-360. doi:10.1016/j.chb.2013.09.021. (preprint)

     Speer, A. B. & Christiansen, N. D., Melchers, K. G., König, C. J. & Kleinmann, M. (2014). Establishing the cross-situationalc onvergence of the ability to identify criteria: Consistency and prediction across similar and dissimilar assessment center exercises.Human Performance, 27, 44-60. (Abstract)

2013

     Jansen, A., Melchers, K. G., Kleinmann, M., Lievens, F., Brändli, M., Fraefel, L., & König, C. J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98, 326-341. doi:10.1037/a0031257 (preprint)

     Käser, P. A. W., Fischbacher, U., & König, C. J. (2013). Helping and quiet hours: Interruption-free time spans can harm performance. Applied Psychology: An International Review, 62, 286-307. doi:10.1111/j.1464-0597.2012.00517.x (Abstract)

     König, C. J., Bösch, F., Reshef, A., & Winkler, S. (2013). Human resource managers’ attitudes towards utility analysis: An extended and refined update in Switzerland. Journal of Personnel Psychology, 12, 152-156. doi:10.1027/1866-5888/a000090 (preprint)

     König, C. J., Kleinmann, M. & Höhmann, W. (2013). A field test of the quiet hour as a time management technique. European Review of Applied Psychology, 63, 137-145. doi:10.1016/j.erap.2012.12.003 (Abstract)

     Odermatt, I., Kleinmann, M., König, C. J., & Giger, K. P. (2013). Erfolgreiche Meetingvorbereitung: Worauf kommt es an? Report Psychologie, 38, 8-16.

     Winkler, S., König, C. J., & Kleinmann, M. (2013). What makes human resource information successful? International Journal of Human Resource Management, 24, 227-242. doi:10.1080/09585192.2012.680068. (Abstract)

2012

     Bangerter, A., Roulin, N., & König, C. J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97, 719-738. doi:10.1037/a0026078 (preprint)

     Debus, M. E., Probst, T. M., König, C. J., & Kleinmann, M. (2012). Catch me if I fall! Enacted uncertainty avoidance and the social safety net as country-level moderators in the job insecurity-job attitudes link. Journal of Applied Psychology, 97, 690-698. doi: 10.1037/a0027832 (preprint)

     Jansen, A., König, C. J., Stadelmann, E. H., & Kleinmann, M. (2012). Applicants’ self-presentational behavior: What do recruiters expect and what do they get? Journal of Personnel Psychology, 11, 77-85. doi:10.1027/1866-5888/a000046 (Abstract)

     Klehe, U.-C., Kleinmann, M., Hartstein, T., Melchers, K. G., König, C. J., Heslin, P. A., & Lievens, F. (2012). Responding to personality tests in a selection context: The role of the ability to identify criteria and the ideal-employee factor. Human Performance, 25, 273-302. doi:10.1080/08959285.2012.703733 (Abstract)

     König, C. J., Merz, A.-S., & Trauffer, N. (2012). What is in applicants’ mind when they fill out a personality test? Insights from a qualitative study. International Journal of Selection and Assessment, 20, 442-452. doi:10.1111/ijsa.12007 (Abstract)

     König, C. J., Wong, J., & Cen, G. (2012). How much do Chinese applicants fake? International Journal of Selection and Assessment, 20, 245-248. doi:10.1111/j.1468-2389.2012.00596.x (Abstract)

    Schumacher, S., Kleinmann, M., & König, C. J. (2012). Job analysis by incumbents and laypersons: Does item decomposition and the use of less complex items make the ratings of both groups more accurate? Journal of Personnel Psychology, 11, 69-76. doi:10.1027/1866-5888/a000050 (preprint)

    Winkler, S., König, C. J., & Kleinmann, M. (2012). New insights into an old debate: Investigating the temporal sequence of commitment and performance at the business-unit level. Journal of Occupational and Organizational Psychology, 85, 503-522. doi: 10.1111/j.2044-8325.2012.02054.x (Abstract)

2011

    König, C. J., Hafsteinsson, L. G., Jansen, A., & Stadelmann, E. H. (2011). Applicants’ self-presentational behavior across cultures: Less self-presentation in Switzerland and Iceland than in the US. International Journal of Selection and Assessment, 19, 331-339. doi:10.1111/j.1468-2389.2011.00562.x (Abstract)

    König, C. J., Jöri, E., & Knüsel, P. (2011). The amazing diversity of thought: A qualitative study on how selection procedures are perceived by their users. Journal of Business and Psychology 26, 437-452. doi:10.1007/s10869-010-9199-9 (preprint)

    Kleinmann, M., Ingold, P. V., Lievens, F., Jansen, A., Melchers, K. G., & König, C. J. (2011). A different look at why selection procedures work: The role of candidates’ ability to identify criteria. Organizational Psychology Review, 1, 128-146. doi:10.1177/2041386610387000 (preprint)

    König, C. J., Probst, T. M., Staffen, S., & Graso, M. (2011). A Swiss-US comparison of the correlates of job insecurity. Applied Psychology: An International Review, 60, 141-159. doi:10.1111/j.1464-0597.2010.00430.x (preprint)

    Staufenbiel, T. & König, C. J. (2011). An evaluation of Borg’s cognitive and affective job insecurity scales. International Journal of Business and Social Science, 2(20), 1-7.

2010

    König, C. J., Debus, M. E., Häusler, S., Lendenmann, N., & Kleinmann, M. (2010). Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity-job performance relationship. Economic and Industrial Democracy, 31, 231-247. doi:10.1177/0143831X09358629 (preprint)

    König, C. J., Klehe, U.-C., Berchtold, M., & Kleinmann, M. (2010). Reasons for being selective when choosing personnel selection procedures. International Journal of Selection and Assessment, 18, 17-27. doi:10.1111/j.1468-2389.2010.00485.x (preprint)

    König, C. J., & Oberacher, L., & Kleinmann, M. (2010). Personal and situational determinants of multitasking at work. Journal of Personnel Psychology, 9, 99-103. doi:10.1027/1866-5888/a000008 (preprint)

    König, C. J., van Eerde, W., & Burch, A. (2010). Predictors and consequences of daily goal disengagement: A diary study. Journal of Personnel Psychology, 9, 50-56.  doi:10.1027/1866-5888/a000002

    König, C. J., & Waller, M. J. (2010). Time for reflection: A critical examination of polychronicity. Human Performance, 23, 173-190. doi:10.1080/08959281003621703 (preprint)

    Reisel, W. D., Probst, T. M., Chia, S-L., Maloles, C. M., & König, C. J. (2010). The effects of job insecurity on job satisfaction, organizational citizenship behavior, deviant behavior, and negative emotions of employees. International Studies of Management and Organization, 40(1), 74-91. doi:10.2753/IMO0020-8825400105 (preprint)

    Staufenbiel, T., & König, C. J. (2010). A model for the effects of job insecurity on performance, turnover intention, and absenteeism. Journal of Occupational and Organizational Psychology, 83, 101-117. doi:10.1348/096317908X401912 (preprint)

    Winkler, S., König, C. J., & Kleinmann, M. (2010). Single-attribute utility analysis may be futile, but this can’t be the end of the story: Causal chain analysis as an alternative. Personnel Psychology, 63, 1041-1065. doi:10.1111/j.1744-6570.2010.01197.x (Abstract)

2009

    Bangerter, A., König, C. J., Blatti, S., & Salvisberg, A. (2009). How widespread is graphology in personnel selection practice? A case study of a job market myth. International Journal of Selection and Assessment, 17, 219-230. doi:10.1111/j.1468-2389.2009.00464.x (Abstract)

    König, C. J. (2009). A generalizability study of time discounting: Some people react more strongly to domain differences than others. Swiss Journal of Psychology, 68, 43-50. doi:10.1024/1421-0185.68.1.43 (Abstract)

    Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22, 355-374. doi:10.1111/j.1754-9434.2007.00023.x (Abstract)

2008

    Myors, B., Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Mladinic, A., Rodríguez, V., Aguinis, H., Steiner, D. D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S. B., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H. J., Joubert, T., Salgado, J. F., König, C. J., Thommen, L. A., Chuang, A., Sinangil, H. K., Bayazit, M., Cook, M., Shen, W., & Sackett, P. R. (2008). Broadening international perspectives on the legal environment for selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 266–270. doi:10.1111/j.1754-9434.2008.00045.x (Abstract)

    Myors, B., Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Mladinic, A., Rodríguez, V., Aguinis, H., Steiner, D. D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S. B., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H. J., Joubert, T., Salgado, J. F., König, C. J., Thommen, L. A., Chuang, A., Sinangil, H. K., Bayazit, M., Cook, M., Shen, W., & Sackett, P. R. (2008). International perspectives on the legal environment for selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 206–246. doi:10.1111/j.1754-9434.2008.00040.x (Abstract)

    Klehe, U.-C., König, C. J., Richter, G. M., Kleinmann, M., & Melchers, K. G. (2008). Transparency in structured interviews: Consequences for construct and criterion related validity. Human Performance, 21, 107-137. doi:10.1080/08959280801917636 (Abstract)

    Melchers, K. G. & König, C. J. (2008). It is not yet time to dismiss dimensions in assessment centers. Industrial and Organizational Psychology: Perspectives on Science and Practice 1, 125–127. doi:10.1111/j.1754-9434.2007.00023.x (Abstract)

2007

    König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M. & Klehe, U.-C. (2007). Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15, 283-292. doi:10.1111/j.1468-2389.2007.00388.x (preprint)

    König, C. J., & Kleinmann, M. (2007). Time management problems and discounted utility. Journal of Psychology, 141, 321-334. doi:10.3200/JRLP.141.3.321-336 (Abstract)

2006

    Bühner, M., König, C. J., Pick, M. & Krumm, S. (2006). Working memory dimensions as differential predictors of the speed and error aspect of multitasking performance. Human Performance, 19, 253-275. doi:10.1207/s15327043hup1903_4 (Abstract)

    König, C. J. & Kleinmann, M. (2006). Individual differences in the use of time management mechanics and in time discounting. Individual Differences Research, 4, 194-207. 

    König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M. & Klehe, U.-C. (2006). The relationship between the ability to identify evaluation criteria and intergrity test scores. Psychology Science, 48, 369-377. (PDF)

    Steel, P., & König, C. J. (2006). Integrating theories of motivation. Academy of Management Review, 31, 889-913. doi:10.5465/AMR.2006.22527462 (Abstract)

2005

    König, C. J. (2005). Anchors distort estimates of expected duration. Psychological Reports, 96, 253-256. doi:10.2466/pr0.96.2.253-25. (Abstract)

    König, C. J., Bühner, M., & Mürling, G. (2005). Working memory, fluid intelligence, and attention are predictors of multitasking performance, but polychronicity and extraversion are not. Human Performance, 18, 243-266. (Abstract)

    König, C. J., & Melchers, K. G. (2005). Vom Ansehen der Arbeits- und Organisationspsychologie: Ein Kommentar zu von Rosenstiel (2004). Zeitschrift für Arbeits- und Organisationspsychologie, 49, 102-104. doi:10.1026/0932-4089.49.2.102 (Abstract)

    König, C. J. & Kleinmann, M. (2005). Deadline rush: A time management phenomenon and its mathmatical description. Journal of Psychology, 139, 33-45. doi:10.3200/JRLP.139.1.33-45. (Abstract)

2004

    Melchers, K. G., Kleinmann, M., Richter, G. M., König, C. J., & Klehe, U.-C. (2004). Messen Einstellungsinterviews das, was sie messen sollen? Zur Bedeutung der Bewerberkognitionen über bewertetes Verhalten. Zeitschrift für Personalpsychologie, 3, 159-169. doi:10.1026/1617-6391.3.4.159. (Abstract)

    König, C. J. & Kleinmann, M. (2004). Business before pleasure: No strategy for procrastinators? Personality and Individual Differences, 37, 1045-1057. doi:10.1016/j.paid.2003.11.013. (Abstract)

2003

    Klein, S., König, C. J., & Kleinmann, M. (2003). Sind Selbstmanagement-Trainings effektiv? Zwei Trainingsansätze im Vergleich. Zeitschrift für Personalpsychologie, 2, 157-168. doi:10.1026//1617-6391.2.4.157. (Abstract)

    Koch, C. J. & Kleinmann, M. (2003). Zeitmanagement: Ein Überblick. Wirtschaftswissenschaftliches Studium, 32, 120-123.

2002

    Koch, C. J. & Kleinmann, M. (2002). A stitch in time saves nine: Behavioural decision-making explanations for time management problems. 

Bücher

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

    Bajwa, N. ul H., & König, C. J. (Hrsg.) (2018). Karriereperspektiven in der Arbeits- und Organisationspsychologie: Darstellung aktueller und zukünftiger Tätigkeitsfelder. Berlin: Springer.

    Kleinmann, M., & König, C. J. (2018). Selbst- und Zeitmanagement. Göttingen: Hogrefe.

Buchkapitel

    Bajwa, N. ul H., & König, C. J. (2020). Akademisches Unternehmertum an afrikanischen Hochschulen. In K. Hölzl, V. Tiberius & H. Surrey (Hrsg.), Perspektiven des Entrepreneurships: Unternehmerische Konzepte zwischen Theorie und Praxis (S. 517-527). Stuttgart: Schäffer-Poeschel.

    Debus, M. E., & König, C. J. (2019). Was, wenn mein Arbeitsplatz unsicher ist? Die Bedeutung von Arbeitsplatzunsicherheit für die eigene Karriere. In D. Spurk & S. Kauffeld (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung (S. 631-653). Heidelberg: Springer. doi:10.1007/978-3-662-48750-1_11

    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

    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., 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.

    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.

    Shen, W., Sackett, P. R., Lievens, F., Schollaert, E., Van Hoye, G., Steiner, D. D., Rolland-Sayah, F., Georgiou, K., Nikolaou, I., Tomprou, M., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yan, H., Oostrom, J. K., Englert, P., Chernyshenko, O., Kriek, H. J., Joubert, T., Salgado, J. F., Wilhelmy, A., König, C. J., Chuang, A., & Cook, M. (2017). Updated perspectives on the international legal environment for selection. In J. L. Farr & N. Tippins (eds.), Handbook of employee selection (2nd edition, pp. 659-677). New York, NY: Routledge.

    Aksoy-Burkert, F., & König, C. J. (2015). Meeting training: A suggestion. In J. A. Allen, N. Lehmann-Willenbrock & S. G. Rogelberg (eds.), The Cambridge handbook of meeting science (pp. 69-89). Cambridge, UK: Cambridge University Press.

    Odermatt, I., König, C. J., & Kleinmann, M. (2015). Meeting preparation and design characteristics. In J. A. Allen, N. Lehmann-Willenbrock & S. G. Rogelberg (eds.), The Cambridge handbook of meeting science. (pp. 49-68). Cambridge, UK: Cambridge University Press.

    Diekmann, J., & König, C. J. (2015). Personality testing in personnel selection: Love it? Leave it? Understand it! In I. Nikolaou & J. Oostrom (eds.), Employee recruitment, selection, and assessment: Contemporary issues for theory and practice (pp. 117-135). Hove, UK: Psychology Press. (preprint)

    König, C. J. & Kleinmann, M. (2014). Selbstmanagement. In H. Schuler & U. W. Kanning (Hrsg.), Lehrbuch der Personalpsychologie (3. Aufl., S. 647-674). Göttingen: Hogrefe.

    Kleinmann, M., Melchers, K. G., & König, C. J. (2011). Soziale Wahrnehmungsfähigkeit in der Personal- und Managementdiagnostik. In P. Gelléri & C. Winter (Hrsg.), Potenziale der Personalpsychologie: Einfluss personaldiagnostischer Maßnahmen auf den Berufs- und Unternehmenserfolg (S. 121-137). Göttingen: Hogrefe.

    König, C. J. & Kleinmann, M. (2007). Selbst- und Zeitmanagement. In H. Schuler & K. Sonntag (Hrsg.), Handbuch der Arbeits- und Organisationspsychologie (S. 230-236). Göttingen: Hogrefe.

    Kleinmann, M., König, C. J., & Melchers, K. G. (2007). Organisationsdiagnose. In H. Schuler & K. Sonntag (Hrsg.), Handbuch der Arbeits- und Organisationspsychologie (S. 729-736). Göttingen: Hogrefe.

    Kleinmann, M., Melchers, K. G., König, C. J., & Klehe, U.-C. (2007). Transparenz der Anforderungsdimensionen: Ein Moderator der Konstrukt- und Kriteriumsvalidität des Assessment Centers. In H. Schuler (Hrsg.), Assessment Center zur Potenzialanalyse (S. 70-80). Göttingen: Hogrefe.

    Staufenbiel, T., Kroll, M., & König, C. J. (2006). Could job insecurity (also) be a motivator? In M. Braun & P. Ph. Mohler (Eds.), Beyond the horizon of measurement: Festschrift in honor of Ingwer Borg (S. 163-173). Mannheim: ZUMA.

    König, C. J. & Kleinmann, M. (2006). Selbstmanagement. In H. Schuler (Hrsg.), Lehrbuch der Personalpsychologie (2. Aufl., S. 332-348). Göttingen: Hogrefe.

    König, C. J., & Kleinmann, M. (2004). Zeitmanagement im Beruf: Typische Probleme und ihre Lösungsmöglichkeiten. In B. S. Wiese (Hrsg.), Individuelle Steuerung beruflicher Entwicklung: Kernkompetenzen in der modernen Arbeitswelt (S. 109-127). Frankfurt/Main: Campus.

    Melchers, K. G., & König, C. J. (2004). Wie effektiv sind Interventionen zur Verbesserung des persönlichen Zeitmanagements? In W. Bungard, B. Koop & C. Liebig (Hrsg.), Psychologie und Wirtschaft leben: Aktuelle Themen der Wirtschaftspsychologie in Forschung und Praxis (S. 178-183). München: Hampp.

Lehre

mehr...

Forschungsinteressen

  • Personalauswahl
  • Kündigungen und Arbeitsplatzunsicherheit
  • Zeitmanagement (z.B. Meetings)
  • Verhältnis Praxis-Wissenschaft

Wichtigste Drittmittel

2021-Erasmus+ Projekt „Rethinking Cybersecurity in Pakistan - Human factors' Essential Role“ (ReCyP:HER) zusammen mit der Bogazici Universitesi (Türkei) und vier pakistanischen Universitäten
2020-Erasmus+ Projekt „Transforming Academic Knowledge to Develop Entrepreneurial Universities in Pakistan“ (TAKE-UP) zusammen mit der Athens University of Economics and Business (Griechenland) und vier pakistanischen Universitäten
2019-Erasmus+ Projekt „Women EntREpreneurs IN action!“ (WE’RE IN), zusammen mit Partnern von der Universidad de Vigo (Spanien) und drei weiteren Praxispartnern
2019VolkswagenStiftung: Explainable Intelligent Systems (EIS) zusammen mit Holger Hermanns (Informatik, UdS), Eva Schmidt (Universität Zürich), Georg Borges (UdS Rechtsinformatik), Ulla Wesels (Philosophie, UdS)
2018-DAAD Projekt „DEPUK – Developing Entrepreneurial Universities in Kenya"
2017-2020Erasmus+ Projekt „Big Data in Psychological Assessment“ BDPA (zusammen mit Partnern von der Erasmus Universiteit Rotterdam, Technische Universiteit Delft und Firmen aus Deutschland, Griechenland und Rumänien)
2017-2019Kooperationsstelle Wissenschaft und Arbeitswelt (KoWA)/Arbeitskammer des Saarlandes: „Auswirkungen des elektronischen Überwacht-Werdens auf Arbeitnehmerinnen und Arbeitnehmer“
2016-2020Deutsche Forschungsgemeinschaft: "Wie die Qualität von Selbstberichten in der Stressforschung durch Einbezug von Referenzgruppen und Verwendung von Ankervignetten erhöht werden könnte"
2015-2018

Bundesministerium für Bildung und Forschung: "Empathische Trainingsbegleiter für den Bewerbungsprozess", zusammen mit Patrick Gebhard (Deutsches Forschungszentrum für Künstliche Intelligenz, Saarbrücken), Elisabeth André (Universität Augsburg, Institut für Informatik), der Firma Charamel und der Firma TriCAT

2015-2018

Deutsche Forschungsgemeinschaft: "Prüfung einer Theorie der Kontext-Abhängigkeit von low-fidelity Simulationen: Korrelate und Moderatoren der Kontext-Abhängigkeit von Situational Judgment Tests" (Erstantragsteller: Stefan Krumm)

2014-2018

Im Rahmen des EXIST-Programms des Bundesministeriums für Wirtschaft und Technologie: Schaffung einer Juniorprofessur für Gründungs- und Innovationspsychologie an der Universität des Saarlandes

2009-2015

Schweizerischer Nationalfonds: "How can meetings be improved? Developing a meeting procedure scale" (Mitantragsteller: Martin Kleinmann)

2009-2013

Schweizerischer Nationalfonds: "Antecedents of self-presentation behaviors in different selection procedures and their consequences for criterion validity" (Hauptantragsteller: Martin Kleinmann, 3. Antragsteller: Klaus Melchers)

2008-2012

Schweizerischer Nationalfonds: "Job insecurity - a primarily subjective phenomenon?: The role of personality traits, economic parameters and media information" (Mitantragsteller: Martin Kleinmann)

Beruflicher Werdegang

seit 2019

Adjunct Professor, Graduate School of Business, University of the South Pacific, Suva, Fiji

seit 2010

Professor für Arbeits- und Organisationpsychologie an der Universität des Saarlandes

2007-2010   

Oberassistent am Psychologischen Institut der Universität Zürich in der Fachrichtung Arbeits- und Organisationspsychologie (Prof. Martin Kleinmann)

2003-2007

Assistent am Psychologischen Institut der Universität Zürich in der Fachrichtung Arbeits- und Organisationspsychologie (Prof. Martin Kleinmann)

07/2003

Abschluss der Dissertation zum Thema "Zeitmanagement aus entscheidungstheoretischer Perspektive", Philipps-Universität Marburg

1999-2003

Wissenschaftlicher Mitarbeiter bei Prof. Martin Kleinmann, Philipps-Universität Marburg, AG Arbeits- und Organisationspsychologie

1993-1999

Psychologie-Studium an der Philipps-Universität Marburg

1996-1997

Forschungsaufenthalt an der University of New South Wales, Sydney, Australien

Preise

2018     Ernennung zum Fellow der International Association of Applied Psychology (IAAP)
2013            

Outstanding Reviewer Award from the Organizational Behavior Division of the Academy of Management

2010

Outstanding Reviewer Award from the Organizational Behavior Division of the Academy of Management

2005

Promotionspreis der Fachgruppe Arbeits- und Organisationspsychologie der Deutschen Gesellschaft für Psychologie