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  <doc>
    <id>36180</id>
    <completedYear/>
    <publishedYear>2025</publishedYear>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst>1</pageFirst>
    <pageLast>15</pageLast>
    <pageNumber>15</pageNumber>
    <edition/>
    <issue/>
    <volume>82</volume>
    <type>articler</type>
    <publisherName>Elsevier</publisherName>
    <publisherPlace>Amsterdam</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-06-04</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">The impact of top management team's innovation orientation on organizational ambidexterity in transitional economies : evidence from Bosnia and Herzegovina</title>
    <abstract language="eng">Organizational ambidexterity plays an essential role in understanding how firms compete and prosper in dynamic environments. However, our understanding of the antecedents and effects of organizational ambidexterity is primarily derived from studies conducted in developed economies, while transitional economies with their unique characteristics and challenges are less well understood. Grounded in upper echelon theory, this paper contends that the innovation orientation of a firm's top management team (TMT) impacts organizational ambidexterity and firm performance. Drawing on a dataset of 192 small and medium-sized companies from Bosnia and Herzegovina, and estimating several OLS regressions, we find evidence that TMT's innovation orientation negatively impacts firm performance in transitional economies. Further, we see that the impact of the TMT's innovation orientation on the balance dimension of organizational ambidexterity is inverted U-shaped. Organizational innovation culture leverages this relation. Intriguingly, we found that in transitional economies, organizational ambidexterity was not correlated with firm performance, but its components exploration and exploitation were, albeit in opposite directions. Overall, our work ads nuanced insights to the antecedents and effects of organizational ambidexterity in transitional economies.</abstract>
    <parentTitle language="eng">Technology in society</parentTitle>
    <identifier type="doi">10.1016/j.techsoc.2025.102939</identifier>
    <enrichment key="Fprofil">3 Globaler Wandel und Transformationsprozesse / Global Change and Transformation Processes</enrichment>
    <enrichment key="BTU">an der BTU erstellt / created at BTU</enrichment>
    <enrichment key="RelationnotEU">01DS21009A</enrichment>
    <enrichment key="BTUfunderNamenotEU">BMBF</enrichment>
    <enrichment key="Publikationsweg">Open Access</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <licence>Creative Commons - CC BY - Namensnennung 4.0 International</licence>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Djerdj</firstName>
      <lastName>Horvat</lastName>
    </author>
    <author>
      <firstName>Angela</firstName>
      <lastName>Jäger</lastName>
    </author>
    <author>
      <firstName>Amila</firstName>
      <lastName>Pilav-Velić</lastName>
    </author>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Organizational ambidexterity</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Firm performance</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Transitional economies</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Upper echelon theory</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>TMT's innovation orientation</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Organizational innovation culture</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>36652</id>
    <completedYear/>
    <publishedYear>2025</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>1</pageFirst>
    <pageLast>22</pageLast>
    <pageNumber/>
    <edition/>
    <issue>22</issue>
    <volume>2025</volume>
    <type>articlenr</type>
    <publisherName/>
    <publisherPlace/>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-11-06</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Digital Leadership als Paradoxiebewältigung : zentrale Herausforderungen der Personalführung im digitalen Zeitalter</title>
    <abstract language="deu">Unternehmen und Organisationen sind in den letzten Jahren durch neue Informations- und Kommunikationstechnologien unter erheblichen Veränderungs- und Anpassungsdruck geraten. Dabei hat sich im Zuge der Digitalisierung auch die Organisation von Erwerbsarbeit in massiver Art und Weise verändert und es ist unter anderem zu einer verstärkten Dezentralisierung von Entscheidung gekommen. Führungskräfte werden vor diesem Hintergrund sowohl als Treiber wie auch als Betroffene der Digitalisierung vor neue Herausforderungen gestellt. In dem vorliegenden Beitrag werden auf Basis ausgewählter theoretischer Überlegungen und empirischer Befunde zentrale Herausforderungen an Führungskräfte im Zeitalter der Digitalisierung herausgearbeitet. Im Fokus der Betrachtungen steht die Beobachtung, dass sich Führungskräfte im Zuge des technologischen und gesellschaftlichen Wandels mit in Teilen paradoxen Anforderungen konfrontiert sehen. Führung bedeutet vor diesem Hintergrund in erster Linie einen produktiven Umgang mit Widersprüchen. Der vorliegende Beitrag skizzierte ausgewählte Herausforderungen an Führungskräfte im Zeitalter der Digitalisierung und zeigt etwaige Möglichkeiten zum praktischen Umgang mit diesen widersprüchlichen Herausforderungen auf. Rekurriert wird in diesem Zusammenhang insbesondere auf die Konzepte des Paradoxical Leader Behaviors und des Paradoxical Mindets.</abstract>
    <parentTitle language="deu">Flensburger Hefte zu Unternehmertum und Mittelstand</parentTitle>
    <identifier type="issn">2196-3347</identifier>
    <identifier type="url">https://hdl.handle.net/10419/327152</identifier>
    <identifier type="doi">10419/327152</identifier>
    <enrichment key="Fprofil">3 Globaler Wandel und Transformationsprozesse / Global Change and Transformation Processes</enrichment>
    <enrichment key="BTU">an der BTU erstellt / created at BTU</enrichment>
    <enrichment key="Publikationsweg">Open Access</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Digitalisierung</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Personalführung</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Paraxodien</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Widersprüche</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Paradoxcial Leader Behavior</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Paradoxcial Mindset</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>36566</id>
    <completedYear/>
    <publishedYear>2025</publishedYear>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst>1</pageFirst>
    <pageLast>24</pageLast>
    <pageNumber>24</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>conferenceobject_ref</type>
    <publisherName/>
    <publisherPlace/>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-10-13</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">Organizational practices and emotion work : a conceptual framework using the example of the emotionally demanding field of clinical maternity care</title>
    <abstract language="eng">In Organization and Management literature, emotions have mostly been treated as an individualistic phenomenon. From a sociological viewpoint, however, scholars highlight the embeddedness of emotions into social and organizational contexts. In organizations with a high proportion of frontline service workers, emotions and emotion work are particularly vital for organizational productivity. In emotionally demanding areas, such as social work and healthcare, emotion work does not only influence service quality and consumer satisfaction, but also affects worker well-being and their future emotional availability. Up to date, the importance of organizational emotion-related practices has remained a scientific blind spot. Using clinical maternity care as an example, we discuss the relevance of emotion (work) and argue for the need to consider organizational practices in further research. Based on a theoretical synthesis and on empirical data from midwifery studies, we propose a conceptual framework that bridges psychological, practice research, and sociological perspectives. The framework considers both individual (e. g., searching for safe peer environments and rewards, following/resisting rules, lying/lying low) and organizational (e. g., definition of insiders, collegial support, solidarity, affirmation, discursive resistance, ignorance) emotion-related practices. It provides a foundation for an enhanced understanding of emotion-related practices within organizations and has the potential to encourage structured empirical research in this field. In sum, this paper contributes to recent discussions in organizational and management research, as well as midwifery research, with implications for organizations in general.</abstract>
    <parentTitle language="eng">Konferenzwebsite (nur für TN)</parentTitle>
    <enrichment key="Fprofil">5 Sonstige / Other</enrichment>
    <enrichment key="Fprofil">2 Gesundheit und Lifes Sciences / Health and Life Sciences</enrichment>
    <enrichment key="BTU">an der BTU erstellt / created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="ConferenceTitle">Paper Development Workshop in Organization Studies and Theory for Advanced PhD Students, Early Career Researchers (ECRs), and Junior Faculty in Western and Central Europe</enrichment>
    <enrichment key="ConferencePlace">Winterthur</enrichment>
    <author>
      <firstName>Sophia</firstName>
      <lastName>Bittner-Zähr</lastName>
    </author>
    <submitter>
      <firstName>Sophia</firstName>
      <lastName>Bittner-Zähr</lastName>
    </submitter>
    <author>
      <firstName>Marie</firstName>
      <lastName>Tallarek</lastName>
    </author>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Emotions</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Emotion work</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Organizational practices</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Emotionally demanding work</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Maternity care</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
    <collection role="institutes" number="4102">FG Gesundheitswissenschaften</collection>
  </doc>
  <doc>
    <id>33791</id>
    <completedYear/>
    <publishedYear>2024</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>1</pageFirst>
    <pageLast>30</pageLast>
    <pageNumber/>
    <edition/>
    <issue>21</issue>
    <volume/>
    <type>articlenr</type>
    <publisherName/>
    <publisherPlace/>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2024-07-03</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Organisationaler Wandel und psychische Beanspruchung von Beschäftigten: Der vermittelnde Einfluss von Arbeitsanforderungen und Arbeitsautonomie</title>
    <abstract language="deu">Als Belastungsfaktor scheint organisationaler Wandel in nicht unerheblichem Maße zu einer psychischen Beanspruchung von Beschäftigten und einer Verminderung ihres Wohlbefindens beizutragen. Hierbei stellt sich unter anderen die Frage, wie genau organisationaler Wandel das Wohlbefinden von Beschäftigten beeinflusst. In dieser Arbeit wird der vermittelnde Einfluss von Arbeitsanforderung und Arbeitsautonomie auf den Zusammenhang zwischen organisationalem Wandel und psychischer Beanspruchung betrachtet. Mittels Daten der BIBB/BAuA-Erwerbstätigenbefragungen aus den Jahren 2012 und 2018 wurde dieser Zusammenhang getestet. Die Ergebnisse legen den Schluss nahe, dass organisationaler Wandel sowohl einen direkten negativen Einfluss auf das psychische Wohlbefinden von Beschäftigten besitzt als auch mit einer Erhöhung der an sie gestellten Arbeitsanforderungen einhergeht. Gleichzeitig führen erhöhte Arbeitsanforderungen zu einer Verringerung des psychischen Wohlbefindens, während sich eine Erhöhung der Arbeitsautonomie positiv auf das Wohlbefinden von Beschäftigten auswirkt. Vor diesem Hintergrund sollten Organisationen ihre Beschäftigten durch die Zurücknahme übertriebener Arbeitsanforderungen und die Einräumung weitreichender Entscheidungsspielräume psychisch entlasten.</abstract>
    <identifier type="issn">2196-3347</identifier>
    <identifier type="url">https://www.econstor.eu/handle/10419/299219</identifier>
    <enrichment key="BTU">an der BTU erstellt / created at BTU</enrichment>
    <enrichment key="Publikationsweg">Open Access</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Flensburger Hefte zu Unternehmertum und Mittelstand ; No. 21</enrichment>
    <enrichment key="Fprofil">1 Energiewende und Dekarbonisierung / Energy Transition and Decarbonisation</enrichment>
    <enrichment key="Fprofil">3 Globaler Wandel und Transformationsprozesse / Global Change and Transformation Processes</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Carmen</firstName>
      <lastName>Baumann</lastName>
    </submitter>
    <author>
      <firstName>Tim</firstName>
      <lastName>Müllenborn</lastName>
    </author>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Organisationaler Wandel</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Psychische Beanspruchung</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Arbeitsanforderungen</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Arbeitsautonomie</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Quantitative Untersuchung</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37105</id>
    <completedYear/>
    <publishedYear>2011</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber/>
    <edition/>
    <issue/>
    <volume/>
    <type>bookeditor</type>
    <publisherName>Deutsche Universität für Weiterbildung</publisherName>
    <publisherPlace>Berlin</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Innovationsmanagement</title>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Carsten</firstName>
      <lastName>Dreher</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37091</id>
    <completedYear/>
    <publishedYear>2020</publishedYear>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber>39</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>report</type>
    <publisherName>Dr. Werner Jackstädt-Zentrum für Unternehmertum und Mittelstand</publisherName>
    <publisherPlace>Flensburg</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-13</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">A comparative study on the institutional determinants of social entrepreneurial activity</title>
    <abstract language="eng">Social entrepreneurship intrigues researchers as well as practitioners because of its unique character: Social entrepreneurs apply business strategies to achieve a social mission and add value to society. As a young field of research, social entrepreneurship is still dominated by conceptual work and qualitative studies. By using the data of the Global Entrepreneurship Monitor (GEM 2009) and additional data sources, this study applies a comparative research design and investigates the determinants of social entrepreneurial activity. Following recent calls, it focuses on the impact of capitalism on social entrepreneurial activity on the national level. The objective of this study therefore is to investigate whether cross-country variations in social entrepreneurial activity can be explained by incorporating the type of capitalism. Drawing on institutional theory and on ideas derived from the debate on the varieties of capitalism, the joint impact of gender equality, post-materialism (both supply factors) and capitalism (demand factor) is investigated. Performing hierarchical multiple regressions (n=39), our results show that all factors contribute to explaining cross-country variations in social entrepreneurial activity, but they do so in different ways. In line with research, our study supports the finding that post-materialism unfolds the greatest impact on social entrepreneurial activity. The impact of gender equality is less clear and, overall, weaker. Capitalism itself, however, has no direct impact on social entrepreneurial activity. Instead, this factor seems to leverage the effect of post-materialism on social entrepreneurial activity. Based on these findings, we conclude that demand factors (such as capitalism) seem to play an important role in facilitating the impact of supply factors (such as post-materialism). It appears that demand factors do not work independently from supply factors, while the opposite seems to be valid. We further conclude that it is insufficient to have given demands for social entrepreneurial activity. Rather, demand for social entrepreneurial activity must be acknowledged, recognized, and valued as an opportunity for social entrepreneurship.</abstract>
    <identifier type="url">https://www.econstor.eu/bitstream/10419/248451/1/1782418512.pdf</identifier>
    <identifier type="url">https://www.econstor.eu/handle/10419/248451</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Flensburger Hefte für Unternehmertum und Mittelstand ; Heft Nr. 19</enrichment>
    <author>
      <firstName>Sabine</firstName>
      <lastName>Nadarević</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37093</id>
    <completedYear/>
    <publishedYear>2019</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber>43</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>report</type>
    <publisherName>Dr. Werner Jackstädt-Zentrum für Unternehmertum und Mittelstand</publisherName>
    <publisherPlace>Flensburg</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-13</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Open Innovation in KMU : eine empirische Analyse ausgewählter Faktoren</title>
    <abstract language="deu">Die vorliegende Arbeit liefert einen Beitrag zum näheren Verständnis über die Treiber von Open Innovation in kleineren und mittleren Unternehmen (KMU). Im Vordergrund der Überlegungen steht die Frage, welche Faktoren zur Einführung von Open Innovation in KMU führen. Zur Beantwortung der Forschungsfrage wurde in enger Anlehnung an Drechsler und Natter (2012) ein Modell entwickelt, welches Wettbewerbsintensität, F&amp;E-Intensität und Internationalisierung als zentrale Prädiktoren für Open Innovation betrachtet. Zur Überprüfung des Modells wurden drei Hypothesen formuliert und mittels einer hierarchischen Regressionsanalyse empirisch überprüft. 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 bestätigen, zeigt aber auch gewisse Unterschiede zu bisherigen Erkenntnissen auf. Der F&amp;E-Intensität kommt als Treiber von Open Innovation in KMU der größte Einfluss zu, Internationalisierung besitzt hingegen den geringsten Einfluss. Insgesamt ist jedoch festzustellen, dass durch die drei berücksichtigen Faktoren nur 18,5 Prozent der vorgefundenen Varianz in Bezug auf Open Innovation in KMU erklärt werden können. Das heißt, es sind zukünftig weitere Faktoren für das Verständnis über die relevanten Treiber von Open Innovation in KMU heranzuziehen.</abstract>
    <identifier type="url">https://www.econstor.eu/handle/10419/196169</identifier>
    <identifier type="url">https://www.econstor.eu/bitstream/10419/196169/1/1663668507.pdf</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Flensburger Hefte zu Unternehmertum und Mittelstand ; Heft Nr. 18</enrichment>
    <author>
      <firstName>Julia</firstName>
      <lastName>Messer</lastName>
    </author>
    <submitter>
      <firstName>Martin</firstName>
      <lastName>Alexander</lastName>
    </submitter>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37096</id>
    <completedYear/>
    <publishedYear>2019</publishedYear>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst>38</pageFirst>
    <pageLast>61</pageLast>
    <pageNumber>24</pageNumber>
    <edition/>
    <issue>1</issue>
    <volume>17</volume>
    <type>articler</type>
    <publisherName>Sage</publisherName>
    <publisherPlace>London</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">Introducing conflict as the microfoundation of organizational ambidexterity</title>
    <abstract language="eng">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.</abstract>
    <parentTitle language="eng">Strategic organization</parentTitle>
    <identifier type="doi">10.1177/1476127017740262</identifier>
    <identifier type="issn">1741-315X</identifier>
    <identifier type="issn">1476-1270</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
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    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Arne</firstName>
      <lastName>Keller</lastName>
    </author>
    <author>
      <firstName>Johann</firstName>
      <lastName>Fortwengel</lastName>
    </author>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Conflict management</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Conflicts</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Exploitation and exploration</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Microfoundation</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Organizational ambidexterity</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Tensions</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37098</id>
    <completedYear/>
    <publishedYear>2017</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>288</pageFirst>
    <pageLast>310</pageLast>
    <pageNumber>23</pageNumber>
    <edition>2., überarbeitete und erweiterte Auflage</edition>
    <issue/>
    <volume/>
    <type>bookpart</type>
    <publisherName>De Gruyter Oldenbourg</publisherName>
    <publisherPlace>Berlin</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Strukturentwicklung als Führungsaufgabe in KMU : die betriebsgrößenbedingte Entwicklung organisationaler Führungsfähigkeiten</title>
    <parentTitle language="deu">Controlling für kleine und mittlere Unternehmen</parentTitle>
    <identifier type="isbn">978-3-11-051487-2</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
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    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <editor>
      <firstName>David</firstName>
      <lastName>Müller</lastName>
    </editor>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Thomas</firstName>
      <lastName>Behrends</lastName>
    </author>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37097</id>
    <completedYear/>
    <publishedYear>2018</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>56</pageFirst>
    <pageLast/>
    <pageNumber>1</pageNumber>
    <edition/>
    <issue>2</issue>
    <volume>33</volume>
    <type>review</type>
    <publisherName>Ökologisches Wirtschaften</publisherName>
    <publisherPlace>München</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Kurzrezension zu Hochmann, Lars (2016): Die Aufhebung der Leblosigkeit : eine praxis- und naturtheoretische Dekonstruktion des Unternehmerischen (Metropolis)</title>
    <identifier type="issn">2625-5421</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37102</id>
    <completedYear/>
    <publishedYear>2015</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber/>
    <edition/>
    <issue/>
    <volume/>
    <type>report</type>
    <publisherName>Dr.-Werner-Jackstädt-Zentrum für Unternehmertum und Mittelstand</publisherName>
    <publisherPlace>Flensburg</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Gesellschaftliche Individualisierung und betriebliche Innovation : Überlegungen zu Gegenstand und Auswirkungen einer überdehnten Instrumentalisierung von Subjektivität in der Arbeitswelt</title>
    <abstract language="deu">Dieser in Teilen essayistisch gehaltene Aufsatz greift die aktuell geführte Diskussion über die Veränderung der betrieblichen Organisation von Erwerbsarbeit in Zeiten eines "flexiblen Kapitalismus" (Sennett 1998) auf und wirft einen Blick auf zentrale Merkmale, Ursachen und Konsequenzen dieser Entwicklung. Vor dem Hintergrund eines spätestens seit den 1960er Jahren auszumachenden soziostrukturellen und soziokulturellen Gesellschaftswandels einerseits, sowie verschärften ökonomischen Wettbewerbsbedingungen andererseits, wird in diesem Beitrag die veränderte Erzeugung organisationaler Bindung und Kontrolle einer kritischen Analyse unterzogen. Gegenstand und Ausgangspunkt der Überlegungen bildet der durch neoliberale Transformationsbemühungen semantisch als "Befreiungsprojekt" (Dörre 2012, S. 63) aufgeladene Kontroll- und Bindungsmechanismus der Selbstverwirklichung. Aus der nunmehr gegebenen Möglichkeit, neue Arbeits- und Organisationskonzepte als freiwillige Gabe und Zugewinn individueller Handlungsautonomie gegenüber den Beschäftigten darstellen zu können, resultiert eine in der Reziprozität des sozialen Handelns angelegte Verpflichtung zum Arbeiten in eben diesen neuen Strukturen. Betriebliche Bindung und Kontrolle werden somit über die Idee der Reziprozität als subversiv wirkender Integrationsmodus ermöglicht. Die Überlegungen münden in der These, dass die mittels einer überdehnten instrumentalisierten Subjektivierung von Arbeit erzeugte Bindung und Kontrolle die unternehmerische Innovations- und Wettbewerbsfähigkeit langfristig zu vermindern droht. Mit der hier in Anschlag gebrachten Argumentation wird also der dysfunktionale Charakter einer überdehnten "Instrumentalisierung von Subjektivität" (Kocyba 2000) angesprochen. Problematisch scheint in diesem Zusammenhang vor allem die ökonomische Fundierung zu sein, die in letzter Konsequenz zur Homogenisierung sowie Individualisierung und Entsolidarisierung des betrieblichen Handelns führt. Insofern droht der Kontroll- und Bindungsmechanismus nicht nur wirkungslos zu werden, sondern entfaltet gleichsam auch einen negativen Einfluss auf die unternehmerische Innovations- und Wettbewerbsfähigkeit. Der Schwerpunkt des vorliegenden Beitrags liegt auf der Analyse der diese Entwicklung konstituierenden Faktoren und Mechanismen. Insofern wird mit den Ausführungen der Grundstein gelegt, um den Gegenstand der betrieblichen "Instrumentalisierung von Subjektivität" näher bestimmen und verstehen zu können, während hingegen die Darstellung der Auswirkungen dieser Entwicklung noch weitere Ausarbeitung bedarf und hier nur schemenhaft skizziert wird.</abstract>
    <identifier type="url">https://www.econstor.eu/bitstream/10419/114492/1/833265741.pdf</identifier>
    <identifier type="url">https://www.econstor.eu/handle/10419/114492</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Flensburger Hefte zu Unternehmertum und Mittelstand ; Heft Nr. 10</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Gesellschaftlicher Wandel</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Bindung</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Kontrolle</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Subjektivierung von Arbeit</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Betriebliches Sozialgefüge</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Innovationsfähigkeit</value>
    </subject>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37103</id>
    <completedYear/>
    <publishedYear>2012</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber>XII, 330</pageNumber>
    <edition>1. Auflage</edition>
    <issue/>
    <volume/>
    <type>doctoralthesis</type>
    <publisherName>Rainer Hampp Verlag</publisherName>
    <publisherPlace>Mering</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Entwicklung organisationaler Routinen und Kompetenzen : praxistheoretische Annäherung und empirische Fundierung am Beispiel eines jungen Technologieunternehmens</title>
    <abstract language="deu">Routinen und Kompetenzen stellen zweifelsfrei zentrale Erklärungskategorien innerhalb der ressourcenorientierten Managementforschung dar. Gleichwohl ist die dynamische Entwicklung organisationaler Routinen und Kompetenzen bisher erst in Ansätzen mit der ihr gebührenden Tiefe und Praxisnähe thematisiert worden. Diese Feststellung nimmt sich die vorliegende Arbeit zum Ausgangpunkt ihrer Überlegungen und entwickelt einen theoretischen Bezugsrahmen, der die Entwicklung organisationaler Routinen - als Fundament organisationaler Kompetenz - näher zu beschreiben und zu verstehen erlaubt.&#13;
&#13;
Der theoretische Bezugsrahmen wird im weiteren Verlauf der Arbeit empirisch angewandt. Die vorliegende Einzelfallstudie zeichnet hierbei die Veränderung organisationaler Routinen in einem jungen Technologieunternehmen über einen Zeitraum von knapp drei Jahren nach und gibt einen detaillierten Einblick in die vorgefundenen organisationsinternen Prozesse und Einflussfaktoren, die der Entstehung und Veränderung organisationaler Routinen und Kompetenzen zu Grunde liegen. Das Buch richtet sich an Managementtheoretiker und Praktiker gleichermaßen.</abstract>
    <identifier type="isbn">978-3-86618-818-1</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Flensburger Schriften zu Unternehmertum und Mittelstand ; Band 3</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37104</id>
    <completedYear/>
    <publishedYear>2012</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>35</pageFirst>
    <pageLast>44</pageLast>
    <pageNumber>10</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>conferenceobject_noref</type>
    <publisherName>Technische Universität Chemnitz</publisherName>
    <publisherPlace>Chemnitz</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Reflexive monitoring of innovation activities: process audits as a powerful method for improving the overall innovation capability of small and medium sized enterprises</title>
    <parentTitle language="deu">Proceedings : International Symposium on Innovation Methods and Innovation Management : methods, strategy, cooperation : Chemnitz 29 - 30 March 2012</parentTitle>
    <identifier type="isbn">978-3-00-037763-1</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
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    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <editor>
      <firstName>Rainhart</firstName>
      <lastName>Lang</lastName>
    </editor>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Carsten</firstName>
      <lastName>Dreher</lastName>
    </author>
    <editor>
      <firstName>Egon</firstName>
      <lastName>Müller</lastName>
    </editor>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37101</id>
    <completedYear/>
    <publishedYear>2017</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>231</pageFirst>
    <pageLast>258</pageLast>
    <pageNumber>28</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>bookpart</type>
    <publisherName>Metropolis-Verlag</publisherName>
    <publisherPlace>Marburg</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Selbstverwirklichung und Innovation : Skizze zu einem (scheinbar) schwierigen Verhältnis</title>
    <parentTitle language="deu">Unternehmen der Gesellschaft : interdisziplinäre Beiträge zu einer kritischen Theorie des Unternehmens</parentTitle>
    <identifier type="isbn">978-3-7316-1243-8</identifier>
    <identifier type="url">https://www.metropolis-verlag.de/Unternehmen-der-Gesellschaft/1243/book.do</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
    <enrichment key="opus.source">publish</enrichment>
    <enrichment key="UBICOseries">Theorie der Unternehmung ; Band 65</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <editor>
      <firstName>Forschungsgruppe Unternehmen und gesellschaftliche Organisation</firstName>
      <lastName>FUGO</lastName>
    </editor>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37100</id>
    <completedYear/>
    <publishedYear>2017</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>333</pageFirst>
    <pageLast>363</pageLast>
    <pageNumber>31</pageNumber>
    <edition>2., aktualisierte und erweiterte Auflage</edition>
    <issue/>
    <volume/>
    <type>bookpart</type>
    <publisherName>Kohlhammer</publisherName>
    <publisherPlace>Stuttgart</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2025-12-14</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Unternehmenskultur</title>
    <parentTitle language="deu">Organizational Behavior - Verhalten in Organisationen</parentTitle>
    <identifier type="doi">10.17433/978-3-17-029925-2</identifier>
    <identifier type="isbn">978-3-17-029925-2</identifier>
    <identifier type="isbn">978-3-17-029924-5</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
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    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Thomas</firstName>
      <lastName>Behrends</lastName>
    </author>
    <editor>
      <firstName>Martin</firstName>
      <lastName>Albert</lastName>
    </editor>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37183</id>
    <completedYear/>
    <publishedYear>2010</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>57</pageFirst>
    <pageLast>85</pageLast>
    <pageNumber>29</pageNumber>
    <edition>1. Auflage</edition>
    <issue/>
    <volume/>
    <type>bookpart</type>
    <publisherName>Gabler</publisherName>
    <publisherPlace>Wiesbaden</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2026-01-01</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Dynamische Kompetenz als reflexiv-kreatives Handeln</title>
    <abstract language="deu">In diesem Artikel wird ausgehend von den Gedanken des Amerikanischen Pragmatismus und den Theorien sozialer Praktiken ein verändertes Verständnis von dynamischer Kompetenz skizziert. Handeln von Akteuren wird dabei als in soziale Praktiken eingebettet betrachtet und ist durch interdependente und rekursiv aufeinander bezogene ostensive wie performative Bestandteile gekennzeichnet. Dynamische Kompetenz als bewusst-reflexiv sowie kreative Bezugnahme sozialer Akteure auf Regeln und Ressourcen (Struktur) dient dabei der Aufrechterhaltung der Handlungsfähigkeit von Organisationen in sich (radikal) verändernden Umwelten. Kompetenz und Routine hingegen verkörpern zwei, nur hinsichtlich ihres Beitrags zum Wettbewerbserfolg unterscheidbare Modi eines mehr oder weniger unbewussten Prozessierens. In einer ersten Annäherung wird ein Framework entwickelt, welches die verschiedenen Dimensionen dynamischer Kompetenz darstellt und bestimmte soziale Mechanismen mit Einfluss auf das Zustandekommen dynamischer Kompetenz als reflexives Handeln präsentiert.</abstract>
    <parentTitle language="deu">25 Jahre ressourcen- und kompetenzorientierte Forschung : der kompetenzbasierte Ansatz auf dem Weg zum Schlüsselparadigma in der Managementforschung</parentTitle>
    <identifier type="doi">10.1007/978-3-8349-8856-0_3</identifier>
    <identifier type="isbn">978-3-8349-2192-5</identifier>
    <enrichment key="BTU">nicht an der BTU erstellt / not created at BTU</enrichment>
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    <enrichment key="UBICOseries">Strategisches Kompetenz-Management</enrichment>
    <enrichment key="opus.doi.autoCreate">false</enrichment>
    <enrichment key="opus.urn.autoCreate">false</enrichment>
    <author>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </author>
    <editor>
      <firstName>Michael</firstName>
      <lastName>Stephan</lastName>
    </editor>
    <submitter>
      <firstName>Alexander</firstName>
      <lastName>Martin</lastName>
    </submitter>
    <author>
      <firstName>Nina Katrin</firstName>
      <lastName>Hansen</lastName>
    </author>
    <editor>
      <firstName>Wolfgang</firstName>
      <lastName>Kerber</lastName>
    </editor>
    <editor>
      <firstName>Tim</firstName>
      <lastName>Kessler</lastName>
    </editor>
    <editor>
      <firstName>Michael</firstName>
      <lastName>Lingenfelder</lastName>
    </editor>
    <collection role="institutes" number="5301">FG ABWL, insbesondere Organisation und Unternehmensführung</collection>
  </doc>
  <doc>
    <id>37184</id>
    <completedYear/>
    <publishedYear>2009</publishedYear>
    <thesisYearAccepted/>
    <language>deu</language>
    <pageFirst>65</pageFirst>
    <pageLast>78</pageLast>
    <pageNumber>14</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>bookpart</type>
    <publisherName>Rainer Hampp Verlag</publisherName>
    <publisherPlace>München ; Mering</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>0</belongsToBibliography>
    <completedDate>2026-01-01</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="deu">Grenzüberschreitende Bildungskooperation am Beispiel des Innovationsaudits InnoPlus+</title>
    <parentTitle language="deu">Bildungshauptstadt Flensburg : eine Region bildet sich</parentTitle>
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    <title language="eng">A sandboxing canvas for value‐sensitive designs of launching digital platforms</title>
    <abstract language="eng">Launching a new digital platform business comes with a range of complex challenges: How to overcome the chicken‐or‐egg dilemma of simultaneously attracting value providers and consumers? How to create a unique customer experience, orchestrate value creation, reach and maintain a critical mass of users, and foster positive network effects? While various strategic guidelines address these business challenges individually, growing concerns about the ethical implications of platform power dynamics have highlighted the need for more holistic guidelines to pursue value‐oriented and responsible digital platform launch strategies. In response to that, this paper makes a novel contribution by proposing a canvas addressing the dual role of launching digital platform entrepreneurs as both designers and strategists. It builds on the principles of value‐sensitive design (VSD) and manifests the idea behind moral sandboxing within a practical canvas instrument, aiming to increase reflexivity in digital platform design processes. The canvas' applicability is consequently demonstrated through the illustrative analyses of two early‐stage digital platforms. All in all, this application‐oriented study enhances the discussion on VSD in the context of digital platform design from an emergent perspective combining information systems, business ethics and entrepreneurship research.</abstract>
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    <author>
      <firstName>Lukas R. G.</firstName>
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      <firstName>Lukas R.G.</firstName>
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      <value>Business ethics</value>
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      <value>Design science</value>
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      <value>Digital entrepreneurship</value>
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      <value>Digital platforms</value>
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      <value>Moral sandboxing</value>
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    <title language="eng">Exploring design principles for SME complementor-suitable digital platforms</title>
    <abstract language="eng">Background: Some of the world’s most valuable platform businesses rely on products and services provided by small and medium-sized enterprises (SMEs). Though, the modern digital platform economy is increasingly shaped by uncertainties and power asymmetries benefitting dominant platform owners and threatening smaller players participating as complementors in those ecosystems. Negative consequences include lock-in effects and platform dependency, exploitative participation terms and eroded entrepreneurial autonomy on the SMEs’ side, which altogether harm the digital platforms’ long-term viability, too. Addressing these issues, this paper investigates design principles for digital platforms taking SME complementors’ needs into account. &#13;
Objective: This study investigates design principles for digital platforms that enhance suitability for SMEs as complementors, focusing on stakeholder-centric platform design approaches that better accommodate SME-specific needs and requirements. In this, this study aims to address current negative developments concerning imbalanced power dynamics and uncertainties emerging from platform owner-SME-partnerships in dominant digital platform ecosystems. &#13;
Methods: A qualitative reflective meta-analysis approach was employed, combining explorative expert interviews with SME specialists and a thematic literature review of SME platform design research. The methodology synthesized findings to identify meta-requirements and derive design principles through interpretive analysis. Results: Eleven meta-requirements were identified and synthesized into four design principles: the principle of SME empowerment, the principle of open boundaries, the principle of transparent and fair participation terms, and the principle of reflection of individuality. In combination, these principles pro-pose a framework for future digital platform design that takes SME complementor needs into account. &#13;
Conclusion: The conceptual proposal of four design principles guides researchers and practitioners in creating SME-suitable digital platforms with stakeholder-centric design approaches. The principles enable digital platform models that accommodate diverse SME requirements, enhance participation experiences, and foster collaborative ecosystems tailored to SME characteristics and their operational contexts.</abstract>
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    <abstract language="eng">One popular application domain for Augmented Reality (AR) technology is facilitating human-building interactions (HBI). Such applications help users to retrieve and transact information through localized interaction points displayed on their (mobile) devices. Growing adoption of AR technology underlines the importance of incorporating suitable AR components for HBI, which is important for effective implementation and testing of HBI-AR use cases, increasing user satisfaction, and long-term viability. In this context, our short paper presents key experiences and lessons learned from an applied science project targeting the development and evaluation of an HBI-AR university campus app. Drawing on an ex-post inquiry of project collaborator experiences, we prescriptively highlight relevant AR solution requirements for this specific design context. Our findings amplify the importance of (1) balancing trade-offs between different spatial embedding computation methods, (2) modularity, customizability, and testability for efficient software development, and (3) taking building complexity and prototype maturity requirements into account when taking AR solution make-or-buy decisions. Our shared insights may inform future best practices and design principles for convergent HBI and AR projects in research and practice.</abstract>
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