@article{SeeberFleischmannCardonetal.2024, author = {Seeber, Isabella and Fleischmann, Carolin and Cardon, Peter and Aritz, Jolanta}, title = {Fostering Psychological Safety in Global Virtual Teams: The Role of Team-Based Interventions and Digital Reminder Nudges}, series = {Group Decision and Negotiation}, journal = {Group Decision and Negotiation}, doi = {10.1007/s10726-024-09899-5}, year = {2024}, abstract = {Psychological safety (PS), the feeling of being comfortable to express one's ideas or opinions in teams, is a key determinant of successful global virtual teams (GVT). Even though considerable knowledge exists about its antecedents, it is unknown how team-based interventions (TBI) and technology-based interventions (digital reminder nudges, DRN) foster PS among team members. Based on a survey involving 235 participants, our data show that TBI and DRN foster psychological safety in GVT. However, only the effect of TBI on psychological safety can be explained with a higher-quality coordination process. It remains unclear what causal mechanism explains the effect of DRN. These findings contribute to the literature on PS by showing that TBI facilitate effective coordination processes and to the literature on digital nudges by demonstrating that technology-based reminders drive PS.}, language = {en} } @misc{GraupnerFleischmann2025, author = {Graupner, Emma and Fleischmann, Carolin}, title = {Interpersonal Processes in Human-AI Teams: Toward an Updated Framework for Team Processes}, series = {AMCIS 2025 Proceedings}, journal = {AMCIS 2025 Proceedings}, year = {2025}, abstract = {This paper explores the integration of Artificial Intelligence (AI) into workplace teams and its influence on interpersonal dynamics. Drawing on Marks et al.'s (2001) team processes framework, we examine how AI influences interpersonal processes like conflict management, motivation, and affect management. Findings suggest that while AI can enhance objectivity, motivation, and efficiency, it may also introduce new tensions and anxieties about job security. We critically analyze both the opportunities and risks associated with AI integration, including the role of trust and individual perceptions. To address gaps in existing research, we outline a qualitative research agenda exploring the nature and distribution of interpersonal processes in human-AI teams. Preliminary interviews reveal that AI has strong motivational potential, though emotional responses vary, with some team members expressing fears and differing adaptation speeds.}, language = {en} } @article{MazzarellaFleischmannCarradinietal.2025, author = {Mazzarella, Renato and Fleischmann, Carolin and Carradini, Stephen and Kapitza, Stephanie}, title = {Success Factors of Crowdfunding Projects - A Cross-Country Comparison between USA, Germany and the UK}, series = {CURRENT ISSUES OF BUSINESS AND LAW}, volume = {1}, journal = {CURRENT ISSUES OF BUSINESS AND LAW}, number = {8}, year = {2025}, abstract = {Crowdfunding as an alternative financing method has been extensively studied for its success factors. However, the current success rates of crowdfunding projects remain below 50\%. The aim of this article is to investigate the how number of backers, size of the funding goal, and the team favorite award influence a project's success and to investigate whether the influence of them differs across countries. Through a statistical analysis of over 100,000 crowdfunding projects sourced from the crowdfunding platform Kickstarter, projects originating from the USA, Germany, and the United Kingdom were investigated and compared. Number of backers had the biggest impact on project success. For German projects, the influence of backers was significantly higher than in the UK and USA. The size of the funding goal emerged as the most influential factor in UK and Germany, while the team favorite award did not show a significant influential effect in the whole sample.}, language = {en} } @article{RoessleFleischmannRoessle2024, author = {R{\"o}ßle, Felix and Fleischmann, Carolin and Roessle, Kathrin}, title = {Gender diversity and financial performance in executive positions in German companies}, series = {Problems and Perspectives in Management}, volume = {22}, journal = {Problems and Perspectives in Management}, number = {2}, doi = {10.21511/ppm.22(2).2024.44}, pages = {571 -- 581}, year = {2024}, abstract = {An underrepresentation of women in executive positions has persisted for decades. This paper aims to analyze the financial impact of women in executive positions in German companies by examining the economic value added and exploring the effects of Environmental, Social, and Governance (ESG) factors and female supervisory board members on female board members. The results indicate that in the 200 largest German companies, the share of female executives increased between 2018 and 2022. Regardless of industry, female executives started at very low levels at around 4\% in 2018; in 2022, this figure reached around 11\%. Thereby, the financial sector showed the highest share of female executives at around 14\% in 2022, and the industrial sector at around 9\%. A closer look reveals that large companies have higher shares of female executives than smaller companies. Large companies show an average of 17\% compared to small ones, and in 2022, only 8\%. There is a positive correlation between the share of female supervisory board members and female executives, arguing that female supervisory board members seem to hire more female executives. Companies with more female executives tend to have lower ESG controversy scores, and companies with more female executives, measured by the economic value added, perform better financially than companies with few or no women. Companies with female executives show about 2 percentage points higher economic value added than those with the lowest share of females (no or few female executives). Thus, it seems that female executives matter and make a difference in companies.}, language = {en} }