Bertolt Meyer
Biographic Data
| ID | 5526779 |
|---|---|
| NAME | Bertolt Meyer |
| GIVEN NAMES | Bertolt |
| FAMILY NAME | Meyer |
| SIGNATURE | MEYER B |
| AFFILIATIONS | Chemnitz University of Technology |
| ORCID | 0000-0003-4695-9252 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 26 |
| WORKS AS AUTHOR | 15 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
The whole picture
In 2025, The Telegraph published an article titled “Greta Thunberg’s narcissism has escalated to terrifying levels”, portraying the activist’s planned travel to Gaza and example of “hollow virtue” and warning that such activism is “dangerous” (O’Neill, 2025 ). Public claims that political activism reflects narcissistic or sinister motives highlight widespread interest in the psychological roots of political attitudes, mirrored in media attention …
Hybrid Societies
The impact of bionic prostheses on users' self-perceptions
Bionic devices for reestablishing or augmenting users' capabilities (e.g., bionic prostheses or exoskeletons) are becoming increasingly common. While prior research examined how such devices affect others' perceptions of their users, little is known about how these devices affect users' self-image and -perception, and the corresponding theory is scarce. To account for this gap, we conducted semi-structured interviews with users of bionic upper li…
Beyond Ethnic Diversity
Drawing on the role of teachers for peer ecologies, we investigated whether students favored ethnically homogenous over ethnically diverse relationships, depending on classroom diversity and perceived teacher care. We specifically studied students' intra- and interethnic relationships in classrooms with different ethnic compositions, accounting for homogeneous subgroups forming on the basis of ethnicity and gender diversity (i.e., ethnic-demograp…
A Multi‐Level Approach to Direct and Indirect Relationships between Organizational Voice Climate, Team Manager Openness, Implicit Voice Theories, and Silence
Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our research aims at complementing these approaches. Applying an information processing approach to culture a…
Employee psychological well‐being during the Covid ‐19 pandemic in Germany
Many governments react to the current coronavirus/COVID‐19 pandemic by restricting daily (work) life. On the basis of theories from occupational health, we propose that the duration of the pandemic, its demands (e.g., having to work from home, closing of childcare facilities, job insecurity, work‐privacy conflicts, privacy‐work conflicts) and personal‐ and job‐related resources (co‐worker social support, job autonomy, partner support and corona s…
Observing leadership as behavior in teams and herds – An ethological approach to shared leadership research
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
Salience of Category
When Do Followers Compensate for Leader Silence? The Motivating Role of Leader Injustice
Leaders are important for overcoming silence in organizations, because they can serve as role models and facilitate voice, for example, by being just. However, at times, leaders themselves remain silent. In such instances, trickle-down models of leadership and role-modeling theory suggest that leader silence results in follower silence. Drawing on research on laissez-faire leadership and coping, we challenge these approaches proposing that team m…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams
This study aims to further clarify the functionality of job resources in the context of high‐reliability teams. Combining extant stress models with theoretical considerations from team research, we address temporal variations in the buffering effect of trust in teammates. We hypothesize that trust buffers the negative effect of objective physical activity on perceived strain and that this buffering effect is more pronounced during later performan…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
Good relationships at work
Emotional exhaustion and depression pose a threat to employees' psychological health. Social relationships at work are important potential buffers against these threats, but the corresponding psychological processes are still unclear. We propose that the subjective experience of high‐quality relationships with supervisors (i.e., Leader–Member Exchange [LMX]) is one of the protective factors against psychological health issues at work and that thi…
Promoting good decisions
Decision-making groups often fail to exploit their full potential because they do not integrate all relevant information. We propose to address this issue by interpreting group information processing as a motivational process that is influenced by group goal structure. In line with this approach, we apply regulatory focus theory to decision-making groups. Specifically, we investigate the effects of a promotion versus a prevention focus framing on…
Complex Problem Solving after Unstructured Discussion
This study analyzes the effect of information overlap in groups discussing a complex problem on individual post-discussion complex problem solving (CPS). We hypothesize that information distribution among group members has an inverse u-shaped effect on individual post-discussion performance, favoring groups with a medium informational heterogeneity. As CPS is presumably correlated with experience, we also assume that exposure to the problem befor…
Good relationships at work
Emotional exhaustion and depression pose a threat to employees' psychological health. Social relationships at work are important potential buffers against these threats, but the corresponding psychological processes are still unclear. We propose that the subjective experience of high‐quality relationships with supervisors (i.e., Leader–Member Exchange [LMX]) is one of the protective factors against psychological health issues at work and that thi…
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Complex Problem Solving after Unstructured Discussion
This study analyzes the effect of information overlap in groups discussing a complex problem on individual post-discussion complex problem solving (CPS). We hypothesize that information distribution among group members has an inverse u-shaped effect on individual post-discussion performance, favoring groups with a medium informational heterogeneity. As CPS is presumably correlated with experience, we also assume that exposure to the problem befor…
A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams
This study aims to further clarify the functionality of job resources in the context of high‐reliability teams. Combining extant stress models with theoretical considerations from team research, we address temporal variations in the buffering effect of trust in teammates. We hypothesize that trust buffers the negative effect of objective physical activity on perceived strain and that this buffering effect is more pronounced during later performan…
Promoting good decisions
Decision-making groups often fail to exploit their full potential because they do not integrate all relevant information. We propose to address this issue by interpreting group information processing as a motivational process that is influenced by group goal structure. In line with this approach, we apply regulatory focus theory to decision-making groups. Specifically, we investigate the effects of a promotion versus a prevention focus framing on…
Complex Problem Solving after Unstructured Discussion
This study analyzes the effect of information overlap in groups discussing a complex problem on individual post-discussion complex problem solving (CPS). We hypothesize that information distribution among group members has an inverse u-shaped effect on individual post-discussion performance, favoring groups with a medium informational heterogeneity. As CPS is presumably correlated with experience, we also assume that exposure to the problem befor…
Promoting good decisions
Decision-making groups often fail to exploit their full potential because they do not integrate all relevant information. We propose to address this issue by interpreting group information processing as a motivational process that is influenced by group goal structure. In line with this approach, we apply regulatory focus theory to decision-making groups. Specifically, we investigate the effects of a promotion versus a prevention focus framing on…
Good relationships at work
Emotional exhaustion and depression pose a threat to employees' psychological health. Social relationships at work are important potential buffers against these threats, but the corresponding psychological processes are still unclear. We propose that the subjective experience of high‐quality relationships with supervisors (i.e., Leader–Member Exchange [LMX]) is one of the protective factors against psychological health issues at work and that thi…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
Salience of Category
When Do Followers Compensate for Leader Silence? The Motivating Role of Leader Injustice
Leaders are important for overcoming silence in organizations, because they can serve as role models and facilitate voice, for example, by being just. However, at times, leaders themselves remain silent. In such instances, trickle-down models of leadership and role-modeling theory suggest that leader silence results in follower silence. Drawing on research on laissez-faire leadership and coping, we challenge these approaches proposing that team m…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
A time to trust? The buffering effect of trust and its temporal variations in the context of high‐reliability teams
This study aims to further clarify the functionality of job resources in the context of high‐reliability teams. Combining extant stress models with theoretical considerations from team research, we address temporal variations in the buffering effect of trust in teammates. We hypothesize that trust buffers the negative effect of objective physical activity on perceived strain and that this buffering effect is more pronounced during later performan…
Age Diversity and Age-Based Faultlines in Teams
Demographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based fau…
Observing leadership as behavior in teams and herds – An ethological approach to shared leadership research
Beyond Ethnic Diversity
Drawing on the role of teachers for peer ecologies, we investigated whether students favored ethnically homogenous over ethnically diverse relationships, depending on classroom diversity and perceived teacher care. We specifically studied students' intra- and interethnic relationships in classrooms with different ethnic compositions, accounting for homogeneous subgroups forming on the basis of ethnicity and gender diversity (i.e., ethnic-demograp…
A Multi‐Level Approach to Direct and Indirect Relationships between Organizational Voice Climate, Team Manager Openness, Implicit Voice Theories, and Silence
Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our research aims at complementing these approaches. Applying an information processing approach to culture a…
Employee psychological well‐being during the Covid ‐19 pandemic in Germany
Many governments react to the current coronavirus/COVID‐19 pandemic by restricting daily (work) life. On the basis of theories from occupational health, we propose that the duration of the pandemic, its demands (e.g., having to work from home, closing of childcare facilities, job insecurity, work‐privacy conflicts, privacy‐work conflicts) and personal‐ and job‐related resources (co‐worker social support, job autonomy, partner support and corona s…
The impact of bionic prostheses on users' self-perceptions
Bionic devices for reestablishing or augmenting users' capabilities (e.g., bionic prostheses or exoskeletons) are becoming increasingly common. While prior research examined how such devices affect others' perceptions of their users, little is known about how these devices affect users' self-image and -perception, and the corresponding theory is scarce. To account for this gap, we conducted semi-structured interviews with users of bionic upper li…
The whole picture
In 2025, The Telegraph published an article titled “Greta Thunberg’s narcissism has escalated to terrifying levels”, portraying the activist’s planned travel to Gaza and example of “hollow virtue” and warning that such activism is “dangerous” (O’Neill, 2025 ). Public claims that political activism reflects narcissistic or sinister motives highlight widespread interest in the psychological roots of political attitudes, mirrored in media attention …
Hybrid Societies
Psychology (14 works) · Social Psychology (11 works) · Job Satisfaction and Organizational Behavior (7 works) · Perception (6 works) · Social Psychology (6 works) · Computer Science (5 works) · Sociology (5 works) · Cognitive psychology (4 works) · Gender Diversity and Inequality (4 works) · Political science (4 works)