Claudia Peus's research while affiliated with Technische Universität München and other places
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Publications (116)
Although interactive technologies increasingly shape teamwork, their relationship with team effectiveness (inputs, processes, emergent states, and outputs) remains unclear. To provide an overview of this relationship, we systematically reviewed empirical articles from Work and Organizational Psychology (WOP) and Human-Computer Interaction (HCI). To...
Human-robot interaction research has shown that social robots can interact with humans in complex social situations and display leadership-related behaviors. Therefore, social robots could be able to take on leadership roles. The aim of our study was to investigate human followers' perceptions and reactions towards robot leadership behavior, and di...
Recruitment contexts such as STEM professorships promote clearly defined selection criteria and objective assessment. We illuminate in these contexts, the subjective interpretation of seemingly objective criteria and gendered arguments in discussions of applicants. Additionally, we explore gender bias despite comparable applicant profiles investiga...
In Zeiten, in denen die Welt von einer Krise in die nächste taumelt, sehen
viele Führungskräfte sich selbst und ihre Organisationen für die komplexen Herausforderungen gewappnet. Insbesondere in Großunternehmen ist diese Resilienz hoch ausgeprägt. Dabei ist es zur
Bewältigung der Krisen für Führungskräfte besonders wichtig nach eigenen Werten zu ha...
The papers in this Special Issue Part I “Revisioning, Rethinking, Restructuring Gender at Work: Quo Vadis Gender Stereotypes?” focus on the current state of gender inequality, particularly stereotypes. We present studies showing that differences in gender stereotypes still exist, confirm disadvantages for women in male‐dominated roles and sectors a...
Evaluators’ fit assessments are not only influenced by applicants’ qualities, but also by stereotypes, especially in recruitment for high-status jobs in male-dominated fields. The unidimensional agentic stereotype of these work contexts signals agentic job and organizational requirements (stereotypically male qualities such as achievement orientati...
The papers in Part II of this Special Issue on “Revisioning, Rethinking, Restructuring Gender at Work” emphasize the factors contributing to gender stereotypes. These papers share the aim of understanding the relevance of individual factors, boundary conditions, and of broadening the scope beyond heterosexual women and men. We summarize the papers...
While the leadership literature has emphasized the importance of leader identity for leader behaviors and leader effectiveness, little is known about whether and how professionals, who are experts in their field and hold a formal leader role, construe a leader identity. To expand our understanding of leader identity construal, we explored how profe...
Nicht einmal jede zweite Führungskraft in Deutschland kennt die Nachhaltigkeitsziele der Vereinten Nationen. Gleichwohl sehen drei Viertel der Führungskräfte eine Mitverantwortung der deutschen Wirtschaft bei der Umsetzung der Sustainable Development Goals (SDGs), die im Herbst 2015 von den UN-Mitgliedstaaten verabschiedet wurden und bis 2030 errei...
Leader narcissism has attracted substantial attention in leadership research and organizational practice. Yet, the exact relationship between leader narcissism and performance remains unclear. In this paper, we set out to illuminate the narcissism-leadership-performance puzzle. We build on research that points to a curvilinear relationship between...
Despite efforts to foster gender equality in academia, women are vastly under-represented in tenured professorships, specifically in STEM disciplines. While previous research investigated structural and organizational barriers for women in academia, we explored professors’ subjective view on attributes required before and after reaching tenure. The...
While much research has focused on the effects of ethical and unethical leadership, little is known about how followers come to perceive their leaders as ethical or unethical. In this article, we investigate the co-creation of ethical and unethical leadership perceptions. Specifically, we draw from emerging research on moral congruence in organizat...
Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender‐stereotypical wor...
Angesichts der Corona-Krise erhalten Wertschätzung und ein nachhaltiger Führungsstil größere Bedeutung in deutschen Unternehmen.
Die Corona-Krise beeinflusst auch das Wertesystem der Führungskräfte in Deutschland: Deutlich mehr Manager als in den vergangenen Jahren weisen dem Wert Respekt eine sehr hohe Priorität zu. Auch ein von Nachhaltigkeit ge...
Traditional approaches describe ethical decision-making of leaders as driven by conscious deliberation and analysis. Accordingly, existing approaches of ethically-oriented leader development usually focus on the promotion of deliberative ethical decision-making, based on normative knowledge and moral reasoning. Yet, a continually growing body of re...
In this study, we investigate a key question of ethical leadership theory: Are ethical leaders able to gain followers' openness to their ethical influence? When describing ethical leadership, we distinguish between leaders’ moral person behavior (i.e., behaviors that are normatively appropriate) and moral management (i.e., using position power to r...
Die Digitalisierung der Arbeitswelt verändert Führung und konfrontiert Führungspersonen mit neuen Herausforderungen (Wegman et al., 2017). Sie verändert auch die Führungskräfteentwicklung selbst: Eine zukunftsorientierte Führungskräfteentwicklung muss individuelle Ansätze bieten und Selbstlernkompetenzen gezielt fördern (Day et al., 2014; Sparr et...
Die Führungskräftebefragung wurde 2019 zum elften Mal von der Wertekommission
durchgeführt. Teilgenommen haben in diesem Jahr 545 Führungskräfte aus
Deutschland, davon rund 80 Prozent aus dem mittleren und oberen Management.
Ausgangspunkt sind die sechs individuellen Kernwerte (Integrität, Mut, Nachhaltigkeit,
Respekt, Verantwortung und Vertrauen),...
We used a multi-dimensional framework to assess current stereotypes of men and women. Specifically, we sought to determine (1) how men and women are characterized by male and female raters, (2) how men and women characterize themselves, and (3) the degree of convergence between self-characterizations and charcterizations of one’s gender group. In a...
Frauen sind im Vergleich zu Männern gerade auf hohen Karrierestufen unterrepräsentiert. Die Frage nach dem Warum wird kontrovers diskutiert. Viele Unternehmen äußern eine Absicht, mehr Frauen in Führungspositionen zu befördern. Vor diesem Hintergrund hat das Kapitel zwei Zielsetzungen. Erstens sollen Ursachen für die Ungleichverteilung der Geschlec...
Building on the connectionist model of leadership perceptions, this research investigates the relationships between leader gender and authentic leadership perceptions from a leadership prototype perspective. In a five-study series, we tested different cognitive processing dynamics that influenced leadership perceptions. Study 1 (N = 271) demonstrat...
Entrepreneurship programs often aim at increasing women's lower entrepreneurial activities. We investigate how advertisements for entrepreneurship programs can be designed to increase women's application intentions. Results of an experiment with 156 women showed that women indicate (1) lower self-ascribed fit to and interest in the program after vi...
Building on the emotion-centered model of voluntary work behavior, this research tests the relations between leader narcissism, followers’ malicious and benign envy, and supervisor-targeted counterproductive work behavior (CWB). Results across five studies (i.e., one pilot study (N = 50), two experimental studies (N = 74 and 50), and two field surv...
Die Führungskräftebefragung 2018 ist inzwischen die zehnte Befragung dieser Art,
welche von der Wertekommission durchgeführt wird. Teilgenommen haben 605
Führungskräfte aus Deutschland, davon rund 80 Prozent aus dem mittleren und
oberen Management.
Neben den sechs individuellen Kernwerten (Integrität, Mut, Nachhaltigkeit, Respekt,
Verantwortung und...
Destructive leadership comes in many shapes and forms. From reviewing the literature, we conclude that three major forms of destructive leader behaviors are described: (1) follower-directed destructive behaviors, i.e., genuine abusive forms of destructive leadership, (2) organization-directed behaviors, i.e., behaviors such as stealing from the org...
Entrepreneurial teams often struggle with simultaneous task and team challenges at an early stage of new venture creation. The way in which teams shape their teamwork is key in leveraging performance in the pre-founding phase. Learning should help the team in establishing good teamwork and in expanding its members’ entrepreneurial capabilities. Lea...
This research contributes to an improved understanding of authentic leadership at the work–life interface. We build on conservation of resources theory to develop a leader–follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work–life balance. The model integrates authentic le...
Purpose
Leader sensegiving—the attempt to affect employees’ sensemaking—is a crucial leadership activity during organizational change. Yet, it is unclear how employee sensemaking and leader sensegiving vary across different change phases: Although addressing employee needs is key for successful sensegiving, current literature remains vague about ho...
Women have made considerable inroads into the workforce but remain underrepresented in leadership positions. Even though studies show that men and women hardly differ in their leadership behaviours, we argue that male and female leaders are evaluated differentially contingent on the gender-congruence of their leadership style. Drawing arguments fro...
Die Führungskräftebefragung 2017 ist inzwischen die neunte Befragung dieser Art,
welche von der Wertekommission durchgeführt wird. Teilgenommen haben 571
Führungskräfte aus Deutschland, davon rund 80 Prozent aus dem mittleren und
oberen Management.
Neben den sechs individuellen Kernwerten (Vertrauen, Verantwortung, Integrität,
Respekt, Nachhaltigke...
In recent decades, societal shifts towards gender equality in the family domain mean that men are more actively involved in childcare. However, a core early childcare practice for working parents—parental leave—still presents perceived career barriers for leaders, especially for men and in the short-term (e.g., reduced ratings of career commitment)...
Durch die vielfältigen Herausforderungen, denen sich akademische Führungskräfte heutzutage stellen müssen, hat Führung in Wissenschaftsorganisationen in den letzten Jahren enorm an Bedeutung gewonnen und ist heute ein entscheidender Faktor für den Erfolg von Wissenschaftsorganisationen. Aus wissenschaftlicher Sicht stellt sich die Frage, wie Führun...
A leader behaving in a way that is exceedingly self-interested and exploitative of others is a recurring notion in destructive leadership but also an unexplored aspect that warrants further scrutiny. In this article, we introduce the concept of “exploitative leadership,” which is mainly characterized by high levels of leader self-interest. In a tot...
Frauen sind im Vergleich zu Männern gerade auf hohen Karrierestufen unterrepräsentiert. Die Frage nach dem Warum wird kontrovers diskutiert. Viele Unternehmen äußern eine Absicht, mehr Frauen in Führungspositionen zu befördern. Vor diesem Hintergrund hat das Kapitel zwei Zielsetzungen. Erstens sollen Ursachen für die Ungleichverteilung der Geschlec...
Quota-based selection systems are viewed as a way to overcome biases; however, they may produce negative effects on the individuals as well as on the organizations that enact said procedures. To date, the processes underlying these negative effects have been relatively neglected in the literature and thus warrant further investigation. The current...
In this final chapter, we summarize the core challenges to leadership in complex organizational systems as well as the lessons that we believe leaders can learn from the contributions presented in this book. Building on Complexity Leadership Theory (Uhl-Bien & Marion, 2009), we argue that high levels of complexity characterize the contexts describe...
This chapter summarizes the specific challenges for leadership in academia
with a focus on universities, and discusses recent approaches to facilitate
the development of leadership abilities in this context. Individuals
and groups in academia essentially strive for creativity and innovation
through knowledge creation and transfer. Their performance...
Change initiatives entail a high risk of failure if leaders cannot convey the underlying sense to employees. However, the effectiveness of leader sensegiving depends on external as well as internal factors. Moderators of the leader sensegiving process represent a critical but underexplored factor of sensegiving during organizational change. We deri...
Purpose
– The purpose of this paper is to provide more insight into team temporal constructs and team satisfaction, this study proposes and tests a multiple mediation model of shared temporal cognition (STC), temporal conflict (TC), action processes, and team satisfaction.
Design/methodology/approach
– The authors test the theoretical model in a s...
In concordance with recent calls for cross-cultural leadership research as well as research on women leaders, this study investigated how women in Asia and the U.S. become leaders and how they enact their leadership. In-depth interviews with 76 mid- to upper-level female managers in Asia (China, India, Singapore) and the U.S. were conducted. Analys...
Dieses Buch bietet Personalverantwortlichen an Hochschulen und anderen Forschungseinrichtungen einen praxisnahen Überblick über Grundlagen und Methoden einer erfolgreichen Personalauswahl. Neben aktuellen Forschungserkenntnissen aus Personalpsychologie und Wirtschaftswissenschaften werden Besonderheiten des Kontextes Wissenschaft, geschlechtergerec...
Die Relevanz von Selbst(lern)kompetenzen in der Führungskräfteentwicklung Sowohl Forschung als auch Praxis beschäftigen sich mit der Frage, wie wir zukünftige Führungskräfte und Nachwuchsführungskräfte effektiv auf ihre Führungs-und Managementaufgaben vorbereiten können. Formale Trainingsangebote, die Management-und Führungskompetenzen vermitteln s...
Dieses Kapitel beleuchtet Herausforderungen für die Personalauswahl in der Wissenschaft, insbesondere im Rahmen von Berufungsverfahren. Wissenschaftler_innen und Professor_innen, die in Personalauswahlbzw. Berufungsverfahren ausgewählt werden, erbringen herausragende Leistungen in Forschung und Lehre an deutschen Universitäten. Wir vertreten die Th...
Leadership has been recognized as a critical success factor for innovation. However, earlier research did not sufficiently account for the complexity, the unpredictability and the over time changing requirements during innovation processes, leading to heterogeneous findings. Based on the recently introduced ambidexterity theory of leadership for in...
Ausgehend von der Problematik, dass Frauen trotz gleicher oder besserer Ausbildung im Vergleich zu ihren männlichen Kollegen in Führungspositionen in der Wissenschaft unterrepräsentiert sind, analysieren wir Einflussfaktoren auf Personalauswahlentscheidungen. Im Fokus steht die Frage, inwieweit systematische Verzerrungen bei der Auswahl und Beurtei...
Servant leadership embodies a specific focus on needs, well-being and development of followers. However, objectively measured follower outcomes have been rarely examined in the bulks of studies in this area. The current study aims to fill this gap by developing a mechanism linking servant leadership to subjective and objective well-being and turnov...
Research on transformational and transactional leadership to date has mostly focused on leader-centric, top-down influence processes. The present research took a follower-centered approach by differentially investigating follower preferences for the facets of transformational and transactional leadership. This was done via adaptive conjoint analysi...
Women’s self-directed gender stereotypes can lead to self-limiting behavior such as a lower propensity to pursue career opportunities or leadership positions. In this paper we investigate which factors impact women’s as compared to men’s decisions to apply for prestigious scholarships, which would prepare them for leadership positions. Specifically...
Several researchers have concluded that destructive leadership is a complex phenomenon (e.g. Schilling, 2009; Thoroughgood et al., 2012) and that current empirical constructs only represent a part of the destructive behaviors leaders may show (Krasikova et al., 2013). We argue that the leaders’ own interest is a relevant dimension when describing d...
This study investigated the impact of the perceived threat of terrorism on employees' ability to cope with organizational change as well as potentially underlying psychological mechanisms related to work satisfaction and initiative. Three days after the 2006 thwarted terrorist attacks in the United Kingdom, participants were reminded of terrorist t...
A new research stream in the field of leadership that has been linked to managerial ethics is servant leadership. The present study investigated the psychometric properties of a German version of the multidimensional Servant Leadership Survey (SLS) developed by Van Dierendonck and Nuijten (2011). Based on ratings by 533 participants from various br...
Gender stereotypes are a central barrier to women’s advancement to and continuance in top management positions. If female managers make a mistake in a male-typed field, they are penalized more than male managers (Brescoll, Dawson, & Uhlmann, 2010). Mistakes are inevitable, thus, this effect is vastly disadvantageous. This study addresses the questi...
We know to expect differences in the perception of power based on Hofstede’s well-known studies of cultural dimensions; however, power is a complex phenomenon that triggers different associations and behaviors. Four studies investigated the values and norms associated with power and their influence on individual behavior in the USA and Germany. Stu...
In concordance with recent calls for cross-cultural leadership research as well as research on women leaders, this study investigated how women in Asia and the U.S. become leaders and how they enact their leadership. In-depth interviews with 76 mid- to upper-level female managers in Asia (China, India, Singapore) and the U.S. were conducted. Analys...
In response to calls for context-specificity in leadership research, we developed and validated a Situational Judgment Test of the Full Range of Leadership Model (SJT-FRLM). Three consecutive studies were conducted following the typical steps of test development. Study 1 served measure development and pilot testing: item stems were generated empiri...
In spite of calls for deliberate differentiation between individual and team levels of analysis, leadership research based on well-grounded theory referring to multiple levels is scarce. We seek to fill this gap by analyzing the relations between transformational leadership, trust in supervisor and team, job satisfaction, and team performance via m...
Even though mission statements are standard tools in organizations, their effectiveness is subject to substantial skepticism. This review integrates hitherto published research based on a broad range of objective and subjective effectiveness criteria above and beyond financial performance in for-profit as well as not-for-profit organizations.
We c...
The recent economic crisis as well as other disasters such as the oil spill in the Gulf of Mexico or the nuclear disaster in Japan has fanned calls for leaders who do not deny responsibility, hide information, and deceive others, but rather lead with authenticity and integrity. In this article, we empirically investigate the concept of authentic le...
This article introduces the concept of adverse leadership. Adverse leadership arises when followers (1) perceive their leader to violate leadership prototypes or to concur with antiprototypes, and (2) attribute this violation to internal stable conditions within the leader (i.e., actor-observer bias), even though (3) the leader had no intention to...
While attractiveness has many positive effects in everyday life, it has been shown to negatively affect selection of female leaders, the so-called "beauty is beastly" effect. Yet, an impact on more profound variables, such as followers’ trust in and loyalty toward female leaders, remains unclear, as does its interaction with different leadership st...
Jährlich werden in Deutschland schätzungsweise 600.000 Praktika absolviert. Dennoch wird Praktikanten in der organisationspsychologischen Forschung vergleichsweise wenig Aufmerksamkeit geschenkt. In zwei Studien wird daher die Übertragung etablierter Leistungskonstrukte auf Praktikanten untersucht, wobei ihre besondere motivationale Ausgangslage so...
Die zunehmende Professionalisierung des Wissenschaftsbetriebes wirkt sich auch auf die Anforderungen an Wissenschaftlerinnen und Wissenschaftler aus. Um multiplen und wachsenden Rollenanforderungen gerecht werden zu konnen, wird eine Erweiterung und Professionalisierung der eigenen Kompetenzen notwendig. Am Beispiel des LMU Center for Leadership an...
This commentary discusses three important topics in organizational behavior that have been largely ignored previously: Organizational responses to terrorism, positive deviance in organizations, and the creation of caring and compassionate organizations. The article highlights the challenges these three topics pose for organizational leaders. Furthe...
Previous research has shown that after terrorist attacks people focus more on their personal social networks. The present research tested to what extent this result can be extended to occupational networking. Considering previous research showing that in the face of terrorism people neglect their workplace, it was expected that terrorism threat wou...
Angetrieben durch die Globalisierung, rapide technologische Veränderungen und Unsicherheit der Finanzmärkte sind Organisationen
gezwungen, sich kontinuierlich zu verändern, Innovationen hervorzubringen und ein hohes Ausmaß an Leistungsfähigkeit und Motivation
der Mitarbeiter aufrecht zu erhalten. Effektive Führung wird dabei von vielen Organisation...
Angetrieben durch die Globalisierung, rapide technologische Veränderungen und Unsicherheit der Finanzmärkte sind Organisationen gezwungen, sich kontinuierlich zu verändern, Innovationen hervorzubringen und ein hohes Ausmaß an Leistungsfähigkeit und Motivation der Mitarbeiter aufrecht zu erhalten. Effektive Führung wird dabei von vielen Organisation...