Human Capital Management

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Weller, I. (2019). Specific human capital: A matching perspective. In A. Nyberg & T. Moliterno (Eds.), Handbook of research on strategic human capital resources (forthcoming). Northampton/MA: Edward Elgar.

Pieper, J., Trevor, C., Weller, I., & Duchon, D. (2019). Referral hire presence implications for referrer turnover and job performance. Journal of Management, 45(5), 1858–1888. (doi: 10.1177/0149206317739959) [Download paper] [Download supplementary material]

Weller, I., Süß, J., Evanschitzky, H., & v. Wangenheim, F. (2019). Transformational leadership, high performance work systems consensus, and customer satisfaction. Journal of Management, 1-29. (doi: 10.1177/0149206318817605). [Download paper] [Download supplementary material]

Weller, I., Hymer, C., Nyberg, A., & Ebert, J. (2019). How matching creates value. Cogs and wheels for human capital resources research. Academy of Management Annals, 13(1), 188‐214. (doi: 10.5465/annals.2016.0117) [Download paper]

Gerhart, B., & Weller, I. (2019). Compensation. In A. Wilkinson, N. Bacon, D. Lepak, & S. Snell (Eds.), The Handbook of Human Resource Management (210-237). London: Sage, 2nd Edition.

Weller, I., & Gerhart, B. (2018). Methodological challenges for quantitative research in comparative human resource management. In C. Brewster, W. Mayrhofer, & E. Farndale (Eds.), Handbook of Research on Comparative Human Resource Management (83-107). Cheltenham (UK), Northampton/MA (USA): Edward Elgar, 2nd Edition.

Giarratana, M., Mariani, M., & Weller, I. (2018). Rewards for patents and inventor behaviors in industrial research and development. Academy of Management Journal, 61, 264-292 (doi: 10.5465/amj.2015.0633). [Download paper]

Mellewigt, T., Thomas, A., Weller, I., & Zajac, E. (2017). Alliance or acquisition? A mechanisms-based, policy-capturing analysis. Strategic Management Journal, 38, 2353–2369 (doi: 10.1002/smj.2664). [Download paper]

Nyberg, A., Weller, I., & Abdulsalam, D. (2016). Human capital resource pipelines. Oxford Bibliographies in Management. Griffin, R. W. (Ed). New York: Oxford University Press (October 27th, 2016). (doi: 10.1093/obo/9780199846740-0111) [link:]

Mellewigt, T., Madhok, A., Weller, I., Keyhani, M., & König, F. (2016). Disentangling the effect of uncertainty types on alliance governance choice. In T. K. Das (Ed.), Governance Issues in Strategic Alliances (pp. 1-33). Charlotte/NC: Information Age Publishing.

Quintane, E., Conaldi, G., Tonellato, M., & Lomi, A. (2014). Modeling relational events: A case study on an open source software project. Organizational Research Methods, 17, 23-50. (doi: )

Reilly, G., Nyberg, A., Maltarich, M. & Weller, I. (2014). Human capital flows—Using CET theory to explore the processes by which turnover, hiring, and job demands affect patient satisfaction. Academy of Management Journal, 57, 766-790. (doi: 10.5465/amj.2012.0132) [Download paper]

Lomi, A., Conaldi, G., Tonellato, M., & Pallotti, F. (2013). Participation motifs and the emergence of organization in open productions. Structural Change and Economic Dynamics, 29, 40-57. (doi: )

Weller, I. (2013). Human resources. In M. Augier & D. Teece (Eds.), The Palgrave Encyclopedia of Strategic Management. (doi: [link:]

Weller, I., Michalik, A., & Mühlbauer, D. (2013). Recruitment implications for organizational tenure. In K. Y. T. Yu & D. Cable (Eds.), The Oxford Handbook of Recruitment (pp. 139-160). New York: Oxford University Press. (doi: 10.1093/oxfordhb/9780199756094.013.025)

Conaldi, G., Lomi, A., & Tonellato, M. 2012. Dynamic models of affiliation and the network structure of problem solving in an open source software project. Organizational Research Methods, 15, 385-412. (doi: )

Lomi, A., Conaldi, G., & Tonellato, M. 2012. Organized anarchies and the network dynamics of decision opportunities in an open source software project. In A. Lomi & R. Harrison (Eds.), The Garbage Can Model of Organizational Choice: Looking Forward at Forty. Research in the Sociology of Organizations, Volume 36 (pp. 363-397). Emerald Press. (doi: )

Weller, I., & Gerhart, B. (2012). Empirical research issues in comparative HRM. In C. Brewster & W. Mayrhofer (Eds.), Handbook of Research on Comparative Human Resource Management (pp. 90-117). Cheltenham (UK), Northampton/MA (USA): Edward Elgar.

Weller, I., Holtom, B. C., Matiaske, W., & Mellewigt, T. (2009). Level and time effects of recruitment sources on early voluntary turnover. Journal of Applied Psychology, 94, 1146-1162. (doi: [Download Paper]

  • Prior version: Weller, I., Matiaske, W., & Mellewigt, T. (2008). Level and time effects of job search sources on voluntary turnover. Academy of Management Best Paper Proceedings, August 2008 (CD, ISSN 1543-8643). (Winner of the KPMG Best Conference Paper Award, 70th Annual Conference of the German Academic Association for Business Research)

Lee, T. H., Gerhart, B., Weller, I., & Trevor, C. O. (2008). Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. Academy of Management Journal, 51, 651-671. (doi: [Download paper]

Weller, I., Mellewigt, T., & Decker, C. (2008). De-diversification in Germany: Some critical remarks on Nicolai/Thomas (2006). Schmalenbach Business Review, 60, 205-210. (doi:



Arbeitskreis Controlling heterogener Personalstrukturen der Schmalenbach-Gesellschaft für Betriebswirtschaft e.V. (2017). Diversity Analytics: Stand und Perspektiven. In S. Krause, & B. Pellens (Eds.), Betriebswirtschaftliche Implikationen der digitalen Transformation (Zeitschrift für betriebswirtschaftliche Forschung, Special Issue 72, 81-101). Wiesbaden: Springer Gabler. (doi:

Schüßler, M., & Weller, I. (2017). Organisationales Commitment. In A. Martin (Ed.), Organizational Behaviour – Verhalten in Organisationen (pp. 234-253). Stuttgart: Kohlhammer, 2nd edition.

Matiaske, W., Wallmeier, G., & Weller, I. (2017). Rollen, Extra-Rollenverhalten und Organizational Citizenship Behavior. In A. Martin (Ed.), Organizational Behaviour – Verhalten in Organisationen (pp. 254-279). Stuttgart: Kohlhammer, 2nd edition.

Meier, M. & Weller, I. (2012). Hat Wissensmanagement eine Zukunft? Stand der Dinge und Ausblick. Zeitschrift für betriebswirtschaftliche Forschung, 64, 114-135. (doi:

Weller, I., & Matiaske, W. (2009). Persönlichkeit und Personalforschung. Vorstellung einer Kurzskala zur Messung der „Big Five“. Zeitschrift für Personalforschung, 23, 258-266. (doi:

Eckhard, B., Mellewigt, T., & Weller, I. (2009). Vertragsgestaltung in der Automobilindustrie: Transaktionsmerkmale, Erfahrungslernen und Wissensmanagement. Zeitschrift für betriebswirtschaftliche Forschung, 61, 499-530. (doi:

Matiaske, W., & Weller, I. (2008). Leistungsorientierte Vergütung im öffentlichen Sektor. Ein Test der Motivationsverdrängungsthese. Zeitschrift für Betriebswirtschaft, 78, 35-60. (doi:

Weller, I. (2007). Fluktuationsmodelle. Ereignisanalysen mit dem Sozio-oekonomischen Panel. München, Mering: Hampp.

Weller, I., & Kabst, R. (2007). Determinanten des Downsizings. Eine empirische Analyse mit den Daten des „Cranfield Project on International HRM“. Die Betriebswirtschaft, 67, 299-318.

Mellewigt, T., Schmidt, F., & Weller, I. (2006). Stuck in the Middle – Eine empirische Untersuchung zu Barrieren im Vorgründungsprozess. Zeitschrift für Betriebswirtschaft, Special Issue 4/2006, 93-115.

Weller, I. (2005). Fluktuationsmodelle. Ereignisanalysen mit dem Sozio-oekonomischen Panel. Zeitschrift für Personalforschung, 19, 408-411. (doi:

Matiaske, W., & Weller, I. (2005). Materielle Anreize und die Motivation zum freiwilligen Engagement: Was und wie viel ist „Extra“ am Extra-Rollenverhalten? Wirtschaftspsychologie, 7, 63-80.

Weller, I. (2003). Commitment. In A. Martin (Ed.), Organizational Behaviour – Verhalten in Organisationen (pp. 77-94). Stuttgart: Kohlhammer.

Matiaske, W., & Weller, I. (2003). Extra-Rollenverhalten. In A. Martin (Ed.), Organizational Behaviour – Verhalten in Organisationen (pp. 95-114). Stuttgart: Kohlhammer.