[{"doi":"10.1108/joepp-07-2023-0285","author":[{"id":"49071","full_name":"Auer, Thorsten Fabian","last_name":"Auer","first_name":"Thorsten Fabian"},{"first_name":"Julia Amelie","last_name":"Hoppe","full_name":"Hoppe, Julia Amelie","id":"73093"},{"full_name":"Thommes, Kirsten","id":"72497","last_name":"Thommes","first_name":"Kirsten"}],"volume":11,"date_updated":"2024-10-18T12:33:22Z","citation":{"chicago":"Auer, Thorsten Fabian, Julia Amelie Hoppe, and Kirsten Thommes. “Time Perspectives and Collaborative Performance in Creative Tasks.” Journal of Organizational Effectiveness: People and Performance 11, no. 4 (2024): 1023–42. https://doi.org/10.1108/joepp-07-2023-0285.","ieee":"T. F. Auer, J. A. Hoppe, and K. Thommes, “Time perspectives and collaborative performance in creative tasks,” Journal of Organizational Effectiveness: People and Performance, vol. 11, no. 4, pp. 1023–1042, 2024, doi: 10.1108/joepp-07-2023-0285.","ama":"Auer TF, Hoppe JA, Thommes K. Time perspectives and collaborative performance in creative tasks. Journal of Organizational Effectiveness: People and Performance. 2024;11(4):1023-1042. doi:10.1108/joepp-07-2023-0285","bibtex":"@article{Auer_Hoppe_Thommes_2024, title={Time perspectives and collaborative performance in creative tasks}, volume={11}, DOI={10.1108/joepp-07-2023-0285}, number={4}, journal={Journal of Organizational Effectiveness: People and Performance}, publisher={Emerald}, author={Auer, Thorsten Fabian and Hoppe, Julia Amelie and Thommes, Kirsten}, year={2024}, pages={1023–1042} }","mla":"Auer, Thorsten Fabian, et al. “Time Perspectives and Collaborative Performance in Creative Tasks.” Journal of Organizational Effectiveness: People and Performance, vol. 11, no. 4, Emerald, 2024, pp. 1023–42, doi:10.1108/joepp-07-2023-0285.","short":"T.F. Auer, J.A. Hoppe, K. Thommes, Journal of Organizational Effectiveness: People and Performance 11 (2024) 1023–1042.","apa":"Auer, T. F., Hoppe, J. A., & Thommes, K. (2024). Time perspectives and collaborative performance in creative tasks. Journal of Organizational Effectiveness: People and Performance, 11(4), 1023–1042. https://doi.org/10.1108/joepp-07-2023-0285"},"page":"1023-1042","intvolume":" 11","publication_status":"published","publication_identifier":{"issn":["2051-6614"]},"article_type":"original","user_id":"49071","department":[{"_id":"178"},{"_id":"184"}],"_id":"53610","status":"public","type":"journal_article","title":"Time perspectives and collaborative performance in creative tasks","date_created":"2024-04-22T06:22:48Z","publisher":"Emerald","year":"2024","issue":"4","quality_controlled":"1","language":[{"iso":"eng"}],"keyword":["Organizational Behavior and Human Resource Management"],"abstract":[{"lang":"eng","text":"PurposeThe relationship between variation in time perspectives and collaborative performance is scarcely explored, and even less is known about the respective mechanisms that lead to varying task performance. Thus, we aim to further the literature on time perspectives and collaborative performance, shedding light on the underlying behavioral patterns.Design/methodology/approachWe report a quasi-experiment analyzing the impact of past, present and future orientation variation in dyads (N = 76) on their quantitative and qualitative performance when confronted with a simple incentivized creative task with constraints. Subsequently, we offer a qualitative analysis of comments given by the participants after the task on the collaboration.FindingsResults indicate that a dyad's elevation of past orientation and diversity in future orientation negatively affect collaborative performance. At the same time, there is a positive effect of elevation of future orientation. The positive effect is driven by clear communication and agreement during the task, while the negative effect arises from work sharing and complementation.Practical implicationsThis study provides insights for organizations on composing individuals regarding their temporal focus for collaborative tasks that should be executed rapidly and require creative solutions.Originality/valueOur study distinguishes by considering the composition of past, present and future time perspectives in dyads and focuses on a creative task setting. Moreover, we explore the mechanisms in the dyads with a substantial elevation of/diversity in future orientation, leading to their stronger/weaker performance."}],"publication":"Journal of Organizational Effectiveness: People and Performance"},{"date_created":"2023-11-23T13:10:02Z","publisher":"SAGE Publications","title":"Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces","issue":"3","year":"2023","language":[{"iso":"eng"}],"keyword":["Organizational Behavior and Human Resource Management","Sociology and Political Science","Information Systems"],"publication":"Journal of Service Research","abstract":[{"lang":"eng","text":" Service frontline encounters between customers and service providers have been subject to fundamental changes in recent years. As two major change agents, technology infusion and data privacy regulations are inextricably linked and constitute a critical ethical and societal issue. Specifically, service frontlines—as represented by human or technological agents, or some hybrid form—rely on customer data for service provision, which subjects them to privacy regulations governing the collection, submission, access, and use of any customer data thus captured. However, scant research outlines the significant implications of evolving data privacy regulations for service frontline encounters. To advance knowledge in this domain, this research distills six key dimensions of global data privacy regulations (fairness, data limits, transparency, control, consent, and recourse). Employing an intelligences theoretical lens, the authors theorize how these dimensions might become differentially manifest across three service frontline interface types (human-based, technology-based, and hybrid). Carefully intersecting the need for varying intelligences across data privacy regulatory dimensions with the abilities of service frontline interfaces to harness each intelligence type, this study offers a novel conceptual framework that advances research and practice. Theoretical, managerial, and policy implications unfold from the proposed framework, which also can inform a future research agenda. "}],"volume":26,"author":[{"first_name":"Lena","last_name":"Steinhoff","id":"4336","full_name":"Steinhoff, Lena"},{"first_name":"Kelly D.","full_name":"Martin, Kelly D.","last_name":"Martin"}],"date_updated":"2023-11-23T13:12:23Z","doi":"10.1177/10946705221141925","publication_identifier":{"issn":["1094-6705","1552-7379"]},"publication_status":"published","intvolume":" 26","page":"330-350","citation":{"apa":"Steinhoff, L., & Martin, K. D. (2023). Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces. Journal of Service Research, 26(3), 330–350. https://doi.org/10.1177/10946705221141925","mla":"Steinhoff, Lena, and Kelly D. Martin. “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces.” Journal of Service Research, vol. 26, no. 3, SAGE Publications, 2023, pp. 330–50, doi:10.1177/10946705221141925.","short":"L. Steinhoff, K.D. Martin, Journal of Service Research 26 (2023) 330–350.","bibtex":"@article{Steinhoff_Martin_2023, title={Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces}, volume={26}, DOI={10.1177/10946705221141925}, number={3}, journal={Journal of Service Research}, publisher={SAGE Publications}, author={Steinhoff, Lena and Martin, Kelly D.}, year={2023}, pages={330–350} }","ama":"Steinhoff L, Martin KD. Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces. Journal of Service Research. 2023;26(3):330-350. doi:10.1177/10946705221141925","ieee":"L. Steinhoff and K. D. Martin, “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces,” Journal of Service Research, vol. 26, no. 3, pp. 330–350, 2023, doi: 10.1177/10946705221141925.","chicago":"Steinhoff, Lena, and Kelly D. Martin. “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces.” Journal of Service Research 26, no. 3 (2023): 330–50. https://doi.org/10.1177/10946705221141925."},"user_id":"4336","_id":"49157","type":"journal_article","status":"public"},{"publisher":"Informa UK Limited","date_updated":"2023-11-14T16:13:52Z","author":[{"last_name":"Diederich","full_name":"Diederich, Sarah","first_name":"Sarah"},{"full_name":"Iseke, Anja","last_name":"Iseke","first_name":"Anja"},{"first_name":"Kerstin","last_name":"Pull","full_name":"Pull, Kerstin"},{"first_name":"Martin","full_name":"Schneider, Martin","last_name":"Schneider"}],"date_created":"2023-11-14T16:13:46Z","title":"Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level","doi":"10.1080/09585192.2023.2273331","publication_status":"published","publication_identifier":{"issn":["0958-5192","1466-4399"]},"year":"2023","citation":{"ama":"Diederich S, Iseke A, Pull K, Schneider M. Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. The International Journal of Human Resource Management. Published online 2023:1-29. doi:10.1080/09585192.2023.2273331","chicago":"Diederich, Sarah, Anja Iseke, Kerstin Pull, and Martin Schneider. “Role (in-)Congruity and the Catch 22 for Female Executives: How Stereotyping Contributes to the Gender Pay Gap at Top Executive Level.” The International Journal of Human Resource Management, 2023, 1–29. https://doi.org/10.1080/09585192.2023.2273331.","ieee":"S. Diederich, A. Iseke, K. Pull, and M. Schneider, “Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level,” The International Journal of Human Resource Management, pp. 1–29, 2023, doi: 10.1080/09585192.2023.2273331.","mla":"Diederich, Sarah, et al. “Role (in-)Congruity and the Catch 22 for Female Executives: How Stereotyping Contributes to the Gender Pay Gap at Top Executive Level.” The International Journal of Human Resource Management, Informa UK Limited, 2023, pp. 1–29, doi:10.1080/09585192.2023.2273331.","short":"S. Diederich, A. Iseke, K. Pull, M. Schneider, The International Journal of Human Resource Management (2023) 1–29.","bibtex":"@article{Diederich_Iseke_Pull_Schneider_2023, title={Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level}, DOI={10.1080/09585192.2023.2273331}, journal={The International Journal of Human Resource Management}, publisher={Informa UK Limited}, author={Diederich, Sarah and Iseke, Anja and Pull, Kerstin and Schneider, Martin}, year={2023}, pages={1–29} }","apa":"Diederich, S., Iseke, A., Pull, K., & Schneider, M. (2023). Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. The International Journal of Human Resource Management, 1–29. https://doi.org/10.1080/09585192.2023.2273331"},"page":"1-29","_id":"48900","user_id":"471","keyword":["Management of Technology and Innovation","Organizational Behavior and Human Resource Management","Strategy and Management","Business and International Management","Industrial relations"],"language":[{"iso":"eng"}],"type":"journal_article","publication":"The International Journal of Human Resource Management","status":"public"},{"status":"public","type":"journal_article","publication":"The International Journal of Human Resource Management","keyword":["Management of Technology and Innovation","Organizational Behavior and Human Resource Management","Strategy and Management","Business and International Management","Industrial relations"],"language":[{"iso":"eng"}],"_id":"49446","user_id":"54657","department":[{"_id":"19"},{"_id":"185"}],"year":"2023","citation":{"ama":"Diederich S, Iseke A, Pull K, Schneider M. Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. The International Journal of Human Resource Management. Published online 2023:1-29. doi:10.1080/09585192.2023.2273331","ieee":"S. Diederich, A. Iseke, K. Pull, and M. Schneider, “Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level,” The International Journal of Human Resource Management, pp. 1–29, 2023, doi: 10.1080/09585192.2023.2273331.","chicago":"Diederich, Sarah, Anja Iseke, Kerstin Pull, and Martin Schneider. “Role (in-)Congruity and the Catch 22 for Female Executives: How Stereotyping Contributes to the Gender Pay Gap at Top Executive Level.” The International Journal of Human Resource Management, 2023, 1–29. https://doi.org/10.1080/09585192.2023.2273331.","apa":"Diederich, S., Iseke, A., Pull, K., & Schneider, M. (2023). Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. The International Journal of Human Resource Management, 1–29. https://doi.org/10.1080/09585192.2023.2273331","short":"S. Diederich, A. Iseke, K. Pull, M. Schneider, The International Journal of Human Resource Management (2023) 1–29.","bibtex":"@article{Diederich_Iseke_Pull_Schneider_2023, title={Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level}, DOI={10.1080/09585192.2023.2273331}, journal={The International Journal of Human Resource Management}, publisher={Informa UK Limited}, author={Diederich, Sarah and Iseke, Anja and Pull, Kerstin and Schneider, Martin}, year={2023}, pages={1–29} }","mla":"Diederich, Sarah, et al. “Role (in-)Congruity and the Catch 22 for Female Executives: How Stereotyping Contributes to the Gender Pay Gap at Top Executive Level.” The International Journal of Human Resource Management, Informa UK Limited, 2023, pp. 1–29, doi:10.1080/09585192.2023.2273331."},"page":"1-29","publication_status":"published","publication_identifier":{"issn":["0958-5192","1466-4399"]},"title":"Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level","doi":"10.1080/09585192.2023.2273331","date_updated":"2023-12-04T12:05:49Z","publisher":"Informa UK Limited","date_created":"2023-12-04T11:59:27Z","author":[{"full_name":"Diederich, Sarah","last_name":"Diederich","first_name":"Sarah"},{"first_name":"Anja","full_name":"Iseke, Anja","last_name":"Iseke"},{"first_name":"Kerstin","full_name":"Pull, Kerstin","last_name":"Pull"},{"first_name":"Martin","last_name":"Schneider","orcid":"https://orcid.org/0000-0002-6961-3716","full_name":"Schneider, Martin","id":"471"}]},{"year":"2023","issue":"1","title":"Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated","publisher":"SAGE Publications","date_created":"2023-10-10T10:03:43Z","abstract":[{"lang":"eng","text":" The relationship between nonfinancial reporting and real sustainable change within and beyond organizations is fraught with complication. Furthermore, all facets of the relationship have not been examined equally. The contributions of this special issue made substantive progress in this regard and draw our focus to several remaining complications—in particular, the societal impacts of nonfinancial reporting. With this introduction, we seek to move the conversation forward by proposing a framework that disentangles the linkages between nonfinancial reporting and real sustainable change at multiple levels of analysis. We highlight the distinction between sustainability-related outputs and outcomes that typically materialize at the firm level, and eventually lead to sustainable impact at the societal level. Future research should advance this distinction and scrutinize the impact of real sustainable change beyond firm-level outputs, study the organizational change processes from antecedents to impacts, and examine the interrelationships between different instruments to foster real sustainable change. "}],"publication":"Organization & Environment","keyword":["Organizational Behavior and Human Resource Management","General Environmental Science"],"language":[{"iso":"eng"}],"citation":{"apa":"Hahn, R., Reimsbach, D., & Wickert, C. (2023). Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated. Organization & Environment, 36(1), 3–16. https://doi.org/10.1177/10860266231151653","mla":"Hahn, Rüdiger, et al. “Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated.” Organization & Environment, vol. 36, no. 1, SAGE Publications, 2023, pp. 3–16, doi:10.1177/10860266231151653.","bibtex":"@article{Hahn_Reimsbach_Wickert_2023, title={Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated}, volume={36}, DOI={10.1177/10860266231151653}, number={1}, journal={Organization & Environment}, publisher={SAGE Publications}, author={Hahn, Rüdiger and Reimsbach, Daniel and Wickert, Christopher}, year={2023}, pages={3–16} }","short":"R. Hahn, D. Reimsbach, C. Wickert, Organization & Environment 36 (2023) 3–16.","ama":"Hahn R, Reimsbach D, Wickert C. Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated. Organization & Environment. 2023;36(1):3-16. doi:10.1177/10860266231151653","ieee":"R. Hahn, D. Reimsbach, and C. Wickert, “Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated,” Organization & Environment, vol. 36, no. 1, pp. 3–16, 2023, doi: 10.1177/10860266231151653.","chicago":"Hahn, Rüdiger, Daniel Reimsbach, and Christopher Wickert. “Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated.” Organization & Environment 36, no. 1 (2023): 3–16. https://doi.org/10.1177/10860266231151653."},"page":"3-16","intvolume":" 36","publication_status":"published","publication_identifier":{"issn":["1086-0266","1552-7417"]},"doi":"10.1177/10860266231151653","date_updated":"2023-12-06T14:50:17Z","author":[{"last_name":"Hahn","full_name":"Hahn, Rüdiger","first_name":"Rüdiger"},{"last_name":"Reimsbach","full_name":"Reimsbach, Daniel","id":"100169","first_name":"Daniel"},{"first_name":"Christopher","last_name":"Wickert","full_name":"Wickert, Christopher"}],"volume":36,"status":"public","type":"journal_article","_id":"47921","user_id":"46138","department":[{"_id":"186"},{"_id":"815"},{"_id":"681"}]},{"abstract":[{"text":"PurposeThe purpose of this paper is to revisit the disastrous DaimlerChrysler AG takeover episode from 1998 to 2007 in order to arrive at a more comprehensive explanation of this and other merger and takeover failures based on institutional theory.Design/methodology/approachThe case study is based on various secondary sources of information and on the insights that one of the authors gained from working for 14 years in various positions for Daimler-Benz and DaimlerChrysler.FindingsDaimlerChrysler failed because top management made mistakes in trying to globalize the company. They were unable to realize possible synergies between the two companies, which brought complementary resources into the merger. Furthermore, they did not account for the institutional embeddedness of strategies when they adopted lean production globally, diffused the production system developed in Germany to other parts of the world and tried to implement a global stock enlisted in New York and Frankfurt. The underlying theoretical framework is relevant for other merger and acquisition cases. It features institutional embeddedness, path dependency and institutional arbitrage.Originality/valueThe paper develops an institutional perspective on DaimlerChrysler and on cross-border merger and acquisition failure more generally. The perspective is organized around the varieties-of-capitalism approach. This contribution is important because there is increasing dissatisfaction with the dominant explanation of cross-border merger and acquisition failure, which is based on the allegedly failed management of culture “clashes.”","lang":"eng"}],"status":"public","publication":"Cross Cultural and Strategic Management","type":"journal_article","keyword":["Organizational Behavior and Human Resource Management","Strategy and Management","Sociology and Political Science","Cultural Studies","Business and International Management"],"language":[{"iso":"eng"}],"_id":"47670","user_id":"471","year":"2022","intvolume":" 29","page":"552-568","citation":{"ama":"Riach JRW, Schneider M. The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective. Cross Cultural and Strategic Management. 2022;29(3):552-568. doi:10.1108/ccsm-12-2020-0250","ieee":"J. R. W. Riach and M. Schneider, “The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective,” Cross Cultural and Strategic Management, vol. 29, no. 3, pp. 552–568, 2022, doi: 10.1108/ccsm-12-2020-0250.","chicago":"Riach, John Rankin Wood, and Martin Schneider. “The DaimlerChrysler Takeover Failure Revisited from a Varieties-of-Capitalism Perspective.” Cross Cultural and Strategic Management 29, no. 3 (2022): 552–68. https://doi.org/10.1108/ccsm-12-2020-0250.","bibtex":"@article{Riach_Schneider_2022, title={The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective}, volume={29}, DOI={10.1108/ccsm-12-2020-0250}, number={3}, journal={Cross Cultural and Strategic Management}, publisher={Emerald}, author={Riach, John Rankin Wood and Schneider, Martin}, year={2022}, pages={552–568} }","short":"J.R.W. Riach, M. Schneider, Cross Cultural and Strategic Management 29 (2022) 552–568.","mla":"Riach, John Rankin Wood, and Martin Schneider. “The DaimlerChrysler Takeover Failure Revisited from a Varieties-of-Capitalism Perspective.” Cross Cultural and Strategic Management, vol. 29, no. 3, Emerald, 2022, pp. 552–68, doi:10.1108/ccsm-12-2020-0250.","apa":"Riach, J. R. W., & Schneider, M. (2022). The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective. Cross Cultural and Strategic Management, 29(3), 552–568. https://doi.org/10.1108/ccsm-12-2020-0250"},"publication_identifier":{"issn":["2059-5794"]},"publication_status":"published","issue":"3","title":"The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective","doi":"10.1108/ccsm-12-2020-0250","date_updated":"2023-10-06T13:26:51Z","publisher":"Emerald","volume":29,"author":[{"full_name":"Riach, John Rankin Wood","last_name":"Riach","first_name":"John Rankin Wood"},{"last_name":"Schneider","orcid":"https://orcid.org/0000-0002-6961-3716","full_name":"Schneider, Martin","id":"471","first_name":"Martin"}],"date_created":"2023-10-05T16:00:11Z"},{"status":"public","abstract":[{"text":"PurposeEnabled by increased (“big”) data stocks and advanced (“machine learning”) analyses, the concept of human resource analytics (HRA) is expected to systematically improve decisions in human resource management (HRM). Since so far empirical evidence on this is, however, lacking, the authors' study examines which combinations of data and analyses are employed and which combinations deliver on the promise of improved decision quality.Design/methodology/approachTheoretically, the paper employs a neo-configurational approach for founding and conceptualizing HRA. Methodically, based on a sample of German organizations, two varieties (crisp set and multi-value) of qualitative comparative analysis (QCA) are employed to identify combinations of data and analyses sufficient and necessary for HRA success.FindingsThe authors' study identifies existing configurations of data and analyses in HRM and uncovers which of these configurations cause improved decision quality. By evidencing that and which combinations of data and analyses conjuncturally cause decision quality, the authors' study provides a first confirmation of HRA success.Research limitations/implicationsMajor limitations refer to the cross-sectional and national sample and the usage of subjective measures. Major implications are the suitability of neo-configurational approaches for future research on HRA, while deeper conceptualizing and researching both the characteristics and outcomes of HRA constitutes a core future task.Originality/valueThe authors' paper employs an innovative theoretical-methodical approach to explain and analyze conditions that conjuncturally cause decision quality therewith offering much needed empirical evidence on HRA success.","lang":"eng"}],"publication":"Baltic Journal of Management","type":"journal_article","language":[{"iso":"eng"}],"keyword":["Management of Technology and Innovation","Marketing","Organizational Behavior and Human Resource Management","Strategy and Management","Business and International Management"],"department":[{"_id":"371"}],"user_id":"100439","_id":"50463","intvolume":" 17","page":"285-303","citation":{"ama":"Strohmeier S, Collet J, Kabst R. (How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis. Baltic Journal of Management. 2022;17(3):285-303. doi:10.1108/bjm-05-2021-0188","ieee":"S. Strohmeier, J. Collet, and R. Kabst, “(How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis,” Baltic Journal of Management, vol. 17, no. 3, pp. 285–303, 2022, doi: 10.1108/bjm-05-2021-0188.","chicago":"Strohmeier, Stefan, Julian Collet, and Rüdiger Kabst. “(How) Do Advanced Data and Analyses Enable HR Analytics Success? A Neo-Configurational Analysis.” Baltic Journal of Management 17, no. 3 (2022): 285–303. https://doi.org/10.1108/bjm-05-2021-0188.","apa":"Strohmeier, S., Collet, J., & Kabst, R. (2022). (How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis. Baltic Journal of Management, 17(3), 285–303. https://doi.org/10.1108/bjm-05-2021-0188","mla":"Strohmeier, Stefan, et al. “(How) Do Advanced Data and Analyses Enable HR Analytics Success? A Neo-Configurational Analysis.” Baltic Journal of Management, vol. 17, no. 3, Emerald, 2022, pp. 285–303, doi:10.1108/bjm-05-2021-0188.","short":"S. Strohmeier, J. Collet, R. Kabst, Baltic Journal of Management 17 (2022) 285–303.","bibtex":"@article{Strohmeier_Collet_Kabst_2022, title={(How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis}, volume={17}, DOI={10.1108/bjm-05-2021-0188}, number={3}, journal={Baltic Journal of Management}, publisher={Emerald}, author={Strohmeier, Stefan and Collet, Julian and Kabst, Rüdiger}, year={2022}, pages={285–303} }"},"year":"2022","issue":"3","publication_identifier":{"issn":["1746-5265"]},"publication_status":"published","doi":"10.1108/bjm-05-2021-0188","title":"(How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis","volume":17,"author":[{"last_name":"Strohmeier","full_name":"Strohmeier, Stefan","first_name":"Stefan"},{"full_name":"Collet, Julian","last_name":"Collet","first_name":"Julian"},{"first_name":"Rüdiger","last_name":"Kabst","full_name":"Kabst, Rüdiger"}],"date_created":"2024-01-11T14:41:54Z","date_updated":"2024-01-11T14:42:01Z","publisher":"Emerald"},{"keyword":["Organizational Behavior and Human Resource Management","Sociology and Political Science","Information Systems"],"article_number":"109467052211419","language":[{"iso":"eng"}],"_id":"41317","user_id":"4336","abstract":[{"lang":"eng","text":" Service frontline encounters between customers and service providers have been subject to fundamental changes in recent years. As two major change agents, technology infusion and data privacy regulations are inextricably linked and constitute a critical ethical and societal issue. Specifically, service frontlines—as represented by human or technological agents, or some hybrid form—rely on customer data for service provision, which subjects them to privacy regulations governing the collection, submission, access, and use of any customer data thus captured. However, scant research outlines the significant implications of evolving data privacy regulations for service frontline encounters. To advance knowledge in this domain, this research distills six key dimensions of global data privacy regulations (fairness, data limits, transparency, control, consent, and recourse). Employing an intelligences theoretical lens, the authors theorize how these dimensions might become differentially manifest across three service frontline interface types (human-based, technology-based, and hybrid). Carefully intersecting the need for varying intelligences across data privacy regulatory dimensions with the abilities of service frontline interfaces to harness each intelligence type, this study offers a novel conceptual framework that advances research and practice. Theoretical, managerial, and policy implications unfold from the proposed framework, which also can inform a future research agenda. "}],"status":"public","publication":"Journal of Service Research","type":"journal_article","title":"Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces","doi":"10.1177/10946705221141925","date_updated":"2023-01-31T15:41:29Z","publisher":"SAGE Publications","date_created":"2023-01-31T15:40:03Z","author":[{"last_name":"Steinhoff","full_name":"Steinhoff, Lena","first_name":"Lena"},{"first_name":"Kelly D.","last_name":"Martin","full_name":"Martin, Kelly D."}],"year":"2022","citation":{"ama":"Steinhoff L, Martin KD. Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces. Journal of Service Research. Published online 2022. doi:10.1177/10946705221141925","chicago":"Steinhoff, Lena, and Kelly D. Martin. “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces.” Journal of Service Research, 2022. https://doi.org/10.1177/10946705221141925.","ieee":"L. Steinhoff and K. D. Martin, “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces,” Journal of Service Research, Art. no. 109467052211419, 2022, doi: 10.1177/10946705221141925.","bibtex":"@article{Steinhoff_Martin_2022, title={Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces}, DOI={10.1177/10946705221141925}, number={109467052211419}, journal={Journal of Service Research}, publisher={SAGE Publications}, author={Steinhoff, Lena and Martin, Kelly D.}, year={2022} }","mla":"Steinhoff, Lena, and Kelly D. Martin. “Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces.” Journal of Service Research, 109467052211419, SAGE Publications, 2022, doi:10.1177/10946705221141925.","short":"L. Steinhoff, K.D. Martin, Journal of Service Research (2022).","apa":"Steinhoff, L., & Martin, K. D. (2022). Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces. Journal of Service Research, Article 109467052211419. https://doi.org/10.1177/10946705221141925"},"publication_identifier":{"issn":["1094-6705","1552-7379"]},"publication_status":"published"},{"publication_identifier":{"issn":["0951-354X"]},"publication_status":"published","issue":"2","year":"2022","page":"133-151","intvolume":" 36","citation":{"ama":"Tulowitzki P, Gerick J, Eickelmann B. The role of ICT for school leadership and management activities: an international comparison. International Journal of Educational Management. 2022;36(2):133-151. doi:10.1108/ijem-06-2021-0251","ieee":"P. Tulowitzki, J. Gerick, and B. Eickelmann, “The role of ICT for school leadership and management activities: an international comparison,” International Journal of Educational Management, vol. 36, no. 2, pp. 133–151, 2022, doi: 10.1108/ijem-06-2021-0251.","chicago":"Tulowitzki, Pierre, Julia Gerick, and Birgit Eickelmann. “The Role of ICT for School Leadership and Management Activities: An International Comparison.” International Journal of Educational Management 36, no. 2 (2022): 133–51. https://doi.org/10.1108/ijem-06-2021-0251.","apa":"Tulowitzki, P., Gerick, J., & Eickelmann, B. (2022). The role of ICT for school leadership and management activities: an international comparison. International Journal of Educational Management, 36(2), 133–151. https://doi.org/10.1108/ijem-06-2021-0251","mla":"Tulowitzki, Pierre, et al. “The Role of ICT for School Leadership and Management Activities: An International Comparison.” International Journal of Educational Management, vol. 36, no. 2, Emerald, 2022, pp. 133–51, doi:10.1108/ijem-06-2021-0251.","short":"P. Tulowitzki, J. Gerick, B. Eickelmann, International Journal of Educational Management 36 (2022) 133–151.","bibtex":"@article{Tulowitzki_Gerick_Eickelmann_2022, title={The role of ICT for school leadership and management activities: an international comparison}, volume={36}, DOI={10.1108/ijem-06-2021-0251}, number={2}, journal={International Journal of Educational Management}, publisher={Emerald}, author={Tulowitzki, Pierre and Gerick, Julia and Eickelmann, Birgit}, year={2022}, pages={133–151} }"},"publisher":"Emerald","date_updated":"2023-05-08T09:03:39Z","volume":36,"date_created":"2023-03-13T12:27:49Z","author":[{"full_name":"Tulowitzki, Pierre","last_name":"Tulowitzki","first_name":"Pierre"},{"last_name":"Gerick","full_name":"Gerick, Julia","first_name":"Julia"},{"first_name":"Birgit","last_name":"Eickelmann","id":"40387","full_name":"Eickelmann, Birgit"}],"title":"The role of ICT for school leadership and management activities: an international comparison","doi":"10.1108/ijem-06-2021-0251","publication":"International Journal of Educational Management","type":"journal_article","abstract":[{"lang":"eng","text":"PurposeInformation and communication technologies (ICT) has an increasing impact on schools. School leaders play a key role in this context as drivers of innovation including those related to ICT. Against this background, the study presented in this article focuses on school leadership and management activities with ICT and related challenges. It sought to analyze how frequently German school principals use ICT compared to principals in other countries, what distinct clusters of German principals could be identified in terms of ICT usage and how principals viewed ICT in schools and related challenges.Design/methodology/approachA mixed-methods approach was chosen, using quantitative data from both the international comparative large-scale assessment study ICILS 2018 and the explorative qualitative data from Germany. For the international comparison, the school principal data sets of the 12 international participants of the International Computer and Information Literacy Study (ICILS) 2018 were taken into account: Chile, Denmark, Finland, France, Germany, Italy, Kazakhstan, Republic of Korea, Luxembourg, Portugal, Uruguay and the United States. To look beyond averaged frequencies, a latent class analysis (LCA) was conducted to identify possible clusters of school leaders with distinct usage patterns of ICT for leadership and management activities.FindingsThe results indicate that, in general, German principals use ICT for leadership and management activities on a similar level as their international colleagues. However, they seem to communicate with education authorities significantly more often than their international colleagues, whereas representative activities (presentations, home page) are rather infrequent. The qualitative data point to significant barriers to fully harnessing the potential of using ICT for leadership, management and school improvement such as lack of competencies and lack of adequate support.Originality/valueTo the best of the authors’ knowledge, this is the first study that focuses on school leadership and management activities using ICT with such a data set. The results provide insights into how German principals use ICT to lead and manage their schools compared to their international counterparts. The qualitative data offers additional insights into possible reasons hindering a more effective use of ICT."}],"status":"public","_id":"42951","department":[{"_id":"462"}],"user_id":"14931","keyword":["Organizational Behavior and Human Resource Management","Education","Organizational Behavior and Human Resource Management","Education"],"language":[{"iso":"eng"}]},{"publisher":"Informa UK Limited","date_updated":"2023-10-27T12:47:49Z","author":[{"first_name":"Sylvia","full_name":"Hubner-Benz, Sylvia","id":"100407","last_name":"Hubner-Benz"},{"first_name":"Biljana","full_name":"Rudic, Biljana","last_name":"Rudic"},{"first_name":"Matthias","last_name":"Baum","full_name":"Baum, Matthias"}],"date_created":"2023-10-27T12:47:34Z","volume":34,"title":"How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes","doi":"10.1080/09585192.2021.1893785","publication_status":"published","publication_identifier":{"issn":["0958-5192","1466-4399"]},"issue":"11","year":"2021","citation":{"mla":"Hubner-Benz, Sylvia, et al. “How Entrepreneur’s Leadership Behavior and Demographics Shape Applicant Attraction to New Ventures: The Role of Stereotypes.” The International Journal of Human Resource Management, vol. 34, no. 11, Informa UK Limited, 2021, pp. 2137–72, doi:10.1080/09585192.2021.1893785.","bibtex":"@article{Hubner-Benz_Rudic_Baum_2021, title={How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes}, volume={34}, DOI={10.1080/09585192.2021.1893785}, number={11}, journal={The International Journal of Human Resource Management}, publisher={Informa UK Limited}, author={Hubner-Benz, Sylvia and Rudic, Biljana and Baum, Matthias}, year={2021}, pages={2137–2172} }","short":"S. Hubner-Benz, B. Rudic, M. Baum, The International Journal of Human Resource Management 34 (2021) 2137–2172.","apa":"Hubner-Benz, S., Rudic, B., & Baum, M. (2021). How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes. The International Journal of Human Resource Management, 34(11), 2137–2172. https://doi.org/10.1080/09585192.2021.1893785","chicago":"Hubner-Benz, Sylvia, Biljana Rudic, and Matthias Baum. “How Entrepreneur’s Leadership Behavior and Demographics Shape Applicant Attraction to New Ventures: The Role of Stereotypes.” The International Journal of Human Resource Management 34, no. 11 (2021): 2137–72. https://doi.org/10.1080/09585192.2021.1893785.","ieee":"S. Hubner-Benz, B. Rudic, and M. Baum, “How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes,” The International Journal of Human Resource Management, vol. 34, no. 11, pp. 2137–2172, 2021, doi: 10.1080/09585192.2021.1893785.","ama":"Hubner-Benz S, Rudic B, Baum M. How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes. The International Journal of Human Resource Management. 2021;34(11):2137-2172. doi:10.1080/09585192.2021.1893785"},"page":"2137-2172","intvolume":" 34","_id":"48520","user_id":"100407","keyword":["Management of Technology and Innovation","Organizational Behavior and Human Resource Management","Strategy and Management","Business and International Management","Industrial relations"],"language":[{"iso":"eng"}],"type":"journal_article","publication":"The International Journal of Human Resource Management","status":"public"},{"type":"journal_article","publication":"Personnel Psychology","abstract":[{"lang":"eng","text":"Evaluators’ fit assessments are not only influenced by applicants’ qualities, but also by stereotypes, especially in recruitment for high‐status jobs in male‐dominated fields. The unidimensional agentic stereotype of these work contexts signals agentic job and organizational requirements (stereotypically male qualities such as achievement orientation), although the actual requirements usually also include communality (stereotypically female qualities such as interpersonal skills). In five experiments, we investigate the relevance of perceived applicant agency for perceived applicant fit, the influence of recruitment material, contextual differences, and the role of applicant gender. Our findings indicate that perceived applicant agency drives perceived person‐job and person‐organization fit in strictly male stereotyped work contexts, regardless of gender, and agentic recruitment material enhances this effect. Contrasting different contexts (high‐ with low‐status jobs and a male‐dominated with a gender‐balanced and female‐dominated field) revealed that the relevance of perceived agency increases with perceived job status, and the relevance of perceived communality decreases with the expected share of men. Although women were perceived as highly agentic in strictly male stereotyped work contexts, their need to be perceived as agentic also was higher than for men, due to the perceived lack of fit between women and high‐status jobs."}],"status":"public","_id":"48513","user_id":"100407","keyword":["Organizational Behavior and Human Resource Management","Applied Psychology"],"language":[{"iso":"eng"}],"publication_status":"published","publication_identifier":{"issn":["0031-5826","1744-6570"]},"issue":"2","year":"2021","citation":{"apa":"Dutz, R., Hubner-Benz, S., & Peus, C. (2021). When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes. Personnel Psychology, 75(2), 441–483. https://doi.org/10.1111/peps.12470","mla":"Dutz, Regina, et al. “When Agency ‘Fits’ Regardless of Gender: Perceptions of Applicant Fit When Job and Organization Signal Male Stereotypes.” Personnel Psychology, vol. 75, no. 2, Wiley, 2021, pp. 441–83, doi:10.1111/peps.12470.","short":"R. Dutz, S. Hubner-Benz, C. Peus, Personnel Psychology 75 (2021) 441–483.","bibtex":"@article{Dutz_Hubner-Benz_Peus_2021, title={When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes}, volume={75}, DOI={10.1111/peps.12470}, number={2}, journal={Personnel Psychology}, publisher={Wiley}, author={Dutz, Regina and Hubner-Benz, Sylvia and Peus, Claudia}, year={2021}, pages={441–483} }","ieee":"R. Dutz, S. Hubner-Benz, and C. Peus, “When agency ‘fits’ regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes,” Personnel Psychology, vol. 75, no. 2, pp. 441–483, 2021, doi: 10.1111/peps.12470.","chicago":"Dutz, Regina, Sylvia Hubner-Benz, and Claudia Peus. “When Agency ‘Fits’ Regardless of Gender: Perceptions of Applicant Fit When Job and Organization Signal Male Stereotypes.” Personnel Psychology 75, no. 2 (2021): 441–83. https://doi.org/10.1111/peps.12470.","ama":"Dutz R, Hubner-Benz S, Peus C. When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes. Personnel Psychology. 2021;75(2):441-483. doi:10.1111/peps.12470"},"intvolume":" 75","page":"441-483","date_updated":"2023-10-27T12:43:36Z","publisher":"Wiley","date_created":"2023-10-27T12:34:22Z","author":[{"first_name":"Regina","last_name":"Dutz","full_name":"Dutz, Regina"},{"first_name":"Sylvia","last_name":"Hubner-Benz","full_name":"Hubner-Benz, Sylvia","id":"100407"},{"last_name":"Peus","full_name":"Peus, Claudia","first_name":"Claudia"}],"volume":75,"title":"When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes","doi":"10.1111/peps.12470"},{"status":"public","abstract":[{"lang":"eng","text":"ZusammenfassungIn diesem Beitrag der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) wird das Instrument zur Diagnose pädagogischer Kompetenzen von Pflegelehrpersonen (PädKomPflege) vorgestellt.Die Berufsbildung in der Pflege ist durch sich verändernde inhaltliche und gesetzliche Anforderungen geprägt. Verschiedene landesspezifische rechtliche Vorgaben führen zu einem sehr heterogenen Bild von Qualifikationen und Kompetenzen der Pflegelehrpersonen. Die Anrechnung bereits erworbener Kompetenzen auf pflegepädagogische Studiengänge sowie die Kompetenzerfassung und -bilanzierung in Berufsbildungseinrichtungen spielt daher eine wichtige Rolle. Vor diesem Hintergrund wurde das Instrument PädKomPflege entwickelt und erprobt. Grundlage des Kompetenzmodells sind die Empfehlungen der Kultusministerkonferenz (2004) zu den Standards für die (allgemeine) Lehrerbildung sowie Expertenworkshops und -interviews mit PflegedidaktikerInnen. Die empirische Erprobung erfolgte an einer Stichprobe von 1096 Pflegelehrpersonen. Psychometrische Analysen auf Grundlage der klassischen Testtheorie sowie IRT-basierte Analysen führten zu einer Überarbeitung des Instruments, welches nun als zweisprachiges Online-Self-Assessmenttool (eng./deut.) vorliegt. Die Validierung der deutschsprachigen Version fand anhand von 545 TeilnehmerInnen im Jahr 2016 statt, sodass ein geprüftes Instrument mit 54 Items in den fünf Hauptskalen (Unterricht, Beurteilung, Beratung, Lernortkooperation sowie Organisations- und Schulentwicklung) und 18 Subskalen zur Verfügung steht.Sowohl klassische als auch probabilistische Testgütekriterien werden erfüllt. Die Skalen weisen hohe interne Konsistenzen auf (α > 0,80) und sind überwiegend konstruktvalide. So lassen sich für 17 der 18 Subskalen ordinale Raschmodelle anpassen. Auf der Ebene der Hauptskalen können Partial Credit Modelle für alle Items von modellkonformen Subskalen einer Hauptskala angepasst werden. Das Instrument kann zur individuellen Kompetenzdiagnostik, zur Identifikation von Bildungsbedarfen in Schulen des Gesundheitswesens und im Kontext beruflicher Bildungsprozesse genutzt werden. In der Onlineversion erhalten Teilnehmende abschließend ein individuelles Kompetenzprofil mit möglichen Vergleichswerten. Das Tool kann begleitend zu Qualifizierungsprozessen als Monitoring-Instrument oder zur individuellen Kompetenzbilanzierung eingesetzt werden."}],"publication":"Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO)","type":"journal_article","language":[{"iso":"ger"}],"keyword":["Organizational Behavior and Human Resource Management","Applied Psychology","Developmental and Educational Psychology","Education","Social Psychology"],"article_type":"original","department":[{"_id":"36"},{"_id":"117"},{"_id":"31"},{"_id":"423"}],"user_id":"59707","_id":"37231","citation":{"ama":"Schürmann M, Bender E, Grebe C. Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen. Gruppe Interaktion Organisation Zeitschrift für Angewandte Organisationspsychologie (GIO). Published online 2021. doi:10.1007/s11612-021-00574-w","chicago":"Schürmann, Mirko, Elena Bender, and Christian Grebe. “Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen.” Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 2021. https://doi.org/10.1007/s11612-021-00574-w.","ieee":"M. Schürmann, E. Bender, and C. Grebe, “Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen,” Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 2021, doi: 10.1007/s11612-021-00574-w.","apa":"Schürmann, M., Bender, E., & Grebe, C. (2021). Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO). https://doi.org/10.1007/s11612-021-00574-w","bibtex":"@article{Schürmann_Bender_Grebe_2021, title={Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen}, DOI={10.1007/s11612-021-00574-w}, journal={Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO)}, publisher={Springer Science and Business Media LLC}, author={Schürmann, Mirko and Bender, Elena and Grebe, Christian}, year={2021} }","mla":"Schürmann, Mirko, et al. “Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen.” Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), Springer Science and Business Media LLC, 2021, doi:10.1007/s11612-021-00574-w.","short":"M. Schürmann, E. Bender, C. Grebe, Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO) (2021)."},"year":"2021","publication_identifier":{"issn":["2366-6145","2366-6218"]},"quality_controlled":"1","publication_status":"published","doi":"10.1007/s11612-021-00574-w","title":"Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen","date_created":"2023-01-18T07:51:55Z","author":[{"orcid":"0000-0003-2646-085X","last_name":"Schürmann","full_name":"Schürmann, Mirko","id":"59707","first_name":"Mirko"},{"first_name":"Elena","last_name":"Bender","full_name":"Bender, Elena","id":"3211"},{"last_name":"Grebe","full_name":"Grebe, Christian","first_name":"Christian"}],"date_updated":"2023-01-18T07:53:10Z","publisher":"Springer Science and Business Media LLC"},{"issue":"1","year":"2021","publisher":"Hogrefe Publishing Group","date_created":"2022-10-17T11:47:21Z","title":"Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten für Mitarbeitendenbindung in der Arbeitswelt 4.0","publication":"Zeitschrift für Arbeits- und Organisationspsychologie A&O","abstract":[{"lang":"eng","text":" Zusammenfassung. In der Arbeit 4.0 ist durch neue Beschäftigungsmöglichkeiten für Mitarbeitende eine Langzeitbindung an ein Unternehmen seltener. Unternehmen reagieren mit flexibilisierten Arbeitsplätzen, um diesem Wunsch der Mitarbeitenden nachzukommen. Flexibilisierung reduziert die Absicht das Unternehmen zu verlassen. Dabei ist wichtig, räumliche und zeitliche Flexibilisierung zu differenzieren. Außerdem gewinnen individuelle Werte bezüglich Stabilität und Kontinuität an Bedeutung und können den Bindungswunsch stärken. Hauptziel dieser Untersuchung ist, anhand eines kontroll- und ressourcentheoretisch fundierten Rahmens in zwei aufeinander aufbauenden Studien ( N = 448, N = 202) die (potenziell unterschiedlich starken) Zusammenhänge von zeitlicher und räumlicher Flexibilisierung mit Mitarbeitendenbindung zu analysieren und zu prüfen, ob sich diese Zusammenhänge bestätigen lassen, wenn zusätzlich individuelle Werte in die Analyse einbezogen werden. Die Ergebnisse zeigen, dass zeitliche und räumliche Flexibilisierung unterschiedlich mit der Bleibeabsicht zusammenhängen. Während zeitliche Flexibilisierung positive Zusammenhänge zeigt, finden sich in Bezug auf räumliche Flexibilisierung keine Zusammenhänge. Werte bezüglich Stabilität und Kontinuität scheinen dabei nicht mit einer stärkeren Mitarbeitendenbindung zusammenzuhängen. "}],"keyword":["Organizational Behavior and Human Resource Management","Applied Psychology"],"language":[{"iso":"ger"}],"publication_identifier":{"issn":["0932-4089","2190-6270"]},"publication_status":"published","intvolume":" 66","page":"14-30","citation":{"short":"E. Bender, M. Schürmann, U. Poethke, C. Soyka, N. Schaper, und J. Rowold, Zeitschrift für Arbeits- und Organisationspsychologie A&O 66 (2021) 14–30.","bibtex":"@article{Bender_Schürmann_Poethke_Soyka_Schaper_Rowold_2021, title={Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0}, volume={66}, DOI={10.1026/0932-4089/a000364}, number={1}, journal={Zeitschrift für Arbeits- und Organisationspsychologie A&O}, publisher={Hogrefe Publishing Group}, author={Bender, Elena and Schürmann, Mirko and Poethke, Ute and Soyka, Chantal and Schaper, Niclas and Rowold, und Jens}, year={2021}, pages={14–30} }","mla":"Bender, Elena, et al. “Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0.” Zeitschrift für Arbeits- und Organisationspsychologie A&O, vol. 66, no. 1, Hogrefe Publishing Group, 2021, pp. 14–30, doi:10.1026/0932-4089/a000364.","apa":"Bender, E., Schürmann, M., Poethke, U., Soyka, C., Schaper, N., & Rowold, und J. (2021). Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0. Zeitschrift für Arbeits- und Organisationspsychologie A&O, 66(1), 14–30. https://doi.org/10.1026/0932-4089/a000364","ama":"Bender E, Schürmann M, Poethke U, Soyka C, Schaper N, Rowold und J. Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0. Zeitschrift für Arbeits- und Organisationspsychologie A&O. 2021;66(1):14-30. doi:10.1026/0932-4089/a000364","chicago":"Bender, Elena, Mirko Schürmann, Ute Poethke, Chantal Soyka, Niclas Schaper, and und Jens Rowold. “Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0.” Zeitschrift für Arbeits- und Organisationspsychologie A&O 66, no. 1 (2021): 14–30. https://doi.org/10.1026/0932-4089/a000364.","ieee":"E. Bender, M. Schürmann, U. Poethke, C. Soyka, N. Schaper, and und J. Rowold, “Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten          für Mitarbeitendenbindung in der Arbeitswelt 4.0,” Zeitschrift für Arbeits- und Organisationspsychologie A&O, vol. 66, no. 1, pp. 14–30, 2021, doi: 10.1026/0932-4089/a000364."},"date_updated":"2023-01-18T10:10:27Z","volume":66,"author":[{"first_name":"Elena","last_name":"Bender","full_name":"Bender, Elena","id":"3211"},{"first_name":"Mirko","last_name":"Schürmann","orcid":"0000-0003-2646-085X","id":"59707","full_name":"Schürmann, Mirko"},{"last_name":"Poethke","full_name":"Poethke, Ute","first_name":"Ute"},{"last_name":"Soyka","orcid":"https://orcid.org/0000-0002-4881-5378","id":"83964","full_name":"Soyka, Chantal","first_name":"Chantal"},{"first_name":"Niclas","full_name":"Schaper, Niclas","last_name":"Schaper"},{"full_name":"Rowold, und Jens","last_name":"Rowold","first_name":"und Jens"}],"doi":"10.1026/0932-4089/a000364","type":"journal_article","status":"public","_id":"33748","department":[{"_id":"423"}],"user_id":"83964"},{"year":"2021","citation":{"apa":"Decius, J., Knappstein, M., Schaper, N., & Seifert, A. (2021). Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers. Human Resource Development Quarterly. https://doi.org/10.1002/hrdq.21461","bibtex":"@article{Decius_Knappstein_Schaper_Seifert_2021, title={Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers}, DOI={10.1002/hrdq.21461}, journal={Human Resource Development Quarterly}, publisher={Wiley}, author={Decius, Julian and Knappstein, Michael and Schaper, Niclas and Seifert, Andreas}, year={2021} }","short":"J. Decius, M. Knappstein, N. Schaper, A. Seifert, Human Resource Development Quarterly (2021).","mla":"Decius, Julian, et al. “Investigating the Multidimensionality of Informal Learning: Validation of a Short Measure for White‐collar Workers.” Human Resource Development Quarterly, Wiley, 2021, doi:10.1002/hrdq.21461.","ama":"Decius J, Knappstein M, Schaper N, Seifert A. Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers. Human Resource Development Quarterly. Published online 2021. doi:10.1002/hrdq.21461","chicago":"Decius, Julian, Michael Knappstein, Niclas Schaper, and Andreas Seifert. “Investigating the Multidimensionality of Informal Learning: Validation of a Short Measure for White‐collar Workers.” Human Resource Development Quarterly, 2021. https://doi.org/10.1002/hrdq.21461.","ieee":"J. Decius, M. Knappstein, N. Schaper, and A. Seifert, “Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers,” Human Resource Development Quarterly, 2021, doi: 10.1002/hrdq.21461."},"publication_status":"published","quality_controlled":"1","publication_identifier":{"issn":["1044-8004","1532-1096"]},"title":"Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers","doi":"10.1002/hrdq.21461","publisher":"Wiley","date_updated":"2023-01-26T10:41:53Z","author":[{"first_name":"Julian","full_name":"Decius, Julian","last_name":"Decius"},{"full_name":"Knappstein, Michael","last_name":"Knappstein","first_name":"Michael"},{"last_name":"Schaper","full_name":"Schaper, Niclas","first_name":"Niclas"},{"first_name":"Andreas","last_name":"Seifert","full_name":"Seifert, Andreas"}],"date_created":"2023-01-18T13:31:33Z","status":"public","type":"journal_article","publication":"Human Resource Development Quarterly","keyword":["Organizational Behavior and Human Resource Management","Arts and Humanities (miscellaneous)"],"language":[{"iso":"eng"}],"_id":"37406","user_id":"693","department":[{"_id":"423"}]},{"volume":63,"author":[{"first_name":"Elena","id":"3211","full_name":"Bender, Elena","last_name":"Bender"},{"first_name":"Niclas","last_name":"Schaper","full_name":"Schaper, Niclas"},{"first_name":"Mirko","orcid":"0000-0003-2646-085X","last_name":"Schürmann","full_name":"Schürmann, Mirko","id":"59707"}],"date_updated":"2023-01-18T07:45:16Z","doi":"10.1026/0932-4089/a000313","publication_identifier":{"issn":["0932-4089","2190-6270"]},"publication_status":"published","page":"238-250","intvolume":" 63","citation":{"apa":"Bender, E., Schaper, N., & Schürmann, M. (2019). Factors Driving Employeesʼ Intention to Stay. Zeitschrift für Arbeits- und Organisationspsychologie, 63(4), 238–250. https://doi.org/10.1026/0932-4089/a000313","mla":"Bender, Elena, et al. “Factors Driving Employeesʼ Intention to Stay.” Zeitschrift für Arbeits- und Organisationspsychologie, vol. 63, no. 4, Hogrefe Publishing Group, 2019, pp. 238–50, doi:10.1026/0932-4089/a000313.","bibtex":"@article{Bender_Schaper_Schürmann_2019, title={Factors Driving Employeesʼ Intention to Stay}, volume={63}, DOI={10.1026/0932-4089/a000313}, number={4}, journal={Zeitschrift für Arbeits- und Organisationspsychologie}, publisher={Hogrefe Publishing Group}, author={Bender, Elena and Schaper, Niclas and Schürmann, Mirko}, year={2019}, pages={238–250} }","short":"E. Bender, N. Schaper, M. Schürmann, Zeitschrift für Arbeits- und Organisationspsychologie 63 (2019) 238–250.","chicago":"Bender, Elena, Niclas Schaper, and Mirko Schürmann. “Factors Driving Employeesʼ Intention to Stay.” Zeitschrift für Arbeits- und Organisationspsychologie 63, no. 4 (2019): 238–50. https://doi.org/10.1026/0932-4089/a000313.","ieee":"E. Bender, N. Schaper, and M. Schürmann, “Factors Driving Employeesʼ Intention to Stay,” Zeitschrift für Arbeits- und Organisationspsychologie, vol. 63, no. 4, pp. 238–250, 2019, doi: 10.1026/0932-4089/a000313.","ama":"Bender E, Schaper N, Schürmann M. Factors Driving Employeesʼ Intention to Stay. Zeitschrift für Arbeits- und Organisationspsychologie. 2019;63(4):238-250. doi:10.1026/0932-4089/a000313"},"department":[{"_id":"36"},{"_id":"117"},{"_id":"31"},{"_id":"423"}],"user_id":"59707","_id":"37225","alternative_title":["Combining Retention Management and Research in Voluntary Turnover"],"article_type":"original","type":"journal_article","status":"public","date_created":"2023-01-18T07:41:51Z","publisher":"Hogrefe Publishing Group","title":"Factors Driving Employeesʼ Intention to Stay","issue":"4","quality_controlled":"1","year":"2019","language":[{"iso":"ger"}],"keyword":["Organizational Behavior and Human Resource Management","Applied Psychology"],"publication":"Zeitschrift für Arbeits- und Organisationspsychologie","abstract":[{"lang":"eng","text":"Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover."}]},{"year":"2019","intvolume":" 164","page":"500-517","citation":{"chicago":"Gallier, Carlo, Timo Goeschl, Martin Kesternich, Johannes Lohse, Christiane Reif, and Daniel Römer. “Leveling up? An Inter-Neighborhood Experiment on Parochialism and the Efficiency of Multi-Level Public Goods Provision.” Journal of Economic Behavior and Organization 164 (2019): 500–517. https://doi.org/10.1016/j.jebo.2019.05.028.","ieee":"C. Gallier, T. Goeschl, M. Kesternich, J. Lohse, C. Reif, and D. Römer, “Leveling up? An inter-neighborhood experiment on parochialism and the efficiency of multi-level public goods provision,” Journal of Economic Behavior and Organization, vol. 164, pp. 500–517, 2019, doi: 10.1016/j.jebo.2019.05.028.","ama":"Gallier C, Goeschl T, Kesternich M, Lohse J, Reif C, Römer D. Leveling up? An inter-neighborhood experiment on parochialism and the efficiency of multi-level public goods provision. Journal of Economic Behavior and Organization. 2019;164:500-517. doi:10.1016/j.jebo.2019.05.028","apa":"Gallier, C., Goeschl, T., Kesternich, M., Lohse, J., Reif, C., & Römer, D. (2019). Leveling up? An inter-neighborhood experiment on parochialism and the efficiency of multi-level public goods provision. Journal of Economic Behavior and Organization, 164, 500–517. https://doi.org/10.1016/j.jebo.2019.05.028","mla":"Gallier, Carlo, et al. “Leveling up? An Inter-Neighborhood Experiment on Parochialism and the Efficiency of Multi-Level Public Goods Provision.” Journal of Economic Behavior and Organization, vol. 164, Elsevier BV, 2019, pp. 500–17, doi:10.1016/j.jebo.2019.05.028.","short":"C. Gallier, T. Goeschl, M. Kesternich, J. Lohse, C. Reif, D. Römer, Journal of Economic Behavior and Organization 164 (2019) 500–517.","bibtex":"@article{Gallier_Goeschl_Kesternich_Lohse_Reif_Römer_2019, title={Leveling up? An inter-neighborhood experiment on parochialism and the efficiency of multi-level public goods provision}, volume={164}, DOI={10.1016/j.jebo.2019.05.028}, journal={Journal of Economic Behavior and Organization}, publisher={Elsevier BV}, author={Gallier, Carlo and Goeschl, Timo and Kesternich, Martin and Lohse, Johannes and Reif, Christiane and Römer, Daniel}, year={2019}, pages={500–517} }"},"publication_identifier":{"issn":["0167-2681"]},"publication_status":"published","title":"Leveling up? An inter-neighborhood experiment on parochialism and the efficiency of multi-level public goods provision","doi":"10.1016/j.jebo.2019.05.028","date_updated":"2023-09-15T06:39:04Z","publisher":"Elsevier BV","volume":164,"date_created":"2023-06-13T09:29:54Z","author":[{"first_name":"Carlo","full_name":"Gallier, Carlo","last_name":"Gallier"},{"first_name":"Timo","last_name":"Goeschl","full_name":"Goeschl, Timo"},{"first_name":"Martin","id":"98922","full_name":"Kesternich, Martin","last_name":"Kesternich"},{"first_name":"Johannes","last_name":"Lohse","full_name":"Lohse, Johannes"},{"full_name":"Reif, Christiane","last_name":"Reif","first_name":"Christiane"},{"full_name":"Römer, Daniel","last_name":"Römer","first_name":"Daniel"}],"status":"public","publication":"Journal of Economic Behavior and Organization","type":"journal_article","keyword":["Organizational Behavior and Human Resource Management","Economics and Econometrics"],"language":[{"iso":"eng"}],"_id":"45585","user_id":"98922"},{"publication":"Human Resource Development Quarterly","abstract":[{"text":"This study explores how entrepreneurs develop human resources within their firms. Based on an analysis of interviews with entrepreneurs and new venture consultants, we describe entrepreneurs' human resources development (HRD) approaches. We found that entrepreneurs rely on networking and creativity, aim to leverage employees' interest and competencies, and allow cocreation by employees; current requirements and situational conditions shape entrepreneurs' HRD decisions. To elaborate on our findings, we draw on the distinction between causation and effectuation. We describe an entrepreneurial HRD process that combines both a causation‐based and an effectuation‐based HRD approach.","lang":"eng"}],"language":[{"iso":"eng"}],"keyword":["Organizational Behavior and Human Resource Management","Arts and Humanities (miscellaneous)"],"issue":"4","year":"2018","date_created":"2023-10-27T12:49:59Z","publisher":"Wiley","title":"Entrepreneurs' human resources development","type":"journal_article","status":"public","user_id":"100407","_id":"48525","publication_status":"published","publication_identifier":{"issn":["1044-8004","1532-1096"]},"citation":{"ama":"Hubner-Benz S, Baum M. Entrepreneurs’ human resources development. Human Resource Development Quarterly. 2018;29(4):357-381. doi:10.1002/hrdq.21328","chicago":"Hubner-Benz, Sylvia, and Matthias Baum. “Entrepreneurs’ Human Resources Development.” Human Resource Development Quarterly 29, no. 4 (2018): 357–81. https://doi.org/10.1002/hrdq.21328.","ieee":"S. Hubner-Benz and M. Baum, “Entrepreneurs’ human resources development,” Human Resource Development Quarterly, vol. 29, no. 4, pp. 357–381, 2018, doi: 10.1002/hrdq.21328.","mla":"Hubner-Benz, Sylvia, and Matthias Baum. “Entrepreneurs’ Human Resources Development.” Human Resource Development Quarterly, vol. 29, no. 4, Wiley, 2018, pp. 357–81, doi:10.1002/hrdq.21328.","bibtex":"@article{Hubner-Benz_Baum_2018, title={Entrepreneurs’ human resources development}, volume={29}, DOI={10.1002/hrdq.21328}, number={4}, journal={Human Resource Development Quarterly}, publisher={Wiley}, author={Hubner-Benz, Sylvia and Baum, Matthias}, year={2018}, pages={357–381} }","short":"S. Hubner-Benz, M. Baum, Human Resource Development Quarterly 29 (2018) 357–381.","apa":"Hubner-Benz, S., & Baum, M. (2018). Entrepreneurs’ human resources development. Human Resource Development Quarterly, 29(4), 357–381. https://doi.org/10.1002/hrdq.21328"},"page":"357-381","intvolume":" 29","author":[{"first_name":"Sylvia","last_name":"Hubner-Benz","id":"100407","full_name":"Hubner-Benz, Sylvia"},{"first_name":"Matthias","full_name":"Baum, Matthias","last_name":"Baum"}],"volume":29,"date_updated":"2023-10-27T12:50:36Z","doi":"10.1002/hrdq.21328"},{"year":"2017","issue":"6","title":"The Role of Parents and Peers in the Transition From University to Work Life","date_created":"2022-08-03T03:42:53Z","publisher":"SAGE Publications","abstract":[{"text":"This longitudinal study addresses the role of support given by parents and peers during the transition from university to work life. A sample of 64 German university students in their last year at the university completed scales from the Network of Relationships Inventory regarding general support, namely, instrumental aid and intimacy with mothers, fathers, romantic partners, and friends. Four years later, they assessed domain-specific support when looking for work, namely, joint exploration and instrumental support. Participants perceived receiving both types of support from all significant others. However, joint exploration was more important than instrumental support. They felt especially supported by romantic partners. Women received more support than did men. Both types of domain-specific support were explained by general modes of support assessed 4 years earlier. Whether parents, friends, and partners were perceived as helpful during the transition was explained mainly by joint exploration. Again, support from a partner was seen as especially helpful in contrast to help from parents and friends. The special significance of joint exploration underlines the benefit of counseling at the transition from university to work life.","lang":"eng"}],"publication":"Journal of Career Development","language":[{"iso":"eng"}],"keyword":["Organizational Behavior and Human Resource Management","General Psychology","Applied Psychology","Education"],"citation":{"ieee":"H. M. Buhl, P. Noack, and B. Kracke, “The Role of Parents and Peers in the Transition From University to Work Life,” Journal of Career Development, vol. 45, no. 6, pp. 523–535, 2017, doi: 10.1177/0894845317720728.","chicago":"Buhl, Heike M., Peter Noack, and Baerbel Kracke. “The Role of Parents and Peers in the Transition From University to Work Life.” Journal of Career Development 45, no. 6 (2017): 523–35. https://doi.org/10.1177/0894845317720728.","ama":"Buhl HM, Noack P, Kracke B. The Role of Parents and Peers in the Transition From University to Work Life. Journal of Career Development. 2017;45(6):523-535. doi:10.1177/0894845317720728","mla":"Buhl, Heike M., et al. “The Role of Parents and Peers in the Transition From University to Work Life.” Journal of Career Development, vol. 45, no. 6, SAGE Publications, 2017, pp. 523–35, doi:10.1177/0894845317720728.","short":"H.M. Buhl, P. Noack, B. Kracke, Journal of Career Development 45 (2017) 523–535.","bibtex":"@article{Buhl_Noack_Kracke_2017, title={The Role of Parents and Peers in the Transition From University to Work Life}, volume={45}, DOI={10.1177/0894845317720728}, number={6}, journal={Journal of Career Development}, publisher={SAGE Publications}, author={Buhl, Heike M. and Noack, Peter and Kracke, Baerbel}, year={2017}, pages={523–535} }","apa":"Buhl, H. M., Noack, P., & Kracke, B. (2017). The Role of Parents and Peers in the Transition From University to Work Life. Journal of Career Development, 45(6), 523–535. https://doi.org/10.1177/0894845317720728"},"intvolume":" 45","page":"523-535","publication_status":"published","publication_identifier":{"issn":["0894-8453","1556-0856"]},"doi":"10.1177/0894845317720728","author":[{"last_name":"Buhl","full_name":"Buhl, Heike M.","id":"27152","first_name":"Heike M."},{"full_name":"Noack, Peter","last_name":"Noack","first_name":"Peter"},{"last_name":"Kracke","full_name":"Kracke, Baerbel","first_name":"Baerbel"}],"volume":45,"date_updated":"2022-08-29T06:10:00Z","status":"public","type":"journal_article","user_id":"42165","department":[{"_id":"427"}],"_id":"32546"},{"type":"journal_article","status":"public","_id":"47910","department":[{"_id":"186"},{"_id":"815"}],"user_id":"21810","alternative_title":["Reviewing the Literature on Carbon Disclosure"],"publication_identifier":{"issn":["1086-0266","1552-7417"]},"publication_status":"published","page":"80-102","intvolume":" 28","citation":{"apa":"Hahn, R., Reimsbach, D., & Schiemann, F. (2015). Organizations, Climate Change, and Transparency. Organization & Environment, 28(1), 80–102. https://doi.org/10.1177/1086026615575542","short":"R. Hahn, D. Reimsbach, F. Schiemann, Organization & Environment 28 (2015) 80–102.","mla":"Hahn, Rüdiger, et al. “Organizations, Climate Change, and Transparency.” Organization & Environment, vol. 28, no. 1, SAGE Publications, 2015, pp. 80–102, doi:10.1177/1086026615575542.","bibtex":"@article{Hahn_Reimsbach_Schiemann_2015, title={Organizations, Climate Change, and Transparency}, volume={28}, DOI={10.1177/1086026615575542}, number={1}, journal={Organization & Environment}, publisher={SAGE Publications}, author={Hahn, Rüdiger and Reimsbach, Daniel and Schiemann, Frank}, year={2015}, pages={80–102} }","ieee":"R. Hahn, D. Reimsbach, and F. Schiemann, “Organizations, Climate Change, and Transparency,” Organization & Environment, vol. 28, no. 1, pp. 80–102, 2015, doi: 10.1177/1086026615575542.","chicago":"Hahn, Rüdiger, Daniel Reimsbach, and Frank Schiemann. “Organizations, Climate Change, and Transparency.” Organization & Environment 28, no. 1 (2015): 80–102. https://doi.org/10.1177/1086026615575542.","ama":"Hahn R, Reimsbach D, Schiemann F. Organizations, Climate Change, and Transparency. Organization & Environment. 2015;28(1):80-102. doi:10.1177/1086026615575542"},"date_updated":"2023-10-30T11:31:47Z","volume":28,"author":[{"first_name":"Rüdiger","full_name":"Hahn, Rüdiger","last_name":"Hahn"},{"first_name":"Daniel","last_name":"Reimsbach","id":"100169","full_name":"Reimsbach, Daniel"},{"last_name":"Schiemann","full_name":"Schiemann, Frank","first_name":"Frank"}],"doi":"10.1177/1086026615575542","publication":"Organization & Environment","abstract":[{"lang":"eng","text":" The debate surrounding climate change often centers on companies’ contributions to global warming, which has led to an increase in the importance of carbon disclosure. We evaluate the current state of related research and identify its trends, coherences, and caveats via a systematic literature review. Sociopolitical theories of disclosure, economic theories of disclosure, and institutional theory serve as the main theoretical anchors for our exploration. The existing research emphasizes the determinants and, to a lesser extent, effects of carbon disclosure, as well as the associated regulatory issues such as voluntary versus mandatory disclosure. Additionally, we discuss related topics, such as assurance and risks. We find that a large portion of scholarly work provides no link to theory, despite the fact that such links can be identified, for example, from the financial disclosure literature. Finally, we report on the established knowledge and examine the need for additional research. "}],"keyword":["Organizational Behavior and Human Resource Management","General Environmental Science"],"language":[{"iso":"eng"}],"issue":"1","year":"2015","publisher":"SAGE Publications","date_created":"2023-10-10T09:18:29Z","title":"Organizations, Climate Change, and Transparency"},{"issue":"2","publication_identifier":{"issn":["1094-6705","1552-7379"]},"publication_status":"published","intvolume":" 18","page":"210-228","citation":{"ieee":"A. Eggert, L. Steinhoff, and I. Garnefeld, “Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs,” Journal of Service Research, vol. 18, no. 2, pp. 210–228, 2015, doi: 10.1177/1094670514566797.","chicago":"Eggert, Andreas, Lena Steinhoff, and Ina Garnefeld. “Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs.” Journal of Service Research 18, no. 2 (2015): 210–28. https://doi.org/10.1177/1094670514566797.","ama":"Eggert A, Steinhoff L, Garnefeld I. Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs. Journal of Service Research. 2015;18(2):210-228. doi:10.1177/1094670514566797","short":"A. Eggert, L. Steinhoff, I. Garnefeld, Journal of Service Research 18 (2015) 210–228.","bibtex":"@article{Eggert_Steinhoff_Garnefeld_2015, title={Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs}, volume={18}, DOI={10.1177/1094670514566797}, number={2}, journal={Journal of Service Research}, publisher={SAGE Publications}, author={Eggert, Andreas and Steinhoff, Lena and Garnefeld, Ina}, year={2015}, pages={210–228} }","mla":"Eggert, Andreas, et al. “Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs.” Journal of Service Research, vol. 18, no. 2, SAGE Publications, 2015, pp. 210–28, doi:10.1177/1094670514566797.","apa":"Eggert, A., Steinhoff, L., & Garnefeld, I. (2015). Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs. Journal of Service Research, 18(2), 210–228. https://doi.org/10.1177/1094670514566797"},"year":"2015","volume":18,"author":[{"last_name":"Eggert","full_name":"Eggert, Andreas","first_name":"Andreas"},{"last_name":"Steinhoff","full_name":"Steinhoff, Lena","first_name":"Lena"},{"first_name":"Ina","last_name":"Garnefeld","full_name":"Garnefeld, Ina"}],"date_created":"2023-01-31T15:29:06Z","publisher":"SAGE Publications","date_updated":"2023-01-31T15:30:31Z","doi":"10.1177/1094670514566797","title":"Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty Programs","publication":"Journal of Service Research","type":"journal_article","status":"public","abstract":[{"text":" In service industries, hierarchical loyalty programs are common relationship marketing instruments that award elevated status to customers who exceed a certain spending level (e.g., gold membership). In practice, service companies offer elevated status to some customers who do not meet the required spending level, in an attempt to profit from the profound allure of status. Relying on social psychology research and a mixed-method approach, this study analyzes the loyalty impact of status endowments, defined as awards of elevated status to customers who are not entitled to it. An exploratory qualitative study identifies customer gratitude and customer skepticism as positive and negative mediators, respectively, of customers’ attitudinal responses to endowed status. Quantitative studies—two experimental and one survey—substantiate these bright and dark sides of endowed status. The efficacy of status endowment is contingent on the context. To alleviate the dark-side effect, managers can allow target customers to actively choose whether to be endowed, especially those who are close to achieving the status already, and provide valuable preferential treatment to customers elevated by either endowment or achievement. These insights offer guidelines for whether and how to use status endowment in hierarchical loyalty programs. ","lang":"eng"}],"user_id":"4336","_id":"41297","language":[{"iso":"eng"}],"keyword":["Organizational Behavior and Human Resource Management","Sociology and Political Science","Information Systems"]}]