Wirtschaftswissenschaftliche Fakultät
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German state elections are in focus of this work due to the decreasing importance of the "catch all parties" and rise of the AfD in 2013. As small parties like the AfD first reached the 5% threshold in state parliaments (e.g. in the Saxony state election 2014), state elections can be used as barometer elections for the national ones. Further, state elections fill the gap between the 4-year national election cycle and provide additional information for the national election.
The aim of this thesis is to forecast state elections based on polling data from different institutes. Despite occurring errors in polls like measurement or sampling errors - which are also discussed in this work - forecasting is made with aggregate models depending on short term polling data. Irregular polling data have to be customized to generate daily data to apply parametric regression based models. To forecast single vote shares in multi-party elections, the range of methods varies from basic methods like averaging over nonparametric regression based methods to dynamic linear models.
In three studies, this dissertation deals with success factors of digital and non-digital services. More specifically it reveals the role of non-monetary costs for the success of free digital services. Moreover, it deals with customer orientation of frontline employees. It reveals the crucial role of the customer for frontline employees' ability to act in a customer-oriented manner.
Even though the negative outcomes of boundary spanners’ role stress are well- known to service theory and practice, insights into how to manage frontline employees to lower experienced role stress are sparse. Moreover, extant research fails to include most up-to-date challenges of new service environments and their effects on frontline employees’ role stress perceptions. This dissertation’s studies focus on three different aspects of managing boundary spanners’ role stress in service occupations affected by the challenges of new service environments: managing (a) enhanced individual role complexity by feedback (Study 1), (b) person-role conflicts by transformational leadership (Study 2), and (c) role ambiguity by problem-focused coping strategies (Study 3).
Study 1 introduces the new concept of individual role complexity as mediator between environmental complexity (from customers and the own organization) and role stress of frontline employees in service settings. Moreover, Study 1 details different aspects of individual role complexity and considers feedback from various sources as potential moderators that mitigate the stressing effect of high individual role complexity. The results of this study provide a deeper understanding of current boundary spanner roles, their complexity and potential approaches to handle individual role complexity. The study offers directions for further empirical research on boundary spanners’ role complexity. Moreover, it helps managers to understand today’s service environments and frontline employees’ roles plus it suggests tools to manage imminent performance declines caused by individual role complexity.
The purpose of Study 2 is to identify effective leadership behavior that reduces frontline employees’ person-role conflicts, a hitherto rather neglected sub-dimension of role conflicts that strongly differs from externally originated role conflict dimensions which have been examined in existing research. Moreover, Study 2 aims at identifying individual cultural values as important contingency factors for the effects of transformational leadership respectively person-role conflicts on a frontline employee’s job performance. Results reveal that charisma-related transformational leadership styles promote the job performance of frontline employees, even in the face of person-role conflicts, while intellectual stimulation has a negative effect on job performance. In addition, the individual cultural values collectivism, power distance, and uncertainty avoidance moderate the effects of transformational leadership on job performance. The findings imply that service firms should train managers in the use of charisma-related leadership styles and highlight the importance of employees’ individual culture when leading frontline employees with distinct leadership styles.
Study 3 addresses which frontline employees’ problem-focused coping strategies might effectively reduce perceived role ambiguity. The gathered evidence indicates that only action coping is effective, whereas instrumental support seeking does even enhance perceived role ambiguity. An examination of intrinsic and extrinsic coping resources as drivers of coping reveals that conscientiousness and supervisor support are helpful coping resources. Contrary, neuroticism drives insufficient coping and inhibits the use of effective coping resources. Managers of service firms should provide training to ensure effective supervisor support plus consider the personality traits of potential employees in recruitment procedures to reduce and prevent experienced role ambiguity among frontline employees. Altogether, the three studies contribute to existing service theory and practice by identifying management tools to counter role stress perceptions induced by the challenges of new service environments.
Really new products frequently receive great academic, managerial and public attention, because they have the potential to change everybody’s lives. Our economic system fundamentally relies on creative destruction, i.e. the constant process by which innovations challenge established products. This tension between the new and the already existing in the end promises competitive advantage, but makes it difficult to successfully introduce product innovations to the market. Hence, companies strive to become better all along the innovation process, ranging from idea generation, to product launch, and customers’ post-adoption product experience. This dissertation addresses challenges along the product innovation process in three independent essays.
Essay 1 focuses on members’ collaboration behavior in innovation forums. Many innovations at first are invented by users and later on get developed into products ready for the consumer market within firms’ R&D departments. Users are often the first to encounter novel needs and come up with ideas, concepts and even prototypes to satisfy them. Online forums are social spheres where hobbyists and professionals from all over the world meet to exchange their ideas about products and share their latest experiences. Hence, online forums represent incredibly rich resources to inspire companies’ ideation processes. Essay 1 investigates the social mechanism of member collaboration in innovation communities. Theory on creativity postulates that the interaction between the core and the periphery of social networks enables the communities’ innovative performance. Recent research showed that members from the periphery can boost their individual innovative performance via exchanging with the community core. However, we still do not know why core members assist peripherals. Essay 1 reveals that core members benefit from exchanging with members from the periphery throughout increasing their own influence as experts among peers in the core. The identified mechanism can be used to select the right candidates for co-creation workshops.
Essay 2 identifies a product launch strategy for innovations which are both, radical and disruptive. The successful launch of radical and disruptive innovations is a difficult challenge, because their radical newness provokes consumers’ uncertainties. Furthermore, because of their disruptiveness, at the time of product launch those innovations are perceived to be inferior regarding their primary functionality compared to established products, although their performance in general is fully sufficient to satisfy consumers’ actual needs. A means to address the perceived inferiority is to add a feature to the innovation which offers a functional surplus by means of existing technology. Essay 2 shows that simultaneously introducing the innovation and a functionally modified version thereof increases consumers’ adoption intentions. Furthermore, consumers who opted for the modified, but more expensive version are not dissatisfied with their choice in the long run, although they do not need the additional performance from an objective point of view. Essay 2 contributes insights regarding the causes and consequences of this new product launch strategy to the theory of radical and disruptive innovations. The findings of this essay are highly relevant to managers, because they show how this strategy can be implemented in practice to lower the failure rate of really new products at product launch.
Innovation research to date is rich on evidence regarding the determinants of consumers’ adoption decisions. However, perhaps due to questions of data accessibility, insights of consumers’ post-adoption product evaluation are still scarce. Hence, essay 3 shifts the focus beyond product adoption to investigate the interplay of early adopters’ experienced utility, perceived aesthetic value and attitude toward the product in the long-run. Findings show that the perceived aesthetic value creates a halo effect in the post-adoption phase, such that the influence of early adopters’ experienced utility on attitude gets weaker, the more positively they evaluate the innovations’ aesthetics over time. Furthermore, the halo effect only tempers the relationship between experienced hedonic utility and attitude when consumers are characterized by innate consumer innovativeness. Managers should see the products’ form not only as a means to increase purchase intentions, but understand that aesthetic value offers the potential to shape consumers’ long term attitude toward the product, which in turn is an important driver for word of mouth behavior. A high score on the trait innate consumer innovativeness is an appropriate criterion for the selection of users for design co-creation.
In the first article, I will focus on the career choice itself and identify core components that a career choice regarding the ICT-industry is comprised of.
In the second article, the thesis focuses on the Indian ICT-industry. The Indian ICT-industry consists of a comparably high percentage of female employees, namely 35% at the entry-level, but at the same time struggles with high attrition rates at higher levels. Therefore, the Indian ICT-industry serves as a best practice example for attracting women to the ICT-industry, and simultaneously assists us in under-standing the reasons why they tend not to stay.
In the third article, the thesis focuses on the stability of career choices by analyzing the short- and long-term persistence of females and males in computing disciplines.
In the fourth article, the thesis analyzes the motivation structure of people that plan to enter the ICT-industry. This is to identify what kinds of people are attracted to the ICT-industry and to reveal differences in their vocational behavior.