Natalija Keck joined KLU in 2011 to pursue a PhD in Leadership & Organizational Behavior (Management) in cooperation with the Erasmus University Rotterdam. A psychologist by training, she holds an MSc in Research Methods in Psychology from the University of Kent, Canterbury and a Diploma (equivalent to Master’s degree) from Bielefeld University. Prior to her PhD, she worked as research associate at Jacobs University Bremen and the University of Muenster where she gained teaching experience and conducted quantitative psychological research on intercultural communication.
Natalija is primarily interested in organizational values as well as effects of power on the individual. In her PhD projects, she investigates perceptions of ethical leadership, corporate social responsibility in job recruitments, workplace exclusion, and the interaction of power and feelings of entitlement. Beyond, she bears an interest in research methods. Natalija is an active member of the RespectResearchGroup and was engaged in the organisation of several doctorate student workshops.
Since Sept 2013, Natalija moderates the SoDoc mailing list organized by the Fachgruppe Sozialpsychologie. The mailing list promotes networking among German social psychological doctorate students and encourages their exchange of ideas. For more details, please click here.
In Oct 2015 Natalija assumed a research associate position in the Work & Organizational Psychology Department of Hamburg University. Please e-mail with any questions or concerns.
Research Associate at Hamburg University
|2010 - 2011|
Research Associate at the University of Muenster (WWU Münster)
|2009 - 2010|
Research Associate at Jacobs University Bremen
PhD studies in Leadership & Organizational Behavior (Management) at Kühne Logistics University
Diploma in Psychology at Bielefeld University (equivalent to Master’s degree)
|2009||Master of Science in Research Methods in Psychology at the University of Kent, Canterbury, UK|
Schuh, Sebastian C., Niels Van Quaquebeke, Natalija Keck, Anja S. Göritz, Katherine Xin and David De Cremer (2018): Does it take more than ideals? How counter-ideal value congruence shapes employees' trust in the organization, Journal of Business Ethics, 149 (4): 987-1003.
Abstract: Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values (i.e., what both seek to avoid). We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence.
- Keck, N., Giessner, S. R., Van Quaquebeke, N., & Kruijff, E. (2016). Relational models perspective to understand normatively appropriate conduct in ethical leadership - Empirical evidence. Paper presented at 50. Kongress der deutschen Gesellschaft für Psychologie, Leipzig, GER, September 18th – 22nd.
- Keck, N., Giessner, S. R., Venus, M., & Van Quaquebeke, N. (2015). Practice as you preach: Why corporate social performance advertisements do not necessarily lead to higher organizational attractiveness. Paper presentes at the 9th Meeting of Fachgruppe Arbeits-, Organisations- und Wirtschaftspsychologie, Mainz, GER, September 24th - 26th.
- Keck, N., Giessner, S. R., & Van Quaquebeke, N. (2015). Relational models perspective to understand normatively appropriate conduct in ethical leadership - Empirical evidence. Paper presented at the 15th Meeting of Fachgruppe Sozialpsychologie, Potsdam, GER, September 6th - 9th.
- Keck, N., Giessner, S. R., & Venus, M. (2015). Practice as you preach: Why corporate social performance advertisements do not necessarily lead to higher organizational attractiveness. Paper presented at the 75th Annual Meeting of the Academy of Management, Vancouver, CAN, August 7th - 11th.
- Keck, N., Giessner, S. R., & Van Quaquebeke, N. (2015). Effects of workplace exclusion and power on aggressive behavior. Presented at the Small Group Meeting 'Bedrohung & Moral' [Threat & Morals], Kassel, GER, March 12th -13th.
- Keck, N., Schuh, S. C., Van Quaquebeke, N., & Göritz, A. S. (2013). Do the good and the bad explain the ugly? Congruence effects of ideal and counter-ideal values on workplace deviance and turnover intentions. Paper presented at the 16th conference of the European Association of Work and Organizational Psychology, Münster, GER, May 22nd – 25th.
- Keck, N., Van Quaquebeke, N., Giessner, S. R., & van Knippenberg, D. (2013). Do powerful claim when powerless restrain? Behavioral consequences of power and entitlement. Presented at the Small Group Meeting ‘Macht, Moral & Normen’ [Power, Morals & Norms], Cologne, GER, Feb 25th - 26th.