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Dr. Ulrich Leicht-Deobald

Dr. Ulrich Leicht-Deobald

Associate Professor, Trinity Business School


Biography

Ulrich Leicht-Deobald holds a PhD in Management from the University of St.Gallen (Switzerland). His research focuses on new ways of working, particularly with regards to collaboration within and between teams. His work has been published in internationally renowned journals, such as Journal of Management Studies, Human Resource Management, and Journal of Business Ethics. Prior to joining Trinity, Ulrich was a Senior Research Fellow at the Institute for Business Ethics at the University of St.Gallen (Switzerland). He held visiting positions at the University of Michigan (USA), the University of Groningen (Netherlands), and INSEAD Fontainebleau (France). Before entering Academica, Ulrich worked almost ten years as an actor at various theatres in Germany.

Publications and Further Research Outputs

  • Leicht-Deobald, U., Huettermann, H., Bruch, H., Lawrence, B.S., Organizational Demographic Faultlines: Their Impact on Collective Organizational Identification, Firm Performance, and Firm Innovation, Journal of Management Studies, 58, (8), 2021, p2240-2274Journal Article, 2021, DOI
  • Leicht-Deobald, U., Recognizing People at Work in Their Full Humanity - A Commentary on Bal (2020), Zeitschrift fur Arbeits- und Organisationspsychologie, 64, (3), 2020, p200-202Journal Article, 2020, DOI
  • Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I., Kasper, G., The Challenges of Algorithm-Based HR Decision-Making for Personal Integrity, Journal of Business Ethics, 160, (2), 2019, p377-392Journal Article, 2019, DOI
  • Ambos, B., Leicht-Deobald, U., Leinemann, A., Understanding the formation of psychic distance perceptions: Are country-level or individual-level factors more important?, International Business Review, 28, (4), 2019, p660-671Journal Article, 2019, DOI
  • Ambos, B., Kunisch, S., Leicht-Deobald, U., Schulte Steinberg, A., Unravelling agency relations inside the MNC: The roles of socialization, goal conflicts and second principals in headquarters-subsidiary relationships, Journal of World Business, 54, (2), 2019, p67-81Journal Article, 2019, DOI
  • Leicht-Deobald, U., Bruch, H., Bönke, L., Stevense, A., Fan, Y., Bajbouj, M., Grimm, S., Work-related social support modulates effects of early life stress on limbic reactivity during stress, Brain Imaging and Behavior, 12, (5), 2018, p1405-1418Journal Article, 2018, DOI
  • Leicht-Deobald, U., Lam, C.F., Bruch, H., Kunze, F., Wu, W., Team boundary work and team workload demands: Their interactive effect on team vigor and team effectiveness, Human Resource Management, 61, (4), 2022, p465-488Journal Article, 2022, DOI
  • Giermindl, L.M., Strich, F., Christ, O., Leicht-Deobald, U., Redzepi, A., The dark sides of people analytics: reviewing the perils for organisations and employees, European Journal of Information Systems, 31, (3), 2022, p410-435Journal Article, 2022, DOI
  • Håkanson, L., Ambos, B., Schuster, A., Leicht-Deobald, U., The psychology of psychic distance: Antecedents of asymmetric perceptions, Journal of World Business, 51, (2), 2016, p308-318Journal Article, 2016, DOI
  • Leicht-Deobald, U., Lam, C.F., A Moderated mediation model of team boundary activities, team emotional energy, and team innovation, 76th Annual Meeting of the Academy of Management, AOM 2016, 2016, p231-236Journal Article, 2016, DOI

Research Expertise

My research centres around New Ways of Working. Particularly, I am particularly interested in the areas of: Leadership, Teamwork, Artificial Intelligence & HR Decision-Making

  • Title
    Socially Acceptable AI and Fairness Trade-offs in Predictive Analytics
    Summary
    The use of artificial intelligence (AI), for example in the context of decisions pertaining to personnel in companies, can lead to social injustice. The aim of our interdisciplinary project is to develop a methodology for the designing of fair AI applications. This methodology will help stakeholders configure artificial intelligence for specific purposes in a socially acceptable way, and will make it possible to train software developers in ethical topics. The project combines philosophical, technical and social science issues: What does fairness mean? How is fairness perceived? How can fairness be implemented in AI? In doing so, the project connects the ethical discourse on AI with the technological implementation of AI.
    Funding Agency
    Swiss National Science Foundation (SNSF)
    Date From
    01.04.2020
    Date To
    31.03.2024

Psychology and Behavioural Sciences, Economics, Business & Management,

Recognition

  • Finalist for Best Paper at Interdisciplinary Network for Group Research (INGroup) Conference 2019
  • Invited as Young Scholar to the Lindau Nobel Laureate Meeting 2014
  • Finalist for Best Oral Presentation at European Association of Work and Organizational Psychology (EAWOP) 2015
  • Dissertation paper nominated for the Interdisciplinary Network for Group Research (INGroup) Best Graduate Student Paper Award 2014
  • Best Paper of European Academy of Management (EURAM) Organizational Behavior (OB) Team Performance Management Track 2022
  • Best Paper Proceeding of the Academy of Management (AOM) - Organizational Behavior (OB) Division 2016
  • Best Conference Paper Proposal Award at the Academy of Management (AOM) Big Data and Managing in a Digital Economy Conference 2018