@misc{Hoffmann, author = {Hoffmann, Christin}, title = {Estimating the benefits of adaptation to extreme climate events, focusing on nonmarket damages}, series = {Ecological Economics}, journal = {Ecological Economics}, number = {164}, issn = {0921-8009}, doi = {10.1016/j.ecolecon.2019.02.014}, pages = {20}, abstract = {This paper provides a first approach on how to evaluate nonmarket damages from extreme climate events in monetary units by applying a Computable General Equilibrium (CGE) approach. We develop a static CGE model, which zooms into one single period of a standard Auerbach-Kotlikoff model. While we observe private and instantaneous adaptation in reaction to price changes, we explicitly model public adaptation funded by taxing either labor or capital. We apply our model to heat waves in Switzerland and are able to show that heat waves affect cohorts' utility in an unadapted economy in substantially different ways. While young and less vulnerable cohorts profit (in welfare terms and because of inheritance) from heat waves, vulnerable but surviving cohorts' welfare decreases substantially. Thus, without adaptation, vulnerable cohorts are worse off and might have even fewer possibilities to invest in private adaptation in the long run. Overall, we show that with adaptation, the negative impact of a 2003-like heat wave on output can be reduced from about -0.5\% of GDP to -0.04\% of GDP. Additionally, equivalent variation is reduced from about -1\% to -0.18\%.}, language = {en} } @misc{ThommesKlabuhn, author = {Thommes, Kirsten and Klabuhn, Janny}, title = {Age and tenure diversity on the work floor - evidence from a natural field experiment in production}, series = {Evidence-Based HRM}, volume = {9}, journal = {Evidence-Based HRM}, number = {1}, issn = {2049-3991}, doi = {10.1108/EBHRM-04-2019-0033}, pages = {95 -- 117}, abstract = {Purpose - Past research on how to compose a team is ambiguous, especially with respect to diversity dimensions. The authors argue that previous inconsistencies in results have arisen for two main reasons. First, there is a lack of clarity about the concept of age diversity, as age separation, age variety and age disparity are frequently used synonymously, but capture very different aspects of diversity. Second, in many research settings, age and tenure diversity have been intertwined. When staffing teams, many staff managers ask for staffing advise concerning staff diversity in order to enhance efficiency. This staffing problem is mainly a question how homogeneous and heterogeneous teams should be composed. In this paper, the authors capture both - age and tenure diversity - as well as their interaction and argue that age separation and tenure variety are most likely to affect team performance in a routine task. The paper aims to discuss these issues. Design/methodology/approach - The authors are testing the hypothesis using rich quantitative field data from a steel company. Findings - The results show that age separation decreases performance while tenure variety increases performance. Moreover, the beneficial effects of tenure variety cannot arise when age separation is too large. Research limitations/implications - The authors show that diversity research is very sensitive to the operationalization of diversity. Practical implications - Managers can benefit from the study by learning how to optimally staff teams: while age diversity should be low, tenure diversity can be high. Originality/value - Due to the unique data set, the authors can separate the influence of tenure and age diversity. Keywords Personnel economics, Organizational behaviour, Human resource management (general), Work performance and productivity, Teamwork Paper type Research paper}, language = {en} } @misc{Duchek, author = {Duchek, Stephanie}, title = {Organizational resilience: a capability-based conceptualization}, series = {Business Research}, volume = {13}, journal = {Business Research}, number = {1}, issn = {2198-2627}, doi = {10.1007/s40685-019-0085-7}, pages = {215 -- 246}, abstract = {In highly volatile and uncertain times, organizations need to develop a resilience capacity which enables them to cope effectively with unexpected events, bounce back from crises, and even foster future success. Although academic interest in organizational resilience has steadily grown in recent years, there is little consensus about what resilience actually means and how it is composed. More knowledge is particularly needed about organizational capabilities that constitute resilience, as well as conditions for their development. This paper aims to make a contribution to this heterogeneous research field by deepening the understanding of the complex and embedded construct of organizational resilience. We conceptualize resilience as a meta-capability and decompose the construct into its individual parts. Inspired by process-based studies, we suggest three successive resilience stages (anticipation, coping, and adaptation) and give an overview of underlying capabilities that together form organizational resilience. Based on this outline, we discuss relationships and interactions of the different resilience stages as well as main antecedents and drivers. We formulate propositions that can act as a foundation for future empirical work.}, language = {en} } @misc{FoersterDuchek, author = {F{\"o}rster, Charlotte and Duchek, Stephanie}, title = {Auf dem Weg zur resilienten F{\"u}hrungskraft. Vorbereiten - Reagieren - Anpassen}, series = {Personalf{\"u}hrung}, journal = {Personalf{\"u}hrung}, number = {4}, issn = {0723-3868}, pages = {30 -- 32}, language = {de} } @misc{DuchekNicolaus, author = {Duchek, Stephanie and Nicolaus, Meike}, title = {Bologna, Employability und Resilienz. Der Einfluss der Hochschulausbildung auf die Resilienz von Absolventen}, series = {Das Hochschulwesen}, volume = {67}, journal = {Das Hochschulwesen}, number = {3}, issn = {0018-2974}, pages = {76 -- 81}, language = {de} } @incollection{MagnussonHippEdvardsson, author = {Magnusson, Peter and Hipp, Christiane and Edvardsson, Bo}, title = {Exploring the Challenges of Servitization in Manufacturing Companies}, series = {Service innovation for sustainable business : stimulating, realizing and capturing the value from service innovation}, booktitle = {Service innovation for sustainable business : stimulating, realizing and capturing the value from service innovation}, editor = {Kristensson, Per and Magnusson, Peter and Witell, Lars}, publisher = {World Scientific}, address = {London}, isbn = {978-981-3273-37-5}, pages = {253 -- 279}, language = {en} } @techreport{MesserMartin, author = {Messer, Julia and Martin, Alexander}, title = {Open Innovation in KMU : eine empirische Analyse ausgew{\"a}hlter Faktoren}, publisher = {Dr. Werner Jackst{\"a}dt-Zentrum f{\"u}r Unternehmertum und Mittelstand}, address = {Flensburg}, pages = {43}, abstract = {Die vorliegende Arbeit liefert einen Beitrag zum n{\"a}heren Verst{\"a}ndnis {\"u}ber die Treiber von Open Innovation in kleineren und mittleren Unternehmen (KMU). Im Vordergrund der {\"U}berlegungen steht die Frage, welche Faktoren zur Einf{\"u}hrung von Open Innovation in KMU f{\"u}hren. Zur Beantwortung der Forschungsfrage wurde in enger Anlehnung an Drechsler und Natter (2012) ein Modell entwickelt, welches Wettbewerbsintensit{\"a}t, F\&E-Intensit{\"a}t und Internationalisierung als zentrale Pr{\"a}diktoren f{\"u}r Open Innovation betrachtet. Zur {\"U}berpr{\"u}fung des Modells wurden drei Hypothesen formuliert und mittels einer hierarchischen Regressionsanalyse empirisch {\"u}berpr{\"u}ft. Datenbasis bildet das Mannheimer Innovationpanel 2013. Die Stichprobe umfasst 1.514 innovative KMU mit Sitz in Deutschland. Die empirische Analyse konnte die bisherigen Forschungsergebnisse in weiten Teilen best{\"a}tigen, zeigt aber auch gewisse Unterschiede zu bisherigen Erkenntnissen auf. Der F\&E-Intensit{\"a}t kommt als Treiber von Open Innovation in KMU der gr{\"o}ßte Einfluss zu, Internationalisierung besitzt hingegen den geringsten Einfluss. Insgesamt ist jedoch festzustellen, dass durch die drei ber{\"u}cksichtigen Faktoren nur 18,5 Prozent der vorgefundenen Varianz in Bezug auf Open Innovation in KMU erkl{\"a}rt werden k{\"o}nnen. Das heißt, es sind zuk{\"u}nftig weitere Faktoren f{\"u}r das Verst{\"a}ndnis {\"u}ber die relevanten Treiber von Open Innovation in KMU heranzuziehen.}, language = {de} } @misc{MartinKellerFortwengel, author = {Martin, Alexander and Keller, Arne and Fortwengel, Johann}, title = {Introducing conflict as the microfoundation of organizational ambidexterity}, series = {Strategic organization}, volume = {17}, journal = {Strategic organization}, number = {1}, publisher = {Sage}, address = {London}, issn = {1741-315X}, doi = {10.1177/1476127017740262}, pages = {38 -- 61}, abstract = {This article contributes to our understanding of organizational ambidexterity by introducing conflict as its microfoundation. Existing research distinguishes between three approaches to how organizations can be ambidextrous, that is, engage in both exploitation and exploration. They may sequentially shift the strategic focus of the organization over time, they may establish structural arrangements enabling the simultaneous pursuit of being both exploitative and explorative, or they may provide a supportive organizational context for ambidextrous behavior. However, we know little about how exactly ambidexterity is accomplished and managed. We argue that ambidexterity is a dynamic and conflict-laden phenomenon, and we locate conflict at the level of individuals, units, and organizations. We develop the argument that conflicts in social interaction serve as the microfoundation to organizing ambidexterity, but that their function and type vary across the different approaches toward ambidexterity. The perspective developed in this article opens up promising research avenues to examine how organizations purposefully manage ambidexterity.}, language = {en} }