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Lehrstuhl für Betriebswirtschaftslehre, insbesondere Personalmanagement und Organisational Behaviour

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  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Personalmanagement und Organisational Behaviour (216)
  • Fakultät Sozial- und Wirtschaftswissenschaften: Abschlussarbeiten (13)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Unternehmensführung und Controlling (2)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Banking und Finanzcontrolling (1)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Finanzwirtschaft (1)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Internationale Rechnungslegung und Wirtschaftsprüfung (1)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Internationales Management mit Schwerpunkt Europäisches Management (1)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Produktion und Logistik (1)
  • Lehrstuhl für Betriebswirtschaftslehre, insbesondere Vertrieb und Marketing (1)
  • Professur für Betriebswirtschaftslehre, insbesondere Automobilwirtschaft (1)
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„Du bist aber ein Sensibelchen!“ : Diversity in Schulklassen am Beispiel der Wahrnehmungsverarbeitungssensibilität: Implikationen für die Führung (2018)
Andresen, Maike ; Goldmann, Paul
German temporary agency workers' SWB : the impact of POS provided by agencies (2017)
Imhof, Susanne ; Andresen, Maike
Purpose The purpose of this paper is to focus on the specific relationship between temporary agency workers (TAWs) and their employing temporary work agencies in Germany that is characterized – in contrast to other European countries – by agencies’ central role in employment and the prevalence of permanent contracts. The study addresses a research gap in understanding the mediating role of perceived organizational support (POS) provided by temporary work agencies in the relationship between employment-specific antecedents and TAWs’ subjective well-being (SWB). Design/methodology/approach Based on a sample of 350 TAWs in Germany, the mediating role of POS provided by agencies is analyzed using structural equation modeling. Findings The authors show that procedural justice, performance feedback and social network availability positively relate to POS while perceived job insecurity shows the expected negative influence and distributive justice has no impact on POS. POS, in turn, positively relates to SWB. The partially mediating effect of POS between employment-specific antecedents and SWB is also confirmed. Research limitations/implications The study is based on cross-sectional data and self-reported measures; this may limit causal inferences. Practical implications The results highlight the importance of agencies creating POS and reducing perceived job insecurity for improving TAWs’ SWB. Originality/value The study contributes to previous POS research by focusing on the agencies’ role and by showing the mediating effect of POS on TAWs’ SWB in Germany.
Self-initiated expatriates (2017)
Selmer, Jan ; Andresen, Maike ; Cerdin, Jean-Luc
Embeddedness and social support of self-initiated and assigned expatriates : the role of social networks (2016)
Agha-Alikhani, B.
A systematic literature review on the definitions of global mindset and cultural intelligence : Merging two different research streams (2017)
Andresen, Maike ; Bergdolt, Franziska
The literature on global mindset indicates a growing array of different approaches to its definition and conceptualization. The components making up global mindset are often unclear and vary significantly between studies. Concomitantly, global mindset shows major overlap with the cultural intelligence construct. This leads to an unfortunate lack of comparability of research results and to potential confusion for readers. In this article, the authors systematically review and synthesize the existing definitions and conceptualizations of global mindset and cultural intelligence. These definitions and conceptualizations are grouped according to four dimensions of cross-cultural competencies: personal attributes, cognitive knowledge and skills, motivation, and resources for adapting behavior. Based on this analysis, we provide definitions and a demarcation of the constructs global mindset and cultural intelligence using the three levels of business management (normative, strategic, and operative). Whereas cultural intelligence is a sufficient cross-cultural competency for employees working in operative management, a global mindset becomes highly relevant at the strategic and normative management levels. We derive implications for management practice as well as for future research.
Personal, Organisation und Arbeitsbeziehungen (2014)
Führung in Teilzeit ist noch nicht etabliert : Die Arbeitszeit-Forscherin Maike Andresen über flexible Arbeitszeitmodelle aus der Mitarbeiterperspektive (2014)
Andresen, Maike
Investing in the subjective well-being of temporary workers (2015)
Imhof, Susanne
Personal, Organisation und Arbeitsbeziehungen : POA (2015)
Personal, Organisation und Arbeitsbeziehungen : POA (2014)
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