---
_id: '53610'
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.
article_type: original
author:
- first_name: Thorsten Fabian
full_name: Auer, Thorsten Fabian
id: '49071'
last_name: Auer
- first_name: Julia Amelie
full_name: Hoppe, Julia Amelie
id: '73093'
last_name: Hoppe
- first_name: Kirsten
full_name: Thommes, Kirsten
id: '72497'
last_name: Thommes
citation:
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'
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'
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} }'
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.'
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.'
date_created: 2024-04-22T06:22:48Z
date_updated: 2024-10-18T12:33:22Z
department:
- _id: '178'
- _id: '184'
doi: 10.1108/joepp-07-2023-0285
intvolume: ' 11'
issue: '4'
keyword:
- Organizational Behavior and Human Resource Management
language:
- iso: eng
page: 1023-1042
publication: 'Journal of Organizational Effectiveness: People and Performance'
publication_identifier:
issn:
- 2051-6614
publication_status: published
publisher: Emerald
quality_controlled: '1'
status: public
title: Time perspectives and collaborative performance in creative tasks
type: journal_article
user_id: '49071'
volume: 11
year: '2024'
...
---
_id: '49157'
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.
author:
- first_name: Lena
full_name: Steinhoff, Lena
id: '4336'
last_name: Steinhoff
- first_name: Kelly D.
full_name: Martin, Kelly D.
last_name: Martin
citation:
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'
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'
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} }'
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.'
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.'
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.
date_created: 2023-11-23T13:10:02Z
date_updated: 2023-11-23T13:12:23Z
doi: 10.1177/10946705221141925
intvolume: ' 26'
issue: '3'
keyword:
- Organizational Behavior and Human Resource Management
- Sociology and Political Science
- Information Systems
language:
- iso: eng
page: 330-350
publication: Journal of Service Research
publication_identifier:
issn:
- 1094-6705
- 1552-7379
publication_status: published
publisher: SAGE Publications
status: public
title: 'Putting Data Privacy Regulation into Action: The Differential Capabilities
of Service Frontline Interfaces'
type: journal_article
user_id: '4336'
volume: 26
year: '2023'
...
---
_id: '48900'
author:
- first_name: Sarah
full_name: Diederich, Sarah
last_name: Diederich
- first_name: Anja
full_name: Iseke, Anja
last_name: Iseke
- first_name: Kerstin
full_name: Pull, Kerstin
last_name: Pull
- first_name: Martin
full_name: Schneider, Martin
last_name: Schneider
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'
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'
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} }'
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.
date_created: 2023-11-14T16:13:46Z
date_updated: 2023-11-14T16:13:52Z
doi: 10.1080/09585192.2023.2273331
keyword:
- Management of Technology and Innovation
- Organizational Behavior and Human Resource Management
- Strategy and Management
- Business and International Management
- Industrial relations
language:
- iso: eng
page: 1-29
publication: The International Journal of Human Resource Management
publication_identifier:
issn:
- 0958-5192
- 1466-4399
publication_status: published
publisher: Informa UK Limited
status: public
title: 'Role (in-)congruity and the Catch 22 for female executives: how stereotyping
contributes to the gender pay gap at top executive level'
type: journal_article
user_id: '471'
year: '2023'
...
---
_id: '49446'
author:
- first_name: Sarah
full_name: Diederich, Sarah
last_name: Diederich
- first_name: Anja
full_name: Iseke, Anja
last_name: Iseke
- first_name: Kerstin
full_name: Pull, Kerstin
last_name: Pull
- first_name: Martin
full_name: Schneider, Martin
id: '471'
last_name: Schneider
orcid: https://orcid.org/0000-0002-6961-3716
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'
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'
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} }'
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.
date_created: 2023-12-04T11:59:27Z
date_updated: 2023-12-04T12:05:49Z
department:
- _id: '19'
- _id: '185'
doi: 10.1080/09585192.2023.2273331
keyword:
- Management of Technology and Innovation
- Organizational Behavior and Human Resource Management
- Strategy and Management
- Business and International Management
- Industrial relations
language:
- iso: eng
page: 1-29
publication: The International Journal of Human Resource Management
publication_identifier:
issn:
- 0958-5192
- 1466-4399
publication_status: published
publisher: Informa UK Limited
status: public
title: 'Role (in-)congruity and the Catch 22 for female executives: how stereotyping
contributes to the gender pay gap at top executive level'
type: journal_article
user_id: '54657'
year: '2023'
...
---
_id: '47921'
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.
author:
- first_name: Rüdiger
full_name: Hahn, Rüdiger
last_name: Hahn
- first_name: Daniel
full_name: Reimsbach, Daniel
id: '100169'
last_name: Reimsbach
- first_name: Christopher
full_name: Wickert, Christopher
last_name: Wickert
citation:
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'
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'
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} }'
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.'
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.'
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.'
short: R. Hahn, D. Reimsbach, C. Wickert, Organization & Environment 36
(2023) 3–16.
date_created: 2023-10-10T10:03:43Z
date_updated: 2023-12-06T14:50:17Z
department:
- _id: '186'
- _id: '815'
- _id: '681'
doi: 10.1177/10860266231151653
intvolume: ' 36'
issue: '1'
keyword:
- Organizational Behavior and Human Resource Management
- General Environmental Science
language:
- iso: eng
page: 3-16
publication: Organization & Environment
publication_identifier:
issn:
- 1086-0266
- 1552-7417
publication_status: published
publisher: SAGE Publications
status: public
title: 'Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s
Complicated'
type: journal_article
user_id: '46138'
volume: 36
year: '2023'
...
---
_id: '47670'
abstract:
- lang: eng
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.”
author:
- first_name: John Rankin Wood
full_name: Riach, John Rankin Wood
last_name: Riach
- first_name: Martin
full_name: Schneider, Martin
id: '471'
last_name: Schneider
orcid: https://orcid.org/0000-0002-6961-3716
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
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
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}
}'
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.'
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.'
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.
short: J.R.W. Riach, M. Schneider, Cross Cultural and Strategic Management 29 (2022)
552–568.
date_created: 2023-10-05T16:00:11Z
date_updated: 2023-10-06T13:26:51Z
doi: 10.1108/ccsm-12-2020-0250
intvolume: ' 29'
issue: '3'
keyword:
- Organizational Behavior and Human Resource Management
- Strategy and Management
- Sociology and Political Science
- Cultural Studies
- Business and International Management
language:
- iso: eng
page: 552-568
publication: Cross Cultural and Strategic Management
publication_identifier:
issn:
- 2059-5794
publication_status: published
publisher: Emerald
status: public
title: The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism
perspective
type: journal_article
user_id: '471'
volume: 29
year: '2022'
...
---
_id: '50463'
abstract:
- lang: eng
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.
author:
- first_name: Stefan
full_name: Strohmeier, Stefan
last_name: Strohmeier
- first_name: Julian
full_name: Collet, Julian
last_name: Collet
- first_name: Rüdiger
full_name: Kabst, Rüdiger
last_name: Kabst
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
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
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} }'
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.'
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.'
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.
date_created: 2024-01-11T14:41:54Z
date_updated: 2024-01-11T14:42:01Z
department:
- _id: '371'
doi: 10.1108/bjm-05-2021-0188
intvolume: ' 17'
issue: '3'
keyword:
- Management of Technology and Innovation
- Marketing
- Organizational Behavior and Human Resource Management
- Strategy and Management
- Business and International Management
language:
- iso: eng
page: 285-303
publication: Baltic Journal of Management
publication_identifier:
issn:
- 1746-5265
publication_status: published
publisher: Emerald
status: public
title: (How) do advanced data and analyses enable HR analytics success? A neo-configurational
analysis
type: journal_article
user_id: '100439'
volume: 17
year: '2022'
...
---
_id: '41317'
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.
article_number: '109467052211419'
author:
- first_name: Lena
full_name: Steinhoff, Lena
last_name: Steinhoff
- first_name: Kelly D.
full_name: Martin, Kelly D.
last_name: Martin
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'
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'
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} }'
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.'
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).
date_created: 2023-01-31T15:40:03Z
date_updated: 2023-01-31T15:41:29Z
doi: 10.1177/10946705221141925
keyword:
- Organizational Behavior and Human Resource Management
- Sociology and Political Science
- Information Systems
language:
- iso: eng
publication: Journal of Service Research
publication_identifier:
issn:
- 1094-6705
- 1552-7379
publication_status: published
publisher: SAGE Publications
status: public
title: 'Putting Data Privacy Regulation into Action: The Differential Capabilities
of Service Frontline Interfaces'
type: journal_article
user_id: '4336'
year: '2022'
...
---
_id: '42951'
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.'
author:
- first_name: Pierre
full_name: Tulowitzki, Pierre
last_name: Tulowitzki
- first_name: Julia
full_name: Gerick, Julia
last_name: Gerick
- first_name: Birgit
full_name: Eickelmann, Birgit
id: '40387'
last_name: Eickelmann
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'
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'
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} }'
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.'
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.'
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.
date_created: 2023-03-13T12:27:49Z
date_updated: 2023-05-08T09:03:39Z
department:
- _id: '462'
doi: 10.1108/ijem-06-2021-0251
intvolume: ' 36'
issue: '2'
keyword:
- Organizational Behavior and Human Resource Management
- Education
- Organizational Behavior and Human Resource Management
- Education
language:
- iso: eng
page: 133-151
publication: International Journal of Educational Management
publication_identifier:
issn:
- 0951-354X
publication_status: published
publisher: Emerald
status: public
title: 'The role of ICT for school leadership and management activities: an international
comparison'
type: journal_article
user_id: '14931'
volume: 36
year: '2022'
...
---
_id: '48520'
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
full_name: Baum, Matthias
last_name: Baum
citation:
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'
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'
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} }'
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.'
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.'
short: S. Hubner-Benz, B. Rudic, M. Baum, The International Journal of Human Resource
Management 34 (2021) 2137–2172.
date_created: 2023-10-27T12:47:34Z
date_updated: 2023-10-27T12:47:49Z
doi: 10.1080/09585192.2021.1893785
intvolume: ' 34'
issue: '11'
keyword:
- Management of Technology and Innovation
- Organizational Behavior and Human Resource Management
- Strategy and Management
- Business and International Management
- Industrial relations
language:
- iso: eng
page: 2137-2172
publication: The International Journal of Human Resource Management
publication_identifier:
issn:
- 0958-5192
- 1466-4399
publication_status: published
publisher: Informa UK Limited
status: public
title: 'How entrepreneur’s leadership behavior and demographics shape applicant attraction
to new ventures: the role of stereotypes'
type: journal_article
user_id: '100407'
volume: 34
year: '2021'
...
---
_id: '48513'
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.
author:
- first_name: Regina
full_name: Dutz, Regina
last_name: Dutz
- first_name: Sylvia
full_name: Hubner-Benz, Sylvia
id: '100407'
last_name: Hubner-Benz
- first_name: Claudia
full_name: Peus, Claudia
last_name: Peus
citation:
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'
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'
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} }'
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.'
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.'
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.
date_created: 2023-10-27T12:34:22Z
date_updated: 2023-10-27T12:43:36Z
doi: 10.1111/peps.12470
intvolume: ' 75'
issue: '2'
keyword:
- Organizational Behavior and Human Resource Management
- Applied Psychology
language:
- iso: eng
page: 441-483
publication: Personnel Psychology
publication_identifier:
issn:
- 0031-5826
- 1744-6570
publication_status: published
publisher: Wiley
status: public
title: 'When agency “fits” regardless of gender: Perceptions of applicant fit when
job and organization signal male stereotypes'
type: journal_article
user_id: '100407'
volume: 75
year: '2021'
...
---
_id: '37231'
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.
article_type: original
author:
- first_name: Mirko
full_name: Schürmann, Mirko
id: '59707'
last_name: Schürmann
orcid: 0000-0003-2646-085X
- first_name: Elena
full_name: Bender, Elena
id: '3211'
last_name: Bender
- first_name: Christian
full_name: Grebe, Christian
last_name: Grebe
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
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} }'
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.'
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).
date_created: 2023-01-18T07:51:55Z
date_updated: 2023-01-18T07:53:10Z
department:
- _id: '36'
- _id: '117'
- _id: '31'
- _id: '423'
doi: 10.1007/s11612-021-00574-w
keyword:
- Organizational Behavior and Human Resource Management
- Applied Psychology
- Developmental and Educational Psychology
- Education
- Social Psychology
language:
- iso: ger
publication: Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie
(GIO)
publication_identifier:
issn:
- 2366-6145
- 2366-6218
publication_status: published
publisher: Springer Science and Business Media LLC
quality_controlled: '1'
status: public
title: Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen
type: journal_article
user_id: '59707'
year: '2021'
...
---
_id: '33748'
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.
author:
- first_name: Elena
full_name: Bender, Elena
id: '3211'
last_name: Bender
- first_name: Mirko
full_name: Schürmann, Mirko
id: '59707'
last_name: Schürmann
orcid: 0000-0003-2646-085X
- first_name: Ute
full_name: Poethke, Ute
last_name: Poethke
- first_name: Chantal
full_name: Soyka, Chantal
id: '83964'
last_name: Soyka
orcid: https://orcid.org/0000-0002-4881-5378
- first_name: Niclas
full_name: Schaper, Niclas
last_name: Schaper
- first_name: und Jens
full_name: Rowold, und Jens
last_name: Rowold
citation:
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
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
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} }'
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.'
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.
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.
date_created: 2022-10-17T11:47:21Z
date_updated: 2023-01-18T10:10:27Z
department:
- _id: '423'
doi: 10.1026/0932-4089/a000364
intvolume: ' 66'
issue: '1'
keyword:
- Organizational Behavior and Human Resource Management
- Applied Psychology
language:
- iso: ger
page: 14-30
publication: Zeitschrift für Arbeits- und Organisationspsychologie A&O
publication_identifier:
issn:
- 0932-4089
- 2190-6270
publication_status: published
publisher: Hogrefe Publishing Group
status: public
title: Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von
individuellen Werten für Mitarbeitendenbindung in der Arbeitswelt 4.0
type: journal_article
user_id: '83964'
volume: 66
year: '2021'
...
---
_id: '37406'
author:
- first_name: Julian
full_name: Decius, Julian
last_name: Decius
- first_name: Michael
full_name: Knappstein, Michael
last_name: Knappstein
- first_name: Niclas
full_name: Schaper, Niclas
last_name: Schaper
- first_name: Andreas
full_name: Seifert, Andreas
last_name: Seifert
citation:
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'
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}
}'
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.'
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.'
short: J. Decius, M. Knappstein, N. Schaper, A. Seifert, Human Resource Development
Quarterly (2021).
date_created: 2023-01-18T13:31:33Z
date_updated: 2023-01-26T10:41:53Z
department:
- _id: '423'
doi: 10.1002/hrdq.21461
keyword:
- Organizational Behavior and Human Resource Management
- Arts and Humanities (miscellaneous)
language:
- iso: eng
publication: Human Resource Development Quarterly
publication_identifier:
issn:
- 1044-8004
- 1532-1096
publication_status: published
publisher: Wiley
quality_controlled: '1'
status: public
title: 'Investigating the multidimensionality of informal learning: Validation of
a short measure for white‐collar workers'
type: journal_article
user_id: '693'
year: '2021'
...
---
_id: '37225'
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.
alternative_title:
- Combining Retention Management and Research in Voluntary Turnover
article_type: original
author:
- first_name: Elena
full_name: Bender, Elena
id: '3211'
last_name: Bender
- first_name: Niclas
full_name: Schaper, Niclas
last_name: Schaper
- first_name: Mirko
full_name: Schürmann, Mirko
id: '59707'
last_name: Schürmann
orcid: 0000-0003-2646-085X
citation:
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
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
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} }'
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.'
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.
short: E. Bender, N. Schaper, M. Schürmann, Zeitschrift für Arbeits- und Organisationspsychologie
63 (2019) 238–250.
date_created: 2023-01-18T07:41:51Z
date_updated: 2023-01-18T07:45:16Z
department:
- _id: '36'
- _id: '117'
- _id: '31'
- _id: '423'
doi: 10.1026/0932-4089/a000313
intvolume: ' 63'
issue: '4'
keyword:
- Organizational Behavior and Human Resource Management
- Applied Psychology
language:
- iso: ger
page: 238-250
publication: Zeitschrift für Arbeits- und Organisationspsychologie
publication_identifier:
issn:
- 0932-4089
- 2190-6270
publication_status: published
publisher: Hogrefe Publishing Group
quality_controlled: '1'
status: public
title: Factors Driving Employeesʼ Intention to Stay
type: journal_article
user_id: '59707'
volume: 63
year: '2019'
...
---
_id: '45585'
author:
- first_name: Carlo
full_name: Gallier, Carlo
last_name: Gallier
- first_name: Timo
full_name: Goeschl, Timo
last_name: Goeschl
- first_name: Martin
full_name: Kesternich, Martin
id: '98922'
last_name: Kesternich
- first_name: Johannes
full_name: Lohse, Johannes
last_name: Lohse
- first_name: Christiane
full_name: Reif, Christiane
last_name: Reif
- first_name: Daniel
full_name: Römer, Daniel
last_name: Römer
citation:
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
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} }'
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.'
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.
date_created: 2023-06-13T09:29:54Z
date_updated: 2023-09-15T06:39:04Z
doi: 10.1016/j.jebo.2019.05.028
intvolume: ' 164'
keyword:
- Organizational Behavior and Human Resource Management
- Economics and Econometrics
language:
- iso: eng
page: 500-517
publication: Journal of Economic Behavior and Organization
publication_identifier:
issn:
- 0167-2681
publication_status: published
publisher: Elsevier BV
status: public
title: Leveling up? An inter-neighborhood experiment on parochialism and the efficiency
of multi-level public goods provision
type: journal_article
user_id: '98922'
volume: 164
year: '2019'
...
---
_id: '48525'
abstract:
- lang: eng
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.
author:
- first_name: Sylvia
full_name: Hubner-Benz, Sylvia
id: '100407'
last_name: Hubner-Benz
- first_name: Matthias
full_name: Baum, Matthias
last_name: Baum
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
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
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}
}'
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.
short: S. Hubner-Benz, M. Baum, Human Resource Development Quarterly 29 (2018) 357–381.
date_created: 2023-10-27T12:49:59Z
date_updated: 2023-10-27T12:50:36Z
doi: 10.1002/hrdq.21328
intvolume: ' 29'
issue: '4'
keyword:
- Organizational Behavior and Human Resource Management
- Arts and Humanities (miscellaneous)
language:
- iso: eng
page: 357-381
publication: Human Resource Development Quarterly
publication_identifier:
issn:
- 1044-8004
- 1532-1096
publication_status: published
publisher: Wiley
status: public
title: Entrepreneurs' human resources development
type: journal_article
user_id: '100407'
volume: 29
year: '2018'
...
---
_id: '32546'
abstract:
- lang: eng
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.
author:
- first_name: Heike M.
full_name: Buhl, Heike M.
id: '27152'
last_name: Buhl
- first_name: Peter
full_name: Noack, Peter
last_name: Noack
- first_name: Baerbel
full_name: Kracke, Baerbel
last_name: Kracke
citation:
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
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
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}
}'
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.'
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.'
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.
date_created: 2022-08-03T03:42:53Z
date_updated: 2022-08-29T06:10:00Z
department:
- _id: '427'
doi: 10.1177/0894845317720728
intvolume: ' 45'
issue: '6'
keyword:
- Organizational Behavior and Human Resource Management
- General Psychology
- Applied Psychology
- Education
language:
- iso: eng
page: 523-535
publication: Journal of Career Development
publication_identifier:
issn:
- 0894-8453
- 1556-0856
publication_status: published
publisher: SAGE Publications
status: public
title: The Role of Parents and Peers in the Transition From University to Work Life
type: journal_article
user_id: '42165'
volume: 45
year: '2017'
...
---
_id: '47910'
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.
alternative_title:
- Reviewing the Literature on Carbon Disclosure
author:
- first_name: Rüdiger
full_name: Hahn, Rüdiger
last_name: Hahn
- first_name: Daniel
full_name: Reimsbach, Daniel
id: '100169'
last_name: Reimsbach
- first_name: Frank
full_name: Schiemann, Frank
last_name: Schiemann
citation:
ama: Hahn R, Reimsbach D, Schiemann F. Organizations, Climate Change, and Transparency.
Organization & Environment. 2015;28(1):80-102. doi:10.1177/1086026615575542
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
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} }'
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.'
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.'
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.
short: R. Hahn, D. Reimsbach, F. Schiemann, Organization & Environment 28
(2015) 80–102.
date_created: 2023-10-10T09:18:29Z
date_updated: 2023-10-30T11:31:47Z
department:
- _id: '186'
- _id: '815'
doi: 10.1177/1086026615575542
intvolume: ' 28'
issue: '1'
keyword:
- Organizational Behavior and Human Resource Management
- General Environmental Science
language:
- iso: eng
page: 80-102
publication: Organization & Environment
publication_identifier:
issn:
- 1086-0266
- 1552-7417
publication_status: published
publisher: SAGE Publications
status: public
title: Organizations, Climate Change, and Transparency
type: journal_article
user_id: '21810'
volume: 28
year: '2015'
...
---
_id: '41297'
abstract:
- lang: eng
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.
author:
- first_name: Andreas
full_name: Eggert, Andreas
last_name: Eggert
- first_name: Lena
full_name: Steinhoff, Lena
last_name: Steinhoff
- first_name: Ina
full_name: Garnefeld, Ina
last_name: Garnefeld
citation:
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
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
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} }'
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.'
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.'
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.
short: A. Eggert, L. Steinhoff, I. Garnefeld, Journal of Service Research 18 (2015)
210–228.
date_created: 2023-01-31T15:29:06Z
date_updated: 2023-01-31T15:30:31Z
doi: 10.1177/1094670514566797
intvolume: ' 18'
issue: '2'
keyword:
- Organizational Behavior and Human Resource Management
- Sociology and Political Science
- Information Systems
language:
- iso: eng
page: 210-228
publication: Journal of Service Research
publication_identifier:
issn:
- 1094-6705
- 1552-7379
publication_status: published
publisher: SAGE Publications
status: public
title: Managing the Bright and Dark Sides of Status Endowment in Hierarchical Loyalty
Programs
type: journal_article
user_id: '4336'
volume: 18
year: '2015'
...