@incollection{StantchevStantcheva2012, author = {Stantchev, Vladimir and Stantcheva, Lubomira}, title = {Applying IT-Governance Frameworks for SOA and Cloud Governance}, series = {Communications in Computer and Information Science}, booktitle = {Communications in Computer and Information Science}, publisher = {SRH Berlin University of Applied Sciences}, pages = {398 -- 407}, year = {2012}, abstract = {Service-oriented architecture (SOA) in the enterprise was one of the key enablers for cloud computing. Therefore, it can serve as a natural fit for bringing traditional IT governance approaches forward to the challenges of cloud governance. In this work we present an approach for mapping IT governance mindsets to the aspects of SOA governance. It allows an IT organisation the adaptation and the continuous usage of already established governance models during the adoption of cloud computing solutions. We also present an application case study where we demonstrate the feasibility of the approach in real-life scenarios in the context of an international telecommunication provider.}, language = {en} } @book{OPUS4-311, title = {Differentielles Management: Individualisierung und Organisation in systemischer Kongruenz}, editor = {Armutat, Sascha and Seisreiner, Achim}, publisher = {Springer}, address = {Berlin}, isbn = {978-3-8349-4516-7}, publisher = {SRH Berlin University of Applied Sciences}, pages = {XX, 301}, year = {2012}, abstract = {Wie kann man Vielfalt und Individualit{\"a}t unter der Bedingung allgemeiner Strukturen und Standards f{\"o}rdern? Mit dieser Leitfrage setzen sich Wissenschaftler und Praktiker in der Festschrift f{\"u}r Dieter Wagner auseinander. Die Beitr{\"a}ge verbinden anspruchsvolle konzeptionelle Er{\"o}rterungen mit praktischen Handlungsempfehlungen. Sie stehen f{\"u}r die Interdisziplinarit{\"a}t, mit der Dieter Wagner immer wieder neue Zug{\"a}nge zu den Grundproblemen modernen Managements gesucht hat - als Manager im Unternehmen, als Wissenschaftler zu Fragen von Organisation, Personalmanagement, F{\"u}hrung, Gr{\"u}ndung, Innovation und Transfer sowie als Wissenschaftsmanager in der Hochschulverwaltung.}, language = {de} } @incollection{Seisreiner2012, author = {Seisreiner, Achim}, title = {Das Ph{\"a}nomen der Leistungsentkopplung in Organisationen: kritische Anmerkungen zum Leistungsprinzip in Hochschulen und Unternehmen}, series = {Differentielles Management: Individualisierung und Organisation in systemischer Kongruenz}, booktitle = {Differentielles Management: Individualisierung und Organisation in systemischer Kongruenz}, publisher = {Springer}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {151 -- 170}, year = {2012}, abstract = {Die Disengagementtheorie ist eigentlich ein gerontologischer Erkl{\"a}rungsansatz, der den Prozess des menschlichen Alterns als einen R{\"u}ckzug von Individuen aus ihren sozialen und beruflichen Aktivit{\"a}ten beschreibt. In diesem Beitrag wird ein allgemeiner Disengagementansatz entwickelt, der das Ph{\"a}nomen der Entkopplung nicht als einen gerontologischen Prozess versteht, sondern als einen umfassenden, gesellschaftlichen Trend betrachtet. Im Fokus steht die Entkopplung von Leistungsbeitrag und Leistungsmessung in unterschiedlichen Bereichen der menschlichen Gesellschaft. Dieses Ph{\"a}nomen wird hier als Leistungsentkopplung bezeichnet. Eine Neigung zur Leistungsentkopplung ist sicherlich in vielen gesellschaftlichen Bereichen beobachtbar. Aus Gr{\"u}nden der Fokussierung wird in diesem Beitrag jedoch exemplarisch auf zwei institutionelle Bereiche unserer modernen Leistungsgesellschaft eingegangen: auf Hochschulen und auf Unternehmen.}, language = {de} } @article{Schermuly2011, author = {Schermuly, Carsten C.}, title = {Empowerment: was tats{\"a}chlich gemeint ist}, series = {Personalmagazin}, journal = {Personalmagazin}, number = {3}, pages = {31 -- 33}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchermulySchermulyMeyer2011, author = {Schermuly, Carsten C. and Schermuly, Ren{\´e} A. and Meyer, Bertolt}, title = {Effects of vice-principals' psychological empowerment on job satisfaction and burnout}, series = {International Journal of Educational Management}, volume = {25}, journal = {International Journal of Educational Management}, number = {3}, pages = {252 -- 264}, year = {2011}, abstract = {Purpose - This paper aims to investigate the relationship between psychological empowerment, job satisfaction, and burnout among vice-principals (VPs) in primary schools. Design/methodology/approach - A total of 103 VPs at 103 different primary schools in Germany were surveyed with a questionnaire that assessed the four dimensions of psychological empowerment (competence, meaning, self-determination, and impact), emotional exhaustion, and job satisfaction. Participants also reported demographic data, including days absent from work over the past year. Structural equation modeling (SEM) was employed to test the proposed hypotheses. Findings - Regarding the consequences of empowerment, SEM revealed a strong indirect relationship with emotional exhaustion via job satisfaction. The direct relationship between empowerment and emotional exhaustion did not reach statistical significance. Of the dimensions of empowerment, competence and meaning were the strongest predictors of the outcomes. Emotional exhaustion and days absent from work were positively related. Practical implications - Job related burnout can cause serious consequences for the individual and the school, because VPs have a central role in the functioning of primary schools. Since the empowerment dimensions competence and meaning have the strongest influence, measures should be implemented to foster them. Because job satisfaction is highly related to emotional exhaustion, it could serve as an early alert system. For this reason, VPs should be surveyed at regular intervals regarding their job satisfaction. Originality/value - The study is the first that examines the relationship between psychological empowerment, satisfaction, and burnout among VPs in schools.}, language = {en} } @incollection{KauffeldSchermuly2011, author = {Kauffeld, Simone and Schermuly, Carsten C.}, title = {Arbeitszufriedenheit und Arbeitsmotivation}, series = {Arbeits-, Organisations- und Personalpsychologie}, booktitle = {Arbeits-, Organisations- und Personalpsychologie}, editor = {Kauffeld, Simone}, publisher = {Springer}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {179 -- 194}, year = {2011}, abstract = {Gr{\"u}nde f{\"u}r die Besch{\"a}ftigung mit Arbeitszufriedenheit (AZ) benennen k{\"o}nnen. Die Facetten des Arbeitszufriedenheitskonstrukts kennen. Kenntnisse {\"u}ber die Messung der Arbeitszufriedenheit erwerben. Um die Probleme bei der Messung der Arbeitszufriedenheit wissen. Den Unterschied zwischen Arbeitsmotivation und Arbeitszufriedenheit erl{\"a}utern k{\"o}nnen. Wissen, was ein Motiv, ein Anreiz und Motivation ist. Den Unterschied zwischen Inhalts- und Prozesstheorien der Arbeitsmotivation kennen. Die Pr{\"a}potenzannahme erkl{\"a}ren k{\"o}nnen. Wissen, welche Maßnahmen Organisationen ergreifen k{\"o}nnen, um die Bed{\"u}rfnisklassen von Maslow (1954) zu f{\"o}rdern. Kenntnis davon haben, welche T{\"a}tigkeitsmerkmale im Job-Characteristics-Modell von Hackman und Oldham (1975) zu intrinsischer Motivation f{\"u}hren. Die Vorz{\"u}ge des VIE-Modells erl{\"a}utern k{\"o}nnen. {\"U}ber den Korrumpierungseffekt der intrinsischen Motivation informiert sein. Ziele formulieren k{\"o}nnen.}, language = {de} } @article{SchermulyMeyer2011, author = {Schermuly, Carsten C. and Meyer, Bertolt}, title = {Bedingungsfaktoren und Maßnahmen zur Steigerung der Arbeitszufriedenheit im Schulmanagement}, series = {SchulVerwaltung}, journal = {SchulVerwaltung}, number = {2}, pages = {46 -- 47}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @incollection{SchoelmerichNachtweiSchermuly2011, author = {Sch{\"o}lmerich, Franziska and Nachtwei, Jens and Schermuly, Carsten C.}, title = {Evaluating the quality of assessment centers used in employee selection: development of a Benchmark for Assessment Center Diagnostics (BACDi)}, series = {Empirische Evaluationsmethoden}, volume = {15}, booktitle = {Empirische Evaluationsmethoden}, editor = {Krause, Bodo}, publisher = {ZeE Verlag}, address = {Berlin}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3027}, publisher = {SRH Berlin University of Applied Sciences}, pages = {10}, year = {2011}, abstract = {Assessment Centers (AC) generally yield an acceptable predictive validity, but the range of validity coefficients varies depending on the study. One reason for these heterogenic results might be the lack of commonly accepted quality criteria for the use of ACs in organizational practice. The project Benchmark for Assessment Center Diagnostics (BACDi) aims to systematically evaluate AC quality focusing on improving their predictive validity. For this reason, the BACDi-instrument was developed in cooperation with AC experts from research and organizational practice. The instrument provides an evaluation of AC quality according to 67 quality criteria based on scientific evidence or recommendations relating to predictive validity. Furthermore, a norm is created that allows organizations to compare their results to those of similar organizations within a benchmark. This article describes the theoretical background of the BACDi-project as well as the development of the BACDi-instrument. In addition, the current application and evaluation of the BACDi-instrument and perspectives of the BACDi-project are presented.}, language = {en} } @article{MeyerShemlaSchermuly2011, author = {Meyer, Bertolt and Shemla, Meir and Schermuly, Carsten C.}, title = {Social Category Salience Moderates the Effect of Diversity Faultlines on Information Elaboration}, series = {Small Group Research}, volume = {42}, journal = {Small Group Research}, number = {3}, pages = {257 -- 282}, year = {2011}, abstract = {Faultlines—hypothetical dividing lines splitting a group into homogeneous subgroups based on the distribution of demographic attributes—are frequently assumed to be detrimental to group outcomes because they operationalize social categorizations. However, a literature review indicates that this is not always the case. We argue that diversity faultlines and social categorizations are not necessarily the same and that the effect of diversity faultlines is moderated by perceived social categorizations. To test this proposition, we assigned 172 participants to groups of four. Participant gender, bogus personality feedback, seating position, and colored cards were employed to create two diversity faultline conditions (weak and strong faultline). Groups worked on the Survive in the Desert task, and their interactions were coded with the discussion coding system (DCS). Social categorizations were elicited using a newly developed measure that requires participants to specify subjectively perceived salient categories. Participants stated many social categories that were unrelated to surface-level characteristics frequently employed in diversity research. In line with our hypotheses, social category salience moderated the effect of faultline strength on elaboration. Elaboration was most intense in strong faultline groups that had low levels of category salience. Elaboration was positively related to performance. Theoretical and practical implications are discussed.}, language = {en} } @article{SchermulyScholl2012, author = {Schermuly, Carsten C. and Scholl, Wolfgang}, title = {The Discussion Coding System (DCS): a New Instrument for Analyzing Communication Processes}, series = {Communication Methods and Measures}, volume = {6}, journal = {Communication Methods and Measures}, number = {1}, pages = {12 -- 40}, year = {2012}, abstract = {The Discussion Coding System (DCS) is a new instrument for coding face-to-face communication processes. The DCS was developed with several goals in mind: a well-grounded theoretical background, economical coding, the inclusion of nonverbal behavior into the coding, the ability to code different sized groups engaged in a variety of task types, and high ease of use. Important aspects of communication behavior are covered: the directly observable aspects of who speaks to whom, the functions of a statement for the interaction process, and the interpersonal meaning of an act on the two basic behavioral dimensions of affiliation and dominance. Furthermore, coding software was developed that greatly enhances the efficiency of coding as well as the creation of data files. The reliabilities are strong if video is used. The reliabilities for real-time coding are considerably lower but still satisfactory if special measures are taken. The validity of the DCS was established in several studies.}, language = {en} }