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Organisations- und Wirtschaftspsychologie
Prof. Dr. Bertolt Meyer

Prof. Dr. Bertolt Meyer

Geschäftsführender Direktor des Instituts für Psychologie
Associate Editor, Small Group Research

Bertolt Meyer (Foto: Rouven Faust)  bertolt.meyer@psychologie.tu-chemnitz.de

  Wilhelm-Raabe-Straße 43, 09120 Chemnitz, Raum 4/206D 
  Tel.: +49 (0)371 531 32972
  Sprechzeit: in der Vorlesungszeit Mittwoch 11:0 bis 12:00 Uhr
  in den Semesterferien nach Vereinbarung
 
 

 

 
Forschungsinteressen und zentrale Publikationen
  • Diversität und Stereotype
    • Am Arbeitsplatz:
      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

    • Im Kontext von Behinderung:
      Meyer, B. & Asbrock, F. (in press). Disabled or cyborg? How bionics affect stereotypes towards people with physical disabilities. Frontiers in Psychology. doi: 10.3389/fpsyg.2018.02251
       
  • Betriebliches Gesundheitsmanagement:
    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
  • Interaktionsprozesse (und ihre sensorbasierte Messung):
    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
  • Multivariate Methoden:
    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
Kurzvita
1998 - 2003 Studium der Psychologie an der Universität Hamburg und an der Humboldt-Universität zu Berlin
2004 - 2008 Promotion am Lehrstuhl für Organisations- und Sozialpsychologie (Prof. Dr. Wolfgang Scholl) der Humboldt-Universität zu Berlin (summa cum laude)
2005 Gastwissenschaftler an der School of Knowledge Science (Prof. Kozo Sugiyama, PhD), Japan Advanced Institute of Science and Technology, Nomi, Japan
2007 - 2011 Oberassistent am Lehrstuhl für Sozialpsychologie (Prof. Dr. Heinz Gutscher) am Psychologischen Institut der Universität Zürich
2011 Ruf auf eine Assistenzprofessur für Organizational Psychology, Brooklyn College, City University of New York, USA (abgelehnt)
2011 - 2014 Oberassistent am Lehrstuhl für Sozial- und Wirtschaftspsychologie (Prof. Dr. Klaus Jonas) am Psychologischen Institut der Universität Zürich
2012 - 2013 Vertretung des Lehrstuhls für Wirtschafts-, Organisations- und Sozialpsychologie an der TU Chemnitz
2014 Ruf auf die W3-Professur für Organisations- und Wirtschaftspsychologie an der TU Chemnitz
Publikationen
 
Journal Publications
  • Meyer, B. & Asbrock, F. (in press). Disabled or cyborg? How bionics affect stereotypes towards people with physical disabilities. Frontiers in Psychology. doi: 10.3389/fpsyg.2018.02251
  • Cook. A. (S.), Meyer, B., Gockel, C., & Zill, A. (2018). Adapting leadership perceptions across tasks: The micro origins of informal leadership transitions. Small Group Research. Advance online publication. 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.

Presseartikel