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.

Bajwa, N. ul H., & König, C. J. (in press). How much is research in the top journals of industrial/organizational psychology dominated by authors from the U.S.? Scientometrics. (preprint)

      Bajwa, N. ul H., Langer, M., König, C. J., & Honecker, H. (in press). What might get published in management and applied psychology? Experimentally manipulating implicit expectations of reviewers regarding hedges. Scientometrics. (preprint)

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

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

     Fell, C. B., & König, C. J. (in press). Examining cross-cultural differences in academic faking in 41 nations. Applied Psychology: An International Review, advance online publication. doi:10.1111/apps.12178

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

     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

     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, 271-234. doi:10.1111/ijsa.12246 (preprint)

     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. (link)

     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)

     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

     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)

     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

     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)

     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)

     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)

     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)

     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)

     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)

     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)

     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)

     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)

    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, 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.

    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. (PDF)

    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)

    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)

    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)

    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)

    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)

    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)

    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)

    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.

    Koch, C. J. & Kleinmann, M. (2002). A stitch in time saves nine: Behavioural decision-making explanations for time management problems. European Journal of Work and Organizational Psychology, 11, 199-217. doi:10.1080/13594320244000120. (Abstract)

Bücher

  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

    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. (in press). 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.

    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.

    Sackett, P. R., Shen, W. Myors, B., Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Onyura, B. Mladinic, A., Rodríguez, V., 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., 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., & Aguinis, H. (2010). Perspectives from twenty-two countries on the legal environment for selection. In J. L. Farr & N. Tippins (eds.), Handbook of employee selection (p. 651-676). New York: Routledge. (PDF)

    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

Beruflicher Werdegang

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

Wichtigste Drittmittel

seit 2/2019VolkswagenStiftung: Explainable Intelligent Systems (EIS) zusammen mit Holger Hermanns (Informatik, UdS), Eva Schmidt (Universität Zürich), Georg Borges (UdS Rechtsinformatik), Ulla Wesels (Philosophie, UdS)
seit 5/2018DAAD Projekt „DEPUK – Developing Entrepreneurial Universities in Kenya"
seit 9/2017Erasmus+ 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)
seit 5/2017Kooperationsstelle Wissenschaft und Arbeitswelt (KoWA)/Arbeitskammer des Saarlandes: „Auswirkungen des elektronischen Überwacht-Werdens auf Arbeitnehmerinnen und Arbeitnehmer“
seit 8/2016Deutsche 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)

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