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Work-, Organizational- and Economic Psychology
Prof. Dr. Bertolt Meyer

Prof. Dr. Bertolt Meyer

Associate Editor, Small Group Research Associate Editor, Frontiers in Psychology, Section Organizational Psychology

Portrait: Bertolt Meyer
Prof. Dr. Bertolt Meyer

Office hours during the semester: Wednesday 11am to 12am

Research interests and central publications

  • Diversity and Stereotypes
    Meyer, B., & Asbrock, F. (2018). Disabled or cyborg? How bionics affect stereotypes toward people with physical disabilities. Frontiers in Psychology, 9(2251), 1-13. doi: 10.3389/fpsyg.2018.02251
    van Dijk, H., Meyer, B., & van Engen, M. (2018). If it doesn’t help, it doesn’t hurt? Information elaboration harms the performance of gender-diverse teams when attributions of competence are inaccurate. PLOS ONE, 13, e0201180. doi: 10.1371/journal.pone.0201180
    van Dijk, H., Meyer, B., van Engen, M., & Lewin Loyd, D. (2017). Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures. Academy of Management Annals, 11, 517-557. doi:10.5465/annals.2014.0046
  • Psychological well-being at work
    Schermuly, C. C. & Meyer, B. (2016). Good relationships at work: The effects of LMX and TMX on psychological empowerment, emotional exhaustion, and depression. Journal of Organizational Behavior, 37, 673-691. doi:10.1002/job.2060
  • Leadership, Interaction processes, and their sensor-based measurement:
    Meyer, B., Burtscher, B., Jonas, K., Feese, S., Arnrich, B., Tröster, G., & Schermuly, C. C. (2016). What good leaders actually do: Micro-level leadership behavior, leader evaluations, and team decision quality. European Journal of Work and Organizational Psychology, 25 773-789. doi:10.1080/1359432X.2016.1189903
  • Methods:
    Meyer, B. & Glenz, A. (2013). Team faultline measures: A computational comparison and a new approach to multiple subgroups. Organizational Research Methods16, 393–424. doi:10.1177/1094428113484970.  Supplemental material available from http://www.group-faultlines.org

Short bio

  • 1998-2003: Graduate studies in Psychology at Hamburg University and Humboldt University Berlin
  • 2004-2008: Dissertation at the chair of Organizational and Social Psychology (Prof. Dr. Wolfgang Scholl) at Humboldt University Berlin (summa cum laude)
  • 2005: Visiting research scientist at the School of of Knowledge Science (Prof. Kozo Sugiyama, PhD), Japan Advanced Institute of Science and Technology, Nomi, Japan
  • 2007-2011: PostDoc/Senior research assistant at the Chair of Social Psychology (Prof. Dr. Heinz Gutscher) at the Institute of Psychology of the University of Zurich, Switzerland
  • 2011-2014: PostDoc/Senior research assistant at the Chair of Social and Economic Psychology (Prof. Dr. Klaus Jonas) at the Institute of Psychology of the University of Zurich, Switzerland
  • 2014: Tenured full Professor (W3) for Organizational and Business Psychology at Chemnitz University of Technology, Germany


List of publications

Journal Publications
  • Cook, A. (S.), Zill, A., & Meyer, B. (2019). Observing leadership as behavior in teams and herds - An ethological approach to shared leadership research. The Leadership Quarterly. Advance online publication. doi:10.1016/j.leaqua.2019.05.003
  • Cook, A. (S.), Meyer, B., Gockel, C. & Zill, A. (2019). Adapting leadership perceptions across tasks: The micro origins of informal leadership transitions. Small Group Research, 50, 227-265. doi:10.1177/1046496418810437
  • Li, J., Shemla, B., Meyer, B., & Wegge, J. (2018). From being diverse to becoming diverse: A dynamic team diversity theory. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2272
  • Burtscher, M. J., Meyer, B., Jonas, K., Feese, S., & Tröster, G. (2018). A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2271
  • van Dijk, H., Meyer, B., & van Engen, M. (2018). If it doesn’t help, it doesn’t hurt? Information elaboration harms the performance of gender-diverse teams when attributions of competence are inaccurate. PLOS ONE, 13, e0201180. doi: 10.1371/journal.pone.0201180
  • Grütter, J., Gasser, L., Zuffianò, A., & Meyer, B. (2018). Promoting inclusion via cross-group friendship: The mediating role of change in trust and sympathy. Child Development, 89, e414-e430. doi: 10.1111/cdev.12883
  • van Dijk, H., Meyer, B., van Engen, M., & Lewin Loyd, D. (2017) Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures. Academy of Management Annals, 11, 517-557. doi: 10.5465/annals.2014.0046
  • Meyer, B., Burtscher, B., Jonas, K., Feese, S., Arnrich, B., Tröster, G., & Schermuly, C. C. (2016). What good leaders actually do: Micro-level leadership behavior, leader evaluations, and team decision quality. European Journal of Work and Organizational Psychology, 25 773-789. doi:10.1080/1359432X.2016.1189903
  • Schermuly, C. C. & Meyer, B. (2016). Good relationships at work: The effects of LMX and TMX on psychological empowerment, emotional exhaustion, and depression. Journal of Organizational Behavior, 37, 673-691. doi:10.1002/job.2060
  • Meyer, B., Shemla, M., Li, J., & Wegge, J. (2015). On the same side of the faultline: Inclusion in the leader's subgroup and employee performance. Journal of Management Studies, 52, 354–380. doi:10.1111/joms.12118
  • Knoll, M., Meyer, B., Kroemer, N.B., & Schroeder-Abe, M. (2015). It takes two to be yourself: An integrated model of authenticity, its measurement, and its relationship to work-related variables. Journal of Individual Differences, 36, 38-53. doi:10.1027/1614-0001/a000153
  • Meyer, B, Schermuly, C. C. & Kauffeld, S. (2015). That’s not my place: The interacting effects of faultlines, subgroup size, and social competence on social loafing behavior in work groups. European Journal of Work and Organizational Psychology. Advance online publication. doi:10.1080/1359432X.2014.996554
  • Grütter, J., Meyer, B., & Glenz, A. (2015). Sozialer Ausschluss in Integrationsklassen: Ansichtssache? [Social exclusion in integrative classrooms: A question of viewpoint?] Psychologie in Erziehung und Unterricht, 62, 65–82. doi:10.2378/peu2015.art05d
  • Shemla, M., Meyer, B., Greer, L. L., & Jehn, K. A. (2014). A review of perceived diversity in teams: Does how members perceive their team’s composition affect team processes and outcomes? Journal of Organizational Behavior. Advance online publication. doi:10.1002/job.1957
  • Meyer, B., Glenz, A., Antino, M., Rico, R., & González-Romá, V. (2014). Faultlines and subgroups: A meta-review and measurement guide. Small Group Research, 45, 633–670. doi:10.1177/1046496414552195
  • Burtscher, M. & Meyer, B. (2014). Promoting good decisions: How regulatory focus affects group information processing and decision-making. Group Processes & Intergroup Relations, 17, 663-681. doi:10.1177/1368430214522138
  • Grütter, J. & Meyer, B. (2014). Intergroup friendship and children’s intentions for social exclusion in integrative classrooms: The moderating role of teachers' diversity beliefs. Journal of Applied Social Psychology, 44, 481-494. doi:10.1111/jasp.12240
  • Schermuly, C. C., Meyer, B., & Dämmer, L. (2013). LMX and innovative behavior: The mediating role of psychological empowerment. Journal of Personnel Psychology, 12, 132–142. doi:10.1027/1866-588 8/a000093
  • Meyer, B. & Glenz, A. (2013). Team faultline measures: A computational comparison and a new approach to multiple subgroups. Organizational Research Methods, 16, 393–424. doi:10.1177/1094428113484970. Supplemental material available from http://www.group-faultlines.org
  • Meyer, B. (2013). Learning to appreciate (methodological) comments from the scientific out-group. Small Group Research, 44, 168 - 174. doi:10.1177/1046496412471863
  • Roe, R., Gockel, C., & Meyer, B. (2012). Time and change in teams: Where we are and where we are moving. European Journal of Work and Organizational Psychology, 21, 629–656. doi:10.1080/1359432X.2012.729821
  • Shemla, M., & Meyer, B. (2012). Bridging diversity in organizations and cross-cultural work psychology by studying perceived differences. Industrial and Organizational Psychology, 5, 377–379. doi:10.1111/j.1754-9434.2012.01464.x
  • Meyer, B., & Schermuly, C. C. (2012). When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance. European Journal of Work and Organizational Psychology, 21, 456-487. doi: 10.1080/1359432X.2011.560383
  • Kobsa, A., Patil, S., & Meyer, B. (2012). Privacy in instant messaging: An impression management model. Behaviour & Information Technology, 31,355–370. doi: 10.1080/01449291003611326
  • Meyer, B., Shemla, M., & Schermuly, C. C. (2011). Social category salience moderates the effect of diversity faultlines on information elaboration. Small Group Research, 42, 257-282. doi: 10.1177/1046496411398396
  • Schermuly, C. C., Schermuly, R., & Meyer, B. (2011). Effects of vice-principals’ psychological empowerment on job satisfaction and burnout. International Journal of Educational Management, 25, 252-264. doi: 10.1108/09513541111120097
  • Burkolter, D., Meyer, B., Kluge, A., & Sauer, J. (2010). Assessment of structural knowledge for training evaluation in process control environments. Human Factors, 52, 119-138. doi: 10.1177/0018720810367646
  • Meyer, B., & Scholl, W. (2009). Complex problem solving after unstructured discussion: Effects of information distribution and experience. Group Processes & Intergroup Relations, 12, 495–515. doi: 10.1177/1368430209105045
  • Sugiyama, K., & Meyer, B. (2008). Knowledge process analysis: Framework and experience. Journal of Systems Science and Systems Engineering, 17, 86–108. doi: 10.1007/s11518-008-5069-7
  • Meyer, B., & Sugiyama, K. (2007). The concept of knowledge in KM: a dimensional model. Journal of Knowledge Management, 11, 17–35. doi: 10.1108/13673270710728213
  • Teltzrow, M., Meyer, B., & Lenz, H.-J. (2007). Multi-channel consumer perceptions. Journal of Electronic Commerce Research, 8, 18–31. Available from http://www.csulb.edu/web/journals/jecr/issues/20071/paper2.pdf
  • Scholl, W., König, C., Meyer, B., & Heisig, P. (2004). The future of knowledge management: An international delphi study. Journal of Knowledge Management, 8, 19–35. doi: 10.1108/13673270410529082
  • Scholl, W., König, C., & Meyer, B. (2003). Die Zukunft des Wissensmanagements: Der Faktor Mensch? Zeitschrift für Wirtschaftspsychologie, 3, 7–13.
Monographies
  • Meyer, B. (2008). The effects of structural and group knowledge on complex problem solving performance. Open access doctoral dissertation, Humboldt University Berlin, Berlin. doi: 10.5167/uzh-9204
Book chapters and conference proceedings
  • Meyer, B. (in press). Team diversity: A review of the literature. In E. Salas, R. Rico, & J. Passmore (Eds), The Wiley Blackwell handbook of the psychology of teamwork and collaborative processes (pp. 151-175). Chichester, UK: Wiley-Blackwell.
  • Spiekermann, S., Meyer, B., Hertlein, M., & Lattke, T. (2009). skillMap - a social software for knowledge management - from concept to proof. In H. R. Hansen, D. Karagiannis, & H.-G. Fill (Eds.), Business services: Konzepte, Technologien, Anwendungen (Vol. 2, pp. 297–306). Vienna, Austria: Österreichische Computer Gesellschaft.
  • Sugiyama, K., & Meyer, B. (2007). Explorative evaluation of tacit knowledge in small research pro jects. In N. Gronau (Ed.), Proceedings of the 4th conference on professional knowledge management, 28th-30th march, 2007 (Vol. 2, pp. 259–268). Berlin: GITO.
  • Meyer, B., Scholl, W., & Zhang, Z. (2007). Predicting task performance with elicitation of non-explicit knowledge. In N. Gronau (Ed.), Proceedings of the 4th conference on professional knowledge management, Berlin, 28th-30th March, 2007 (Vol. 2, pp. 303–311). Berlin: GITO.
  • Meyer, B., & Spiekermann, S. (2006a). skillMap: dynamic visualization of shared organizational context. In F. Lehner, H. Nösekabel, & P. Kleinschmidt (Eds.), Multikonferenz Wirtschaftsinformatik 2006 (Vol. 2, pp. 528–540). Berlin: GITO.
  • Meyer, B., & Spiekermann, S. (2006b). skillMap: Wissenstransparenz für verteilte Organisationen [skillMap: knowledge transparency for distributed organizations]. In N. Gronau, P. Pawlowsky, P. Schütt, & M. Weber (Eds.), Mit Wissensmanagement besser im Wettbewerb! (pp. 75–83). Poing: CMP-WEKA.
  • Meyer, B., & Scholl, W. (2005). Comparison of paradigmatic views in knowledge management: an empirical case study on shortcomings in KM. In O. K. Ferstl, E. J. Sinz, S. Eckert, & T. Isselhorst (Eds.), Wirtschaftsinformatik 2005 (pp. 1003–1022). Heidelberg: Physica.

Press Articles