Prof. Dr. Klaus Melchers

Seit 10/2012: W3-Professor für "Arbeits- und Organisationspsychologie", Universität Ulm  
2003-09/2012: Assistent bzw. Oberassistent am Psychologischen Institut der Universität Zürich in der Fachrichtung Arbeits- und Organisationspsychologie
2003: Dissertation zum Thema "Kann Vorerfahrung beeinflussen, ob Reize elementar oder konfigural verarbeitet werden?"
2000-2003: Wissenschaftlicher Mitarbeiter an der Philipps-Universität Marburg im Bereich Allgemeine Psychologie
1994-2000: Psychologie-Studium an der Philipps-Universität Marburg und am University College London

Kontakt

 

 

Klaus Melchers
Head of Department Work and Organizational Psychology

✉ Prof. Dr. Klaus Melchers
☎ +49-(0)731/50 31740
℻  +49-(0)731/50 31749
Π 41.3.110

Consultation hours
Thursday 4:00 p.m. - 5:00 p.m.
You can be reached by phone and personally in the office during office hours
Semester break: on appointment

Publications

Journal Articles (peer-reviewed)

Kühnel, J., Diestel, S., & Melchers, K. G. (2020). An ambulatory diary study of mobile device use, sleep, and positive mood. International Journal of Stress Management. Advance online publication. https://doi.org/10.1037/str0000210

Basch, J. M., Melchers, K. G., Kurz, A., Krieger, M., & Miller, L. (2020). It takes more than a good camera. Which factors contribute to differences between face-to-face interviews and videoconference interviews regarding performance ratings and interviewee perceptions? Journal of Business and Psychology. Advance online publication. https://doi.org/doi:10.1007/s10869-020-09714-3

Melchers, K. G., Bill, B., Buehl, A.-K., Rybczynski, K., & Kühnel, J. (2020). Identification of the targeted performance dimensions and impression management in interviews: Investigations of uncharted waters. European Journal of Work and Organizational Psychology. Advance online publication.  https://doi.org/10.1080/1359432X.2020.1746828

Bill, B., Melchers, K. G., Bühl, A.-K., & Wank, S. (2020). An investigation of situational and dispositional antecedents of faking intentions in selection interviews. Frontiers in Psychology, 11, Article 2034. https://doi.org/10.3389/fpsyg.2020.02034  

Buckett, A., Becker, J. R., Melchers, K. G., & Roodt, G. (2020). How different indicator-dimension ratios in assessment center ratings affect evidence for dimension factors. Frontiers in Psychology, 11, Article 459. https://doi.org/10.3389/fpsyg.2020.00459  

Melchers, K. G., Roulin, N., & Buehl, A. K. (2020). A review of applicant faking in selection interviews. International Journal of Selection and Assessment, 28(2), 123–142. https://doi.org/10.1111/ijsa.12280

Wirz, A., Melchers, K. G., Kleinmann, M., Lievens, F., Annen, H., Blum, U., & Ingold, P. V. (2020). Do overall dimension ratings from assessment centers show external construct-related validity? European Journal of Work and Organizational Psychology, 29(3), 405–420. https://doi.org/10.1080/1359432X.2020.1714593

Basch, J. M. & Melchers, K. G. (2020). Technologie-mediierte Einstellungsinterviews: Ein Überblick über Befunde und offene Fragen. Gruppe. Interaktion. Organisation, 51, 71–79. https://doi.org/10.1007/s11612-020-00497-y

Basch, J. M., Melchers, K. G., Kegelmann, J., & Lieb, L. (2020). Smile for the camera! The role of social presence and impression management in perceptions of technology-mediated interviews. Journal of Managerial Psychology, 35(4), 285–299. https://doi.org/10.1108/JMP-09-2018-0398

Basch, J. M., & Melchers, K. G. (2019). Fair and Flexible?! Explanations can improve applicant reactions toward asynchronous video interviews. Personnel Assessment and Decisions, 5(3), 1–11. https://doi.org/10.25035/pad.2019.03.002

Wilhelmy, A., Kleinmann, M., Melchers, K. G., & Lievens, F. (2019). What do consistency and personableness in the interview signal to applicants? Investigating indirect effects on organizational attractiveness through symbolic organizational attributes. Journal of Business and Psychology, 34, 671–684. https://doi.org/10.1007/s10869-018-9600-7

Schultchen, D., Bayer, J., Kühnel, J., Melchers, K. G., & Pollatos, O. (2019). Interoceptive accuracy is related to long-term stress via self-regulation. Psychophysiology, 56, Article e13429. https://doi.org/10.1111/psyp.13429

Melchers, K. G., & Körner, B. (2019). Is it possible to improve test takers’ perceptions of ability tests by providing an explanation? Journal of Personnel Psychology, 18(1), 1–9. https://doi.org/10.1027/1866-5888/a000212

Buehl, A.-K., Melchers, K. G., Macan, T., & Kühnel, J. (2019). Tell me sweet little lies: How does faking in interviews affect interview scores and interview validity? Journal of Business and Psychology, 34, 107–124. https://doi.org/10.1007/s10869-018-9531-3

Buehl, A.-K., & Melchers, K. G. (2018). Do attractiveness and competition influence faking intentions in selection interviews? Journal of Personnel Psychology, 17(4), 204–208. https://doi.org/10.1027/1866-5888/a000208

Kühnel, J., Sonnentag, S., Bledow, R., & Melchers, K. G. (2018). The relevance of sleep and circadian misalignment for procrastination among shift workers. Journal of Occupational and Organizational Psychology, 91, 110–133. https://doi.org/10.1111/joop.12191

Wilhelmy, A., Kleinmann, M., Melchers, K. G., & Götz, M. (2017). Selling and smooth-talking: Effects of interviewer impression management from a signaling perspective. Frontiers in Psychology, 8, Article 740, 1–17. https://doi.org/10.3389/fpsyg.2017.00740

Buehl, A.-K., & Melchers, K. G. (2017). Individual difference variables and the occurrence and effectiveness of faking in selection interviews. Frontiers in Psychology, 8, Article 686, 1–15. https://doi.org/10.3389/fpsyg.2017.00686

Merkulova, N., Melchers, K. G., Kleinmann, M., Annen, H., & Szvircsev Tresch, T.  (2016). A test of the generalizability of a recently suggested conceptual model for assessment center ratings. Human Performance, 29(3), 226–250. https://doi.org/10.1080/08959285.2016.1160093

Oostrom, J. K., Melchers, K. G., Ingold, P. V., & Kleinmann, M. (2016). Why do situational interviews predict performance? Is it saying how you would behave or knowing how you should behave? Journal of Business and Psychology, 31, 279–291. https://doi.org/10.1007/s10869-015-9410-0

Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2016). Transparency of assessment centers: Lower criterion-related validity but greater opportunity to perform? Personnel Psychology, 69(2), 467–497. https://doi.org/10.1111/peps.12105

Melchers, K. G., & Kleinmann, M. (2016). Why situational judgment is a missing component in the theory of SJTs. Industrial and Organizational Psychology, 9(1), 29–34. https://doi.org/10.1017/iop.2015.111

Wilhelmy, A., Kleinmann, M., König, C. J., Melchers, K. G., & Truxillo, D. M. (2016). How and why do interviewers try to make impressions on applicants? A qualitative study. Journal of Applied Psychology, 101(3), 313–332. https://doi.org/10.1037/apl0000046

Rupp, D. E., Hoffman, B. J., Bischof, D., Byham, W. Collins, L., Gibbons, A., Hirose, S., Kleinmann, M., Kudisch, J. D., Lanik, M., Jackson, D. J. R., Kim, M., Lievens, F., Meiring, D., Melchers, K. G., Pendit, V. G., Putka, D. J., Povah, N., Reynolds, D., … Thornton, G. (2015). Guidelines and ethical considerations for assessment center operations. Journal of Management, 41(4), 1244–1273. https://doi.org/10.1177/0149206314567780

Ingold, P. V., Kleinmann, M., König, C. J., Melchers, K. G., & Van Iddekinge, C. H. (2015). Why do situational interviews predict job performance? The role of interviewees’ ability to identify criteria. Journal of Business and Psychologie, 30, 387–398. https://doi.org/10.1007/s10869-014-9368-3

Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2015). Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance. European Journal of Work and Organizational Psychology 24(3), 420–432. https://doi.org/10.1080/1359432X.2014.915215

Boss, P., König, C. J., & Melchers, K. G. (2015). Faking good and faking bad among army conscripts. Human Performance, 28(1), 26–39. https://doi.org/10.1080/08959285.2014.974758

Merkulova, N., Melchers, K. G., Kleinmann, M., Annen, H., & Szvircsev Tresch, T. (2014). Effects of individual differences on applicant perceptions of an operational assessment center. International Journal of Selection and Assessment, 22(4), 355–370. https://doi.org/10.1111/ijsa.12083

Wirz, A., Melchers, K. G., Schultheiss, S., & Kleinmann, M. (2014). Are Improvements in Assessment Center Construct-Related Validity Paralleled by Improvements in Criterion-Related Validity?The Effects of Exercise Similarity on Assessment Center Validity. Journal of Personnel Psychology, 13, 184–193. https://doi.org/10.1027/1866-5888/a000115

Speer, A. B., Christiansen, N. D., Melchers, K. G., König, C. J., & Kleinmann (2014). Establishing the cross-situational convergence of the ability to identify criteria: Consistency and prediction across similar and dissimilar assessment center exercises. Human Performance, 27(1), 44–60. https://doi.org/10.1080/08959285.2013.854364

Wirz, A., Melchers, K. G., Lievens, F., De Corte, W., & Kleinmann, M. (2013). Trade-offs between team size and assessor expertise in affecting rating accuracy in assessment centers. Journal of Work and Organizational Psychology, 29, 13–20. https://doi.org/10.5093/tr2013a3

Jansen, A., Melchers, K. G., Lievens, F., Kleinmann, M., Brändli, M., Fraefel, L., & König, C. J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98(2), 326–341. http://doi.org/10.1037/a0031257

Melchers, K. G., Bösser, D., Hartstein, T., & Kleinmann, M. (2012). Assessment of situational demands in a selection interview: Reflective style or sensitivity? International Journal of Selection and Assessment, 20(4), 475–485. https://doi.org/10.1111/ijsa.12010

Klehe, U.-C., Kleinmann, M., Hartstein, T., Melchers, K. G., König, C. J., Heslin, P., & Lievens, F. (2012). Responding to personality tests in a selection context: The role of the ability to identify criteria and the ideal-employee factor. Human Performance, 25(4), 273–302. https://doi.org/10.1080/08959285.2012.703733

Jansen, A., König, C. J., Kleinmann, M., & Melchers, K. G. (2012). The interactive effect of impression motivation and cognitive schema on self-presentation in a personality inventory. Journal of Applied Social Psychology, 42(8), 1932–1957. https://doi.org/10.1111/j.1559-1816.2012.00925.x

Jansen, A., Melchers, K.G., & Kleinmann, M. (2012). Der Beitrag sozialer Kompetenz zur Vorhersage beruflicher Leistung. Inkrementelle Validität sozialer Kompetenz gegenüber der Leistung im Assessment Center und im Interview. Zeitschrift für Arbeits- und Organisationspsychologie, 56, 87–97. https://doi.org/10.1026/0932-4089/a000077

Hoffman, B. J., Melchers, K. G., Blair, C. A., Kleinmann, M., & Ladd, R. T. (2011). Exercises and dimensions are the currency of assessment centers. Personnel Psychology, 64(2), 351–395. https://doi.org/10.1111/j.1744-6570.2011.01213.x

Kleinmann, M., Ingold, P. V., Lievens, F., Jansen, A., Melchers, K. G., & König, C. J. (2011). A different look at why selection procedures work: The role of candidates’ ability to identify criteria. Organizational Psychology Review, 1(2), 128–146. https://doi.org/10.1177/2041386610387000

Melchers, K. G., Lienhardt, N., von Aarburg, M., & Kleinmann, M. (2011). Is more structure really better? A comparison of frame-of-reference training and descriptively anchored rating scales to improve interviewers' rating quality. Personnel Psychology, 64(1), 53–87. https://doi.org/10.1111/j.1744-6570.2010.01202.x

Schumacher, S., Kleinmann, M., & Melchers, K. G. (2011). Job requirements for control room jobs in nuclear power plants. Safety Science, 49(3), 394–405. https://doi.org/10.1016/j.ssci.2010.10.002

Melchers, K. G., Kleinmann, M., & Prinz, M. (2010). Do assessors have too much on their plates? Rating quality and the number of simultaneously observed candidates in assessment center group discussions. International Journal of Selection and Assessment, 18(3), 329–341. https://doi.org/10.1111/j.1468-2389.2010.00516.x

Höft, S. & Melchers, K. G. (2010). Training von AC-Beobachtern: Worauf kommt es an? Wirtschaftspsychologie, 2, 32–40.

Melchers, K. G., & Annen, H. (2010). Officer selection for the Swiss army: An evaluation of validity and fairness issues. Swiss Journal of Psychology, 69, 105–115. https://doi.org/10.1024/1421-0185/a000012

Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22(4), 355–374. https://doi.org/10.1080/08959280903120295

Klehe, U.-C., König, C. J., Richter, G. M., Kleinmann, M., & Melchers, K. G. (2008). Transparency in structured interviews: Consequences for construct and criterion-related validity. Human Performance, 21(2), 107–137. https://doi.org/10.1080/08959280801917636

Lachnit, H., Schultheis, H., König, S., Üngör, M., & Melchers, K. G. (2008). Comparing elemental and configural associative theories in human causal learning: A case for attention. Journal of Experimental Psychology: Animal Behavior Processes, 34(2), 303–313. https://doi.org/10.1037/0097-7403.34.2.303

Melchers, K. G., & König, C. J. (2008). It is not yet time to dismiss dimensions in assessment centers. Industrial and Organizational Psychology, 1(1), 125–127. https://doi.org/10.1111/j.1754-9434.2007.00023.x

Melchers, K. G., Shanks, D. R., & Lachnit, H. (2008). Stimulus coding in human causal learning: Flexible representations of parts and wholes. Behavioural Processes, 77(3), 413–427. https://doi.org/10.1016/j.beproc.2007.09.013

Shanks, D. R., Lachnit, H., & Melchers, K. G. (2008). Representational flexibility and the challenge to elemental theories of learning: Response to commentaries. Behavioural Processes, 77(3), 451–453. https://doi.org/10.1016/j.beproc.2007.09.005

Melchers, K. G., Henggeler, C., & Kleinmann, M. (2007). Do within-dimension ratings in assessment centers really lead to improved construct validity? A meta-analytic reassessment. Zeitschrift für Personalpsychologie, 6, 141–149. https://doi.org/10.1026/1617-6391.6.4.141

König, C. J., Melchers, K. G., Richter, G. M., Kleinmann, M., & Klehe, U.-C. (2007). Candidates’ Ability to Identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15(3), 283–292. https://doi.org/10.1111/j.1468-2389.2007.00388.x

König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M. & Klehe, U.-C. (2006). The relationship between the ability to identify evaluation criteria and integrity test scores. Psychology Science, 48(3), 369–377.

Melchers, K. G., Lachnit, H., & Shanks, D. R. (2006). The comparator theory fails to account for the selective role of within-compound associations in cue selection effects. Experimental Psychology, 53(4), 316–320. https://doi.org/10.1027/1618-3169.53.4.316

Melchers, K. G., Wolff, S., & Lachnit, H. (2006). Extinction of conditioned inhibition through nonreinforced presentation of the inhibitor. Psychonomic Bulletin & Review, 13(4), 662–667. https://doi.org/10.3758/BF03193978

Melchers, K. G., Üngör, M., & Lachnit, H. (2005). The experimental task influences cue competition in human causal learning. Journal of Experimental Psychology: Animal Behavior Processes, 31(4), 477–483. https://doi.org/10.1037/0097-7403.31.4.477

König, K. J., & Melchers, K. G. (2005). Vom Ansehen der Arbeits- und Organisationspsychologie: Ein Kommentar zu von Rosenstiel (2004). Zeitschrift für Arbeits- und Organisationspsychologie, 49(2), 102–104. https://doi.org/10.1026/0932-4089.49.2.102

Melchers, K. G., Lachnit, H., Üngör, M., & Shanks, D. R. (2005). Prior experience can     influence whether the whole is different from the sum of its parts. Learning and Motivation, 36(1), 20–41. https://doi.org/10.1016/j.lmot.2004.06.002

Melchers, K. G., Kleinmann, M., Richter, G. M., König, C. J., & Klehe, U.-C. (2004). Messen Einstellungsinterviews das, was sie messen sollen? Zur Bedeutung der Bewerberkognitionen über bewertetes Verhalten. Zeitschrift für Personalpsychologie, 3,(4) 159–169. https://doi.org/10.1026/1617-6391.3.4.159

Melchers, K. G., Lachnit, H., & Shanks, D. R. (2004). Past experience influences the processing of stimulus compounds in human Pavlovian conditioning. Learning and Motivation, 35(3), 167–188. https://doi.org/10.1016/S0023-9690(03)00044-4

Melchers, K. G., Lachnit, H., & Shanks, D. R. (2004). Within-compound associations in retrospective revaluation and in direct learning: A challenge for comparator theory. Quarterly Journal of Experimental Psychology, 57B(1), 25–53. https://doi.org/10.1080/02724990344000042

Book Chapters

Melchers, K. G. (2017). Qualität in der Personalauswahl. In D. E. Krause (Eds.),  Personalauswahl: Die wichtigsten diagnostischen Verfahren für das     Human Resources Management. (pp. 57–70) Springer.

Melchers, K. G. (2015). Arbeitsproben. In C. Peus, S. Braun, T. Hentschel, & D. Frey (Eds.), Personalauswahl in der Wissenschaft (pp. 103–113). Springer.

Bühl, A.-K., & Melchers, K. G. (2015). Selbstpräsentation in der Personalauswahl. In     L. Gooßens, M. Kersting, & S. Koch (Eds.), Auf die richtigen Mitarbeiter kommt es an: Personaldiagnostik und ihre Anwendung (pp. 187–199). Deutscher Sparkassen Verlag.

Melchers, K. G., Ingold, P. V., Wilhelmy, A., & Kleinmann, M. (2015). Beyond validity: Shedding light on the social situation in employment interviews. In I. Nikolaou & J. K. Oostrom (Eds.), Employee recruitment, selection, and assessment: Contemporary issues for theory and practice (pp. 154–171). Psychology Press.

Melchers, K. G., Wirz, A., & Kleinmann, M. (2012). Dimensions AND exercises: Theoretical background of mixed-model assessment centers. In D. J. R.     Jackson, C. E. Lance, & B. J. Hoffman (Eds.), The psychology of assessment centers (pp. 237–254). Routledge.

Kleinmann, M., Melchers, K. G., & König, C. J. (2011). Soziale Wahrnehmungsfähigkeit in der Personal- und Managementdiagnostik. In P. Gelléri & C. Winter (Eds.), Personalpsychologische Diagnostik als Beitrag zu Berufs- und Unternehmenserfolg (pp. 121–137). Hogrefe.

Melchers, K. G., & Kleinmann, M. (2007). Beurteilungsakkuratheit und Beurteilertraining. In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits-     und Organisationspsychologie (pp. 561–566). Hogrefe.

Kleinmann, M., König, C. J., & Melchers, K. G. (2007). Organisationsdiagnose. In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits- und     Organisationspsychologie (S. 729–736). Hogrefe.

Kleinmann, M., Melchers, K. G., König, C. J., & Klehe, U.-C. (2007). Transparenz der Anforderungsdimensionen: Ein Moderator der Konstrukt- und Kriteriumsvalidität des Assessment Centers. In H. Schuler (Eds.), Assessment Center zur Potenzialanalyse (S. 70–80). Hogrefe.

Melchers, K. G., & König, C. J. (2004). Wie effektiv sind Interventionen zur Verbesserung des persönlichen Zeitmanagements? In W. Bungard, B. Koop, & C. Liebig (Eds.), Psychologie und Wirtschaft leben: Aktuelle Themen der Wirtschaftspsychologie in Forschung und Praxis (pp. 178–183). Hampp.

Practitioner Papers

Basch, J. & Melchers, K. (2017). Tücken der Technik – die Vorteile persönlicher Vorstellungsgespräche. Wirtschaftspsychologie aktuell, 3/2017, 9–12.

Funk, L., Nachtwei, J., & Melchers, K. G. (2015). Die Kluft zwischen Wissenschaft und Praxis in der Personalauswahl. PERSONAL quarterly, 3/2015, 26–31.

Annen, H., & Melchers, K. (2011). Fairness in Selektionsprozessen. Allgemeine Schweizerische Militärzeitschrift, 177(11), 24–25.

Gerber, M., & Melchers, K. (2010). Ohne gutes Assessorenteam geht das Assessment Centern baden. HR Today, 10(4), 61