The brief introduction of myself
I am an Assistant Professor of Social and Organizational Psychology at Leiden University and a member of the Leiden Institute for Brain and Cognition (LIBC). My main research interest is social judgment and decision making. Specifically, I focus on human cooperation and the (un)willingness to reward cooperation and punish non-cooperation.
WELMER E. MOLENMAKER
Assistant Professor | Leiden University
Dr. Welmer Molenmaker started studying psychology at the University of Amsterdam in 2005. Following the completion of his bachelor’s degree in 2009, he obtained his research master’s degree in 2011. The general emphasis during his research master was on social psychology, cognitive neuroscience, research methodology, and sport psychology. In September 2011, Welmer started a PhD project - which focussed on the (un)willingness to reward cooperation and punish non-cooperation - at Leiden University under the supervision of Prof. Eric van Dijk and Dr. Erik W. de Kwaadsteniet. Welmer currently works as Assistant Professor of Social and Organizational Psychology at Leiden University.download resume
my professional background
Currently, I am an Assistant Professor of Social and Organizational Psychology at Leiden University....
I was a PhD Candidate at the Social and Organizational Psychology unit of Leiden University. My supervisors were Prof. Eric van Dijk and Dr. Erik W. de Kwaadsteniet. The topic of my dissertation was the (un)willingness to reward cooperation and punish non-cooperation....
MAIN RESEARCH INTERESTS
The greatest challenge for all societies, regardless of how advanced they are, is to ensure and protect the collective welfare. This challenge arises from the fact that the interests of the collective do not necessarily coincide with the personal interests of the people belonging to that collective. Thus, on many occasions, people face a dilemma between furthering the collective interests or furthering their personal interests. Despite this 'dilemma', empirical research has consistently shown that people frequently cooperate with each other, even if they do not know each other. My research is aimed at answering the question why people cooperate with others....
One of the most straightforward ways to protect the collective welfare is to use sanctions. Numerous experiments have consistently shown that positive sanctions (rewards) for cooperation and negative sanctions (punishments) for non-cooperation can effectively enhance cooperation. Although this is an important insight, a critical question remains: Are people actually willing to sanction? This question is of critical importance, if only for the obvious reason that someone should first be willing to administer rewards and punishments before they can show their effects. My research is aimed at answering the question why people are (un)willing to reward cooperation and punish non-cooperation....
Double standards seem widespread throughout society. However, how fundamental are double standards to humans? When and why do humans apply double standards? And what are the possible consequences to institutional functioning? My research is aimed at answering these questions....
Supervisory job performance ratings play a crucial role in most organizations' personnel decisions. However, supervisory job performance ratings are not necessarily an accurate representation of actual job performance because they are prone to cognitive biases. What are these cognitive biases? Why do they have an impact on job performance ratings? And how can we prevent these biases from happening? My research is aimed at answering these questions....
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GET IN TOUCH
2333 AK Leiden
+31 (0)71 527 1440
w.e.molenmaker at fsw.leidenuniv.nl