CV

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Academic Education

• PhD in Business Administration (with distinction), University of St.Gallen, Switzerland, 2011–2014
  • Committee: Heike Bruch, Tomi Laamanen
• Visiting student, London School of Economics, United Kingdom, 2009
• Diploma in Psychology (GPA 1.0), University of Bremen, Germany, 2005–2010

Employment History

• Since 2022: Associate Professor in Responsible Leadership, Trinity Business School, Trinity College Dublin, Ireland
• Since 2025: Academic School Director, The Lir Academy, Ireland’s National Academy of Dramatic Art
• Since 2025: Academic Director MSc Management, Trinity Business School
• 2021–2022: Research Project Leader, Institute for Business Ethics, University of St.Gallen, Switzerland
• 2020–2021: Substitute Professor for Organizational Studies (W3), University of Konstanz, Germany
• 2019–2020: Substitute Assistant Professor for Responsible Management (W1), University of Konstanz, Germany
• 2016–2018: Research Project Leader, Institute for Business Ethics, University of St.Gallen
• 2014–2015: Research Project Leader, Institute for Leadership and HRM, University of St.Gallen
• 2010–2014: Research Associate, Institute for Leadership and HRM, University of St.Gallen
• 1996–2005: Professional actor (Deutsches Schauspielhaus Hamburg, Münchner Volkstheater, Landestheater Detmold)

Awards (selected)

• Fellow of Trinity College Dublin (FTCD), since 2026
• Trinity Business School Excellence in Research Award, 2024 & 2026
• Trinity Business School Research Impact Award, 2025
• Trinity Business School Excellence in Teaching Award, 2024
• Best Paper, EURAM OB Team Performance Management Track, 2022
• Best Conference Paper Proposal Award, AOM Big Data Conference, 2018
• Invited Young Researcher, Lindau Nobel Laureate Meeting, 2014

Research Grants (selected)

• Swiss National Science Foundation (SNSF), NRP 77 ‘Digital Transformation’, Co-PI, CHF 619,808 (2020–2024)
• Swiss National Science Foundation (SNSF), NRP 75 ‘Big Data’, Co-PI, CHF 517,989 (2017–2019)
• Great Minds Postdoctoral Fellowship, University of St.Gallen, CHF 261,225 (2015–2018)
• SNSF Postdoc.Mobility Return Grant, CHF 121,700 (2021–2022)
• SNSF Postdoc.Mobility Grant (INSEAD & University of Groningen), CHF 100,005 (2018–2020)
• Gifted fellowship, Friedrich Ebert Foundation, €26,900 (2008–2010)

Invited Visiting Scholarships

• University of Groningen, School of Management (2019, 2020, 2021)
• INSEAD, Fontainebleau, Organizational Behaviour Area (2018–2019)
• IESE Business School, University of Navarra (2017)
• University of Michigan, Ross School of Business, Center for Positive Organizations (2015)
• University of Michigan, Institute for Social Research (2014)

Editorial Roles & Service (selected)

• Editorial Board, Journal of Management (since 2025)
• Editorial Board, Journal of Business Ethics (2025–2026)
• Associate Editor, Journal of Managerial Psychology (2018–2024)
• AOM Organizational Behavior Division: Executive Committee Member (since 2025), Chair Global Committee (since 2026)
• Ad-hoc reviewer for JOM, JMS, HRMJ, AMD, JoBE, EJIS, and others

Memberships

Academy of Management (AOM), INGroup, Society for Business Ethics (SBE), EAWOP, EGOS, VHB, DGPs

Publications & Talks

The Dark Side of Guanxi HRM Practices: Moral Disengagement and Unethical Pro-Supervisor Behavior

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.

Practice Adoption in MNCs: A Multi-level Interactionist Model of Trait Activation

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.

Utility on the Brain: Empirical Investigation of a Utility-based Evaluation Framework on Fairness Perceptions of Algorithmic Decisions

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.

A Contingency Framework for the Performance Consequences of Team Boundary Management: A Meta-Analysis of 30 Years of Research

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.

Algorithmic Management: Its Implications for Information Systems Research

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.

Team Boundary Work and Team Workload Demands: Their Interactive Effect on Team Vigor and Team Effectiveness

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.

The Dark Sides of People Analytics: Reviewing the Perils for Organisations and Employees

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.

What it Means to Be Truly Human in Organizations: Martin Buber’s Idea of I-Thou Relations

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.

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

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.

Konflikterfahrungen bei der Vergabe von Autorinnenschaften aus der Sicht von Forscherinnen und Studierenden

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.

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

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.

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

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

Wir brauchen Anreize zur schnelleren Verbreitung von offener und reproduzierbarer Forschung

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.

The Challenges of Algorithm-based HR Decision-Making for Personal Integrity

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.

Understanding the Formation of Psychic Distance Perceptions: Are Country-level or Individual-level Factors More Important?

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.

Unraveling Agency Relations inside the MNC: Socialization and Second Principals in Headquarters-Subsidiary Relations

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.

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

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.

Innovation im Verborgenen: Dezentrales Innovationsmanagement durch Bootlegging-Projekte bei der AUDI AG

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

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

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.

Führung als Energiequelle

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

Team Boundary Management

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

The Psychology of Psychic Distance: Antecedents of Asymmetric Perceptions

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.

Team Boundary Management: Wie man Teams vor Überforderung schützt

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

The Influence of Social Network Behaviors on Energy and Engagement

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

Evaluierung und Steuerung von Teamprozessen in einem Automobilkonzern

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

Full lists on the Publications and Talks pages.