@article{45857, abstract = {{The aim of the present study is to prove the construct validity of the German versions of the Feeling Scale (FS) and the Felt Arousal Scale (FAS) for a progressive muscle relaxation (PMR) exercise. A total of 228 sport science students conducted the PMR exercise for 45 min and completed the FS, the FAS, and the Self-Assessment Manikin (SAM) in a pre-test–post-test design. A significant decrease in arousal (t(227) = 8.296, p < 0.001) and a significant increase in pleasure (t(227) = 4.748, p < 0.001) were observed. For convergent validity, the correlations between the FS and the subscale SAM-P for the valence dimension (r = 0.67, p < 0.001) and between the FAS and the subscale SAM-A for the arousal dimension (r = 0.31, p < 0.001) were significant. For discriminant validity, the correlations between different constructs (FS and SAM-A, FAS and SAM-P) were not significant, whereas the discriminant analysis between the FS and the FAS revealed a negative significant correlation (r = −0.15, p < 0.001). Together, the pattern of results confirms the use of the German versions of the FS and the FAS to measure the affective response for a PMR exercise.}}, author = {{Thorenz, Kristin and Berwinkel, Andre and Weigelt, Matthias}}, issn = {{2076-328X}}, journal = {{Behavioral Sciences}}, keywords = {{Behavioral Neuroscience, General Psychology, Genetics, Development, Ecology, Evolution, Behavior and Systematics}}, number = {{7}}, publisher = {{MDPI AG}}, title = {{{A Validation Study for the German Versions of the Feeling Scale and the Felt Arousal Scale for a Progressive Muscle Relaxation Exercise}}}, doi = {{10.3390/bs13070523}}, volume = {{13}}, year = {{2023}}, } @article{49157, abstract = {{ 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 = {{Steinhoff, Lena and Martin, Kelly D.}}, issn = {{1094-6705}}, journal = {{Journal of Service Research}}, keywords = {{Organizational Behavior and Human Resource Management, Sociology and Political Science, Information Systems}}, number = {{3}}, pages = {{330--350}}, publisher = {{SAGE Publications}}, title = {{{Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces}}}, doi = {{10.1177/10946705221141925}}, volume = {{26}}, year = {{2023}}, } @article{48900, author = {{Diederich, Sarah and Iseke, Anja and Pull, Kerstin and Schneider, Martin}}, issn = {{0958-5192}}, journal = {{The International Journal of Human Resource Management}}, keywords = {{Management of Technology and Innovation, Organizational Behavior and Human Resource Management, Strategy and Management, Business and International Management, Industrial relations}}, pages = {{1--29}}, publisher = {{Informa UK Limited}}, 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}}, year = {{2023}}, } @article{49446, author = {{Diederich, Sarah and Iseke, Anja and Pull, Kerstin and Schneider, Martin}}, issn = {{0958-5192}}, journal = {{The International Journal of Human Resource Management}}, keywords = {{Management of Technology and Innovation, Organizational Behavior and Human Resource Management, Strategy and Management, Business and International Management, Industrial relations}}, pages = {{1--29}}, publisher = {{Informa UK Limited}}, 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}}, year = {{2023}}, } @article{47921, abstract = {{ 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 = {{Hahn, Rüdiger and Reimsbach, Daniel and Wickert, Christopher}}, issn = {{1086-0266}}, journal = {{Organization & Environment}}, keywords = {{Organizational Behavior and Human Resource Management, General Environmental Science}}, number = {{1}}, pages = {{3--16}}, publisher = {{SAGE Publications}}, title = {{{Nonfinancial Reporting and Real Sustainable Change: Relationship Status—It’s Complicated}}}, doi = {{10.1177/10860266231151653}}, volume = {{36}}, year = {{2023}}, } @article{29048, abstract = {{We study the bargaining behavior between auditor and auditee in a tax setting and scrutinize the effect of interpersonal trust and trust in government on both parties’ concessions. We find evidence that both kinds of trust affect the concessionary behavior, albeit in different ways. While trust in government affects concessionary behavior in line with intuitive predictions, we find that interpersonal trust only affects tax auditors. For high interpersonal trust, the alleviating effect of high trust in government on tax auditors’ concessions is less pronounced. Our findings help tax authorities to shape programs to enhance compliance in an atmosphere of trust.}}, author = {{Eberhartinger, Eva and Speitmann, Raffael and Sureth-Sloane, Caren and Wu, Yuchen}}, journal = {{FinanzArchiv / Public Finance Analysis}}, keywords = {{Behavioral Taxation, Concessionary Behavior, Interpersonal Trust, Tax Audit, Trust in Government}}, number = {{1-2}}, pages = {{112--155}}, title = {{{How Does Trust Affect Concessionary Behavior in Tax Bargaining?}}}, volume = {{78}}, year = {{2022}}, } @article{41317, abstract = {{ 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 = {{Steinhoff, Lena and Martin, Kelly D.}}, issn = {{1094-6705}}, journal = {{Journal of Service Research}}, keywords = {{Organizational Behavior and Human Resource Management, Sociology and Political Science, Information Systems}}, publisher = {{SAGE Publications}}, title = {{{Putting Data Privacy Regulation into Action: The Differential Capabilities of Service Frontline Interfaces}}}, doi = {{10.1177/10946705221141925}}, year = {{2022}}, } @article{42951, abstract = {{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 = {{Tulowitzki, Pierre and Gerick, Julia and Eickelmann, Birgit}}, issn = {{0951-354X}}, journal = {{International Journal of Educational Management}}, keywords = {{Organizational Behavior and Human Resource Management, Education, Organizational Behavior and Human Resource Management, Education}}, number = {{2}}, pages = {{133--151}}, publisher = {{Emerald}}, title = {{{The role of ICT for school leadership and management activities: an international comparison}}}, doi = {{10.1108/ijem-06-2021-0251}}, volume = {{36}}, year = {{2022}}, } @article{47670, abstract = {{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 = {{Riach, John Rankin Wood and Schneider, Martin}}, issn = {{2059-5794}}, journal = {{Cross Cultural and Strategic Management}}, keywords = {{Organizational Behavior and Human Resource Management, Strategy and Management, Sociology and Political Science, Cultural Studies, Business and International Management}}, number = {{3}}, pages = {{552--568}}, publisher = {{Emerald}}, title = {{{The DaimlerChrysler takeover failure revisited from a varieties-of-capitalism perspective}}}, doi = {{10.1108/ccsm-12-2020-0250}}, volume = {{29}}, year = {{2022}}, } @inproceedings{48882, abstract = {{In multimodal multi-objective optimization (MMMOO), the focus is not solely on convergence in objective space, but rather also on explicitly ensuring diversity in decision space. We illustrate why commonly used diversity measures are not entirely appropriate for this task and propose a sophisticated basin-based evaluation (BBE) method. Also, BBE variants are developed, capturing the anytime behavior of algorithms. The set of BBE measures is tested by means of an algorithm configuration study. We show that these new measures also transfer properties of the well-established hypervolume (HV) indicator to the domain of MMMOO, thus also accounting for objective space convergence. Moreover, we advance MMMOO research by providing insights into the multimodal performance of the considered algorithms. Specifically, algorithms exploiting local structures are shown to outperform classical evolutionary multi-objective optimizers regarding the BBE variants and respective trade-off with HV.}}, author = {{Heins, Jonathan and Rook, Jeroen and Schäpermeier, Lennart and Kerschke, Pascal and Bossek, Jakob and Trautmann, Heike}}, booktitle = {{Parallel Problem Solving from Nature (PPSN XVII)}}, editor = {{Rudolph, Günter and Kononova, Anna V. and Aguirre, Hernán and Kerschke, Pascal and Ochoa, Gabriela and Tusar, Tea}}, isbn = {{978-3-031-14714-2}}, keywords = {{Anytime behavior, Benchmarking, Continuous optimization, Multi-objective optimization, Multimodality, Performance metric}}, pages = {{192–206}}, publisher = {{Springer International Publishing}}, title = {{{BBE: Basin-Based Evaluation of Multimodal Multi-objective Optimization Problems}}}, doi = {{10.1007/978-3-031-14714-2_14}}, year = {{2022}}, } @article{50463, abstract = {{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 = {{Strohmeier, Stefan and Collet, Julian and Kabst, Rüdiger}}, issn = {{1746-5265}}, journal = {{Baltic Journal of Management}}, keywords = {{Management of Technology and Innovation, Marketing, Organizational Behavior and Human Resource Management, Strategy and Management, Business and International Management}}, number = {{3}}, pages = {{285--303}}, publisher = {{Emerald}}, title = {{{(How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis}}}, doi = {{10.1108/bjm-05-2021-0188}}, volume = {{17}}, year = {{2022}}, } @article{22205, abstract = {{In January 2021, the GameStop stock was the epicenter of the first case of predatory trading initiated by retail investors. We use brokerage accounts to study who participated in this GameStop frenzy and how they performed. We investigate the extent to which investors’ personal and trading characteristics differ from the general population of retail investors. GameStop traders had a history of investing in speculative instruments, including stocks with lottery-like features. They were also more likely to close their positions before the peak of the bubble. At the onset of the frenzy, numerous retail investors also shorted GameStop. Overall, our results indicate that the GameStop frenzy was not a pure digital protest against Wall Street but speculative trading by a group of retail investors, in line with their prior high-risk trading behavior.}}, author = {{Hasso, Tim and Müller, Daniel and Pelster, Matthias and Warkulat, Sonja}}, journal = {{Finance Research Letters}}, keywords = {{Predatory Trading, Retail Investors, Trading Behavior}}, title = {{{Who participated in the GameStop frenzy? Evidence from brokerage accounts}}}, doi = {{10.1016/j.frl.2021.102140}}, year = {{2021}}, } @article{37231, abstract = {{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.}}, author = {{Schürmann, Mirko and Bender, Elena and Grebe, Christian}}, issn = {{2366-6145}}, journal = {{Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO)}}, keywords = {{Organizational Behavior and Human Resource Management, Applied Psychology, Developmental and Educational Psychology, Education, Social Psychology}}, publisher = {{Springer Science and Business Media LLC}}, title = {{{Kompetenzdiagnose in der Berufsbildung von Pflegelehrpersonen}}}, doi = {{10.1007/s11612-021-00574-w}}, year = {{2021}}, } @article{33748, abstract = {{ 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 = {{Bender, Elena and Schürmann, Mirko and Poethke, Ute and Soyka, Chantal and Schaper, Niclas and Rowold, und Jens}}, issn = {{0932-4089}}, journal = {{Zeitschrift für Arbeits- und Organisationspsychologie A&O}}, keywords = {{Organizational Behavior and Human Resource Management, Applied Psychology}}, number = {{1}}, pages = {{14--30}}, publisher = {{Hogrefe Publishing Group}}, title = {{{Die Rolle von arbeitsplatzbezogener Flexibilisierung und die Betrachtung von individuellen Werten für Mitarbeitendenbindung in der Arbeitswelt 4.0}}}, doi = {{10.1026/0932-4089/a000364}}, volume = {{66}}, year = {{2021}}, } @article{37406, author = {{Decius, Julian and Knappstein, Michael and Schaper, Niclas and Seifert, Andreas}}, issn = {{1044-8004}}, journal = {{Human Resource Development Quarterly}}, keywords = {{Organizational Behavior and Human Resource Management, Arts and Humanities (miscellaneous)}}, publisher = {{Wiley}}, title = {{{Investigating the multidimensionality of informal learning: Validation of a short measure for white‐collar workers}}}, doi = {{10.1002/hrdq.21461}}, year = {{2021}}, } @article{48520, author = {{Hubner-Benz, Sylvia and Rudic, Biljana and Baum, Matthias}}, issn = {{0958-5192}}, journal = {{The International Journal of Human Resource Management}}, keywords = {{Management of Technology and Innovation, Organizational Behavior and Human Resource Management, Strategy and Management, Business and International Management, Industrial relations}}, number = {{11}}, pages = {{2137--2172}}, publisher = {{Informa UK Limited}}, title = {{{How entrepreneur’s leadership behavior and demographics shape applicant attraction to new ventures: the role of stereotypes}}}, doi = {{10.1080/09585192.2021.1893785}}, volume = {{34}}, year = {{2021}}, } @article{48513, abstract = {{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 = {{Dutz, Regina and Hubner-Benz, Sylvia and Peus, Claudia}}, issn = {{0031-5826}}, journal = {{Personnel Psychology}}, keywords = {{Organizational Behavior and Human Resource Management, Applied Psychology}}, number = {{2}}, pages = {{441--483}}, publisher = {{Wiley}}, title = {{{When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes}}}, doi = {{10.1111/peps.12470}}, volume = {{75}}, year = {{2021}}, } @inproceedings{30190, author = {{Arslan, Kader}}, booktitle = {{Proceedings of the 29th European Conference on Information Systems (ECIS 2021)}}, keywords = {{Social media management, Social media, Literature review, Affordances, User behavior, Use culture}}, location = {{Marrakesh, Marocco}}, title = {{{A Review on Social Media Channel Choice Determinants in Organizations}}}, year = {{2021}}, } @article{37225, abstract = {{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.}}, author = {{Bender, Elena and Schaper, Niclas and Schürmann, Mirko}}, issn = {{0932-4089}}, journal = {{Zeitschrift für Arbeits- und Organisationspsychologie}}, keywords = {{Organizational Behavior and Human Resource Management, Applied Psychology}}, number = {{4}}, pages = {{238--250}}, publisher = {{Hogrefe Publishing Group}}, title = {{{Factors Driving Employeesʼ Intention to Stay}}}, doi = {{10.1026/0932-4089/a000313}}, volume = {{63}}, year = {{2019}}, } @article{45585, author = {{Gallier, Carlo and Goeschl, Timo and Kesternich, Martin and Lohse, Johannes and Reif, Christiane and Römer, Daniel}}, issn = {{0167-2681}}, journal = {{Journal of Economic Behavior and Organization}}, keywords = {{Organizational Behavior and Human Resource Management, Economics and Econometrics}}, pages = {{500--517}}, publisher = {{Elsevier BV}}, 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}}, volume = {{164}}, year = {{2019}}, }