Prof. Dr. Torsten Biemann

Chair of Business Administration and Leadership

University of Mannheim
Business School
Schloss – Room EO 261
68161 Mannheim

Phone: +49 621 181-1502
E-mail: torsten.biemannuni-mannheim.de

Consultation hour(s):
upon arrangement

Credit: Sebastian Weindel

Research Interests

Careers and career patterns
Effectiveness of HR practices
International HR management
Methods in management research
Leadership and leadership success

Publikationen (peer-reviewed)

Koch-Bayram, I. and Biemann, T. (2024). How corporate social (ir)responsibility influences employees’ private prosocial behavior: An experimental study. Journal of Business Ethics, 1–16.
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.
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.
Biemann, T., Mühlenbock, M. and 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. and Biemann, T. (2020). Signs of narcissism? Reconsidering a widely used measure. Journal of Leadership & Organizational Studies : JLOS, 27, 389–405.
Korff, J. and Biemann, T. (2020). Adjusting the lookout: Subjective health, loneliness, and life satisfaction predict future time perspective. Psychology and Aging, 35, 1170-1183.
Biemann, T. and Dlouhy, K. (2019). Pfadabhängigkeit in Karrieren als Erklärung für berufliche Mobilität. Personal Quarterly, 71, 40–45.
Biemann, T. and Weckmüller, H. (2019). Person-Organisation-Fit: Wie wichtig ist die kulturelle Passung bei der Personalauswahl? Personal Quarterly, 71, 48–51.
Biemann, T. and Weckmüller, H. (2019). Transformationale Führung: What’s next? Personal Quarterly, 71, 54–57.
Kaibel, C., Mühlenbock, M., Koch-Bayram, I. and Biemann, T. (2019). Wahrnehmung von KI – Was denken Mitarbeiter über ihre Anwendung und Fairness? Personal Quarterly, 71, 16–21.
Korff, J. and Biemann, T. (2019). Vom Best Practice-Ansatz zum gebündelten Einsatz von HR-Praktiken. Personal Quarterly, 71, 8–13.
Biemann, T., Koch-Bayram, I. and Mayrhofer, W. (2018). Beyond single practices: Convergence, stasis and divergence in personnel selection. IHRM 2018, 15th International Human Resource Management Conference, Madrid, Spain.
Biemann, T., Koch-Bayram, I. and 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..
Dlouhy, K. and Biemann, T. (2018). Path dependence in occupational careers: Understanding occupational mobility development throughout individuals' careers. Journal of Vocational Behavior, 104, 86–97.
Gubler, M., Biemann, T. and 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. and 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. and 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.
Mühlenbock, M. and 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. and Biemann, T. (2016). Motivation und Mitarbeiterleistung. Personal Quarterly, 68, 46–49.
Dlouhy, K. and 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. and 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.
Gao-Urhahn, X., Biemann, T. and 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. and Biemann, T. (2016). Future time perspective as a moderator for the social exchange-affective commitment relation. Academy of Management Annual Meeting, Anaheim, CA.
Andresen, M., Biemann, T. and 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.
Biemann, T., Kearney, E. and 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.
Dlouhy, K. and 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. and Ruigrok, W. (2015). Foreign executive appointments: A multilevel examination. Journal of World Business, 50, 674–686.
Gubler, M., Biemann, T., Tschopp, C. and Grote, G. (2015). How career anchors differentiate managerial career trajectories : a sequence analysis perspective. Journal of Career Development, 42, 412–430.
Atabaki, A. and 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.
Biemann, T. and Datta, D. K. (2014). Analyzing Sequence Data: Optimal Matching in Management Research. Organizational Research Methods : ORM, 17, 51–76.
Biemann, T. and Niessen, C. (2014). The role of risk propensity in predicting self-employment. Journal of Applied Psychology, 99, 1000-1009.
Gao, X. and Biemann, T. (2014). Affective Commitment and Income: Exploring the Changes of Affective Commitment in a Longitudinal Context. 2014 Conference on Commitment, Columbus; Ohio.
Noethen, D., Makarevich, A., Biemann, T., Voelpel, S. and 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.

Publikationen (sonstige)

Koch-Bayram, I. and 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.
Biemann, T. and Staritz, S. (2018). Hype oder Kurswechsel in HR? Nutzen von People Analytics. Personalführung, 51, 15–20.
Biemann, T. and Weckmüller, H. (2018). Aus den Augen, aus dem Sinn? Auslandsentsendung erfolgreich gestalten. Personal Quarterly, 70, 50–53.
Biemann, T. and Weckmüller, H. (2018). Mit geteilter Führung zum Teamerfolg. Personal Quarterly, 70, 54–57.
Biemann, T. and Weckmüller, H. (2018). Should I stay or should I go? Faktoren für Mitarbeiterfluktuation. Personal Quarterly, 70, 46–49.
Büngeler, C. and 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. and 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.
Biemann, T. and 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.
Biemann, T., Englmaier, F., Sliwka, D. and Weller, I. (2017). People Analytics – Personaldaten als Erfolgsfaktor. Personal Quarterly, 69, 8–15.
Biemann, T. and Weckmüller, H. (2017). Candidate Experience – Arbeitgeberattraktivität im Bewerbungsprozess. Personal Quarterly, 69, 54–57.
Biemann, T. and Weckmüller, H. (2017). Machen Frauen Unternehmen erfolgreicher? Personal Quarterly, 69, 48–51.
Kaibel, C. and 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.
Nehrlich, A. D., Koch-Bayram, I. and Biemann, T. (2017). Narzissmus und Führung. Personal Quarterly, 69, 54–57.
Atabaki, A., Biemann, T. and 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.
Biemann, T. and Weckmüller, H. (2016). Mensch gegen Maschine: Wie gut sind Algorithmen im HR? Personal Quarterly, 68, 44–47.
Biemann, T. and Weckmüller, H. (2016). Subjektiver und objektiver Karriereerfolg. Personal Quarterly, 68, 40–43.
Korff, J. and Biemann, T. (2016). Jungbrunnen HR-Management. Personalmagazin, 12, 36–39.
Biemann, T. and 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. and Weckmüller, H. (2015). Ist die Generation Y wirklich anders? Personalmagazin, 17, 41–42.
Biemann, T. and Weckmüller, H. (2015). New Work: Was bringen Demokratisierung, Partizipation und Selbstbestimmung? Personal Quarterly, 67, 52–55.
Armutat, S., Biemann, T. and Weckmüller, H. (2014). HR-Wissen unter der Lupe. Personalmagazin, 16, 14–16.
Biemann, T. and Weckmüller, H. (2014). Mentoring: Wann nützt es und wem nützt es? Personal Quarterly, 66, 46–49.
Biemann, T. and Weckmüller, H. (2014). Onboarding – Mitarbeiter richtig integrieren. Personal Quarterly, 66, 46–49.
Koch-Bayram, I. and 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., Biemann, T. and Weckmüller, H. (2014). Ist gute Führung männlich oder weiblich? Personal Quarterly, 66, 46–49.

Prof. Dr. Torsten Biemann

Research Interests

Publikationen (peer-reviewed)

Publikationen (sonstige)

Chair of Business Administration, HRM and Leadership

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