FG ABWL, insbesondere Organisation und Unternehmensführung
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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.
Neural and social-psychological correlates of immersion in a virtual reality safety training.
(2022)
Against the background of the speed-accuracy trade-off, we explored whether the Pace of Life can be used to identify heterogeneity in the strategy to place more weight on either fast or accurate accomplishments. The Pace of Life approaches an individual’s exposure to time and is an intensively studied concept in the evolutionary biology research. Albeit overall rarely, it is increasingly used to understand human behavior and may fulfill many criteria of a personal trait. In a controlled laboratory environment, we measured the participants’ Pace of Life, as well as their performance on a real-effort task. In the real-effort task, the participants had to encode words, whereby each word encoded correctly was associated with a monetary reward. We found that individuals with a faster Pace of Life accomplished more tasks in total. At the same time, they were less accurate and made more mistakes (in absolute terms) than those with a slower Pace of Life. Thus, the Pace of Life seems to be useful to identify an individual’s stance on the speed-accuracy continuum. In our specific task, placing more weight on speed instead of accuracy paid off: Individuals with a faster Pace of Life were ultimately more successful (with regard to their monetary revenue).
This study examines the effects of contextual dimensions and adversity types on processes for team resilience and factor underlying these processes. Based on 48 in-depth-interviews with members of 16 project teams, participants provided broad insights into the diverse ways adversities are encountered in project-based teams nested in business and aca-demic organizations. Results confirm and enrich existing knowledge on enablers and con-crete processes of team resilience. At the same time, our work highlights the need for fu-ture research to more fully consider contextual dimensions and their impact on team resili-ence and the complexity inherent in such considerations of context. From these findings, we draw fruitful managerial implications for practitioners.
Although there are preliminary indications that resilience is a key capability for women on their way to leadership, research in this context is extremely rare. In particular, there is a lack of empirical studies on the specific role of resilience in achieving top leadership positions and on the factors that help to develop high levels of resilience. To narrow this research gap, we provide an exploratory interview study. We conducted 52 in-depth, semi- structured interviews with women leaders from upper, middle, and lower leadership positions in different industrial sectors. Based on our qualitative content analysis, we identify women’s main challenges on their way to leadership, resilience factors in three categories (experiential, individual, and contextual factors), and opportunities for promoting resilience. Our study contributes to women leaders and (women) leaders’ resilience research and offers a substantial starting point for future empirical research. Furthermore, it provides insights into the development of women leaders’ resilience in practice."
Organizations today operate in an increasingly complex and turbulent world in which unexpected events are omnipresent. Thus, they need to develop resilience capabilities to manage unexpected disruptions, maintain high performance, and even thrive and grow. In research, there are preliminary indications that diversity could play an important role in the development of resilience in organizations. However, although there are numerous studies on both resilience and diversity, the connection between the two constructs remains largely unexplored. Our paper aims to narrow this research gap by answering the following questions: What role does diversity play in the development of organizational resilience? What does this mean for resilience-enhancing diversity management? To answer these questions, we link existing research on elements of organizational resilience and outcomes of diversity in organizations. By developing a theoretical framework, formulating propositions, and discussing implications for further research, this paper provides a foundation for future empirical research. Moreover, it offers useful insights into the successful management of organizational resilience.
Giving performance feedback to increase employee productivity has shown ambiguous results: Many laboratory studies have demonstrated a statistically significant effect of feedback on performance, but the effect is less evident in the field. In addition, the effects of digital feedback are not well understood. This feedback differs from other types of feedback as it is personalized, but not generated and provided by another human, e.g., the supervisor, but by a machine. We conducted a field experiment in which we introduced digital feedback to improve truck drivers' performance by enhancing their energy-efficient driving behavior. Our results show that digital feedback led to a statistically significant but small overall improvement in energy efficiency and performance that is driven by the improvement of initially very good- and very bad-performing drivers. This effect is robust, even when considering the differences in the room for improvement relative to the initial performance.
Promoting energy-efficient behavior of agents in a principal–agent context simultaneously decreases costs for firms and mitigates CO2 emissions. Along this line, we analyze the effect of incentive framing on energy-efficient driving behavior. Our results contribute to the understanding of the drawbacks of loss framing. In a situation with persistent labor market relations, an extremely low bonus, and heterogeneous prior performance, the introduction of a bonus framed as a gain outperforms that of a bonus framed as a loss.
Triggering the energy-efficient behavior of agents in firms simultaneously decreases costs and mitigates CO2 emissions. If firms use team tournaments to increase energy-efficient behavior and thus employee performance, they may face unintended consequences, like a bifurcation effect: Individuals drop out if they believe that they cannot win the contest. By contrast, high-performing employees may overexert themselves. Additionally, some individuals might be tempted to free-ride. In a field experiment with truck drivers, we analyze whether proportional sharing of the bonus within teams based on individual effort instead of egalitarian sharing reduces both bifurcation and free-riding during team tournaments. Our results reveal that (1) the team contest improves performance; (2) this increase in performance is overall slightly stronger under the proportional than under the egalitarian sharing rule, using ceteris paribus comparisons; and (3) the performance increase is mainly driven by the team member performing worse.
Despite discernible improvements in the last decades, speeding is still a pertinent problem for road safety, fuel efficiency, and greenhouse gas mitigation. In order to understand individual speeding decisions, we need a better understanding of who speeds. In our paper, we test whether individuals' general pace of life is associated with speeding decisions. We use a novel speed-choice experiment that confronts participants with a scenario in which they repeatedly decide between driving fast or slow. This decision is associated with different accident risks. Before the experiment, each participant's pace of life was measured. Our results show that individuals with a slower pace of life are more likely to choose slow in the experiment and are also more likely to switch to slow, even when they had success by driving fast in the preliminary round. Therefore, individuals' pace of life may contribute to our understanding of speeding.
Age and tenure diversity on the work floor – evidence from a natural field experiment in production
(2019)
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
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.
Estimating the benefits of adaptation to extreme climate events, focusing on nonmarket damages
(2019)
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%.
Climate change, a growing population and inappropriate land use may lead to a significant increase in the frequency, intensity and the duration of water-related extreme events. We aim (1) to gain a better understanding of the direct and indirect economic impacts of floods, (2) to analyze the issue of efficient flood adaption as well as the issue of financing adaptation in a federalist system, where local and national governmental authorities interplay in the provision of local public good adaptation. Our numerical thought experiments are based on a dynamic, spatial differentiated Ramsey type Computable General Equilibrium Model. Regions are determined by exposure and vulnerability to floods and are not identical with territorial units. Our results indicate: (1) general equilibrium effects caused by flood damages in vulnerable regions lead in regions of low vulnerability also to considerable welfare and GDP losses. (2) Providing local public good adaptation can at low economic costs significantly reduce negative impacts on welfare, GDP as well as the allocation of resources between regions and sectors. (3) Funding adaptation by imposing a regional land tax should be preferred to a national output tax or a combination of both with transfers from national to regional governments.
Über die Generation Y ist viel geschrieben worden: sie bevorzugt Geld statt Glück, will die große Karriere nicht und pocht stattdessen auf die Work-Life-Balance. Um herauszufinden, was die Generation Y von Anderen unterscheidet und was sie bei Arbeitgebern bevorzugt, wählt die Autorin einen gebündelten Ansatz: welche Faktoren werden tatsächlich präferiert, wenn sich Personen zwischen bestehenden Konzepten, beispielsweise aus weniger Gehalt, dafür aber einem besseren Standort, entscheiden müssen?
Hierzu werden Probanden und Probandinnen aus verschiedenen Kulturkreisen befragt, um zu prüfen, ob die scheinbar unkonventionelle Generation Y ein ausschließlich deutsches Phänomen darstellt. Die insgesamt 1.058 Befragten, von denen 967 der Generation Y zugehörten, zeigen interessante Ergebnisse bezogen auf das Gehalt, die Work-Life-Balance und die gängigen Stereotype.
Being responsible: How managers aim to implement corporate social responsibility, Business & Society
(2018)
The general aim of today’s vocational and professional education is the preparation of individuals for the world of work. In this chapter, the following issues are explored: (1) current trends in cognitive skill assessment, (2) benefits of relating them to well-established approaches to learning and instruction in vocational education and (3) recent developments in (large-scale) assessment of competencies in that education sector. More specifically, assessment approaches are studied which originate in cognitive psychology that utilize computer-simulated microworlds for the estimation of skills directed at an individuals’ interaction with complex problem situations (in which complex problem-solving – or CPS – competence is needed). We inquire whether and how vocational and professional education and the accompanying research can utilize some of the underlying principles and problem features from CPS research and vice versa, such as the inclusion of an assessment directed at the procedural aspects of competence, the inclusion of so-called wicked problems in assessment or the role of domain-specific knowledge in solving complex problems. To this end, we present positive examples from different areas of application in vocational education, highlight benefits of an integration of insights for both competence-based vocational and professional education and complex problem-solving research and discuss the potential and need for future research.
The intention of “doing good for society” is regarded to be a crucial motivator for employees in the public sector in order for them to perform well. Recent research in the public sector literature calls for a deeper understanding of
how this specific public service motivation (PSM) is shaped. In our paper, we analyze how different degrees of inclusion in the public sector matter for PSM. We investigate how prospects of employment relations (fixed-term versus permanent contracts) and temporal differences (part-time versus full-time employment) moderate PSM in the
public and in the private service. Our findings show that aspects of PSM are related by these employment characteristics in various ways, suggesting that the factors
influencing PSM are multifaceted and that actual employment conditions need to be taken into consideration when assessing PSM.
Managementpraktiken in KMU
(2017)
Information and communication technologies (ICT) are one of the drivers of service innovation. In many services, the introduction of ICT has resulted in significant changes in relation to service provision and service delivery. It has triggered the development of self-services and remote services, for instance. The acceptance and adoption of technology by service providers and service customers has become an important issue in service research. Being now at a state where technology, especially ICT, forms part of our everyday lives and work routines, it is time to extend research in this field from aspects of technology acceptance and technology adoption to aspects of technology usage. Focusing on face-to-face service encounters, we will elaborate the advantages and disadvantages of ICT, taking into account customers and frontline employees. The concept of ICT literacy will be introduced in order to provide the means for further research.
In this article, we investigate how communication and trust networks between employees affect participation in a strike. We analyze whether the strength of network relations is related to congruence in strike behavior using social network data on 59 Dutch workers. We find that private communication networks and trust networks lead to similar strike behavior. This finding indicates that networks not only promote protest mobilization but are also vehicles for demobilization, albeit through different network relations.