Dr. Jens Mazei

Mazei, J., Rudolph, C. W., Zacher, H., & Hüffmeier, J. (2025). Do not put all of your eggs in one basket: Multiverse analysis in applied psychology. Journal of Applied Psychology, 110(11), 1511–1537. doi.org/10.1037/apl0001291

Imagine you would like to test a hypothesis. This may sound like a mundane task for almost any researcher, but here is the catch: You typically have to make many decisions when seeking to test a hypothesis, including how to measure key constructs, how to sample from a population, how to prepare data for statistical analysis, and how to eventually analyze the data. And, as it turns out, there are many sensible options to choose from. That is, you could measure key constructs in different ways, collect data from different samples, prepare the data differently, and so forth. Realizing this multitude of courses of action is key, because the final results of your hypothesis test can strongly depend on the course of action that is taken. As such, it would be wise not to choose a single one, but to realize each and every one that is sensible. Exactly this is accomplished by a multiverse analysis. If you are interested in this method, this might be a helpful paper for you.

07-09/2024: Elternzeit

02-03/2024: Urlaub anlässlich der Geburt unseres Kindes

Seit 11/2022: Wissenschaftlicher Beschäftigter
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

10/2017 - 10/2022: Akademischer Rat auf Zeit
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

06/2017: Promotion zum Dr. rer. nat.
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

02-03/2016 & 08-09/2016: Gastwissenschaftler
Stony Brook University, Stony Brook, NY, USA

09/2015 - 09/2017: Wissenschaftlicher Mitarbeiter
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

04-07/2015: Lehrauftrag
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

09-11/2013: Gastwissenschaftler
DePaul University, Chicago, IL, USA

09/2013 - 08/2015: Wissenschaftlicher Mitarbeiter
DFG-gefördertes Forschungsprojekt „Prozessgewinne in Teamverhandlungen durch explizite Zuweisung von Teilaufgaben”
Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA), Dortmund

04/2012 - 03/2015: Teilnahme am DFG-geförderten Graduiertenkolleg „Vertrauen und Kommunikation in einer digitalisierten Welt“
Westfälische Wilhelms-Universität Münster

11/2011 - 08/2013: Wissenschaftlicher Mitarbeiter
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

11/2011 - 06/2017: Promotionsstudium
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

2006 - 2011: Studium der Psychologie
Westfälische Wilhelms-Universität Münster

Artikel in Zeitschriften mit Peer-Review-System

• Mazei, J., & Hüffmeier, J. (accepted). Why it is time to use multiverse analysis in Industrial and Organizational Psychology. Zeitschrift für Arbeits- und Organisationspsychologie (German Journal of Work and Organizational Psychology).
• Mazei, J., Bear, J. B., Schaumberg, R., & Hüffmeier, J. (2026). Explaining gender differences in negotiation: A close replication of Amanatullah and Morris (2010). Journal of Experimental Psychology: General. 155(3), 819–838. https://doi.org/10.1037/xge0001886
• Bowles, H. R., Mazei, J., & Liu, H. H. (2025). “When” versus “whether” gender/sex differences: Insights from psychological research on negotiation, risk taking, and leadership. Perspectives on Psychological Science, 20(5), 855–873. https://doi.org/10.1177/17456916241231584
• Mazei, J., Grabowksi, J., & Hüffmeier, J. (2025). Which strategy to implement? Expanding the knowledge on the specific strategies that women do (not) use in salary negotiations. Negotiation and Conflict Management Research, 19(1), 1–29. doi: https://doi.org/10.34891/kad0-2a27
• Mazei, J., Rudolph, C. W., Zacher, H., & Hüffmeier, J. (2025). Do not put all of your eggs in one basket: Multiverse analysis in applied psychology. Journal of Applied Psychology, 110(11), 1511–1537. doi.org/10.1037/apl0001291
• Bear, J. B., Pinkley, R., Barsness, Z., Mazei, J., Bhatia, N., & Sleesman, D. (2023). Gender, pay transparency, and competitiveness: Why salary information sometimes, but not always, mitigates gender gaps in salary negotiations. Group Decision and Negotiation, 32, 1143–1163. doi.org/10.1007/s10726-023-09837-x
• Lietz, M.,* Mazei, J.,* Mertes, M., & Hüffmeier, J. (2023). Are strategies for women in compensation negotiations more appealing when it is explained how they are meant to impact negotiation outcomes? Psychology of Women Quarterly, 47(1), 80–112. doi.org/10.1177/03616843221128484 (The asterisk denotes a shared first authorship.)
• Mazei, J., Backhaus, N., Wöhrmann, A. M., Brauner-Sommer, C., & Hüffmeier, J. (2023). Similar, but different: Gender differences in working time arrangements and the work–life interface. Collabra: Psychology, 9(1), 87546. doi.org/10.1525/collabra.87546
• Mazei, J., Bear, J. B., & Hüffmeier, J. (2023). When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic. Psychology of Men and Masculinities, 24(2), 137–148. doi.org/10.1037/men0000420
• Torka, A.-K., Mazei, J., Bosco, F., Cortina, J., Götz, M., Kepes, S., O’Boyle, E., & Hüffmeier, J. (2023). How well are open science practices implemented in industrial and organizational psychology and management? European Journal of Work and Organizational Psychology, 32(4), 461–475. doi.org/10.1080/1359432X.2023.2206571
• Torka, A.-K., Mazei, J., & Hüffmeier, J. (2023). Are replications mainstream now? A comparison between support for replications expressed in the policies of social psychology journals in 2015 and 2022. Social Psychological Bulletin, 18, 1–22. doi.org/10.32872/spb.9695
• Ugwu, F. O., Enwereuzor, I. K., & Mazei, J. (2023). Is working from home a blessing or a burden? Home demands as a mediator of the relationship between work engagement and work-life balance. Applied Research in Quality of Life, 18, 341–364. doi.org/10.1007/s11482-022-10084-6
• Ugwu, F. O., Onyishi, I. E., Ugwu, L. E., Mazei, J., Ugwu, J., Uwouku, J. M., & Ngbea, K. M. (2023). Supervisor and customer incivility as moderators of the relationship between job insecurity and work engagement: Evidence from a new context. Economic and Industrial Democracy, 44(2), 504–525. doi.org/10.1177/0143831X221078887
• Mazei, J., Bear, J. B., & Hüffmeier, J. (2022). Avoiding backlash or proving one’s manhood? Beliefs about gender differences in negotiation. Group Decision and Negotiation, 33, 81–110. doi.org/10.1007/s10726-021-09757-8
• Mazei, J., Mertes, M., Torka, A.-K., & Hüffmeier, J. (2022). Why we sometimes need different measures. Personality Science, 3, 58–61. Part of the following collection: Open commentaries to “Ten steps toward a better personality science: How quality may be rewarded more in research evaluation” (Leising et al.). Personality Science, 3, 1-61. doi.org/10.5964/ps.9227
• Mertes, M., Mazei, J., Gemmecke, C., Hüffmeier, J. (2022). Short-term effects of authority concessions to terrorist hostage-takers: Stability and generalizability of the concession effect. Negotiation and Conflict Management Research. 15(2), 124–147. doi.org/10.34891/20211105-533
• Nohe, C., Hüffmeier, J., Bürkner, P., Mazei, J., Sondern, D., Runte, A., Sieber, F., & Hertel, G. (2022). Unethical choice in negotiations: A meta-analysis on gender differences and their moderators. Organizational Behavior and Human Decision Processes, 173, 104189. doi.org/10.1016/j.obhdp.2022.104189
• Mazei, J., & Hüffmeier, J. (2021). Are women less likely to ask than men partly because they work fewer hours? A commentary on Artz et al. (2018). Meta-Psychology, 5, 1–12. doi.org/10.15626/MP.2020.2535
• Mazei, J., Zerres, A., & Hüffmeier, J. (2021). Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes. Academy of Management Review, 46, 108–127. doi.org/10.5465/amr.2017.0570
• Torka, A.-K., Mazei, J., & Hüffmeier, J. (2021). Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams. Psychological Bulletin, 147, 504–534. doi.org/10.1037/bul0000251
• Schäpers, P., Windscheid, L., Mazei, J., Thielsch, M., & Hertel, G. (2021). “Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness. Gender in Management, 36, 569–590. doi.org/10.1108/GM-10-2019-0182
• Mazei, J., Mertes, M., & Hüffmeier, J. (2020). Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective. Sex Roles, 83, 580-594. doi.org/10.1007/s11199-020-01130-4
• Mertes, M., Mazei, J., & Hüffmeier, J. (2020). "We do not negotiate with terrorists!" But what if we did? Peace and Conflict: Journal of Peace Psychology, 26, 437–448. doi.org/10.1037/pac0000446
• Hüffmeier, J., & Mazei, J. (2019). Symmetrical conflicts also allow for the investigation of attack and defense. Behavioral and Brain Sciences, 42, E125. doi.org/10.1017/S0140525X19000724
• Hüffmeier, J., Filusch, M. A., Mazei, J., Hertel, G., Mojzisch, A., & Krumm, S. (2017). On the boundary conditions of effort losses and effort gains in action teams. Journal of Applied Psychology, 102, 1673-1685. doi.org/10.1037/apl0000245
• Windscheid, L., Bowes-Sperry, L., Mazei, J., & Morner, M. (2017). The paradox of diversity initiatives:  When organizational needs differ from employee preferences. Journal of Business Ethics, 145, 33-48. doi.org/10.1007/s10551-015-2864-1
• Hüffmeier, J., Mazei, J., & Schultze, T. (2016). Reconceptualizing replication as a sequence of different studies: A replication typology. Journal of Experimental Social Psychology, 66, 81-92. doi.org/10.1016/j.jesp.2015.09.009
• Mazei, J.,* Hüffmeier, J.,* Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141, 85-104. doi.org/10.1037/a0038184 (The asterisk denotes a shared first authorship.)

Buchkapitel, Onlinepublikationen, Forecasting Collaborations

• Kugler, K. G., Reif, J. A. M., & Mazei, J. (2024). Gender differences in negotiations. In O. Acar, A. Tuncdogan, H. Volberda, & K. de Ruyter (Eds.). Oxford Handbook of Individual Differences in Organizational Contexts. Oxford, UK: Oxford University Publications.
• Torka, A.-K., Mazei, J., & Hüffmeier, J. (2022). Why some teams boost motivation while others totally sap it. Psyche. Can be retrieved from psyche.co/ideas/why-some-teams-boost-motivation-while-others-totally-sap-it
• Mazei, J. (2019). Technology enables and reduces sex differences in society. In T. L. Pittinsky (Ed.), Science, Technology, and Society (pp. 234-252). Cambridge University Press. doi.org/10.1017/9781316691489.010
• Mazei, J., Reif, J. A. M., Kugler, K. G., & Hüffmeier, J. (2019). Warum sich Frauen und Männer in Verhandlungen unterscheiden. In-Mind Magazin. Can be retrieved from de.in-mind.org/article/warum-sich-frauen-und-maenner-in-verhandlungen-unterscheiden
• Mazei, J., & Hertel, G. (2016). Trust in electronically mediated negotiations. In B. Blöbaum (Ed.), Trust and Communication in a Digitized World. Models and Concepts of Trust Research (pp. 191-204). Springer International Publishing.
• Tierney et al. (2021). A creative destruction approach to replication: Implicit work and sex morality across cultures. Journal of Experimental Social Psychology, 93, 104060. doi.org/10.1016/j.jesp.2020.104060 [Member of forecasting collaboration]
• Tierney et al. (2020). Creative destruction in science. Organizational Behavior and Human Decision Processes, 161, 291-309. doi.org/10.1016/j.obhdp.2020.07.002  [Member of forecasting collaboration]

2025

DFG
“Überprüfung der Replizierbarkeit von Befunden aus der Arbeits- und Organisationspsychologie mithilfe von Multiverse-Analysen“ (HU 1772/10-1; gemeinsam mit Joachim Hüffmeier [PI], Hannes Zacher und Cort Rudolph); Umfang: 378.604 €

2024

Forschungspreis der Young Academy
TU Dortmund

2024

DFG
“Asking tactically for an ‛other-promotion’ (ATOP): Exploring the effectiveness and applicability of a novel strategy for women in negotiation“ (MA 9683/4-1; gemeinsam mit Joachim Hüffmeier); Umfang: 302.384 €

2023

Outstanding Reviewer Award
Academy of Management Discoveries

2022

DFG
“Explaining gender differences in negotiation: A close replication and extension of Amanatullah and Morris (2010)“ (MA 9683/2-1; gemeinsam mit Joachim Hüffmeier); Umfang: 35.647 €

2022

Best Article Finalist
Academy of Management Review, 2022 Publication Awards

2022

NTR (Negotiation and Team Resources) research grant
Research project entitled “A new potential strategy to solve women’s dilemma in compensation negotiations”; co-principal investigator (principal investigator is Melanie Lietz; Joachim Hüffmeier is a co-principal investigator as well); Umfang: 10.000 USD

2019

Besondere Würdigung der Dissertation durch das Fach Psychologie
Westfälische Wilhelms-Universität Münster

2013

Best Student Paper Award, 26. Kongress der International Association for Conflict Management (IACM)
Titel des Beitrags: Mazei, J., Hüffmeier, J., Freund, P. A., Stuhlmacher, A. F., Bilke, L. & Hertel, G. (2013). Gender differences in negotiation outcomes: A meta-analysis on main and moderator effects.

2012-2013, 2013 & 2014

Drei Lehrpreise für das beste Seminar im Fachbereich Psychologie
Westfälische Wilhelms-Universität Münster

2015

Research Residency Program des Dispute Resolution Research Center (DRRC), Kellog School of Management an der Northwestern University
Förderung eines akademischen Austausches, gemeinsam mit Dr. Julia Bear (Stony Brook University); Umfang: 19.000 USD

2012, 2015 & 2018

Deutscher akademischer Austauschdienst
Förderung von drei Kongressreisen

2009

Förderstelle "Safir", Westfälische Wilhelms-Universität Münster
Unterstützung eines Forschungsprojekts, gemeinsam mit Anneke Dubbel und Timo Skodzik, unter der Anleitung von Prof. Dr. Joachim Hüffmeier; Umfang: 1.200 €