Joachim Hüffmeier
Biographic Data
| ID | 1663036 |
|---|---|
| NAME | Joachim Hüffmeier |
| GIVEN NAMES | Joachim |
| FAMILY NAME | Hüffmeier |
| SIGNATURE | HÜFFMEIER J |
| AFFILIATIONS | TU Dortmund University |
| ORCID | 0000-0002-0490-7035 |
| VERIFIED | Yes |
| TOTAL WORKS | 28 |
| TOTAL CITATIONS | 116 |
| AUTHOR COUNT | 28 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 6 |
Men’s gender role discrepancy stress and conservative/right-wing and antifeminist political views.
Is procrastination among students lower in group work? Evidence from a registered field experiment
BACKGROUND: Research on procrastination mostly focuses on person-related antecedents and neglects situational and social factors, such as group work. Prior research indicates that conjunctive and additive group work may increase individual effort and performance as compared to individual work. AIMS: Based on these findings, we investigate whether conjunctive and additive group work may also help reduce procrastination as compared to individual wo…
How, when and why do negotiators use reference points? A qualitative interview study with negotiation practitioners
Purpose Human decision-making is strongly influenced by the reference points (RPs) people choose. Despite their relevance and ubiquity in negotiations, RPs have received little attention on a conceptual level. To broaden the conceptual knowledge on RPs in negotiations, this paper aims to conduct a qualitative study with experienced negotiation practitioners. Design/methodology/approach To identify relevant RPs in negotiations, 58 key informants f…
Prompting change: A systematic review and meta‐analysis of the (un)confounded effects of prompts on pro‐environmental behavior
Beyond political action, fostering individuals' pro‐environmental behavior (PEB) is imperative to address environmental crises, such as climate change. Prompts are visual and/or verbal reminders to perform certain PEBs. Meta‐analytic results by Osbaldiston and Schott (2012) suggest that prompts can increase PEB. However, in many of the included primary studies in this meta‐analysis, prompts were confounded with other interventions (e.g., informat…
Active Listening in Integrative Negotiation
Active listening is a promising communication technique to positively affect interactions and communication outcomes. However, theoretical propositions regarding its direct effects on interactions have rarely been empirically investigated. In the present research, we studied the role of naturally occurring active listening in the context of videotaped and coded integrative negotiations. Lag sequential analyses of 48 negotiations with 17,120 thoug…
The Switch to Daylight Saving Time and the Perceived Inappropriateness of Norm Violations
Social norms serve as efficient guidelines that specify which behavior is adequate in a given social context. Building on Conservation of Resources Theory, we argue that this is specifically the case under disruptive states and hypothesized that switching to daylight saving time result in harsher evaluations of norm violations. In a quasiexperimental study ( N = 724), individuals rated norm violations on the Monday following the switch to dayligh…
Climate change anxiety: A meta-analysis
Meta-analysis of 94 studies including 170,747 participants across 27 countries. • Certain groups are more likely to experience climate change anxiety. • Climate change anxiety is negatively related to well-being. • Climate change anxiety is positively related to climate action. • Climate change anxiety conceptually differs from generalized anxiety. Climate change anxiety is increasingly prevalent, attracting both scientific and societal interest.…
Conjunctive and additive group work reduce academic procrastination: Insights from a vignette study
Group work can increase individual effort, performance, and positive affect, if group members perceive their own contribution as indispensable for the group product. A vignette methodology was applied to investigate whether group work may also reduce procrastination. The vignettes described a typical academic assignment, while varying the task structure (individual work vs. conjunctive group work vs. additive group work) and group member ability …
United we stand: A principle-based negotiation training for collective bargaining
Purpose This study aims to identify effective behaviors in labor-management negotiation (LMN) and, on that basis, derive overarching psychological principles of successful negotiation in this important context. These empirical findings are used to develop and test a comprehensive negotiation training program. Design/methodology/approach Twenty-seven practitioners from one of the world’s largest labor unions were interviewed to identify the requir…
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
Avoiding Backlash or Proving One’s Manhood? Beliefs About Gender Differences in Negotiation
Gender differences in negotiation are typically explained by processes that concern women (e.g., women anticipate backlash for assertive behavior). Research has begun to suggest that processes that concern men (e.g., men want to be seen as “real” men) also help to explain gender differences. However, these 2 approaches typically remain disconnected. Thus, we examined both types of processes in 3 studies examining people’s beliefs about the causes…
In field settings group members (often) show effort gains instead of social loafing
Although group work has the potential to both reduce and increase the effort expenditure of its members, effort losses (i.e., reduced effort in group- versus individual work) have long been perceived as (nearly) inevitable in Social Psychology. This notion was elicited, accompanied, and bolstered by (i) pessimistic theorising on group productivity, and (ii) the primary use of laboratory experiments to study effort expenditure in groups. In this c…
A Meta-Analysis of the Relative Contribution of Leadership Styles to Followers’ Mental Health
It is well-established that different leadership styles are associated with followers’ mental health. However, little is known about the relative strength of the relationship of different leadership styles with followers’ mental health. So far, there is no meta-analysis comparing the incremental contribution of different leadership styles to mental health and studying potentially problematic construct proliferation. We included studies that compa…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams
This preregistered meta-analysis theoretically and empirically integrates the two research strands on effort gains and effort losses in teams. Theoretically, we built on Shepperd's (1993) framework of productivity loss in groups and Karau and Williams' (1993) Collective Effort model (CEM) and developed the Team member Effort Expenditure model (TEEM), an extended Expectancy × Value framework with the explicit addition of an individual work baselin…
We do not negotiate with terrorists!” But what if we did
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
Trust in teams: A taxonomy of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams
Do we really need personal meetings to develop trust within teams? Which factors impact trust emergence within face-to-face and virtual teams? How do high-trust teams interact compared with teams with low team trust? Trust is seen as an important predictor of behavior in teams. However, the psychological mechanisms linking team trust to both its antecedents and its behavioral consequences are not well understood. The present study introduces a ne…
Leadership, followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective
The present meta‐analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations‐oriented leadership, task‐oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health‐related outcomes are considered representing both negative and positive mental heal…
Reconceptualizing replication as a sequence of different studies: A replication typology
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Social support from fellow group members triggers additional effort in groups
This research demonstrates social support from fellow group members as unique trigger of additional effort and performance in groups. Support‐induced effort gains are shown both compared with groups without social support and individual work. Study 1 examined existing beliefs about motivating group work among employees with professional group work experience (n = 130). The results revealed social support as one of the most frequently reported sou…
Promoting prevention success at the bargaining table: Regulatory focus in distributive negotiations
Specificity of partner feedback as moderator of group motivation gains in Olympic swimmers
Recent research has demonstrated that group motivation gains due to social indispensability are not restricted to the research laboratory but can be found in existing groups performing meaningful tasks. Our own previous research showed that freestyle swimmers at the 2008 Olympics swam faster in the relay than in the individual competition when swimming at the relay’s later positions. Using aggregated data of freestyle and medley relays from the f…
Don't let the group down”: Facets of instrumentality moderate the motivating effects of groups in a field experiment
The motivating effects of group work as compared with individual work are not restricted to the research laboratory but have recently been documented in existing groups performing meaningful tasks. Freestyle swimmers at the 2008 Olympics were shown to swim faster in relay groups than in the individual competitions when their contribution was highly instrumental for the relay group (i.e., indispensable) because of their serial position in the grou…
Reconceptualizing replication as a sequence of different studies: A replication typology
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Leadership, followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective
The present meta‐analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations‐oriented leadership, task‐oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health‐related outcomes are considered representing both negative and positive mental heal…
Trust in teams: A taxonomy of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams
Do we really need personal meetings to develop trust within teams? Which factors impact trust emergence within face-to-face and virtual teams? How do high-trust teams interact compared with teams with low team trust? Trust is seen as an important predictor of behavior in teams. However, the psychological mechanisms linking team trust to both its antecedents and its behavioral consequences are not well understood. The present study introduces a ne…
Perspective taking as a means to overcome motivational barriers in negotiations: When putting oneself into the opponent's shoes helps to walk toward agreements
Previous negotiation research predominantly focused on psychological factors that lead to suboptimal compromises as opposed to integrative agreements. Few studies systematically analyzed factors that impact the emergence of hurtful partial impasses (i.e., nonagreements on part of the issues). The present research investigates negotiators' egoistic motivation as a determinant for the emergence of partial impasses. In addition, the authors seek to …
When yielding pieces of the pie is not a piece of cake: Identity-based intergroup effects in negotiations
The present research intends to shed light on an identity-based intergroup effect in negotiations by demonstrating that the mere perception of the negotiation as an instance of intergroup interaction suffices to impair the negotiation process and to deteriorate its outcomes. It was predicted that negotiators’ salient group identities increase their competitive perceptions, reduce their concession behavior, and consequently lead to inferior negoti…
When the whole is more than the sum of its parts: Group motivation gains in the wild
Whereas negative effects of groups on individual motivation have been reported for many years, recent research has begun to show when and why working in a group can produce motivation gains compared to individual work. So far, this evidence has been limited to laboratory settings and rather simple tasks. Using data from swimming competitions at the 2008 Olympics, evidence is presented that motivation gains in groups also occur in field settings w…
A Meta-Analysis of the Relative Contribution of Leadership Styles to Followers’ Mental Health
It is well-established that different leadership styles are associated with followers’ mental health. However, little is known about the relative strength of the relationship of different leadership styles with followers’ mental health. So far, there is no meta-analysis comparing the incremental contribution of different leadership styles to mental health and studying potentially problematic construct proliferation. We included studies that compa…
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
Promoting prevention success at the bargaining table: Regulatory focus in distributive negotiations
Climate change anxiety: A meta-analysis
Meta-analysis of 94 studies including 170,747 participants across 27 countries. • Certain groups are more likely to experience climate change anxiety. • Climate change anxiety is negatively related to well-being. • Climate change anxiety is positively related to climate action. • Climate change anxiety conceptually differs from generalized anxiety. Climate change anxiety is increasingly prevalent, attracting both scientific and societal interest.…
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
We do not negotiate with terrorists!” But what if we did
Social support from fellow group members triggers additional effort in groups
This research demonstrates social support from fellow group members as unique trigger of additional effort and performance in groups. Support‐induced effort gains are shown both compared with groups without social support and individual work. Study 1 examined existing beliefs about motivating group work among employees with professional group work experience (n = 130). The results revealed social support as one of the most frequently reported sou…
Don't let the group down”: Facets of instrumentality moderate the motivating effects of groups in a field experiment
The motivating effects of group work as compared with individual work are not restricted to the research laboratory but have recently been documented in existing groups performing meaningful tasks. Freestyle swimmers at the 2008 Olympics were shown to swim faster in relay groups than in the individual competitions when their contribution was highly instrumental for the relay group (i.e., indispensable) because of their serial position in the grou…
When yielding pieces of the pie is not a piece of cake: Identity-based intergroup effects in negotiations
The present research intends to shed light on an identity-based intergroup effect in negotiations by demonstrating that the mere perception of the negotiation as an instance of intergroup interaction suffices to impair the negotiation process and to deteriorate its outcomes. It was predicted that negotiators’ salient group identities increase their competitive perceptions, reduce their concession behavior, and consequently lead to inferior negoti…
When the whole is more than the sum of its parts: Group motivation gains in the wild
Whereas negative effects of groups on individual motivation have been reported for many years, recent research has begun to show when and why working in a group can produce motivation gains compared to individual work. So far, this evidence has been limited to laboratory settings and rather simple tasks. Using data from swimming competitions at the 2008 Olympics, evidence is presented that motivation gains in groups also occur in field settings w…
Perspective taking as a means to overcome motivational barriers in negotiations: When putting oneself into the opponent's shoes helps to walk toward agreements
Previous negotiation research predominantly focused on psychological factors that lead to suboptimal compromises as opposed to integrative agreements. Few studies systematically analyzed factors that impact the emergence of hurtful partial impasses (i.e., nonagreements on part of the issues). The present research investigates negotiators' egoistic motivation as a determinant for the emergence of partial impasses. In addition, the authors seek to …
Specificity of partner feedback as moderator of group motivation gains in Olympic swimmers
Recent research has demonstrated that group motivation gains due to social indispensability are not restricted to the research laboratory but can be found in existing groups performing meaningful tasks. Our own previous research showed that freestyle swimmers at the 2008 Olympics swam faster in the relay than in the individual competition when swimming at the relay’s later positions. Using aggregated data of freestyle and medley relays from the f…
Don't let the group down”: Facets of instrumentality moderate the motivating effects of groups in a field experiment
The motivating effects of group work as compared with individual work are not restricted to the research laboratory but have recently been documented in existing groups performing meaningful tasks. Freestyle swimmers at the 2008 Olympics were shown to swim faster in relay groups than in the individual competitions when their contribution was highly instrumental for the relay group (i.e., indispensable) because of their serial position in the grou…
Promoting prevention success at the bargaining table: Regulatory focus in distributive negotiations
Social support from fellow group members triggers additional effort in groups
This research demonstrates social support from fellow group members as unique trigger of additional effort and performance in groups. Support‐induced effort gains are shown both compared with groups without social support and individual work. Study 1 examined existing beliefs about motivating group work among employees with professional group work experience (n = 130). The results revealed social support as one of the most frequently reported sou…
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Leadership, followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective
The present meta‐analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations‐oriented leadership, task‐oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health‐related outcomes are considered representing both negative and positive mental heal…
Reconceptualizing replication as a sequence of different studies: A replication typology
We do not negotiate with terrorists!” But what if we did
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
Trust in teams: A taxonomy of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams
Do we really need personal meetings to develop trust within teams? Which factors impact trust emergence within face-to-face and virtual teams? How do high-trust teams interact compared with teams with low team trust? Trust is seen as an important predictor of behavior in teams. However, the psychological mechanisms linking team trust to both its antecedents and its behavioral consequences are not well understood. The present study introduces a ne…
Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams
This preregistered meta-analysis theoretically and empirically integrates the two research strands on effort gains and effort losses in teams. Theoretically, we built on Shepperd's (1993) framework of productivity loss in groups and Karau and Williams' (1993) Collective Effort model (CEM) and developed the Team member Effort Expenditure model (TEEM), an extended Expectancy × Value framework with the explicit addition of an individual work baselin…
Avoiding Backlash or Proving One’s Manhood? Beliefs About Gender Differences in Negotiation
Gender differences in negotiation are typically explained by processes that concern women (e.g., women anticipate backlash for assertive behavior). Research has begun to suggest that processes that concern men (e.g., men want to be seen as “real” men) also help to explain gender differences. However, these 2 approaches typically remain disconnected. Thus, we examined both types of processes in 3 studies examining people’s beliefs about the causes…
In field settings group members (often) show effort gains instead of social loafing
Although group work has the potential to both reduce and increase the effort expenditure of its members, effort losses (i.e., reduced effort in group- versus individual work) have long been perceived as (nearly) inevitable in Social Psychology. This notion was elicited, accompanied, and bolstered by (i) pessimistic theorising on group productivity, and (ii) the primary use of laboratory experiments to study effort expenditure in groups. In this c…
A Meta-Analysis of the Relative Contribution of Leadership Styles to Followers’ Mental Health
It is well-established that different leadership styles are associated with followers’ mental health. However, little is known about the relative strength of the relationship of different leadership styles with followers’ mental health. So far, there is no meta-analysis comparing the incremental contribution of different leadership styles to mental health and studying potentially problematic construct proliferation. We included studies that compa…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
Conjunctive and additive group work reduce academic procrastination: Insights from a vignette study
Group work can increase individual effort, performance, and positive affect, if group members perceive their own contribution as indispensable for the group product. A vignette methodology was applied to investigate whether group work may also reduce procrastination. The vignettes described a typical academic assignment, while varying the task structure (individual work vs. conjunctive group work vs. additive group work) and group member ability …
United we stand: A principle-based negotiation training for collective bargaining
Purpose This study aims to identify effective behaviors in labor-management negotiation (LMN) and, on that basis, derive overarching psychological principles of successful negotiation in this important context. These empirical findings are used to develop and test a comprehensive negotiation training program. Design/methodology/approach Twenty-seven practitioners from one of the world’s largest labor unions were interviewed to identify the requir…
How, when and why do negotiators use reference points? A qualitative interview study with negotiation practitioners
Purpose Human decision-making is strongly influenced by the reference points (RPs) people choose. Despite their relevance and ubiquity in negotiations, RPs have received little attention on a conceptual level. To broaden the conceptual knowledge on RPs in negotiations, this paper aims to conduct a qualitative study with experienced negotiation practitioners. Design/methodology/approach To identify relevant RPs in negotiations, 58 key informants f…
Prompting change: A systematic review and meta‐analysis of the (un)confounded effects of prompts on pro‐environmental behavior
Beyond political action, fostering individuals' pro‐environmental behavior (PEB) is imperative to address environmental crises, such as climate change. Prompts are visual and/or verbal reminders to perform certain PEBs. Meta‐analytic results by Osbaldiston and Schott (2012) suggest that prompts can increase PEB. However, in many of the included primary studies in this meta‐analysis, prompts were confounded with other interventions (e.g., informat…
Active Listening in Integrative Negotiation
Active listening is a promising communication technique to positively affect interactions and communication outcomes. However, theoretical propositions regarding its direct effects on interactions have rarely been empirically investigated. In the present research, we studied the role of naturally occurring active listening in the context of videotaped and coded integrative negotiations. Lag sequential analyses of 48 negotiations with 17,120 thoug…
The Switch to Daylight Saving Time and the Perceived Inappropriateness of Norm Violations
Social norms serve as efficient guidelines that specify which behavior is adequate in a given social context. Building on Conservation of Resources Theory, we argue that this is specifically the case under disruptive states and hypothesized that switching to daylight saving time result in harsher evaluations of norm violations. In a quasiexperimental study ( N = 724), individuals rated norm violations on the Monday following the switch to dayligh…
Psychology (24 works) · Social Psychology (21 works) · Negotiation (12 works) · Political science (12 works) · Social Psychology (11 works) · Conflict Management and Negotiation (8 works) · Computer Science (7 works) · Job Satisfaction and Organizational Behavior (7 works) · Behavioral Health and Interventions (6 works) · Gender Diversity and Inequality (6 works)