Bertolt Meyer
Bertolt Meyer
Professor of Organizational and Business Psychology, Technische Universität Chemnitz, Germany
Verified email at - Homepage
Cited by
Cited by
The future of knowledge management: an international delphi study
W Scholl, C König, B Meyer, P Heisig
Journal of knowledge management 8 (2), 19-35, 2004
A review of perceived diversity in teams: Does how members perceive their team's composition affect team processes and outcomes?
M Shemla, B Meyer, L Greer, KA Jehn
Journal of Organizational Behavior 37, S89-S106, 2016
Good relationships at work: The effects of Leader–Member Exchange and Team–Member Exchange on psychological empowerment, emotional exhaustion, and depression
CC Schermuly, B Meyer
Journal of Organizational Behavior 37 (5), 673-691, 2016
Team faultline measures: A computational comparison and a new approach to multiple subgroups
B Meyer, A Glenz
Organizational Research Methods 16 (3), 393-424, 2013
Leader-member exchange and innovative behavior
CC Schermuly, B Meyer, L Dämmer
Journal of Personnel Psychology, 2013
Effects of vice‐principals' psychological empowerment on job satisfaction and burnout
CC Schermuly, RA Schermuly, B Meyer
International Journal of educational management 25 (3), 252-264, 2011
Employee psychological well‐being during the COVID‐19 pandemic in Germany: A longitudinal study of demands, resources, and exhaustion
B Meyer, A Zill, D Dilba, R Gerlach, S Schumann
International Journal of Psychology 56 (4), 532-550, 2021
The concept of knowledge in KM: a dimensional model
B Meyer, K Sugiyama
Journal of knowledge management 11 (1), 17-35, 2007
Faultlines and subgroups: A meta-review and measurement guide
B Meyer, A Glenz, M Antino, R Rico, V González-Romá
Small Group Research 45 (6), 633-670, 2014
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures
H Van Dijk, B Meyer, M Van Engen, DL Loyd
Academy of Management Annals 11 (1), 517-557, 2017
Social category salience moderates the effect of diversity faultlines on information elaboration
B Meyer, M Shemla, CC Schermuly
Small Group Research 42 (3), 257-282, 2011
When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance
B Meyer, CC Schermuly
European Journal of Work and Organizational Psychology 21 (3), 456-487, 2012
On the same side of the faultline: Inclusion in the leader's subgroup and employee performance
B Meyer, M Shemla, J Li, J Wegge
Journal of Management Studies 52 (3), 354-380, 2015
That’s not my place: The interacting effects of faultlines, subgroup size, and social competence on social loafing behaviour in work groups
B Meyer, CC Schermuly, S Kauffeld
European Journal of Work and Organizational Psychology 25 (1), 31-49, 2016
It takes two to be yourself: An integrated model of authenticity, its measurement, and its relationship to work-related variables
M Knoll, B Meyer, NB Kroemer, M Schroeder-Abe
Journal of Individual Differences 36 (1), 38-53, 2015
Time and change in teams: Where we are and where we are moving
RA Roe, C Gockel, B Meyer
European Journal of Work and Organizational Psychology 21 (5), 629-656, 2012
Multi-channel consumer perceptions
M Teltzrow, B Meyer, HJ Lenz
Journal of Electronic Commerce Research 8 (1), 18-31, 2007
Meritocracy a myth? A multilevel perspective of how social inequality accumulates through work
H van Dijk, D Kooij, M Karanika-Murray, A De Vos, B Meyer
Organizational Psychology Review 10 (3-4), 240-269, 2020
Transformational leadership, psychological empowerment, and flow at work
CC Schermuly, B Meyer
European Journal of Work and Organizational Psychology 29 (5), 740-752, 2020
Team diversity
B Meyer
The Wiley Blackwell handbook of the psychology of team working and …, 2017
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