Lehrbereich für Sozial-, Arbeits- und Organisationspsychologie

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Advancing theory and research on Open Science Practices in psychology
(2024) Torka, Ann-Kathrin; Hüffmeier, Joachim; Krumm, Stefan
Die vorliegende Dissertation zielt darauf ab, Theorie und Forschung zu Open Science Practices (OSPs) in der Psychologie weiterzuentwickeln. Sie umfasst vier Artikel und zusätzliche Analysen. Der erste Artikel gibt einen Überblick über den aktuellen Stand der Reproduzierbarkeit und Replizierbarkeit in der Arbeits- und Organisationspsychologie (AOP) und verwandten Bereichen. Im Rahmen dieses Überblicks diskutiere ich, wie OSPs die Vertrauenswürdigkeit der Forschung verbessern können, indem sie beispielsweise fragwürdige Forschungspraktiken reduzieren. Der zweite Artikel ist ein Kommentar, der gängige Missverständnisse über OSPs anspricht und deren Vorteile hervorhebt. Anschließend vertieft die Dissertation die Implementierung von OSPs mit vier empirischen Studien. Der dritte Artikel umfasst zwei Studien. Die erste Studie untersucht die Implementierung von OSPs in AOP- und Managementzeitschriften anhand der Webseiten dieser Zeitschriften. Wir stellten fest, dass die meisten Zeitschriften OSPs nicht erwähnten. Die zweite Studie untersucht wahrgenommene Barrieren bei der Implementierung von OSPs anhand einer Befragung unter Herausgeber*innen der AOP- und Managementzeitschriften. Die Antworten zeigten die Notwendigkeit, neue OSPs zu entwickeln und bestehende zu verfeinern, sowie die Verfügbarkeit von Informationen über OSPs zu erhöhen. Der vierte Artikel untersucht, ob und wie Replikationen in den Autor*innen-Richtlinien der sozialpsychologischen Zeitschriften in den Jahren 2015 und 2022 erwähnt werden. Obwohl mehr Zeitschriften 2022 Replikationen begrüßen, werden sie auf den Webseiten der meisten Zeitschriften weiterhin nicht erwähnt. Die zusätzlichen Analysen untersuchen, inwieweit AOP-Studien eine Präregistrierung haben und sich an diese halten. Wir fanden heraus, dass nur wenige Studien eine Präregistrierung hatten und dass Abweichungen hiervon häufig waren. Gemeinsam erweitern die Artikel dieser Dissertation das Wissen über OSPs in der Psychologie und können so dazu beitragen, die psychologische Forschung offener und transparenter zu gestalten.
Associations between physical size and space are strongly asymmetrical
(2023-09-27) Richter, Melanie; Wühr, Peter
The spatial–size association of response codes (SSARC) effect describes the phenomenon that left responses are faster and more accurate to small stimuli whereas right responses are faster and more accurate to large stimuli, as compared to the opposite mapping. The effect indicates associations between the mental representations of physical size and space. Importantly, the theoretical accounts of SSARC effects make different predictions about the reciprocity and/or symmetry of spatial–size associations. To investigate the reciprocity of SSARC effects, we compared compatibility effects in two verbal choice-response tasks: a size–location (typical SSARC) task and a location–size (reciprocal SSARC) task. In the size–location task, participants responded verbally to a small/large stimulus by saying “left”/“right”. In the location–size task, participants responded verbally to a left-/right-side stimulus by saying “small”/“large”. Participants completed both tasks with a compatible (small–left, large–right; left–small, right–large) and an incompatible (small–right, large–left; left–large, right–small) mapping. A regular SSARC effect emerged in the size–location task. However, no reciprocal SSARC effect emerged in the location–size task if outliers were excluded. If outliers were not excluded, small reciprocal SSARC effects occurred. Associations underlying the SSARC effect are thus strongly asymmetrical: Physical (stimulus) size can prime spatial responses much more strongly than spatial (stimulus) position can prime size-related responses. The finding of asymmetrical associations between size and space is in line with some theoretical accounts of the SSARC effect but at odds with others.
A deep dive into distributive concession making and the likelihood of impasses in negotiations
(2023-10-30) Mertes, Marc; Kunz, Dana; Hüffmeier, Joachim
Negotiation impasses can have severe negative consequences, but only little research attention has been devoted to investigating their causes. Studies on distributive concession making (i.e., high demands and low concessions) as a cause of impasses were inconclusive due to low sample sizes and methodological choices. Moreover, distributive concession making entails two hitherto fully entangled properties: reduction of conceded value and violation of the reciprocity norm. In our experiment, participants negotiated with a confederate who administered different concession patterns that allowed us to disentangle these properties. We found unambiguous evidence that distributive concession making increases the likelihood of impasses. This effect was driven by the reduction of conceded value rather than the violation of the reciprocity norm. Confrontation with distributive concession making led participants to develop negative internal attributions and anger, which mediated the effect of distributive concession making on the impasse rate. Our study contributes to a better understanding of the causes and underlying mechanisms of negotiation impasses.
Similar, but different: gender differences in working time arrangements and the work–life interface
(2023-09-22) Mazei, Jens; Backhaus, Nils; Wöhrmann, Anne Marit; Brauner-Sommer, Corinna; Hüffmeier, Joachim
Gender inequities can be partly traced back to gender differences in working time arrangements. In fact, it is established knowledge that women as compared to men are more (less) likely to work part-time (overtime). Based on social role theory, however, we also expect gender differences among part-time and overtime workers, such that women and men differ in why they work part-time or overtime. In a preregistered and highly powered study conducted in Germany (N = 3,844–17,361, depending on the analysis), we observed that, on average, women were more likely than men to work part-time (i.e., fewer than 35 hours per week) because of personal or family obligations. Moreover, in comparison to men, women were less likely to work overtime (i.e., at least two hours per week) to attain additional income, but more likely to work overtime to step in for colleagues. Altogether, people had “gendered” reasons to work certain hours. Furthermore, as people’s paid working time arrangements are intertwined with their lives outside of the workplace, we examined women’s and men’s work–life interface and observed that women (as compared to men) deemed it less acceptable to be available for work-related issues during leisure time. We discuss implications for future theorizing and for practitioners who aim to design work schedules that consider the different lived experiences of women and men.
Is working from home a blessing or a burden? Home demands as a mediator of the relationship between work engagement and work-life balance
(2022-07-22) Ugwu, Fabian Onyekachi; Enwereuzor, Ibeawuchi K.; Mazei, Jens
As COVID-19 pandemic made its incursion into the world of work in early 2020, many employees were compelled to work from home to slow down the transmission of the disease. Since then, it has been asked whether working from home is a blessing or a burden. We respond to this question by building on the Affective Events Theory to examine whether work engagement is related to work-life balance (WLB), and whether home demands mediate this relationship, using data from 219 knowledge workers drawn from universities in the South-eastern region of Nigeria primarily working from home when they were surveyed. Results of regression analysis using PROCESS macro showed that work engagement related positively to home demands; in turn, home demands related negatively to WLB. The results further revealed that work engagement related negatively to WLB and that home demands mediated the negative work engagement-WLB connection. Theoretical as well as practical implications of the study are discussed, limitations are highlighted, and suggestions for future research are outlined.
A color-related bias in offside judgments in professional soccer: a matter of figure-background contrast?
(2023-05-16) Wühr, Peter; Memmert, Daniel
We investigated the impact of outfit colors on the frequency of offside judgments in soccer. In a recent laboratory study, observers made more offside judgments against forwards wearing the outfit of Schalke 04 (blue shirts, white shorts) than against forwards wearing the outfit of Borussia Dortmund (yellow shirts, black shorts), when figure-background luminance contrast was higher for the former team. Here, we investigated whether a similar effect is present in real matches of the German Bundesliga. Study 1 revealed a higher offside score for Schalke 04 than for Borussia Dortmund in matches between these clubs. Studies 2–4 showed higher offside scores for teams wearing a blue/white outfit, and lower offside scores for teams wearing a yellow/black outfit, in their matches against all other Bundesliga teams. Together, results suggest that more offside judgments are made against teams of higher salience, possibly induced by differences in figure-background contrast. Notably, this color-related bias occurred in our study even though a Video-Assistant Referee (VAR) supervised the (offside) decisions of the Assistant Referees.
Open science practices in IWO psychology: urban legends, misconceptions, and a false dichotomy
(2023-01-27) Hüffmeier, Joachim; Torka, Ann-Kathrin; Jäckel, Elisabeth; Schäpers, Philipp
Are strategies for women in compensation negotiations more appealing when it is explained how they are meant to impact negotiation outcomes?
(2022-10-20) Lietz, Melanie; Mazei, Jens; Mertes, Marc; Hüffmeier, Joachim
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two studies (N = 1,254), we observed that regardless of the provision of the rationales, women expected all examined specific strategies to be less economically effective and most of them to perpetuate gender roles more than regular assertiveness. Moreover, especially women's expectations regarding economic outcomes decreased their intentions to use most specific strategies. Women also expected most specific strategies to lead to less favorable social evaluations than yielding, which again led to their lower intentions to use them. Altogether, negotiation trainers and educators should consider that explaining how specific strategies are meant to work is not enough to close the implementation gap and to reduce gender inequality in negotiations. To attenuate the implementation gap, they may need to enable women to more fully experience how using specific strategies can improve their negotiation performance.
Employees' personality architecture matters at work: predicting motivation and well-being
(2022) Digutsch, Jan; Kleinsorge, Thomas; Rinkenauer, Gerhard
Personality plays a significant role in the workplace, and organizations need to take this into consideration when making decisions about hiring, task design, and creating a positive work environment. However, there is no universally agreed personality model or theory. Instead, there are interindividual (between-person differences) and intraindividual (within-person dynamics) perspectives on personality, which provide different insights each. The combination of both interindividual differences and intraindividual dynamics is referred to as personality architecture, with Personality Systems Interaction (PSI) theory (Kuhl, 2001) being a prominent example. PSI theory proposes seven sources of motivation that interact in shaping employees' experiences and behaviors. The purpose of this cumulative dissertation is to address how personality architecture relates to motivation and well-being at work. The results indicate that interindividual and intraindividual differences in personality architecture predict motivation and well-being at work. The dissertation provides new insights into the development of motivation and well-being at work and stresses the importance of dealing with negative experiences to become more competent.
Staggered onsets of processing relevant and irrelevant stimulus features produce different dynamics of congruency effects
(2023-01-13) Heuer, Herbert; Seegelke, Christian; Wühr, Peter
The dynamics of congruency effects in conflict tasks can be analyzed by means of delta plots which depict the reaction-time differences between incongruent and congruent conditions across the quantiles of the reaction-time distributions. Delta plots exhibit a variety of different shapes. Here we test the hypothesis that staggered onsets of processing task-relevant and task-irrelevant features for response selection (together with a declining influence of the irrelevant feature) produce such variety. For this purpose, staggered onsets were implemented in two extensions of the Leaky, Competing Accumulator model. We show the cardinal capability of these models to produce different shapes of delta plots with different assumptions about temporal offsets between processing relevant and irrelevant stimulus features. Applying the models to experimental data, we first show that they can reproduce the delta plots observed with a conflict task with stimulus size as the irrelevant feature. For this task congruency effects are delayed and appear only at longer reaction times. Second, we fit the models to the results of two new Simon-task experiments with an experimentally controlled temporal offset in addition to the internal one. The experimentally induced variations of the shape of delta plots for this task could be reasonably well fitted by one of the two models that assumed an early start of response selection as soon as either the relevant or the irrelevant stimulus feature becomes available. We conclude that delta plots are crucially shaped by staggered onsets of processing relevant and irrelevant features for response selection.
The nature of associations between physical stimulus size and left-right response codes
(2022-02-01) Richter, Melanie; Wühr, Peter
In two-choice response tasks, participants respond faster and more accurate with the left hand to a small stimulus and with the right hand to a large stimulus as compared to the reverse assignment. This compatibility effect suggests the existence of associations between cognitive codes of physical stimulus size and cognitive codes of left/right responses. Here, we explore the nature of associations between stimulus-size codes and left/right response codes by using more levels of stimulus size than in our previous studies. For example, the strengths of the associations between stimulus-size codes and response codes might either change gradually when stimulus size changes, or the strength of associations might change in a more discrete fashion (i.e., associations switch at a particular size level). In Experiment 1, participants responded to stimulus color with a left/right keypress, and physical stimulus size had ten levels with 5 mm steps. Results showed correspondence effects for the smallest and the largest stimulus size only. In Experiment 2, physical stimulus size had six levels with 10 mm steps. Results showed (similar) correspondence effects for the smallest and some intermediate stimulus-size levels. In sum, the results point towards a discrete, or categorical, relationship between cognitive codes of stimulus size and left/right response codes. This pattern of results is consistent with an account of the correspondence effect in terms of the polarity correspondence principle.
Advancing the knowledge of the terrorist hostage dilemma
(2022) Mertes, Marc; Hüffmeier, Joachim; Rowold, Jens
Hostage-takings, in which terrorists abduct people and threaten to kill them, unless the authorities agree to fulfill their demands, are a global problem. Whether authorities should concede to such demands is a controversial debate because concessions might be the only way to save the hostages lives, but were also shown to increase the likelihood of future abductions. This thesis advances the theoretical and practical understanding of this terrorist hostage dilemma. In the first and second article, I analyzed data on terrorist hostage takings from the recent decades. Results showed that even partial fulfillment of the hostage takers’ demands reduces the number of casualties among the hostages and increases the likelihood of a safe hostage release. The third article describes three further studies, which investigated popular support for the no-concessions policy (i.e., the political guideline saying that no concessions should be made to terrorists). In a survey study and two online experiments, we found that popular support for this policy (a) is overall high, (b) can be reduced by providing information on the benefits of concessions, and (c) is lower when the benefits of concessions outweigh the costs. In sum, the research presented here contributes to a better understanding of the consequences of authority concessions to terrorist hostage-takers as well as moral judgement in the terrorist hostage dilemma. The findings may help authorities make evidence-based decisions that can potentially save lives.

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