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Wissenschaftlicher Mitarbeiter der Sozial-, Arbeits- und Organisationspsychologie

Dr. Jens Mazei


  • Verhandlungen und Konfliktmanagement
  • Diversity
  • Technologie
  • Teamarbeit
  • Open Science


Sprechzeiten nach Vereinbarung

Weitere Informationen

Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes.
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(1), 108–127. https://doi.org/10.5465/amr.2017.0570 
Many men are famous, perhaps even infamous, for their heightened assertiveness in negotiations and other kinds of social interactions. Examples include Jeff Bezos, the influential American businessperson Carl Icahn, and, who would have guessed it, President Donald J. Trump. In this article, we build on past insights from multiple scientific disciplines to propose a theoretical model that explains men’s emotional experience, behaviors, and outcomes in occupational negotiations. Following extant work, one central notion is that men aim to negotiate assertively and successfully in an attempt to show others, and maybe themselves, how “masculine” and “high-status” they are.


Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective.
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. https://doi.org/10.1007/s11199-020-01130-4
A widespread notion is that women may earn less than men because they negotiate their pay less assertively. Make no mistake: The issue is not that women are simply less capable of negotiating assertively. Rather, research has clearly shown that women as compared to men are perceived more negatively if they do so, and these negative perceptions can result in serious drawbacks at work that women rightly aim to avoid. To address this problem, past research has come up with promising strategies that women could use in negotiations. Yet, in our study, we observed that these strategies have characteristics that can let them appear ineffective (although they might actually be effective). As a result, these strategies can end up not being used. Thus, our study suggests that research will need to come up with novel and fresh ideas of how to address the disadvantages that women face in negotiations, so that gender equality is ultimately achieved. 

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


Promotion zum Dr. rer. nat.
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

02 - 03/2016 & 08 - 09/2016

Stony Brook University, Stony Brook, NY, USA

09/2015 - 09/2017

Wissenschaftlicher Mitarbeiter
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

04 - 07/2015

Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

09 - 11/2013

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

Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster


Diplom in Psychologie
Westfälische Wilhelms-Universität Münster

2006 - 2011

Studium der Psychologie
Westfälische Wilhelms-Universität Münster


Artikel in Zeitschriften mit Peer-Review-System

  • Mazei, J., Bear, J. B., & Hüffmeier, J. (accepted). When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic. Psychology of Men and Masculinities.
  • Torka, A.-K., Mazei, J., & Hüffmeier, J. (accepted). 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.
  • Lietz, M.,* Mazei, J.,* Mertes, M., & Hüffmeier, J. (2022). 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. Advance online publication. doi.org/10.1177/0361684322112848 (The asterisk denotes a shared first authorship.)
  • 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. Advance online publication. doi.org/10.1016/j.obhdp.2022.104189
  • 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.
  • Ugwu, F. O., Enwereuzor, I. K., & Mazei, J. (2022). 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. Advance online publication. doi.org/10.1007/s11482-022-10084-6
  • Ugwu, F. O., Onyishi, I. E., Ugwu, L. E., Mazei, J., Ugwu, J. N., Uwouku, J. M., & Ngbea, K. M. (2022). Supervisor and customer incivility as moderators of the relationship between job insecurity and work engagement: Evidence from a new context. Economic and Industrial Democracy. Advance online publication. doi.org/10.1177/0143831X221078887
  • 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 Review46, 108–127. doi.org/10.5465/amr.2017.0570
  • Mertes, M., Mazei, J., Gemmecke, C., Hüffmeier, J. (2021). Short-term effects of authority concessions to terrorist hostage-takers: Stability and generalizability of the concession effect. Negotiation and Conflict Management Research. Advance online publication.
  • 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 Bulletin147, 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 Management36, 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 Roles83, 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 Psychology26, 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 Sciences42, 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 Psychology102, 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 Ethics145, 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 Psychology66, 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 Bulletin141, 85-104. doi.org/10.1037/a0038184 (The asterisk denotes a shared first authorship.)

Registered Reports, Stage 1 Peer-Reviewed (see www.cos.io/initiatives/registered-reports)

  • Mazei, J., Bear, J. B., & Hüffmeier, J. Explaining gender differences in negotiation: A close replication of Amanatullah and Morris (2010). Journal of Experimental Psychology: General.

Buchkapitel, Onlinepublikationen, Forecasting Collaborations

  • 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: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.
  • 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 Psychology93, doi:10.1016/j.jesp.2020.104060  [Member of forecasting collaboration]
  • Tierney et al. (2020). Creative destruction in science. Organizational Behavior and Human Decision Processes161, 291-309. doi:10.1016/j.obhdp.2020.07.002  [Member of forecasting collaboration]


“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 €


Best Article Finalist
Academy of Management Review, 2022 Publication Awards


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


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


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


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


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 €


Anfahrt & Lageplan

Der Campus der Technischen Universität Dortmund liegt in der Nähe des Autobahnkreuzes Dortmund West, wo die Sauerlandlinie A45 den Ruhrschnellweg B1/A40 kreuzt. Die Abfahrt Dortmund-Eichlinghofen auf der A45 führt zum Campus Süd, die Abfahrt Dortmund-Dorstfeld auf der A40 zum Campus-Nord. An beiden Ausfahrten ist die Universität ausgeschildert.

Direkt auf dem Campus Nord befindet sich die S-Bahn-Station „Dortmund Universität“. Von dort fährt die S-Bahn-Linie S1 im 20- oder 30-Minuten-Takt zum Hauptbahnhof Dortmund und in der Gegenrichtung zum Hauptbahnhof Düsseldorf über Bochum, Essen und Duisburg. Außerdem ist die Universität mit den Buslinien 445, 447 und 462 zu erreichen. Eine Fahrplanauskunft findet sich auf der Homepage des Verkehrsverbundes Rhein-Ruhr, außerdem bieten die DSW21 einen interaktiven Liniennetzplan an.

Zu den Wahrzeichen der TU Dortmund gehört die H-Bahn. Linie 1 verkehrt im 10-Minuten-Takt zwischen Dortmund Eichlinghofen und dem Technologiezentrum über Campus Süd und Dortmund Universität S, Linie 2 pendelt im 5-Minuten-Takt zwischen Campus Nord und Campus Süd. Diese Strecke legt sie in zwei Minuten zurück.

Vom Flughafen Dortmund aus gelangt man mit dem AirportExpress innerhalb von gut 20 Minuten zum Dortmunder Hauptbahnhof und von dort mit der S-Bahn zur Universität. Ein größeres Angebot an internationalen Flugverbindungen bietet der etwa 60 Kilometer entfernte Flughafen Düsseldorf, der direkt mit der S-Bahn vom Bahnhof der Universität zu erreichen ist.