@inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {PrevenTAB: Towards Ambient IT in Healthcare}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {The Perspectives for IT in Healthcare: the Case of Spain and Germany}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {Towards Ambient IT in Healthcare}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {Requirements Engineering for Risk Management Solutions in Hospitals}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {Governance of Cloud Computing}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {Mathematical Models for Data Analysis in Healthcare}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @inproceedings{Stantchev2015, author = {Stantchev, Vladimir}, title = {Mathematical Models for Data Analysis in Econometrics}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @article{VeraBaqueroColomoPalaciosStantchevetal.2015, author = {Vera-Baquero, Alejandro and Colomo-Palacios, Ricardo and Stantchev, Vladimir and Molloy, Owen}, title = {Leveraging big-data for business process analytics}, series = {The Learning Organization}, volume = {22}, journal = {The Learning Organization}, number = {4}, pages = {215 -- 228}, year = {2015}, abstract = {This paper aims to present a solution that enables organizations to monitor and analyse the performance of their business processes by means of Big Data technology. Business process improvement can drastically influence in the profit of corporations and helps them to remain viable. However, the use of traditional Business Intelligence systems is not sufficient to meet today's business needs. They normally are business domain-specific and have not been sufficiently process-aware to support the needs of process improvement-type activities, especially on large and complex supply chains, where it entails integrating, monitoring and analysing a vast amount of dispersed event logs, with no structure, and produced on a variety of heterogeneous environments. This paper tackles this variability by devising different Big Data based approaches that aim to gain visibility into process performance.}, language = {en} } @incollection{Seisreiner2015, author = {Seisreiner, Achim}, title = {Personalplanung}, series = {Praxishandbuch Personalmanagement}, booktitle = {Praxishandbuch Personalmanagement}, editor = {Wagner, Dieter}, publisher = {Haufe}, address = {Freiburg}, publisher = {SRH Berlin University of Applied Sciences}, pages = {19 -- 59}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @misc{SchoelmerichSchermulyDeller2015, author = {Sch{\"o}lmerich, Franziska and Schermuly, Carsten C. and Deller, J{\"u}rgen}, title = {Diversity faultlines in diplomatic teams: a pecha kucha presentation}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @misc{Schermuly2015, author = {Schermuly, Carsten C.}, title = {Negative Effekte von Coaching: ein Forschungs{\"u}berblick}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @misc{SchoelmerichSchermuly2015, author = {Sch{\"o}lmerich, Franziska and Schermuly, Carsten C.}, title = {When subgroups impair full engagement: diversity faultlines and social loafing in teams}, year = {2015}, abstract = {Keine Angabe No details}, language = {en} } @misc{SchoelmerichSchermulyDeller2015, author = {Sch{\"o}lmerich, Franziska and Schermuly, Carsten C. and Deller, J{\"u}rgen}, title = {{\"U}bertragung von Diversit{\"a}ts{\"u}berzeugungen zwischen F{\"u}hrungskr{\"a}ften und Teammitgliedern: die Bedeutung von transformationaler F{\"u}hrung}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @misc{Schermuly2015, author = {Schermuly, Carsten C.}, title = {Negative Effekte von Coaching f{\"u}r Coaches}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @misc{CarolinSchermuly2015, author = {Carolin, Graßmann and Schermuly, Carsten C.}, title = {Negative Effekte von Coaching f{\"u}r den Klienten und deren Wirkfaktoren}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @incollection{Schermuly2014, author = {Schermuly, Carsten C.}, title = {Psychologisches Empowerment und Mitarbeiterf{\"u}hrung}, series = {Trends der psychologischen F{\"u}hrungsforschung}, booktitle = {Trends der psychologischen F{\"u}hrungsforschung}, editor = {Felfe, J.}, publisher = {Hogrefe}, address = {G{\"o}ttingen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {303 -- 316}, year = {2014}, abstract = {Keine Angabe No details}, language = {de} } @article{MeyerSchermulyKauffeld2015, author = {Meyer, Bertolt and Schermuly, Carsten C. and Kauffeld, Simone}, title = {That's not my place: the interacting effects of faultlines, subgroup size, and social competence on social loafing behaviour in work groups}, series = {European Journal of Work and Organizational Psychology}, volume = {25}, journal = {European Journal of Work and Organizational Psychology}, number = {1}, pages = {31 -- 49}, year = {2015}, abstract = {Taking a social relations approach to team diversity, we propose that faultlines—hypothetical dividing lines that split a team into relatively homogeneous subgroups—impact the team members' propensity to exhibit social loafing behaviour. We further propose that this individual-level reaction to the faultline structure of the team can differ among team members, depending on the size of their subgroup and on their individual social competence. We tested the assumptions with a sample of real teams working on an intellective task during which social loafing behaviour was video-coded. In partial support of the hypotheses, generalized mixed models revealed that social loafing behaviour was most common for team members who were part of a team with strong faultlines, who belonged to the larger subgroup in their team, and who exhibited low levels of social competence. The results therefore highlight the benefits of taking a multilevel approach to the effects of faultlines.}, language = {en} } @inproceedings{SteidleGockel2015, author = {Steidle, Anna and Gockel, Christine}, title = {Social rooms: the combined effects of light and temperature on team performance}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @misc{SteidleGockel2015, author = {Steidle, Anna and Gockel, Christine}, title = {Warme Kontextreize als Stressoren oder Ressourcen bei Teamaufgaben}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @article{GockelKerr2015, author = {Gockel, Christine and Kerr, Norbert L.}, title = {Put-Down Humor Directed at Outgroup Members Increases Perceived - But Not Experienced - Cohesion in Groups}, series = {Humor: International Journal of Humor Research}, volume = {28}, journal = {Humor: International Journal of Humor Research}, number = {2}, pages = {205 -- 228}, year = {2015}, abstract = {Put-down humor always has a target, and the intent of the speaker is to make fun of someone or something. Due to its inherently social nature, put-down humor could strongly affect socio-emotional group processes and outcomes like cohesion. We hypothesized that put-down humor would increase cohesion when it was targeted at outgroup members and was followed by laughter. Two laboratory experiments were conducted to examine the underlying processes of the put-down humor - cohesion relation. Study 1 showed that put-down humor of outgroup members (as compared to no humor) did not increase participants' attraction to the group. But it increased perceived cohesion among other group members and the perception that other group members felt safer and were more similar to each other. Even when procedures were altered in Study 2 to reduce participants' evaluation apprehension and their potential anxiety about not themselves being humorous, we found the same pattern of results. We discuss which conditions might be necessary for put-down humor to increase one's personal attraction to a group.}, language = {en} }