Prof. Dr. Torsten Biemann

Address:    
Universität Mannheim
Lehrstuhl für ABWL, Personalmanagement und Führung
Schloss
D-68161 Mannheim
Room: O 231
Phone: +49 621 181-1502
Office hours: by appointment
E-mail: biemann (at) bwl.uni-mannheim.de

Research Interests

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

Publications

Peer-reviewed

  • Korff, J., Biemann, T., & Voelpel, S. C. (forthcoming). Differentiating HR Systems’ Impact: Moderating Effects of Age on the HR System–Work Outcome Association. Journal of Organizational Behavior.
  • Korff, J., Biemann, T., & Voelpel, S. (forthcoming). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior.
  • Gubler, M., Biemann, T., Tschopp, C. & Grote, G. (forthcoming). How Career Anchors Differentiate Managerial Career Trajectories: A Sequence Analysis Perspective. Journal of Career Development.
  • Greve, P., Biemann, T. & Ruigrok, W. (forthcoming). Foreign executive appointments: A multilevel examination. Journal of World Business.
  • Gao-Urhahn, X., Biemann, T., & 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, 37(4), 515-536.
  • Biemann, T., Kearney, E. & Marggraf, K. (2015). Empowering Leadership and Managers' Career Perceptions: Examiming Effects at Both the Individual and the Team Level. Leadership Quarterly, 26(5): 775–789.
  • Dlouhy, K. & Biemann, T. (2015). Optimal matching analysis in career research: A review and some best-practice recommendations. Journal of Vocational Behavior, 90: 163-173.
  • Andresen, M., Biemann, T., & Pattie, M. (2015). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation. International Journal of Human Resource Management, 26(7): 932-947.
  • Nieß, C. & Biemann, T. (2014). The Role of Risk Propensity in Predicting Self-Employment. Journal of Applied Psychology, 99 (5): 1000-1009.
  • Biemann, T. & Datta, D. (2014). Analyzing Sequence Data: Optimal Matching in Management Research. Organizational Research Methods, 17(1): 51-76.
  • Biemann, T., Ellwart, T. & Rack, O. (2014). Quantifying Similarity of Team Mental Models: An Introduction of the rRG index. Group Processes & Intergroup Relations, 17(1): 125-140.
  • Biemann, T. & Braakmann, N. (2013).The Impact of International Experience on Objective and Subjective Career Success in Early Careers. International Journal of Human Resource Management, 24 (18), 3438-3456.
  • Biemann, T. (2013). What if we were Texas sharpshooters? Predictor reporting bias in regression analysis. Organizational Research Methods, 16: 335-363.
  • Danilov, A., Biemann, T., Kring, T., & Sliwka, D. (2013). The dark side of team incentives: Experimental evidence on advice quality from financial service professionals. Journal of Economic Behavior & Organization, 93: 277-272.
  • Andresen, M. & Biemann, T. (2013). A taxonomy of internationally mobile managers. International Journal of Human Resource Management, 24(3): 533-557.
  • Biemann, T., Zacher, H., & Feldman, D.C. (2012). Career Patterns: A Twenty-Year Panel Study. Journal of Vocational Behavior, 81(2): 159-170.
  • Zacher, H., Biemann, T., Gielnik, M. M., & Frese, M. (2012). Patterns of entrepreneurial career development: An optimal matching analysis approach. International Journal of Developmental Science, 6(3-4): 177-187.
  • Rossnagel, C. & Biemann, T. (2012). Ageing and work motivation: A task-level self-regulation perspective. Journal of Managerial Psychology, 27: 459 - 478.
  • Biemann, T. & 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., Cole, M., & Voelpel, S. (2012). Within-Group Agreement: On the Use (and Misuse) of rWG and rWG(J) in Leadership Research and Some Best Practice Guidelines. Leadership Quarterly, 23: 66-80.
  • Schwaer, Ch., Biemann, T., & Voelpel, S. (2012). Antecedents of Employee's Preference for Knowledge Sharing Tools - Evidence from China. International Journal of Human Resource Management. DOI:10.1080/09585192.2011.639552
  • Biemann, T. (2011). A transition-oriented approach to optimal matching. Sociological Methodology, 41: 195-221.
  • Biemann, T., Fasang, A., & 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., & Kearney, E. (2010). Size Does Matter: How Varying Group Sizes in a Sample Affect the Most Common Measures of Group Diversity. Organizational Research Methods, 13: 582-599.
  • Biemann, T., & Andresen, M. (2010). Self-initiated foreign work experience versus expatriate assignment: A distinct group of international careerists? Journal of Managerial Psychology, 25, 430-448.
  • Biemann, T. & Heidemeier, H. (2010). On the Usefulness of the ICC(1) and rWG Index to Justify Aggregation Decisions, Best Paper Proceedings of the Academy of Management Annual Meeting, August 6-10, Montreal, Canada.
  • Biemann, T. (2009). Die Bedeutung internationaler Erfahrungen für den Karriereerfolg von Führungskräften. Zeitschrift für Personalforschung, 23, 336-356.
  • Korff, J., Biemann, T., Voelpel, S., Kearney, E. & Stamov Roßnagel, C. (2009). HR Management for an Aging Workforce - A Life-Span Psychology Perspective. Zeitschrift für Personalpsychologie, 8, 201-213.
  • Biemann, T., & Wolf, J. (2009). Career Patterns of Top Management Team Members in five Countries: An Optimal Matching Analysis. International Journal of Human Resource Management, 20(5), S. 975-991.

Other Publications

  • Biemann, T. & Weckmüller, H. (2016). Subjektiver und objektiver Karriereerfolg. PERSONALquarterly, 3/2016, 46-49.
  • Atabaki, A. & Biemann, T. (2016). Motivation und Mitarbeiterleistung. PERSONALquarterly, 2/2016, 46-49.
  • Biemann, T. & Weckmüller, H. (2015).New Work: Was bringen Demokratisierung, Partizipation und Selbstbestimmung? PERSONALquarterly, 4/2015, 52-55.
  • Biemann, T. & Weckmüller, H. (2015). Ist die Generation Y wirklich anders? Personalmagazin 8/15, 40-41.
  • Biemann, T. & Weckmüller, H. (2015). Effektives Arbeiten, wann und wo man will? PERSONALquarterly, 2/2015, 46-49.
  • Koch, I., Biemann, T. & Weckmüller, H. (2014). Ist gute Führung männlich oder weiblich? PERSONALquarterly, 3/2014, 46-49.
  • Biemann, T. & Weckmüller, H. (2014). Mentoring: Wann nützt es und wem nützt es? PERSONALquarterly, 2/2014, 46-49.
  • Armutat, S., Biemann, T., & Weckmüller, H. (2014). HR-Wissen unter der Lupe. Personalmagazin, 1/2014, 14-16.
  • Biemann, T. & Weckmüller, H. (2014). Onboarding – Mitarbeiter richtig integrieren. PERSONALquarterly, 1/2014, 46-49.
  • Biemann, T. & Weckmüller, H. (2013). Zufriedene Mitarbeiter sind gute Mitarbeiter? PERSONALquarterly, 4/2013, 46-49.
  • Korff, J. & Biemann, T. (2013). Verbreitete Altersstereotype lassen sich durch wissenschaftliche Fakten widerlegen. PERSONALquarterly, 3/2013, S. 46-49.
  • Biemann, T. & Weckmüller, H. (2013). Generation Y: Viel Lärm um fast Nichts. PERSONALquarterly, 1/2013, S. 46-49.
  • Nieß, C., Biemann, T., & Lux, V. (2012). Auswahl und Entwicklung von Nachwuchsführungskräften im Pflegebereich. PERSONALquarterly, 4/2012, 26-27.
  • Biemann, T., Sliwka, D., & Weckmüller, H. (2012). Auf gesicherte empirische Fakten setzen, statt auf Mythen vertrauen. PERSONALquarterly, 4/2012, 13-19.
  • Biemann, T. & Weckmüller, H. (2012). Wie stellt man erfolgreiche Teams zusammen? PERSONALquarterly, 3/2012, S. 46-49.
  • Biemann, T., Korff, J. & Weckmüller, H. (2012). Personalstrategie: Folgen für die Performance. PERSONALquarterly, 2/2012, S. 46-49.
  • Biemann, T. & Weckmüller, H. (2012). Methoden der Personalauswahl: Was nützt? PERSONALquarterly, 1/2012, S. 46-49.
  • Voelpel, S., Sauer, A., & Biemann, T. (2012). Perspectives on Work and Retirement: Career Planning for Mid-and Late-Career Workers. In: J. Hedge and W. Borman (Eds.), The Oxford Handbook of Work and Aging (pp. 501-519). Oxford University Press.
  • Biemann, T., Sliwka, D., & Weckmüller, H. (2011). Finanzielle Anreize und Produktivität. PERSONALquarterly, 10/2011, S. 46-49.
  • Sliwka, D. & Biemann, T. (2011). Evidenzbasierts Personalmanagement statt Best Practice. HR Manager 2/2011, S. 76-79.
  • Biemann, T., Fasang, A. & Grunow, D. (2009). Did economic globalization destabilize careers? Evidence from Germany. CIQLE Working Paper 2009-2, Yale University. www.yale.edu/ciqle/CIQLEPAPERS/CIQLEWP2009-2.pdf.
  • Stamov-Roßnagel, C., Biemann, T. & Kinscher, M. (2009): Wege aus dem Teufelskreis. Personal, 11/2009, S. 48-50.
  • Korff, J., Völpel, S. & Biemann, T. (2009): Der ältere Mitarbeiter, das unbekannte Wesen! Strategisches Personalmanagement im demographischen Wandel. Personalwirtschaft 1/2009, S. 44-46.
  • Biemann, T. (2008): Karrieren und Karrieremuster internationaler Führungskräfte. Online-Dissertation.
  • Biemann, T. (2008): Sequenzdatenanalyse. In: Albers, S. et al. (Eds.). Methodik der empirischen Forschung, DUV: Wiesbaden.
  • Krüger, W., Bach, N. & Biemann, T. (2006): The NAR-Model of Change - Conceptual Framework and Empirical Evidence. Arbeitspapier Nr. 2/06 des Lehrstuhls BWL II, Gießen.
  • Biemann, T. (2006): Logik und Kritik des Hypothesentestens. In: Albers, S. et al. (Eds.). Methodik der empirischen Forschung, DUV: Wiesbaden.
  • Biemann, T. & Bach, N. (2004): Infraservices als Alternative zum Outsourcing. Stand und Entwicklungsperspektiven. Organisations- und Verwaltungsforschung 2/2004, S. 11-18.
  • Biemann, T., Weiß, J. & Bach, N. (2004): Infraservices - Alternative zum Outsourcing. Unternehmen bringen interne Dienstleister an den Markt. Baumgartner & Co. Business Consultants GmbH, Hamburg 2004.
  • Bach, N. & Biemann, T. (2004): Geschäftsprozessmanagement in Deutschland. Ergebnisse einer Befragung im April 2004. In: Ellringmann, H., Schmelzer, H.J. (Hrsg.): Geschäftsprozessmanagement Inside, München, S. 1-27.