Prof. Dr. Torsten Biemann
Chair of Business Administration, Human Resource Management and Leadership
Credit: Sebastian Weindel
Main fields of research
- International Human Resource Management
- Dynamics of human resource management systems
- Leadership and leadership success
- Careers and career patterns
- Effectiveness of HR practices
- Team processes and team performance
- Methods of management research
Curriculum vitae
| 2002 | Diplom-Psychologe (Diploma in Psychology), University of Gießen |
| 2004 | Diplom-Kaufmann (M.Sc. in Business Administration), University of Gießen |
| 2008 | Dr. sc. pol., University of Kiel |
| 2007–2009 | Postdoctoral Research Fellow, Jacobs University Bremen |
| 2009–2013 | Assistant Professor of Human Resource Management, University of Cologne |
| Since 2013 | Professor of Business Administration, Human Resource Management, and Leadership, University of Mannheim |
Selected memberships
- Academy of Management
- German Academic Association for Business Research (VHB)
- Schmalenbach-Gesellschaft für Betriebswirtschaft e. V.
Selected editorial activities
- Editorial Board “Small Group Research”
- Associate Editor of “Personal Quarterly” (practice-oriented journal)
- Ad-hoc reviewer for about 15 national and international scientific journals
Selected publications
- Dlouhy, K., Biemann, T. and Baruch, Y. (2024). A career ecosystem perspective on societal and organizational characteristics and careers to the top in higher education. Human Resource Management Journal, 1–16.
- Koch-Bayram, I. and Biemann, T. (2024). How corporate social (ir)responsibility influences employees’ private prosocial behavior: An experimental study. Journal of Business Ethics, 194, 103–118.
- Köhler, D. P., Rausch, A., Biemann, T. and Büchsenschuss, R. (2024). Expertise and specialization in organizations: a social network analysis. European Journal of Work and Organizational Psychology, 1–17.
- Mayrhofer, W., Biemann, T., Koch-Bayram, I. and 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. and 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. and 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. and 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. and 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.
- Biemann, T. and Weckmüller, H. (2021). Psychologische Sicherheit: Erfolgsfaktor für Teamerfolg jenseits der Teamzusammensetzung. Personal Quarterly, 73, 46–49.
- Biemann, T. and Weckmüller, H. (2021). Wie ein effektives Performance Management zum Organisationserfolg beitragen kann. Personal Quarterly, 73, 46–49.
- Kaibel, C. and 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. and Biemann, T. (2021). Mitarbeiterempfehlungen und Mitarbeiterempfehlungsprogramme. Personal Quarterly, 73, 58–61.