
Claudia BuengelerKiel University | CAU · HRM and Organization
Claudia Buengeler
PhD
About
59
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Introduction
Claudia Buengeler is a full professor of HRM and Organization at Kiel University, Germany. Her research interests are leadership, diversity and its management, and teams.
Additional affiliations
September 2011 - September 2013
Publications
Publications (59)
Understanding explanatory team processes and emergent states is crucial for facilitating potential benefits and hindering potential pitfalls of team diversity. This systematic review synthesizes research regarding the processes and states related to team diversity since the categorization-elaboration model’s (CEM) introduction, against which we eva...
Feminist thinking has contributed to changing views of women in society and in leadership positions. Yet women are still underrepresented in leadership, especially in key roles and at higher organizational ranks. In this commentary we examine the past, present, and future of leadership theories through a gendered lens, by considering them against t...
The four papers in this symposium highlight the complex ways in which gender, leadership, and individual and organizational dynamics are intricately tied. Despite the strides that have been made, organizations seem to persistently face challenges concerning gender, leadership and identity barriers (e.g. Catalyst, 2022; Heilman et al., 2024; Leslie...
In recent decades, meta-analyses have become an increasingly popular method to summarize empirical evidence. In this editorial, we outline what we expect from meta-analyses and which meta-analyses are (not) likely to published in Organizational Psychology Review. Most importantly, we describe how meta-analyses can be used to develop, test, or exten...
Wer sich als Führungskraft in den Dienst seiner Mitarbeitenden stellt, genießt deren
Wertschätzung. Das wirkt sich positiv auf die Leistungsbereitschaft im Team aus. Ob dieser Stil jedoch dem persönlichen Vorankommen der Führungskraft hilft, war bislang unklar. Eine Studie zeigt nun: Servant Leadership kann sogar die Karriere fördern.
The literature on individual differences constitutes a key area of research in organizational sciences, such as organizational psychology, organizational behavior, and behavioral strategy. In line with this, there is a vast and further growing body of knowledge within this literature. This volume aims to provide an accessible overview of the academ...
Are leaders more promotable when they show servant or directive leadership – and does this hold for women and men alike? Servant leaders are likely seen as more effective, likable, and thus promotable but less prototypical than directive leaders. We argue that differing degrees of communion (i.e., warmth, morality) and agency (i.e., competence, dom...
Research has recognized age biases against young leaders, yet understanding of how gender, the most frequently studied demographic leader characteristic, influences this bias remains limited. In this study, we examine the gender-specific age bias toward young female and young male leaders through an intersectional lens. By integrating intersectiona...
Over the last century, the number of women in traditionally male dominated leadership positions has increased, generating interest in the role of gender and leadership in organizational contexts (Klenke, 1996). Yet, women are still widely underrepresented in leadership positions (Thomas et al., 2021). The goal of the chapter is to discuss the devel...
In emergency contexts, leaders’ ability to develop others’ trust in them is critical to leadership effectiveness. By integrating functional leadership and team process theories, we argue that democratic and autocratic leadership can create trust in the leader depending on the performance phase of the action team. We further argue that action and tr...
Drawing from the theory of met expectations, this study aims to create new knowledge on the antecedents of follower trust in leaders in the context of high-reliability organizations. We hypothesize that highly self-controlled leaders instill more trust than leaders with less self-control, as the former tend to meet follower expectations. This work...
Teams with shared leadership arrangements are ubiquitous in twenty-first century organizations. Although transitions in leadership are a common and key feature of such teams, there is little insight into how and when leadership arrangements transition over time. Bridging the shared leadership and team adaptation literatures, we present a model of L...
We investigated the moderating role of employee socioeconomic status (SES) in the relationship between leadership and employee well-being. Leadership forms an important predictor of how (un)well employees feel. Conceptualizing leadership effects and employee SES from a job demands-resources perspective, we propose that the relationship between lead...
Younger adults face challenges in their perception as (effective) leaders, as evident in an underrepresentation in leadership positions and less favorable leader evaluations. However, little is known about the origin of a leadership age bias towards younger adults. We argue for a perceived incongruity of younger adults with leader roles as a potent...
A leader’s humour can be detrimental to communication effectiveness, particularly in emergency situations. Using reversal theory, we argue that the absence of humour in leadership leads to more effective communication in frontline practice because it enhances communication clarity. Combining data from a vignette study (N = 127) and two field studie...
This article advances prior theory on inclusive leadership to better understand how leaders foster team creativity through members’ experience that their uniqueness belongs within the team (i.e., team-derived inclusion). We argue that leaders can instigate such sense of inclusion in their team by engaging in two behaviors: stimulating all members o...
Project management teams are often fluid, changing in composition over projects. Fluidity enables innovative project success, as it allows organizing social capital dynamically across projects. In this study, we argue for an optimum between fluidity and stability. We operationalize project management fluidity as the degree of intactness of the whol...
Project management teams are often fluid, changing in composition over projects. Fluidity enables innovative project success, as it allows organizing social capital dynamically across projects. In this study, we argue for an optimum between fluidity and stability. We operationalize project management fluidity as the degree of intactness of the whol...
In this review, we address inconsistencies and a lack of clarity in the study of leader-member exchange (LMX) differentiation and group outcomes. We do so by drawing on another highly visible group dispersion literature in the management domain, group diversity, based on the recognition that LMX quality is a characteristic on which group members va...
The importance of leaders as diversity managers is widely acknowledged. However, a dynamic and comprehensive theory on the interplay between team diversity and team leadership is missing. We provide a review of the extant (scattered) research on the interplay between team diversity and team leadership, which reveals critical shortcomings in the cur...
While the link between leadership and follower well-being is well established, less is known about the relation between leaders’ leadership behaviour and their own well-being. Particularly, a systematic integration of existing studies is missing. Based on an integrated framework summarising major theories on the leader well-being–leadership link, w...
Aufgrund jüngster Unternehmensskandale sieht sich die von Unternehmen und deren Führungskräften gelebte Ethik verstärkt den prüfenden Blicken einer kritischen Öffentlichkeit ausgesetzt. Folglich stehen diese Akteure unter erhöhtem Druck, sich moralisch zu verhalten, Verantwortung für Ihre Geschäftstätigkeit zu übernehmen, und ihre Entscheidungen et...
This wide-ranging book examines the new dynamics of corporate social responsibility (CSR) and the impact they have had on the transformation of business corporations. Written by an international group of distinguished experts in management and organization studies, economics and sociology, the book leads one to theoretically and practically rethink...
In this chapter, we carve out the ethical core in transformational, authentic, and ethical leadership theory. Basing our analysis on a meta-framework describing leader character, we distinguish ethical elements contained within each of these theories along the dimensions of locus (a leader’s inner characteristics), transmission (behaviors), and rec...
We outline the potential of dynamics systems theory for researching team processes and highlight how state space grids, as a methodological application rooted in the dynamic systems perspective, can help build new knowledge about temporal team dynamics. Specifically, state space grids visualize the relationship between two categorical variables tha...
In this chapter, we focus on the theoretical and empirical relationship between leadership and organizational citizenship behavior (OCB), arguing that leadership, at its conceptual core, is extra-role behavior (i.e., leadership [is] OCB). Updating and extending Organ, Podsakoff, and MacKenzie's (2006) chapter, we review both traditional (e.g., tran...
In this paper we develop a theoretical framework about how leaders help shape the impact of HR diversity practices on employee inclusion. So far, the HR literature has given leaders a relatively passive role in that they are mainly seen as enactors and communicators of HR policies and practices. We expand this view by suggesting that leaders can re...
As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration towards the development of killer apps in team contexts that are meaningful and challenging for both....
As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration toward the development of killer apps in team contexts that are meaningful and challenging for both....
Teams in Organisationen sind zunehmend divers zusammengesetzt. Mit Diversity sind neben Unterschieden bezüglich demografischer Merkmale beispielsweise auch Differenzen in unmittelbar aufgabenbezogenen Merkmalen sowie in Werten, Einstellungen und Eigenschaften gemeint, welche oftmals nicht sofort ersichtlich sind. Die weiterhin zu erwartende Zunahme...
To reduce discrimination and achieve a sustainable integration of an increasingly diverse workforce, organizations invest considerable time and money into diversity training. Despite these efforts, corporate diversity training is oftentimes not effective, as it does not sufficiently enable training participants to constructively deal with diversity...
Effective leadership requires a leader claiming as well as team members granting the leadership position. Contingent reward and participative leadership may both facilitate this mutual process. However, these behaviors differ in the degree to which they require a leader to have status and be prototypical. Their effectiveness might thus depend on th...
Teams in Organisationen sind zunehmend divers zusammengesetzt. Mit Diversity sind neben Unterschieden bezüglich demografischer Merkmale beispielsweise auch Differenzen in unmittelbar aufgabenbezogenen Merkmalen sowie in Werten, Einstellungen und Eigenschaften gemeint, welche oftmals nicht sofort ersichtlich sind. Die weiterhin zu erwartende Zunahme...
Attaining value from nationality diversity requires active diversity management, which organizations often employ in the form of diversity training programs. Interestingly, however, the previously reported effects of diversity training are often weak and, sometimes, even negative. This situation calls for research on the conditions under which dive...
In this team-level study, we present and test a model in which two aspects of interactional justice climate, its level and its strength, interact to moderate the effects of national diversity on team performance. Connecting the literatures on team diversity and (interactional) justice climate, we hypothesize that a high level of interactional justi...
In this presenter symposium, we explore the benefits and utility of “Big Data” for providing insights and testing theories of human behavior in organizations, particularly as it refers to organizational teams, beyond traditional methods of data collection and analysis. Given the limits of traditional datasets, especially in testing complex multivar...
In this study, I present and test a model in which interactional justice climate level and strength interact to moderate the effects of nationality diversity on team performance. Connecting the team diversity and interactional justice literatures, I hypothesize that high interactional justice (i.e., high climate level) in the interaction with the l...
According to Bass (1985), charismatic-transformational leadership fosters followers’ willingness to sacrifice (i.e., the readiness to go beyond expectations and transcend self-interests for the good of the organization and the whole). Drawing on an identity perspective, this paper aims to refine the theoretical link between charismatic- transformat...
There are currently only a handful of studies that examine the complex issue of how leadership influences the link between team diversity and team performance. To advance this literature, we used a sample of 156 customer service and sales teams to investigate the interactive effects of educational level diversity and participative and directive lea...
After several decades of leadership research that attempted to identify the specific and unique traits characteristic of those in supervisory positions, academic research shifted to pursue the patterns of behavior exhibited by those who were influential in and around positions of formal leadership. The evolution of leadership research, beyond trait...
With demographic change, organizations today are seeing changes in societal make-up translated to the composition of their workforce. In the future, younger and older employees will have to work together synergistically to achieve good performance. The authors argue that it will be largely up to leaders to prevent the negative effects of age divers...
Predictive genetic testing for Huntington disease (HD) might cause severe short-term psychological reactions in patients with poor mental health. Very few studies exist on the long-term effects of genetic HD testing. The aim of this study was to assess mental health and quality of life in persons who were tested for HD mutation, to compare mental h...