Publikationen

Artikel in Fachzeitschriften (peer-reviewed)

Mönke, F. W., Roulin, N., Lievens, F., Bartossek, M. T., & Schäpers, P. (2024). Validity of social media assessments in personnel selection: A systematic review of the initial evidence. European Journal of Psychological Assessment. https://doi.org/10.1027/1015-5759/a000835

Schäpers, P., Guntermann, T., Heinemann, H., & Mönke, F. W. (2024). Are good leaders also green leaders? Differentiating established and environmental leadership styles, their antecedents, and predictive validity for corporate environmental responsiveness. Business Ethics, the Environment & Responsibility. https://doi.org/10.1111/beer.12752

Schäpers, P., Heinemann, H., Pañellas Alvarez, D., Nohr, L., & Mönke, F. W. (2024). Different culture, same situation? Translating and applying a Situational Judgment Test from Germany in Cuba. Psychological Test Adaptation and Development, 5(1), 1–11. https://doi.org/10.1027/2698-1866/a000066

Sallach, T., Mönke, F. W., & Schäpers. P. (2024). Cybervetting of organizational citizenship behavior expectations: Profile summary as a key in LinkedIn-based assessments. Computers in Human Behavior, 154, Article 108113. https://doi.org/10.1016/j.chb.2023.108113

Mönke, F. W., Lievens, F., Hess, U., & Schäpers, P. (2024). Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest. Journal of Applied Psychology, 109(1), 1-12. https://doi.org/10.1037/apl0001124
Ausgezeichnet als Editor's Choice.

Mönke, F. W., & Schäpers, P. (2022). Too early to call: What we do (not) know about the validity of cybervetting. Industrial and Organizational Psychology, 15(3), 334-341. https://doi.org/10.1017/iop.2022.51

Buchkapitel

Mönke, F. W., Lüdemann, H., & Schäpers, P. (2023). Cybervetting: Valide Personalauswahl mit sozialen Netzwerken? In K. P. Stulle & R. T. Justenhoven (Eds.), Personalauswahl 4.0: KI, Machine Learning, Gamification und andere Innovationen in der Praxis (pp. 55–71). Springer Gabler. https://doi.org/10.1007/978-3-658-42142-7_4

Artikel in Magazinen

Mönke, F. & Schäpers, P. (2022). Cybervetting: Wie Social Media die Personalauswahl verändert [Cybervetting: How social media changes personnel selection]. Wirtschaftspsychologie aktuell, 29(3), 20-24. [LINK]

Chaired Symposia

Mönke, F. W. (Chair), & Levashina, J. (Discussant) (2024, April 17-20). How (not) to cybervet: New insights from social media in selection [Symposium]. 39th Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL, United States.

Präsentationen auf Fachkonferenzen

Mönke, F. W., Kooshani, H. F., Mankel, R., Simha, A., & Schäpers, P. (2024, September 16–19). Religion in Social Media: Bias in der Personalauswahl? [Conference presentation]. 53. Kongress der Deutschen Gesellschaft für Psychologie, Wien, Österreich.

Mönke, F. W., Bürger, A. S., & Schäpers, P. (2024, April 17-20). When less is not more: The incomplete information bias in cybervetting. In F. W. Mönke (Chair) and J. Levashina (Discussant), How (not) to cybervet: New insights from social media in selection [Symposium]. 39th Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL, United States.

Schäpers, P., Sallach, T., & Mönke, F. W. (2024, April 17-20). Profile summary as a key in LinkedIn-based OCB assessments. In F. W. Mönke (Chair) and J. Levashina (Discussant), How (not) to cybervet: New insights from social media in selection [Symposium]. 39th Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL, United States.

Mönke, F. W., Kooshani, H. F., & Schäpers, P. (2024, April 17-20). (Not) Believing in hireability: Religious similarity bias in cybervetting [Poster]. Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL, United States.

Mönke, F. W., Bürger, A. S., & Schäpers, P. (2023, September 12-15).  (K)ein Like aus der Personalabteilung? Fehlende Informationen und Entscheidungsprozesse in Cybervetting. In J. Basch & H. Lingel (Chairs), Digitalisierung in der Personalauswahl [Symposium]. 13. Fach­grup­pen­ta­gung der Fach­grup­pe Ar­beits-, Or­ga­ni­sa­ti­ons- und Wirt­schafts­psy­cho­lo­gie ge­mein­sam mit der Fach­grup­pe In­ge­nieur­psy­cho­lo­gie, Deutsche Gesellschaft für Psychologie, Kassel, Germany.

Mönke, F. W., Bürger, A. S., & Schäpers, P. (2023, May 24–27). No profile, no job? The role of missing information and recruiter perceptions in cybervetting [Conference presentation]. 21st Congress of the European Association of Work and Organizational Psychology, Katowice, Poland.

Mönke, F. W., Hess, U., & Schäpers, P. (2022, September 10–15). Judging applicants by their political cover: The role of interests, experience, and multi-party context in cybervetting similarity biases. In J. Basch & S. Krumm (Chairs), Assessment in new ways: Technology in personnel selection [Symposium]. 52. Kongress der Deutschen Gesellschaft für Psychologie, Hildesheim, Germany.

Mönke, F. W., Hess, U., & Schäpers, P. (2022, May 9–13). Knowing me, hiring you: Multiparty context, political interest, and recruiter experience influence political similarity biases in personnel selection [Conference presentation]. XII Encuentro Internacional de Estudiantes de Psicología [12th International Meeting of Psychology Students], La Habana, Cuba.