Dipl.-Psych. Natalija Keck, MSc.

E-Mail: keck@respectresearchgroup.org

Natalija Keck works as a research associate at the Work & Organisational Psychology Department, Hamburg University and pursues her PhD in Leadership & Organisational Behaviour at Kuehne Logistics University in Hamburg and the Erasmus University Rotterdam. Her research focuses on the understanding of ethics in organisational context as well as on consequences of individual power. Specifically, she is interested in ethical leadership, organisational integrity, social exclusion at workplace, as well as the expression and perception of power and entitlement.

Natalija Keck started her studies of Psychology at Bielefeld University where she majored i.a. in Organisational Psychology in 2011. Her introduction into the field of psychological research was formed by several engagements at the Social Psychology Lab of Bielefeld University 2007-2008. The positive experience with empirical work inspired her to go abroad and study Research Methods in Psychology at University of Kent in Canterbury (UK) leading to an MSc degree in 2009. Following 2009, she worked as research associate at Jacobs University Bremen and University of Muenster on intercultural communication and shared reality.

In ambition of applying her social psychological knowledge to organisational contexts, she joined Kuehne Logistics University in 2011 to pursue a PhD in Leadership & Organisational Behaviour. For her PhD studies, she seeks to investigate the expression and perception of organisational values and ethical behaviour as well as understand behavioural consequences of individual power. Since 2013, Natalija manages a mailing list for young academics in social psychology organised by DGPs Fachgruppe Sozialpsychologie. Since 2015, she works for the Work & Organisational Psychology Department at Hamburg University.
Natalija is happy having found a valuable source of professional advice and support in the RespectResearchGroup.

Conference Proceedings (selected):

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 accepted at the 9th Meeting of Fachgruppe Arbeits-, Organisations-, & 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 accepted 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 accepted 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., van Knippenberg, D., & Giessner, S. R. (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], University of Cologne, GER, Feb 25th – 26th.

PhD scholarship awarded by the Kühne Logistics University (2011-2015)

As a psychologist, I learnt the necessity of accurate observation if you wish to understand the full complexity of a phenomenon that interests you. A look at the literature shows that the concept of respect has already captured big thinkers’ attention across times.
“Is there no respect of place, persons, nor time in you?” Even without any further context information, one understands the resentment of human misconduct that the question implies. Apparently in Shakespeare’s days, people have already understood the appealing effect of respect. Goethe on the other hand, uses the term of respect in order to pay specific tribute to someone of admirable value “I respect the man who knows distinctly what he wishes.” And in Richard Bach’s statement “I want to be very close to someone I respect and admire and have somebody who feels the same way about me” respect obviously bears a strong sense of attraction and closure. The interpersonal aspect is even more stressed by Dostoyevsky who assumes self-esteem to be the basis of any meaningful respect expression towards other people: “If you want to be respected by others the great thing is to respect yourself.” And to conclude with a quote by a witness of our times who regards respect as a driving impulse of human behaviour: “Respect your efforts, respect yourself. Self-respect leads to self-discipline. When you have both firmly under your belt, that’s real power.”
All those examples are taken from different contexts, different minds, even different period of times and still they specify best the psychological constructs I am most interested in: social cognition, values and attitudes, self-esteem, self-construal and power. Since “Unthinking respect for authority is the greatest enemy of truth”, Albert Einstein.
glaeserNatalija Keck