@inproceedings{55308,
abstract = {{Established companies are undertaking major transformation initiatives of their corporate structures and organisational forms to cope with the complexity during the engineering of cyber-physical production systems (CPPS). A frequently discussed issue is the measurability of this transformation progress. This paper conducts a systematic literature analysis of approaches regarding measurability of transformation and evaluates their application in the context of a systems engineering transformation. Measure-ment criteria are derived from the identified approaches, categorised, and finally evaluated by industry experts regarding their applicability. The categorised measurement criteria can be used to accurately measure the progress of a transformation process.}},
author = {{Gräßler, Iris and Grewe, Benedikt}},
keywords = {{Organizational Transformation, Systems Engineering, Meausrement, Metrics, Organizational Change}},
location = {{Ischia, Italy}},
title = {{{Measuring Systems Engineering Transformation: A systematic literature review}}},
doi = {{https://doi.org/10.1016/j.procir.2026.01.202}},
year = {{2026}},
}
@unpublished{65499,
abstract = {{This paper examines whether player-reported workplace quality is associated with team success in the National Football League (NFL). Using panel data for all 32 NFL teams across four seasons (2022-2025), we test whether NFLPA report card rankings-player evaluations of facilities, travel, medical support, coaching, and organizational environment-are related to regular season win percentage. Fixed effects models controlling for player quality, roster composition, injuries, coaching tenure, and past performance reveal a statistically significant within-team association between better player-reported workplace conditions and higher win percentages. However, this relationship does not persist when workplace quality is lagged, suggesting that player evaluations may partly reflect current team performance rather than predict future outcomes. These findings indicate that player evaluations of workplace quality are closely aligned with team success, highlighting the role of perception and short-run performance dynamics in a high-skill labor market setting.}},
author = {{Protte, Marius}},
keywords = {{NFL team performance, NFLPA report cards, player satisfaction, organizational environment, non-pecuniary compensation}},
title = {{{Player-Perceived Workplace Quality and Team Performance: Evidence from NFLPA Report Cards}}},
year = {{2026}},
}
@article{53610,
abstract = {{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.}},
author = {{Auer, Thorsten Fabian and Hoppe, Julia Amelie and Thommes, Kirsten}},
issn = {{2051-6614}},
journal = {{Journal of Organizational Effectiveness: People and Performance}},
keywords = {{Organizational Behavior and Human Resource Management}},
number = {{4}},
pages = {{1023--1042}},
publisher = {{Emerald}},
title = {{{Time perspectives and collaborative performance in creative tasks}}},
doi = {{10.1108/joepp-07-2023-0285}},
volume = {{11}},
year = {{2024}},
}
@article{64062,
abstract = {{Abstract Novel SBA-15-supported heterogeneous catalysts are synthesized and applied in the Mizoroki?Heck and the Suzuki?Miyaura cross-coupling reactions in green solvents like PEG or water. The structural properties of the products after each synthesis step are monitored by different analytics. The amount of amine/carboxyl groups and vanillin/histidine methyl ester and thermal stability are determined by TGA and elemental analysis, while ICP-OES delivered the amount of palladium of the catalysts. The morphology is investigated by SEM and XPS and confirms the presence of coordinated palladium in the zero-oxidation state. Gas adsorption analysis is conducted, which indicates the presence of palladium clusters in one of the two catalysts, which is underlined by BSE images combined with EDX. A detailed 13C ssNMR and DNP-enhanced 15N ssNMR spectral analysis is presented, which provides ultimate proof of the successful syntheses of the catalysts. The coordination of the palladium onto the carrier material is shown by combining the NMR spectral results with the results of the other analytics. First catalytic tests show for the Mizoroki?Heck reaction yields up to nearly 100% and for the Suzuki-Miyaura up to 88% in the presence of PEG and water, respectively.}},
author = {{Wissel, Till and Rösler, Lorenz and Brodrecht, Martin and Höfler, Mark V. and Herr, Kevin and Oliveira Jr., Marcos and Klimavicius, Vytautas and Ebert, Martin and Breitzke, Hergen and Hoffmann, Markus and Buntkowsky, Gerd and Gutmann, Torsten}},
issn = {{1867-3880}},
journal = {{ChemCatChem}},
keywords = {{SBA-15, Heterogeneous catalyst, Pd cross-coupling, Polyethylene glycol, Solid-state DNP NMR}},
pages = {{e202401511}},
publisher = {{John Wiley & Sons, Ltd}},
title = {{{Novel Heterogeneous Pd Catalysts for Cross-Coupling Reactions in Biocompatible Media: Structural Insights from Solid-State NMR Techniques}}},
doi = {{10.1002/cctc.202401511}},
volume = {{17}},
year = {{2024}},
}
@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}},
}
@book{30291,
abstract = {{The volume comprises a variety of research approaches that seek to explore and understand employees’ learning and development through and for work. Working life reveals challenges through technological, economic and societal development that can only rudimentarily be addressed by formal education and training. Workplace learning becomes more and more important for employees and enterprises to successfully cope with these challenges.
Workplace learning is a steadily growing field of educational research but it lacks so far a scholastic canon – there is rather a diversity of research approaches. This volume reflects this diversity by bringing together researchers from different countries and different theoretical backgrounds, presenting their current research on topics that all are relevant for understanding presages, processes and outcomes of workplace learning. Hence, this volume is of relevance for researchers as well as practitioners in the field and policy makers.}},
editor = {{Harteis, Christian and Gijbels, David and Kyndt, Eva}},
isbn = {{9783030895815}},
issn = {{2210-5549}},
keywords = {{new generation of researchersthe team level of workplace learningindividual level of workplace learningorganizational level of workplace learningsocietal level of workplace learninginterdependent cross-level research approachesWork AgencyWork-life perspectivesTeam learningTeam climateSocial influences on team learningKnowledge construction in teamsLearning cultureAcknowledgement of competencesTechnology and professional learningCreation of a learning eco-systemDiversity as a challenge for organisationsHigher education as preparation for WPLSocial support in networks and professional learningvocational and professional education}},
publisher = {{Springer International Publishing}},
title = {{{Research Approaches on Workplace Learning}}},
doi = {{10.1007/978-3-030-89582-2}},
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}},
}
@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{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}},
}
@inproceedings{32309,
abstract = {{Due to the increasing influences of a VUCA world, design thinking workshops have been established as a standard technique to build solutions according to uncertain customer needs. Concerning the ongoing pandemic and rising development of solutions across organizations, more and more workshops were conducted online with software support. However, existing software tools insufficiently address the different workshop situations in terms of the process (i.e., fixed tasks to conduct), the place (e.g., static online whiteboards), and people (i.e., synchronous working of all stakeholders).
Therefore, we propose a design science study to develop a situation-specific software support that can be configured with flexible development processes, different places, and task-related people. Based on practical experience in existing research projects, we derive the initial design requirements and map them to a set of design principles. Out of that, we design a concept with its implementation as a software tool and point out open challenges. }},
author = {{Gottschalk, Sebastian and Yigitbas, Enes and Nowosad, Alexander and Engels, Gregor}},
booktitle = {{Proceedings of the 5th International Workshop on Software-intensive Business (IWSiB'22) }},
keywords = {{design thinking, situation-specific, cross-organizational, software support}},
publisher = {{ACM}},
title = {{{Towards Situation-specific Software Support for Cross-organizational Design Thinking Processes}}},
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{32560,
abstract = {{Several methods are available to answer questions regarding similarity and accuracy,
each of which has specific properties and limitations. This study focuses on the
Latent Congruence Model (LCM; Cheung, 2009), because of its capacity to deal
with cross-informant measurement invariance issues. Until now, no cross-national
applications of LCM are present in the literature, perhaps because of the difficulty
to deal with both cross-national and cross-informant measurement issues implied by
those models. This study presents a step-by-step procedure to apply LCM to dyadic
cross-national research designs controlling for both cross-national and cross-informant
measurement invariance. An illustrative example on parent–child support exchanges in
Italy and Germany is provided. Findings help to show the different possible scenarios
of partial invariance, and a discussion related to how to deal with those scenarios is
provided. Future perspectives in the study of parent–child similarity and accuracy in
cross-national research will be discussed.}},
author = {{Tagliabue, Semira and Zambelli, Michela and Sorgente, Angela and Sommer, Sabrina and Hoellger, Christian and Buhl, Heike M. and Lanz, Margherita}},
issn = {{1664-1078}},
journal = {{Frontiers in Psychology}},
keywords = {{latent congruence model, measurement invariance, similarity, accuracy, cross-national, cross-informant, parent-child relationship, support exchanges}},
publisher = {{Frontiers Media SA}},
title = {{{Latent Congruence Model to Investigate Similarity and Accuracy in Family Members' Perception: The Challenge of Cross-National and Cross-Informant Measurement (Non)Invariance}}},
doi = {{10.3389/fpsyg.2021.672383}},
volume = {{12}},
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}},
}
@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}},
}