Irmela Koch-Bayram

Universität Mannheim ·  Business School

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm‐based decision‐making or providing justifying information about the decision‐maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizat...

While a positive relationship between corporate social responsibility (CSR) and employee outcomes has been widely researched, most studies have been conducted in a Western context and for white-collar employees. Thus, little is known about Chinese blue-collar workers’ reactions to CSR. In two studies, we investigated the outcomes of internal CSR fo...

Using the comparative contextual framework of HRM, we investigate the effects of external and internal context on HRM systems. Further, we add HRM’s organizational integration that presumably fosters the adoption of context-specific HRM systems. We draw on data from 4,768 organizations across 34 countries and analyze the similarity of HRM systems w...

The debate on convergence versus divergence or stasis in human resource management (HRM) practices over time is still ongoing. We look at configurations of organisations' personnel selection practices and empirically analyse the role of geographic, cultural and regulatory institutional distance between countries for emerging similarity or dissimila...

Recent research on CEOs’ narcissism has mostly used unobtrusive measures, even though such measures have not been validated sufficiently. In two settings (Study 1 with 601 participants from various occupations and Study 2 with 97 managing directors), we analyze the construct validity of the commonly used narcissism index (NI). We find that the NI i...

Research summary We examine the influence of CEOs’ military background on financial misconduct using two distinctive datasets. First, we make use of accounting and auditing enforcement releases (AAER) issued by the U.S. Securities and Exchange Commission (SEC), which contain intentional and substantial cases of financial fraud. Second, we use a dat...

Recent research on CEOs' narcissism has mostly used unobtrusive measures, even though such measures have not been validated. In two online experiments (Study 1 with 601 participants from various occupations and Study 2 with 97 managing directors), we analyze the construct validity of the commonly used narcissism index (NI). We find that the NI is o...

We draw on Hambrick and Masons’ (1984) upper echelon theory and the “Fraud Triangle” and investigate whether CEOs’ who served in the military are less likely to engage in corporate wrongdoings in the U.S. We hypothesize that former members of the military are comparatively more obedient to rules and regulations. We test our hypothesis in two distin...