@article{65909,
  abstract     = {{<jats:title>ABSTRACT</jats:title>
                  <jats:p>Creativity and innovation are often understood as the result of a complex interplay of hierarchical factors, such as national, regional and firm characteristics, or between organisational and individual factors. While recent applications of qualitative comparative analysis (QCA) have begun to model such configurational links, their hierarchical nature has received little empirical attention. As this paper demonstrates, theories that posit hierarchical configurations can and should be explored using the two‐step variant of QCA. The paper outlines the potential of the method for the field of creativity and innovation and helps to navigate key modelling decisions. An illustrative study explores the occurrence of informal employee innovation behaviour—workarounds—based on the Ability‐Motivation‐Opportunity (AMO) framework. The results of the two‐step QCA are superior in terms of reduced limited diversity and complexity to those of the conventional one‐step QCA. Overall, the method has considerable potential for empirically capturing the complex, hierarchical interactions inherent in many innovation processes.</jats:p>}},
  author       = {{Sandfort, Luc and Hellweg, Talea Davina and Radermacher, Katharina and Schneider, Martin}},
  issn         = {{0963-1690}},
  journal      = {{Creativity and Innovation Management}},
  publisher    = {{Wiley}},
  title        = {{{Modelling Hierarchical Configurations in Innovation Research With Two‐Step QCA: Methodological Recommendations and an Application to Workarounds}}},
  doi          = {{10.1111/caim.70053}},
  year         = {{2026}},
}

@article{65910,
  author       = {{Hellweg, Talea Davina and Radermacher, Katharina and Schneider, Martin and Sandfort, Luc Dana}},
  journal      = {{PersonalQuarterly 2026(01)}},
  pages        = {{50--57}},
  title        = {{{Verstecktes Innovationspotenzial: Entstehungsfaktoren von Workarounds. }}},
  year         = {{2026}},
}

@article{66108,
  abstract     = {{<jats:p>Due to demographic changes and their impact on the labor market, attracting and retaining older employees plays a decisive role in organizations’ ability to maintain their workforce. This requires organizations to publicly display a work environment that fits the particular preferences of this target group. Drawing on lifespan theories, we examine how the link between employee preferences and employees’ likelihood of recommending their employer to others varies by age. To address the lack of integration between the literatures on workforce aging and employer branding, we take an empirical approach analyzing 292,429 numeric and unedited text-based employee reviews from an employer rating platform. Our findings reveal that relationship-building, fair and appreciative supervisor behavior, positive interactions with older colleagues, and location-flexible, efficient working conditions play pivotal roles in shaping older employees’ likelihood of recommending their employer. Although these age-related interaction effects are significant, they remain small, suggesting broadly compatible preferences between older and younger employees. We also demonstrate that these findings are robust across gender and different income groups. Finally, we provide tangible recommendations for the incorporation of lifespan theories in the employer branding context and highlight the value of using platform data for future research.</jats:p>}},
  author       = {{Lauterbach, Ann Sophie and Radermacher, Katharina}},
  issn         = {{2397-0022}},
  journal      = {{German Journal of Human Resource Management: Zeitschrift für Personalforschung}},
  number       = {{1}},
  pages        = {{87--118}},
  publisher    = {{SAGE Publications}},
  title        = {{{Are the differences not that different? Exploring an age perspective on employee preferences using an employer review platform}}},
  doi          = {{10.1177/23970022251337642}},
  volume       = {{40}},
  year         = {{2025}},
}

@techreport{65911,
  author       = {{Radermacher, Katharina and Schneider, Martin}},
  title        = {{{HR-Praktiken als Ressourcenmanager: Wie die Schwächen flexibler und unflexibler Arbeitsmodelle kompensiert werden können. Studie Industrieverband Büro und Arbeitswelt e.V..}}},
  year         = {{2024}},
}

@techreport{66110,
  author       = {{Radermacher, Katharina and Rösener, M.}},
  title        = {{{Eine Analyse der Arbeitsplatzkonzepte preisgekrönter Unternehmen. Auf dem Weg zum Arbeitsplatz der Zukunft.}}},
  year         = {{2024}},
}

@article{66111,
  author       = {{Radermacher, Katharina and Schneider, Martin}},
  issn         = {{0032-3446}},
  journal      = {{Die Politische Meinung}},
  number       = {{580}},
  title        = {{{Employer Branding - Wie Arbeitgeber strategisch gegen den Arbeitskräftemangel vorgehen.}}},
  volume       = {{68}},
  year         = {{2023}},
}

@misc{49215,
  booktitle    = {{Studie Industrieverband Büro und Arbeitswelt e. V. (IBA). }},
  editor       = {{Radermacher, Katharina and Herdejürgen, Enja }},
  publisher    = {{Industrieverband Büro und Arbeitswelt e. V. }},
  title        = {{{Erkenntnisse aus Arbeitgeberbewertungen: Das Potential von Arbeitsatmosphäre und Arbeitsplatzgestaltung für die Weiterempfehlungsbereitschaft}}},
  year         = {{2022}},
}

@article{56160,
  abstract     = {{Forschungsfrage: Welche Arbeitgeber- und Jobmerkmale beeinflussen die Weiterempfehlungsbereitschaft von Mitarbeitern und welche Rolle spielt die Arbeitsplatzgestaltung dabei? 
Methodik: Auswertung eines Datensatzes des „Kununu Best Workplace Award“ anhand eines 
Strukturgleichungsmodells und einer thematischen Inhaltsanalyse.
Praktische Implikationen: Ansatzpunkte für die Weiterempfehlungsbereitschaft bilden 
überwiegend weiche Faktoren wie die Arbeitsatmosphäre. Diese entsteht insbesondere durch 
Kollegialität und geringe physische und emotionale Belastung. Arbeitsplatzmerkmale weisen 
besonders in ihrer ganzheitlichen Betrachtung ein hohes Potenzial auf.}},
  author       = {{Radermacher, Katharina and Herdejürgen, Enja Marie}},
  journal      = {{PERSONALquarterly}},
  number       = {{1}},
  pages        = {{24--33}},
  title        = {{{ Erkenntnisse von Arbeitgeberbewertungen: Potenzial von Atmosphäre und Arbeitsplätzen}}},
  volume       = {{74}},
  year         = {{2022}},
}

@techreport{56163,
  author       = {{Radermacher, Katharina and Herdejürgen, Enja Marie}},
  pages        = {{24}},
  publisher    = {{Industrieverband Büro und Arbeitswelt e.V. (IBA)}},
  title        = {{{Erkenntnisse aus Arbeitgeberbewertungen: Das Potential von Arbeitsatmosphäre und Arbeitsplatzgestaltung für die Weiterempfehlungsbereitschaft}}},
  year         = {{2022}},
}

@phdthesis{49216,
  author       = {{Radermacher, Katharina}},
  publisher    = {{Universitätsbibliothek}},
  title        = {{{How corporate architecture affects job seekers. Experimental evidence of signal-based mechanism.}}},
  year         = {{2019}},
}

@article{59798,
  author       = {{Radermacher, Katharina and Tovote, D.}},
  journal      = {{Personlawirtschaft}},
  pages        = {{51--53}},
  title        = {{{Mein Büro - Dein Büro}}},
  year         = {{2019}},
}

@article{4930,
  author       = {{Radermacher, Katharina and Schneider, Martin and Iseke, Anja and Tebbe, Tobias}},
  journal      = {{German Journal of Human Resource Management}},
  number       = {{1}},
  pages        = {{71----93}},
  title        = {{{Signalling to young knowledge workers through architecture? A conjoint analysis}}},
  year         = {{2017}},
}

@article{4926,
  author       = {{Radermacher, Katharina and Schneider, Martin}},
  journal      = {{PERSONALquaterly}},
  pages        = {{10--16}},
  title        = {{{Potenzial der Unternehmensarchitektur im Rahmen des Employer Branding. }}},
  year         = {{2017}},
}

@article{4953,
  author       = {{Radermacher, Katharina and Schneider, Martin and Iseke, Anja and Tebbe, Tobias}},
  journal      = {{German Journal of Human Resource Management}},
  number       = {{1}},
  pages        = {{71----93}},
  title        = {{{Signalling to young knowledge workers through architecture? A conjoint analysis}}},
  year         = {{2017}},
}