Torsten Biemann
Biographic Data
| ID | 4168584 |
|---|---|
| NAME | Torsten Biemann |
| GIVEN NAMES | Torsten |
| FAMILY NAME | Biemann |
| SIGNATURE | BIEMANN T |
| AFFILIATIONS | University of Mannheim |
| ORCID | 0000-0003-1728-6765 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 24 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Off Script, Still Successful? Career Paths and Career Success of Academics in U.S. Business Schools
The academic career in business schools normally follows an institutionalized script that prescribes advancing through tenure-track positions, with success measured by such objective metrics as timely advancement through the ranks, publications, and citation counts. However, emerging evidence suggests that some academics may hold different views of their careers and associated success and, as a result, pursue career paths that deviate from the do…
The Emergence of Similar Personalities in Similar Occupations
Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance‐based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data traci…
How Corporate Social (Ir)Responsibility Influences Employees’ Private Prosocial Behavior
The micro-level corporate social responsibility (CSR) literature has broadly demonstrated the effects of CSR on employees’ behavior but has mostly been limited to employees’ behavior within the work domain. This business-centered focus overlooks the potential of organizations to change employees’ private social and environmental behavior and thus to address grand societal challenges. Based on the social psychology literature on moral consistency …
The (Mis)Use of SD as Age Diversity Measure
The aging population trend and the associated growing share of older employees lead to high levels of workplace age diversity, which has inspired many researchers to examine the implications. In this article, we show that the prevalent use of the standard deviation (SD) as age diversity measurement may hinder the field in unraveling the effects of age diversity. While SD is known as an operationalization of age diversity as separation—that is, th…
Going the distance in vocational behavior research
Signs of Narcissism? Reconsidering a Widely Used Measure
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 is only moderately correlated with the established and validated Narcissistic Personality Inventory (…
How affective commitment to the organization changes over time
Despite many investigations concerning the outcomes of affective organizational commitment (AC) in the workplace, very few studies so far have analyzed the long‐term development of AC within individuals over time. Existing research either focused on individuals' initial employment stage or was restricted to a specific organizational context. To provide supplemental evidence, we examined the development of AC over 6 years in a group of employees t…
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
Quantifying similarity of team mental models
Previous research has emphasized the importance of shared cognitions such as team mental models (TMM) for high performance in teams. The most prominent approaches to measure TMMs are based on indices of within-group agreement (e.g., r WG , r* WG , and a WG ). However, a major shortcoming of these indices is the missing separation of team-specific agreement. Recent indices overestimate the existence of team-specific mental models if there is a com…
Patterns of Entrepreneurial Career Development
Longitudinal studies of entrepreneurial career development are rare, and current knowledge of self-employment patterns and their relationships with individual difference characteristics is limited. In this study, the authors analyzed employment data from a subsample of 514 participants from the German Socio-Economic Panel study (1984–2008). Results of an optimal matching analysis indicated that a continuous self-employment pattern could be distin…
A Transition-Oriented Approach to Optimal Matching
Optimal matching (OM) is a method that assesses sequence similarity. It was originally developed to study protein and DNA sequences and was later transferred to the social sciences where it was applied accordingly. However, there is an ongoing debate on the adequacy of its use in the social sciences, as a superficial transfer might not respond to the significant differences between typical sequences in biological and social settings. In this pape…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
A Transition-Oriented Approach to Optimal Matching
Optimal matching (OM) is a method that assesses sequence similarity. It was originally developed to study protein and DNA sequences and was later transferred to the social sciences where it was applied accordingly. However, there is an ongoing debate on the adequacy of its use in the social sciences, as a superficial transfer might not respond to the significant differences between typical sequences in biological and social settings. In this pape…
How affective commitment to the organization changes over time
Despite many investigations concerning the outcomes of affective organizational commitment (AC) in the workplace, very few studies so far have analyzed the long‐term development of AC within individuals over time. Existing research either focused on individuals' initial employment stage or was restricted to a specific organizational context. To provide supplemental evidence, we examined the development of AC over 6 years in a group of employees t…
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
The Emergence of Similar Personalities in Similar Occupations
Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance‐based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data traci…
Quantifying similarity of team mental models
Previous research has emphasized the importance of shared cognitions such as team mental models (TMM) for high performance in teams. The most prominent approaches to measure TMMs are based on indices of within-group agreement (e.g., r WG , r* WG , and a WG ). However, a major shortcoming of these indices is the missing separation of team-specific agreement. Recent indices overestimate the existence of team-specific mental models if there is a com…
A Transition-Oriented Approach to Optimal Matching
Optimal matching (OM) is a method that assesses sequence similarity. It was originally developed to study protein and DNA sequences and was later transferred to the social sciences where it was applied accordingly. However, there is an ongoing debate on the adequacy of its use in the social sciences, as a superficial transfer might not respond to the significant differences between typical sequences in biological and social settings. In this pape…
Patterns of Entrepreneurial Career Development
Longitudinal studies of entrepreneurial career development are rare, and current knowledge of self-employment patterns and their relationships with individual difference characteristics is limited. In this study, the authors analyzed employment data from a subsample of 514 participants from the German Socio-Economic Panel study (1984–2008). Results of an optimal matching analysis indicated that a continuous self-employment pattern could be distin…
Quantifying similarity of team mental models
Previous research has emphasized the importance of shared cognitions such as team mental models (TMM) for high performance in teams. The most prominent approaches to measure TMMs are based on indices of within-group agreement (e.g., r WG , r* WG , and a WG ). However, a major shortcoming of these indices is the missing separation of team-specific agreement. Recent indices overestimate the existence of team-specific mental models if there is a com…
How affective commitment to the organization changes over time
Despite many investigations concerning the outcomes of affective organizational commitment (AC) in the workplace, very few studies so far have analyzed the long‐term development of AC within individuals over time. Existing research either focused on individuals' initial employment stage or was restricted to a specific organizational context. To provide supplemental evidence, we examined the development of AC over 6 years in a group of employees t…
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
Going the distance in vocational behavior research
Signs of Narcissism? Reconsidering a Widely Used Measure
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 is only moderately correlated with the established and validated Narcissistic Personality Inventory (…
The (Mis)Use of SD as Age Diversity Measure
The aging population trend and the associated growing share of older employees lead to high levels of workplace age diversity, which has inspired many researchers to examine the implications. In this article, we show that the prevalent use of the standard deviation (SD) as age diversity measurement may hinder the field in unraveling the effects of age diversity. While SD is known as an operationalization of age diversity as separation—that is, th…
How Corporate Social (Ir)Responsibility Influences Employees’ Private Prosocial Behavior
The micro-level corporate social responsibility (CSR) literature has broadly demonstrated the effects of CSR on employees’ behavior but has mostly been limited to employees’ behavior within the work domain. This business-centered focus overlooks the potential of organizations to change employees’ private social and environmental behavior and thus to address grand societal challenges. Based on the social psychology literature on moral consistency …
The Emergence of Similar Personalities in Similar Occupations
Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance‐based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data traci…
Off Script, Still Successful? Career Paths and Career Success of Academics in U.S. Business Schools
The academic career in business schools normally follows an institutionalized script that prescribes advancing through tenure-track positions, with success measured by such objective metrics as timely advancement through the ranks, publications, and citation counts. However, emerging evidence suggests that some academics may hold different views of their careers and associated success and, as a result, pursue career paths that deviate from the do…
Psychology (10 works) · Social Psychology (8 works) · Computer Science (7 works) · Social Psychology (7 works) · Statistics (4 works) · Artificial Intelligence (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Knowledge management (3 works) · Mathematics (3 works) · Organizational commitment (3 works)