Publikationen am Lehrstuhl
- Dlouhy, K. und Froidevaux, A. (2024). Evolution of professionals' careers upon graduation in STEM and occupational turnover over time: Patterns, diversity characteristics, career success, and self-employment. Journal of Organizational Behavior : OB, 45, 344–361.
- Dlouhy, K., Schmitt, A. und Kandel, I. J. (2024). A job demands–resources perspective on emotional exhaustion and work engagement in human–animal work. Occupational Health Science, 1–29.
- Koch-Bayram, I. und Biemann, T. (2024). How corporate social (ir)responsibility influences employees’ private prosocial behavior: An experimental study. Journal of Business Ethics, 1–16.
- Koch-Bayram, I. und Kaibel, C. (2024). Algorithms in personnel selection, applicants' attributions about organizations' intents and organizational attractiveness: An experimental study. Human Resource Management Journal, 34, 733–752.
- Mayrhofer, W., Biemann, T., Koch-Bayram, I. und Rapp, M. L. (2024). Context is key: A 34-country analysis investigating how similar HRM systems emerge from similar contexts. Human Resource Management, 63, 355–371.
- Biemann, T., Mayrhofer, W. und Koch-Bayram, I. (2023). Embedded in context: How time and distance affect the convergence of personnel selection practices. Human Resource Management Journal, 33, 47–68.
- Koch-Bayram, I., Kaibel, C., Biemann, T. und Triana, M. . C. (2023). : Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection. International Journal of Selection and Assessment : IJSA, 31, 252–266.
- Lin-Hi, N., Gao-Urhahn, X., Biemann, T. und Koch-Bayram, I. (2023). Internal CSR and blue‑collar workers’ attitudes and behaviors in China: a combination of a cross‑sectional study and a field experiment. Asian Business & Management, 22, 1185-1213.
- Meier-Barthold, M., Biemann, T. und Alfes, K. (2023). Strong signals in HR management: How the configuration and strength of an HR system explain the variability in HR attributions. Human Resource Management, 62, 229–246.
- Wieschollek, V. und Dlouhy, K. (2023). Employee referrals as counterproductive work behavior? Employees’ motives for poor referrals and the role of the cultural context. International Journal of Human Resource Management, 34, 2708-2731.
- Biemann, T. und Weckmüller, H. (2021). Psychologische Sicherheit: Erfolgsfaktor für Teamerfolg jenseits der Teamzusammensetzung. Personal Quarterly, 73, 46–49.
- Biemann, T. und Weckmüller, H. (2021). Wie ein effektives Performance Management zum Organisationserfolg beitragen kann. Personal Quarterly, 73, 46–49.
- Kaibel, C. und Biemann, T. (2021). Rethinking the gold standard with multi-armed bandits: Machine learning allocation algorithms for experiments. Organizational Research Methods : ORM, 24, 78–103.
- Wieschollek, V., Weckmüller, H. und Biemann, T. (2021). Mitarbeiterempfehlungen und Mitarbeiterempfehlungsprogramme. Personal Quarterly, 73, 58–61.
- Biemann, T., Mühlenbock, M. und Dlouhy, K. (2020). Going the distance in vocational behavior research: Introducing three extensions for optimal matching analysis based on distances between career sequences. Journal of Vocational Behavior, 119.
- Koch-Bayram, I. und Biemann, T. (2020). Signs of narcissism? Reconsidering a widely used measure. Journal of Leadership & Organizational Studies : JLOS, 27, 389–405.
- Korff, J. und Biemann, T. (2020). Adjusting the lookout: Subjective health, loneliness, and life satisfaction predict future time perspective. Psychology and Aging, 35, 1170-1183.
- Biemann, T. und Dlouhy, K. (2019). Pfadabhängigkeit in Karrieren als Erklärung für berufliche Mobilität. Personal Quarterly, 71, 40–45.
- Biemann, T. und Weckmüller, H. (2019). Person-Organisation-Fit: Wie wichtig ist die kulturelle Passung bei der Personalauswahl? Personal Quarterly, 71, 48–51.
- Biemann, T. und Weckmüller, H. (2019). Transformationale Führung: What’s next? Personal Quarterly, 71, 54–57.
- Kaibel, C., Mühlenbock, M., Koch-Bayram, I. und Biemann, T. (2019). Wahrnehmung von KI – Was denken Mitarbeiter über ihre Anwendung und Fairness? Personal Quarterly, 71, 16–21.
- Korff, J. und Biemann, T. (2019). Vom Best Practice-Ansatz zum gebündelten Einsatz von HR-Praktiken. Personal Quarterly, 71, 8–13.
- Biemann, T. und Staritz, S. (2018). Hype oder Kurswechsel in HR? Nutzen von People Analytics. Personalführung, 51, 15–20.
- Biemann, T. und Weckmüller, H. (2018). Aus den Augen, aus dem Sinn? Auslandsentsendung erfolgreich gestalten. Personal Quarterly, 70, 50–53.
- Biemann, T. und Weckmüller, H. (2018). Mit geteilter Führung zum Teamerfolg. Personal Quarterly, 70, 54–57.
- Biemann, T. und Weckmüller, H. (2018). Should I stay or should I go? Faktoren für Mitarbeiterfluktuation. Personal Quarterly, 70, 46–49.
- Dlouhy, K. und Biemann, T. (2018). Path dependence in occupational careers: Understanding occupational mobility development throughout individuals' careers. Journal of Vocational Behavior, 104, 86–97.
- Koch-Bayram, I. und Wernicke, G. (2018). Drilled to obey? Ex-military CEOs and financial misconduct. Strategic Management Journal, 39, 2943-2964.
- Atabaki, A. und Olbrecht, T. (2017). Psychische Erkrankungen und BGM. Personal Quarterly, 69, 42–45.
- Biemann, T., Englmaier, F., Sliwka, D. und Weller, I. (2017). People Analytics – Personaldaten als Erfolgsfaktor. Personal Quarterly, 69, 8–15.
- Biemann, T. und Weckmüller, H. (2017). Candidate Experience – Arbeitgeberattraktivität im Bewerbungsprozess. Personal Quarterly, 69, 54–57.
- Biemann, T. und Weckmüller, H. (2017). Machen Frauen Unternehmen erfolgreicher? Personal Quarterly, 69, 48–51.
- Gubler, M., Biemann, T. und Herzog, S. (2017). An apple doesn't fall far from the tree – or does it? : occupational inheritance and teachers' career patterns. Journal of Vocational Behavior, 100, 1–14.
- Korff, J., Biemann, T. und Voelpel, S. (2017). Differentiating HR systems' impact : moderating effects of age on the HR system–work outcome association. Journal of Organizational Behavior : OB, 38, 415–438.
- Korff, J., Biemann, T. und Voelpel, S. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior : OB, 38, 45–67.
- Nehrlich, A. D., Koch-Bayram, I. und Biemann, T. (2017). Narzissmus und Führung. Personal Quarterly, 69, 54–57.
- Atabaki, A. und Biemann, T. (2016). Motivation und Mitarbeiterleistung. Personal Quarterly, 68, 46–49.
- Biemann, T. und Weckmüller, H. (2016). Mensch gegen Maschine: Wie gut sind Algorithmen im HR? Personal Quarterly, 68, 44–47.
- Biemann, T. und Weckmüller, H. (2016). Subjektiver und objektiver Karriereerfolg. Personal Quarterly, 68, 40–43.
- Gao-Urhahn, X., Biemann, T. und Jaros, S. J. (2016). How affective commitment to the organization changes over time : a longitudinal analysis of the reciprocal relationships between affective organizational commitment and income. Journal of Organizational Behavior : OB, 37, 515–536.
- Korff, J. und Biemann, T. (2016). Jungbrunnen HR-Management. Personalmagazin, 12, 36–39.
- Andresen, M., Biemann, T. und Pattie, M. W. (2015). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation. International Journal of Human Resource Management, 26, 932–947.
- Atabaki, A. (2015). Das Burn-out-Syndrom – Ausgebrannt am Arbeitsplatz. Personal Quarterly, 67, 46–49.
- Biemann, T., Kearney, E. und Marggraf, K. (2015). Empowering leadership and managers' career perceptions : examining effects at both the individual and the team level. The Leadership Quarterly, 26, 775–789.
- Biemann, T. und Weckmüller, H. (2015). Effektives Arbeiten, wann und wo man will? : Home-Office-Angebote erhöhen Arbeitszufriedenheit und Arbeitgeberattraktivität, Vertrauensarbeitszeit wirkt zudem produktivitätssteigernd. Personal Quarterly, 67, 46–49.
- Biemann, T. und Weckmüller, H. (2015). Ist die Generation Y wirklich anders? Personalmagazin, 17, 41–42.
- Biemann, T. und Weckmüller, H. (2015). New Work: Was bringen Demokratisierung, Partizipation und Selbstbestimmung? Personal Quarterly, 67, 52–55.
- Dlouhy, K. und Biemann, T. (2015). Optimal matching analysis in career research: a review and some best-practice recommendations. Journal of Vocational Behavior, 90, 163–173.
- Greve, P., Biemann, T. und Ruigrok, W. (2015). Foreign executive appointments: A multilevel examination. Journal of World Business, 50, 674–686.
- Gubler, M., Biemann, T., Tschopp, C. und Grote, G. (2015). How career anchors differentiate managerial career trajectories : a sequence analysis perspective. Journal of Career Development, 42, 412–430.
- Armutat, S., Biemann, T. und Weckmüller, H. (2014). HR-Wissen unter der Lupe. Personalmagazin, 16, 14–16.
- Biemann, T. und Datta, D. K. (2014). Analyzing Sequence Data: Optimal Matching in Management Research. Organizational Research Methods : ORM, 17, 51–76.
- Biemann, T. und Niessen, C. (2014). The role of risk propensity in predicting self-employment. Journal of Applied Psychology, 99, 1000-1009.
- Biemann, T. und Weckmüller, H. (2014). Mentoring: Wann nützt es und wem nützt es? Personal Quarterly, 66, 46–49.
- Biemann, T. und Weckmüller, H. (2014). Onboarding – Mitarbeiter richtig integrieren. Personal Quarterly, 66, 46–49.
- Koch-Bayram, I., Biemann, T. und Weckmüller, H. (2014). Ist gute Führung männlich oder weiblich? Personal Quarterly, 66, 46–49.
- Andresen, M. und Biemann, T. (2013). A Taxonomy of Global Careers: Identifying different Types of Internationally Mobile Managers. International Journal of Human Resource Management, 24, 533–557.
- Biemann, T. (2013). What if we were Texas sharpshooters? Predictor reporting bias in regression analysis. Organizational Research Methods : ORM, 16, 335–363.
- Biemann, T. und Braakmann, N. (2013). The Impact of International Experience on Objective and Subjective Career Success in Early Careers. International Journal of Human Resource Management, 24, 3438-3456.
- Biemann, T. und Weckmüller, H. (2013). Generation Y: Viel Lärm um fast Nichts. Personal Quarterly, 65, 46–49.
- Biemann, T. und Weckmüller, H. (2013). Zufriedene Mitarbeiter sind gute Mitarbeiter? Personal Quarterly, 65, 46–49.
- Bonberg, N., Taeger, D., Gawrych, K., Johnen, G., Banek, S., Schwentner, C., Sievert, K.-D., Wellhäußer, H., Kluckert, M., Leng, G., Nasterlack, M., Stenzl, A., Behrens, T., Brüning, T. und Pesch, B. (2013). Chromosomal instability and bladder cancer: the UroVysionTM test in the UroScreen study. BJU International : BJUI, 112, E372-E382.
- Danilov, A., Biemann, T., Kring, T. und Sliwka, D. (2013). The dark side of team incentives: Experimental evidence on advice quality from financial service professionals. Journal of Economic Behavior & Organization : JEBO, 93, 266–272.
- Korff, J. und Biemann, T. (2013). Verbreitete Altersstereotype lassen sich durch wissenschaftliche Fakten widerlegen. Personal Quarterly, 65, 46–49.
- Biemann, T., Cole, M. S. und Voelpel, S. (2012). Within-Group Agreement: On the Use (and Misuse) of rWG and rWG(J) in Leadership Research and Some Best Practice Guidelines. The Leadership Quarterly, 23, 66–80.
- Biemann, T. und Heidemeier, H. (2012). Excluding Small Groups from Group Research Designs: Improving Statistical Power or Capitalizing on Chance? Small Group Research, 43, 387–409.
- Biemann, T., Korff, J. und Weckmüller, H. (2012). Personalstrategie: Folgen für die Performance. Personal Quarterly, 64, 46–49.
- Biemann, T., Sliwka, D. und Weckmüller, H. (2012). Auf gesicherte empirische Fakten setzen, statt auf Mythen vertrauen. Personal Quarterly, 64, 13–17.
- Biemann, T. und Weckmüller, H. (2012). Methoden der Personalauswahl: Was nützt? Personal Quarterly, 64, 46–49.
- Biemann, T. und Weckmüller, H. (2012). Wie man erfolgreiche Teams zusammenstellt. Personal Quarterly, 64, 46–49.
- Biemann, T., Zacher, H. und Feldman, D. C. (2012). Career Patterns: A Twenty-Year Panel Study. Journal of Vocational Behavior, 81, 159–170.
- Biesalski, E., Helmich, A. und Korff, J. (2012). Entscheidend ist die Kommunikation: Wie die EnBW ihr Kompetenzmanagement einführte. Wirtschaftspsychologie aktuell, 19, 40–46.
- Korff, J. (2012). Differenziertes Personalmanagement für alternde Belegschaften. Personal Quarterly, 64, 18–21.
- Nieß, C., Biemann, T. und Lux, V. (2012). Auswahl und Entwicklung von Nachwuchsführungskräften im Pflegebereich. Personal Quarterly, 64, 26–27.
- Schwaer, C., Biemann, T. und Voelpel, S. (2012). Antecedents of Employee's Preference for Knowledge Sharing Tools – Evidence from China. International Journal of Human Resource Management, 23, 3613-3635.
- Stamov-Roßnagel, C. und Biemann, T. (2012). Ageing and work motivation: A task-level perspective. Journal of Managerial Psychology, 27, 459–496.
- Zacher, H., Biemann, T., Gielnik, M. M. und Frese, M. (2012). Patterns of entrepreneurial career development : An optimal matching analysis approach. International Journal of Developmental Science, 6, 177–187.
- Biemann, T. (2011). A transition-oriented approach to optimal matching. Sociological Methodology, 41, 195–221.
- Biemann, T., Fasang, A. E. und Grunow, D. (2011). Do economic globalization and industry growth destabilize careers? An analysis of career complexity and career patterns over time. Organization Studies, 32, 1639-1663.
- Biemann, T., Sliwka, D. und Weckmüller, H. (2011). Finanzielle Anreize und Produktivität. Personal Quarterly, 63, 46–49.
- Biemann, T. und Andresen, M. (2010). Self-initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers? Journal of Managerial Psychology, 25, 430–448.
- Biemann, T. und Kearney, E. (2010). Size does matter: How varying group sizes in a sample affect the most common measures of group diversity. Organizational Research Methods : ORM, 13, 582–599.
- Biemann, T. (2009). Die Bedeutung internationaler Erfahrungen für den Karriereerfolg von Führungskräften. Zeitschrift für Personalforschung : ZfP, 23, 336–356.
- Biemann, T. und Wolf, J. (2009). Career patterns of top management team members in five countries: an optimal matching analysis. International Journal of Human Resource Management, 20, 975–991.
- Korff, J., Biemann, T., Voelpel, S., Kearney, E. und Stamov-Roßnagel, C. (2009). HR Management for an Aging Workforce – A Life-Span Psychology Perspective. Zeitschrift für Personalpsychologie, 8, 201–213.
- Korff, J., Voelpel, S. und Biemann, T. (2009). Der ältere Mitarbeiter, das unbekannte Wesen! Strategisches Personalmanagement im demographischen Wandel. Personalwirtschaft, 36, 44–46.
- Biemann, T., Fasang, A. E. und Grunow, D. (2009). Did economic globalization destabilize careers? Evidence from Germany. Working paper / The Center for Research on Inequalities and the Life Course, 09–02. New Haven, Conn..
- Koch-Bayram, I. und Biemann, T. (2020). How environmental (ir)responsibility of companies affects environmental behavior of employees. In , (S. Article 17538). Academy of Management Annual Meeting Proceedings, Academy of Management: Briarcliff Manor, NY.
- Lin-Hi, N., Gao-Urhahn, X. und Koch-Bayram, I. (2020). Internal CSR and blue-collar workers' attitudes and behaviors in China. In , (S. Article 15356). Academy of Management Annual Meeting Proceedings, Academy of Management: Briarcliff Manor, NY.
- Biemann, T., Koch-Bayram, I. und Mayrhofer, W. (2018). Is personnel selection another case of HRM convergence? An empirical analysis. In , (S. 16395). Annual Meeting Proceedings / Academy of Management, Acad.: Chicago, Ill..
- Büngeler, C. und Biemann, T. (2018). Unemployment and reemployment effects on locus of control and health. In , (S. 14974). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Korff, J. und Biemann, T. (2018). Contextual and interaction effects among social exchange, time perspective, and work outcomes. In , (S. 13159). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Mühlenbock, M. und Dlouhy, K. (2018). A fifteen-year cross-lagged study of occupational risk propensity and employer changes. In , (S. 13996). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Biemann, T. und Brauer, M. (2017). The world as a casino: Bandit models in strategy and organization science research. In , (S. 17051). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Kaibel, C. und Biemann, T. (2017). Improving the gold standard in field experiments with multi-armed bandits. In , (S. 16350). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Koch-Bayram, I. (2017). Does philanthropic corporate social responsibility spill over to employees? In , (S. 13602). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Mühlenbock, M. und Biemann, T. (2017). Approaching the gender pay gap with sequence based matching. In , (S. 16442). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Atabaki, A., Biemann, T. und Honal, A. (2016). The influence of performance-based group status on individual performance via task attention. In , (S. 15905). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Dlouhy, K. und Biemann, T. (2016). Turnover of individuals with similar career sequences as a predictor of employer change. In , Proceedings of the International Conference on Sequence Analysis and Related Methods (LaCOSA II) : Lausanne, June 8–10, 2016 (S. 815–836). Annual meeting proceedings / Academy of Management, Swiss National Center of Competence in Research LIVES: Genève.
- Dlouhy, K. und Biemann, T. (2016). Turnover of individuals with similar career sequences as predictor of employer change. In , (S. 117). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Dlouhy, K. (2015). Optimal matching analysis in career research: A review and some best-practice recommendations. In , (S. 14674). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Koch-Bayram, I. und Biemann, T. (2014). Signs of narcissism of CEOs: Validating a widely used measure. In , (S. 16134). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Koch-Bayram, I. und Wernicke, G. (2013). A special kind of CEO? Former military members as CEOs and the likelihood of financial fraud and backdating in firms. In , (S. 17204). Annual Meeting Proceedings / Academy of Management, Academy of Management: Chicago, IL.
- Biemann, T. und Heidemeier, H. (2010). On the Usefulness of the ICC(1) and rWG Index to Justify Aggregation Decisions. In , (S. 289). Academy of Management Annual Meeting Proceedings, Academy of Management: Chicago, IL.
- Rossetti, C. (2023). How working long hours before personal losses affects changes in employee well-being via emotions. Academy of Management Annual Meeting, Boston, MA.
- Biemann, T., Koch-Bayram, I. und Mayrhofer, W. (2018). Beyond single practices: Convergence, stasis and divergence in personnel selection. IHRM 2018, 15th International Human Resource Management Conference, Madrid, Spain.
- Korff, J. und Biemann, T. (2016). Future time perspective as a moderator for the social exchange-affective commitment relation. Academy of Management Annual Meeting, Anaheim, CA.
- Atabaki, A. und Karcisky, T. (2015). Too Much of a Good Thing? Contextual Effects of Empowerment on Performance. Academy of Management, 75th Annual Meeting, Vancouver, BC.
- Korff, J. (2015). Future time perspective's mediating effects on the HRM bundles-promotion focus association. Academy of Management Annual Meeting, Vancouver, BC.
- Atabaki, A. und Biemann, T. (2014). Perceived Competitiveness in Work Teams: Antecedents and its Relationship with Work to Family Conflict. 14th Annual Conference of the European Academy of Management, Valencia, Spain.
- Gao, X. und Biemann, T. (2014). Affective Commitment and Income: Exploring the Changes of Affective Commitment in a Longitudinal Context. 2014 Conference on Commitment, Columbus; Ohio.
- Gao-Urhahn, X. (2014). A longitudinal analysis of affective commitment changes: The developmental trend and variations. 14th European Academy of Management, Valencia, Spain.
- Gao-Urhahn, X. (2014). How affective commitment changes over time: A longitudinal analysis of the reciprocal relationships between affective commitment and income. Conference on Commitment, Columbus, Ohio.
- Gao-Urhahn, X. (2014). Mutual impacts between people and work: A representative sample from Germany. 8th Biennial International Conference of the Dutch HRM Network, Leuven, Belgium.
- Gao-Urhahn, X. (2014). The reciprocal relationship between locus of control and job autonomy: A longitudinal analysis. 74th Annual Meeting of the Academy of Management, Philadelphia, Pa..
- Noethen, D., Makarevich, A., Biemann, T., Voelpel, S. und Bonache Perez, J. A. (2014). We’re different but we share: The effect of knowledge-relevant differences on knowledge sharing. 14th Annual Conference of the European Academy of Management, Valencia, Spain.
- Casper, C., Biemann, T., Rico, R. und Sanchez-Manzanares, M. (2013). I'm with you! Investigating the relationship between team knowledge and team performance. 16th Congress of the European Association of Work and Organizational Psychology, Münster.
- Gao-Urhahn, X. (2013). Do work experiences make people more of whom they are. Tagung für Arbeitskreis Empirische Personal- und Organisationsforschung, München, Germany.
- Gubler, M., Biemann, T. und Tschopp, C. (2013). When career anchors translate into behavior: A sequence analysis perspective. Academy of Management Conference, Orlando, USA.
- Nieß, C. und Biemann, T. (2013). The interplay between risk propensity and entrepreneurship. 16th Congress of the European Association of Work and Organizational Psychology, Münster.
- Weber, T. und Biemann, T. (2013). Career Patterns of German Top Business School Alumni. Academy of Management Conference, Orlando, USA.
- Korff, J., Biemann, T. und Voelpel, S. (2012). Limits of HRM's Impact: How Age Dilutes the Effects of Selective HR Practices on Work Outcomes. Academy of Management Annual Meeting, Boston, Mass..
- Dlouhy, K., Vinkenburg, C. J. und Biemann, T. (2020). Career patterns. In The Routledge companion to career studies (S. Chapter 15). London ; New York, NY: Routledge.
- Atabaki, A. und Biemann, T. (2018). Potenziale der Datenanalyse für HR (People Analytics). In Digital HR : smarte und agile Systeme, Prozesse und Strukturen im Personalmanagement (S. 125–136). Freiburg ; München ; Stuttgart: Haufe Group.
- Dlouhy, K. und Biemann, T. (2016). Methodische Herausforderungen in der Karriere- und Laufbahnforschung. In Handbuch Laufbahnmanagement und Karriereplanung (S. 1–17). Berlin: Springer.
- Korff, J. und Biemann, T. (2014). Personalmanagement der Zukunft – aktuelle Defizite, neue Herausforderungen. In Personalentwicklung : Themen, Trends, Best Practices 2015 (S. 21–29). Freiburg, Br.: Haufe.
- Andresen, M. und Biemann, T. (2013). Career concepts of self-initiated and assigned expatriates: A theoretical analysis based on coupling and configuration. In Self-Initiated expatriation : individual, organizational, and national perspectives (S. 105–121). London: Routledge.
- Biemann, T., Nieß, C. und Lux, V. (2013). Auswahl von Trainees für ein Nachwuchsführungskräfteprogramm. In Exzellenz im Personalmanagement (S. 236–243). Freiburg, Br. [u.a.]: Haufe-Lexware.
- Voelpel, S., Sauer, A. und Biemann, T. (2012). Perspectives on Work and Retirement: Career Planning for Mid-and Late-Career Workers. In The Oxford Handbook of Work and Aging (S. 501–519). Oxford [u.a.]: Univ. Press.
- Ellwart, T., Biemann, T. und Rack, O. (2011). Measurement of team knowledge in the field: Methodological advantages and limitations. In Coordination in Human and Primate Groups (S. 155–176). Berlin [u.a.]: Springer.