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Evaluierung und Steuerung von Teamprozessen in einem Automobilkonzern

Published in Personal Quarterly, 2012

Recommended citation: Kunze, F., Leicht-Deobald, U., Lins, N., & Bruch, H. (2012). Evaluierung und Steuerung von Teamprozessen in einem Automobilkonzern. Personal Quarterly, (4), 22–25.

The Influence of Social Network Behaviors on Energy and Engagement

Published in Difo-Druck (Doctoral Thesis), 2014

Recommended citation: Leicht-Deobald, U. (2014). The influence of social network behaviors on energy and engagement (doctoral thesis). Bamberg: Difo-Druck.

Team Boundary Management: Wie man Teams vor Überforderung schützt

Published in Zeitschrift Führung + Organisation, 2015

Recommended citation: Leicht-Deobald, U., Bruch, H., & Mainert, J. (2015). Team Boundary Management: Wie man Teams vor Überforderung schützt. Zeitschrift Führung + Organisation, (5), 314–318.

The Psychology of Psychic Distance: Antecedents of Asymmetric Perceptions

Published in Journal of World Business, 2016

Recommended citation: Håkanson, L., Ambos, B., Schuster, A., & Leicht-Deobald, U. (2016). The psychology of psychic distance: Antecedents of asymmetric perceptions. Journal of World Business, 51(2), 308–318.
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Team Boundary Management

Published in Alma, 2016

Recommended citation: Leicht-Deobald, U. (2016). Team Boundary Management. Alma, (2), 17.

Führung als Energiequelle

Published in Personalwirtschaft, 2016

Recommended citation: Leicht-Deobald, U., Kunz, J. J., & Bruch, H. (2016). Führung als Energiequelle. Personalwirtschaft, (5), 32–34.

Why Team Boundary Work Matters: A Moderated Mediation Model of Team Boundary Activities, Team Emotional Energy, and Team Innovation

Published in Academy of Management Best Paper Proceedings, 2016

Recommended citation: Leicht-Deobald, U., & Lam, C. F. (2016). Why team boundary work matters: A moderated mediation model of team boundary activities, team emotional energy, and team innovation. In J. Humphreys (Ed.), Proceedings of the Seventy-sixth Annual Meeting of the Academy of Management.
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Innovation im Verborgenen: Dezentrales Innovationsmanagement durch Bootlegging-Projekte bei der AUDI AG

Published in Organisationsentwicklung, 2017

Recommended citation: Leicht-Deobald, U., & Lins, N. (2017). Innovation im Verborgenen: Dezentrales Innovationsmanagement durch Bootlegging-Projekte bei der AUDI AG. Organisationsentwicklung, (1), 65–70.

Work-related Social Support Modulates Effects of Early Life Stress on Limbic Reactivity during Stress

Published in Brain Imaging and Behavior, 2018

Recommended citation: Leicht-Deobald, U., Bruch, H., Boenke, L., Stevense, A., Bajbouj, M., & Grimm, S. (2018). Work-related social support modulates effects of early life stress on limbic reactivity during stress. Brain Imaging and Behavior, 12(5), 1405–1418.
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Unraveling Agency Relations inside the MNC: Socialization and Second Principals in Headquarters-Subsidiary Relations

Published in Journal of World Business, 2019

Recommended citation: Ambos, B., Kunisch, S., Leicht-Deobald, U., & Schulte-Steinberg, A. (2019). Unraveling agency relations inside the MNC: Socialization and second principals in headquarters-subsidiary relations. Journal of World Business, 54(2), 67–81.
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Understanding the Formation of Psychic Distance Perceptions: Are Country-level or Individual-level Factors More Important?

Published in International Business Review, 2019

Recommended citation: Ambos, B., Leicht-Deobald, U., & Leinemann, A. (2019). Understanding the formation of psychic distance perceptions: Are country-level or individual-level factors more important? International Business Review, 28, 660–671.
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The Challenges of Algorithm-based HR Decision-Making for Personal Integrity

Published in Journal of Business Ethics, 2019

Cited in policy reports by the ILO, OECD, Eurofound, EU-OSHA, and the European Parliament (STOA); reprinted in Business and the Ethical Implications of Technology (Springer).

Recommended citation: Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I., & Kasper, G. (2019). The challenges of algorithm-based HR decision-making for personal integrity. Journal of Business Ethics, 160(2), 377–392.
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Wir brauchen Anreize zur schnelleren Verbreitung von offener und reproduzierbarer Forschung

Published in Statement of the young members of the German Psychological Society (DGPs), 2020

Recommended citation: Feld, G., Giesen, C., Kubik, V., Leicht-Deobald, U., & Thielmann, I. (2020). Wir brauchen Anreize zur schnelleren Verbreitung von offener und reproduzierbarer Forschung. Statement, DGPs.

Commentary on Bal (2020): Recognizing People at Work in Their Full Humanity

Published in Zeitschrift für Arbeits- und Organisationspsychologie, 2020

Recommended citation: Leicht-Deobald, U. (2020). Commentary on Bal (2020): Recognizing people at work in their full humanity. Zeitschrift für Arbeits- und Organisationspsychologie, 64(3).

No Stone Left Unturned? Towards a Framework on the Impact of Datafication Technologies on Organizational Control

Published in Academy of Management Discoveries, 2020

Recommended citation: Schafheitle, S., Weibel, A., Ebert, I., Kasper, G., Schank, C., & Leicht-Deobald, U. (2020). No stone left unturned? Towards a framework on the impact of datafication technologies on organizational control. Academy of Management Discoveries, 6(3), 455–487.
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Konflikterfahrungen bei der Vergabe von Autorinnenschaften aus der Sicht von Forscherinnen und Studierenden

Published in Diskussionsforum der Deutschen Gesellschaft für Psychologie (DGPs), 2021

Recommended citation: Reiter, J., Frank, M., Schubert, A.-L., & Leicht-Deobald, U. (2021). Konflikterfahrungen bei der Vergabe von Autor*innenschaften aus der Sicht von Forscher*innen und Studierenden. Integrity and incentive systems discussion forum, DGPs.

Organizational Demographic Faultlines: Their Impact on Collective Organizational Identification, Firm Performance, and Firm Innovation

Published in Journal of Management Studies (FT-50), 2021

Recommended citation: Leicht-Deobald, U., Huettermann, H., Bruch, H., & Lawrence, B. (2021). Organizational demographic faultlines: Their impact on collective organizational identification, firm performance, and firm innovation. Journal of Management Studies, 58, 2240–2274.
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What it Means to Be Truly Human in Organizations: Martin Buber’s Idea of I-Thou Relations

Published in Routledge (Book Chapter), 2022

Recommended citation: Leicht-Deobald, U., Garrett, L., & Sandelands, L. (2022). What it means to be truly human in organizations: Martin Buber's idea of I-Thou relations. In D. Korten et al. (Eds.), Alternatives to the Theory of the Firm (pp. 217–239). Routledge.
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The Dark Sides of People Analytics: Reviewing the Perils for Organisations and Employees

Published in European Journal of Information Systems, 2022

Second most downloaded paper of EJIS in 2023 and 2024; cited in policy reports by the OECD and others.

Recommended citation: Giermindl, L., Strich, F., Christ, O., Leicht-Deobald, U., & Redzepi, A. (2022). The dark sides of people analytics: Reviewing the perils for organisations and employees. European Journal of Information Systems, 31(3), 410–435.
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Team Boundary Work and Team Workload Demands: Their Interactive Effect on Team Vigor and Team Effectiveness

Published in Human Resource Management (FT-50), 2022

Recommended citation: Leicht-Deobald, U., Lam, C. F., Bruch, H., Kunze, F., & Wen, W. (2022). Team boundary work and team workload demands: Their interactive effect on team vigor and team effectiveness. Human Resource Management, 61(4), 465–488.
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Algorithmic Management: Its Implications for Information Systems Research

Published in Communications of the Association for Information Systems, 2023

Cited in a policy report of the International Labour Organization (ILO, 2024).

Recommended citation: Cameron, L., Lamers, L., Leicht-Deobald, U., Lutz, C., Meijerink, J., & Möhlmann, M. (2023). Algorithmic management: Its implications for information systems research. Communications of the Association for Information Systems, 52, 518–537.
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A Contingency Framework for the Performance Consequences of Team Boundary Management: A Meta-Analysis of 30 Years of Research

Published in Journal of Management (FT-50), 2025

Best Paper of the EURAM Organizational Behavior Team Performance Management Track 2022.

Recommended citation: Leicht-Deobald, U., Backmann, J., de Vries, T. A., Weiss, M., Hohmann, S., Walter, F., Van der Vegt, G., & Hoegl, M. (2025). A contingency framework for the performance consequences of team boundary management: A meta-analysis of 30 years of research. Journal of Management, 51(2), 704–747.
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Utility on the Brain: Empirical Investigation of a Utility-based Evaluation Framework on Fairness Perceptions of Algorithmic Decisions

Published in AI and Ethics, 2026

Recommended citation: Kandul, S., Hertweck, C., & Leicht-Deobald, U. (2026). Utility on the brain: Empirical investigation of a utility-based evaluation framework on fairness perceptions of algorithmic decisions. AI and Ethics, 6(29), 1–15.
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Practice Adoption in MNCs: A Multi-level Interactionist Model of Trait Activation

Published in Global Strategy Journal, 2026

Recommended citation: Kunisch, S., Leicht-Deobald, U., Laamanen, T., Steinberg, A. S., & Ambos, B. (2026). Practice adoption in MNCs: A multi-level interactionist model of trait activation. Global Strategy Journal, 1–49.
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The Dark Side of Guanxi HRM Practices: Moral Disengagement and Unethical Pro-Supervisor Behavior

Published in Journal of Business Ethics, 2026

Recommended citation: Yao, Z., Fu, N., & Leicht-Deobald, U. (2026). The dark side of guanxi HRM practices: Moral disengagement and unethical pro-supervisor behavior. Journal of Business Ethics.
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Ulrich Leicht-Deobald

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