Nadira Faulmueller

Role or Position

Dr. Nadira Faulmüller is a Postdoctoral Research Fellow at the Department of Experimental Psychology, University of Oxford, and the Oxford Centre for Neuroethics.

Academic Background

Nadira received a Diploma (MSc) in Psychology (University of Munich) and a PhD in Experimental Social Psychology (University of Göttingen), funded by the German National Academic Foundation. Since 2012, she holds a 3-year postdoctoral position at the Department of Experimental Psychology (Prof Miles Hewstone's Lab).

Research Interests

Nadira's research background lies in the field of social information processing and decision making. She has been working on several projects on biased information exchange and information evaluation, as well as on the quality of decisions made in groups and social situations. Currently, Nadira is working on the "Enhancing Responsibility" project, which investigates the effects of mental enhancement on moral and legal responsibility. Here, she is doing empirical research on how the attribution of responsibility is related to the intake of cognitive enhancement substances and the psychological phenomena accompanying these attributions. Nadira is also pursuing a 2-year project on "Altered Mental States in Group Decision Making", founded by the Volkswagen Foundation, empirically testing whether the effects of certain mental alterations (e.g., caused by the intake of caffeine) found in individuals are transferable to a whole group.

Publications

Faulmüller, N., Kerschreiter, R., Mojzisch, A., & Schulz-Hardt, S. (2010). Beyond Group-level Explanations for the Failure of Groups to Solve Hidden Profiles: The Individual Preference Effect Revisited. Group Processes and Intergroup Relations, 13, 653�671.

Frey, D., Faulmüller, N., Winkler, M., & Wendt, M. (2002). Verhaltensregeln als Voraussetzung zur Realisierung moralisch-ethischer Werte in Firmen [Behavioural Rules as a Requirement for Moral-ethical Values in Companies]. Zeitschrift für Personalforschung [German Journal of Research in Human Resource Management], 16, 135-155.

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