Erik Dietl is a Senior Lecturer in Organisational Behaviour at the School of Business and Economics. Prior to joining Loughborough as a Lecturer in 2018, he was a post-doctoral researcher, lecturer, and interim professor at University of Hohenheim in Germany. He received his PhD in Work and Organizational Psychology from University of Bonn and a Dipl.-Psych. degree (equivalent to a MSc in Psychology) from LMU Munich (both: Germany).

Erik’s research interests include leadership, motivation, individual differences, work design, and implicit cognition at work. He has published in academic journals such as The Leadership Quarterly, Human Relations, Journal of Occupational and Organizational Psychology, European Journal of Work and Organizational Psychology, Journal of Environmental Psychology and Journal of Vocational Behavior.

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Research Gate

• Dietl, E., & Reb, J. (2021). A self-regulation model of leader authenticity based on mindful self-regulated attention and political skill. Human Relations, 74, 473-501. https://doi.org/10.1177/0018726719888260
• Dietl, E., & Meurs, J. A. (2019). Implicit core self-evaluations and work outcomes: Validating an indirect measure. Journal of Occupational and Organizational Psychology, 92, 169-190. https://doi.org/10.1111/joop.12244
• Helfrich, H., & Dietl, E. (2019) Is employee narcissism always toxic? – The role of narcissistic admiration, rivalry, and leaders’ implicit followership theories for employee voice. European Journal of Work and Organizational Psychology, 28, 259-271. https://doi.org/10.1080/1359432X.2019.1575365
• Dietl, E., Rule, N. O, & Blickle, G. (2018). Core self-evaluations mediate the association between leaders’ facial appearance and their professional success: Adult’s and children’s perceptions. The Leadership Quarterly, 29, 476-488. https://doi.org/10.1016/j.leaqua.2018.01.002
• Dietl, E., Meurs, J. A., & Blickle, G. (2017). Do they know how hard I work? Investigating how implicit/explicit achievement orientation, reputation, and political skill affect occupational status. European Journal of Work and Organizational Psychology, 26, 120-132. https://doi.org/10.1080/1359432X.2016.1225040