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Dass Teamarbeit für das Hervorbringen von Innovationen wichtig ist, konnte bereits hinreichend empirisch bestätigt werden. Dabei hat sich für den Erfolg von Innovationsprojekten (z.B. in der Produktentwicklung) vor allem die Qualität der Zusammenarbeit im Team als entscheidend herausgestellt. Welche Kompetenzen Teams dafür benötigen und wie diese Kompetenzen z.B. durch Training und Teamentwicklung gefordert werden können verbleibt jedoch noch weitestgehend offen.
Diesen beiden Fragen widmet sich diese Arbeit, indem sie zunächst auf dem Stand der bisherigen Team- und Innovationsforschung für erfolgreiche Innovationsprojekte relevante Teamkompetenzen definiert und mögliche Personalinterventionen ableitet. Dazu konnten 11 relevante Teamkompetenzen identifiziert und den 4 Kompetenzbereichen der fachlichen, methodischen, sozialen und selbststeuernden Teamkompetenz zugeordnet werden. In Anlehnung an das Modell der Verhaltensdeterminanten und an gruppenpsychologischen Erkenntnissen sowie auf der Basis einer Expertenbefragung konnten dazu verschiedene Maßnahmen in den Bereichen Mitarbeitertraining, Teamtraining und Teamentwicklung identifiziert werden.
Die theoretisch fundierten Erkenntnisse werden schließlich im Modell der Teaminnovationskompetenz, kurz TIK-Modell, zusammengefasst, das im Wesentlichen einem in der Teamforschung üblichen Input-Prozess-Output-Modell entspricht. In diesem Modell werden Zusammenhange
der verschiedenen Trainings- und Teamentwicklungsinterventionen mit den einzelnen Teamkompetenzen einerseits sowie zwischen den Teamkompetenzen und dem Erfolg von Innovationsprojekten andererseits postuliert.
Zur empirischen Überprüfung des TIK-Modells wurde im Jahr 2007 die Studie ‚Training for Innovation’ durchgeführt, an der sich 34 in Deutschland ansässige Unternehmen beteiligten. Befragt wurden dabei mittels einer Online-Befragung Manager, Projektleiter und Teammitglieder zu ihrer Zusammenarbeit, Teilnahme an spezifischen Trainings- und Teamentwicklungsmaßnahmen sowie zu projektspezifischen Rahmenbedingungen und dem Erfolg abgeschlossener
Innovationsprojekte.
Die Angaben konnten dabei auf Projektebene verdichtet werden, wobei 95 vollständige Teams bzw. Innovationsprojekte letztendlich ausgewertet werden konnten.
Die postulierten Zusammenhänge wurden auf der so gewonnenen Datenbasis mit Hilfe der multiplen Regressionsanalyse überprüft, wobei einige neue Erkenntnisse gewonnen werden konnten. Zunächst weisen nicht alle der 11 definierten Teamkompetenzen einen direkten positiven Zusammenhang mit dem Projekterfolg auf. Als bedeutsam zeigen sich vor allem die interne Kooperationskompetenz neben einer Anpassungs- und Improvisationskompetenz im Team, wohingegen fachliche Kompetenzen als Wissens- und Erfahrungsressource keine signifikanten Zusammenhänge zeigen.
Vor allem teambezogene Trainings- und Entwicklungsmaßnahmen wie Teamtraining, Teamcoaching, Teammoderation oder auch Zielvereinbarungen und Feedback stehen in einem positiven Zusammenhang mit einzelnen oder mehreren Teamkompetenzen. Damit kann von möglichen positiven Effekten solcher Interventionen in Bezug auf die innovative Teamarbeit ausgegangen werden.
Individuelle Weiterbildung einzelner Teammitglieder unmittelbar vor oder während der untersuchten Projekte zeigt in dieser Arbeit keine Zusammenhänge mit den Kompetenzen von Innovationsteams.
Hierzu müssen weitere Untersuchungen folgen, die die Trainingsmaßnahmen differenzierter nach ihrem Einsatz, ihrem Inhalt und ihrer Qualität betrachten und dabei auch die Kompetenzen der einzelnen Teammitglieder berücksichtigen, welche nicht Gegenstand dieser Arbeit waren. Eine Ausnahme stellt jedoch die Teilnahme einzelner Teammitglieder an Konferenzen oder ähnlichen Veranstaltungen wie Tagungen und Messen dar. Diese weist einen
signifikant positiven Zusammenhang mit dem Wissen und der externen Kooperation der untersuchten Teams auf.
Die Ergebnisse zum TIK-Modell werden zum Schluss dieser Arbeit noch einmal zusammengefasst dargestellt sowie in ihrer Bedeutung für die Forschung und Unternehmenspraxis diskutiert.
Finanzcontrolling
(2007)
Upper echelons theory
(2012)
Distance in work teams has become a cornerstone of today’s business world as well as a fundamental research area. It has also become a prevalent team design factor that enables managers to combine the knowledge and skills of far-flung employees together in one team and, thus, to leverage their performance. However, it is not yet clear whether and how distance affects intra-team dynamics and performance. This dissertation addresses this fundamental research gap and explores the consequences of distance in teams and how virtual teams can overcome the bur-dens of virtual collaboration. More precisely, there are three burning issues addressed with regard to dispersed team dynamics: the perception of distance versus proximity, virtual teamwork processes, and the impact of the team context. In practice, it has been shown that the inadequate management of these issues plays a crucial role when virtual teams fall behind managers’ expectations. However, practitioners to date have only limited knowledge how to handle these factors of virtual team performance effectively, due to the severe research gaps associated with these issues. Accordingly, this study’s approach to explaining virtual team performance is built on these three focused elements of virtual collaboration.
Adopting this research focus, the empirical part of this work is structured into four research papers that empirically investigate whether and how perceived distance, team processes, and the team context may become critical for virtual team performance and the extent to which practitioners can build on these three success factors to optimize distributed work. The empirical analyses to these questions are based on a sample consisting of 161 software development teams with varying degrees of geographic dispersion.
The results presented in this dissertation clearly show that team processes, the perception of distance, and the team context matter for virtual team effectiveness. The research results of this study revealed team processes to be the key drivers of virtual team performance. In fact, virtual teams with high-level collaborative team processes are able to outperform their co-located counterparts, even those with the same quality of team processes. Teams with poor team processes, in contrast, suffer heavily from dispersion and underperform co-located teams with the same (low) levels of these processes. Thus, the effect of dispersion is not necessarily detrimental to team performance but rather depends on the quality of task-related team processes.
The analyses further show that it seems not (only) to be the actual degree of geographic dispersion that affects virtual team dynamics but rather the perceived level of distance between the members of a team. By exploring its antecedents, distance perceptions turned out to be mental states that emanate from complex and more socially-based constructions of the reality and are significantly affected by team members’ national heterogeneity. This finding illustrates the need to include the social aspects of dispersion in future research on dispersed team functioning. For executives, this finding offers new opportunities how to reap the benefits of virtual collaboration without efforts of bringing team members together face-to-face.
A third antecedent of virtual team dynamics turned out to be the organizational context. The organizational context has been shown to affect virtual team performance more indirectly by changing the conditions in which team members collaborate. In this dissertation, two paths have been identified of how the organizational context impacts virtual team functioning. First, organ-izational context variables such as the degree of formalization facilitate the perception of proximity even for team members being geographically strongly dispersed. Second, the organizational context can facilitate virtual team performance by creating an environment for superior dispersed collaboration quality. These context-related findings show that the larger organizational environment can help distributed teams to cope with the liabilities of distance more effectively. In particular, there are distinct and manageable attributes of the organizational context that can be addressed to help team members developing perceptions of interpersonal closeness as well as to perform high-level dispersed teamwork.
The results of this dissertation offer both considerable contributions to the extant literature on virtual team dynamics and guidance for the formulation of best-practices in virtual team management. In the end, all presented theoretical models and corresponding research results help to learn more about virtual teams – especially about their dynamics and the antecedents of their performance.
This dissertation examines the role tangible resources play in innovation projects. Specifically, it is distinguished between two mindsets when it comes to tangible resource constraints in innovation projects. One mindset regarding the relationship between tangible resources and innovation project performance can be described best as “resource driven”, meaning that innovation project performance is strongly linked to the presence of adequate tangible resource input. Counter-intuitively, a vast number of case examples suggest the exact opposite, though. The underlying “less is more” mindset suggests that innovation project performance could also be achieved because (not despite) of constrained tangible resources. Those views reflect the two extremes of the continuous variable “tangible resource orientation” which expresses the perceived dependency on tangible resources in order to achieve a high level of performance in innovation projects.
Since conceptual and empirical evidence on the antecedents and consequences of varying degrees of tangible resource adequacy in extant literature is inconclusive, this dissertation aims at disentangling the ambiguous tangible resources-innovation project performance relationship. The arguments I put forward in this dissertation are based on conceptual evidence as a result of synthesizing literature from neighboring research fields like cognitive psychology, entrepreneurship, and corporate strategy pointing to mechanisms which cause material resource constraints to facilitate creative and innovative performance in innovation projects. These literature streams are then brought together within the framework of the resource based view (RBV) of the firm. The empirical analyses to test the hypothesized relationships are based on a sample consisting of 121 innovation project teams from the electronics industry.
The results presented in this dissertation show that the ambiguity of the relationship between tangible resources and innovation project performance observed in the literature may be a result of moderating variables that determine the direction and strength of tangible resources’ influence on innovation project performance. Specifically, the analyses reveal an interaction effect in that perceptions of material resource adequacy indeed may entail diverging effects on innovation project outcomes in family and non-family businesses, depending on differences in these firms’ organizational culture regarding the orientation toward material resources. In particular, innovation projects in non-family firms do Extended summary III significantly better when being provided with more adequate material resources, while in family firms innovation projects do not show significant differences in conditions of more or less adequate tangible resources and are shown to perform better (relative to those in nonfamily firms) under conditions of perceived material resource inadequacy.
Moreover the results of this dissertation point to the influence of socio-cognitive factors on a team’s evaluation of material resource adequacy. These socio-cognitive influences are further shown to root both on innovation project team attributes and capabilities, as well as on characteristics of organizational culture. Specifically, regarding team-level factors, it is found that innovation project team members’ perception of material resource adequacy is influenced by a team’s action repertoire, the belief of a team being able to accomplish a task, and the team task’s work volume. Regarding organizational-level factors, this research reveals that innovation project teams in family firms perceived their material resource provisions generally as being more adequate. Further, this relationship is shown to be mediated by an organization’s cultural characteristic of material resource orientation, representing an important link that transmits family influence to innovation project teams’ perceptions of material resource adequacy.
Finally, the results reveal that depending on which outcome dimension is operationalized as the main project focus, i.e., whether the quality or innovativeness of the developed products is used as outcome measure, converse results may emerge. Specifically, it is found that perceptions of material resource adequacy have a positive effect on new product quality and a negative effect on new product novelty. In a similar vein, relative team size is shown to be negatively related with new product novelty while showing a positive relationship with new product quality. Additionally, relative team size is also found to have a positive relationship with project efficiency.
From these findings, key implications for the management of innovation projects are derived in order to ensure the effectiveness of companies’ investments in R&D, showing that adequate tangible resources per se do not have a direct effect (neither positive nor negative) on innovation project performance. Rather, the role of tangible resources in innovation projects is contingent upon how adequate tangible resources are perceived to be, on certain contingency variables, and on the outcome dimension focused on. Thus, sometimes less may indeed turn out to be more and this thesis points to ways how to tap this potential.
The emergence and spread of antimicrobial resistance (AMR) is still an unresolved problem worldwide. The most visible effect of AMR, healthcare-associated infections (HAIs), imposes a substantial financial burden on the healthcare system through exacerbation or prolongation of illness and subsequent in-hospital treatment. The impact of the emergence and spread of AMR, however, is not limited to an increase in the number of HAIs. AMR also impacts patients who do not become infected. As in-hospital resistance patterns change over time, rationale weighting induces decision-makers to adjust their behaviour in order to provide the best possible treatment in a changing environment of resistance. In settings where resistant organisms are prevalent, for instance, physicians routinely change empirical antibiotic therapy in accordance to the relevant resistance indicator, leading to differences in costs, dosing schedules, and/or side-effect profiles.
The effects of such resistance-induced antibiotic substitution effects are highly relevant in intensive care units (ICUs) where treatment failure often has severe consequences. In ICU settings, first line antibiotic therapy is highly standardized and widely empiric. On the other hand, there is a limited number of reserve antibiotics, whose prices and/or side effects are substantially higher than first-line therapy. We hypothesize that a rise in resistance to first line agents increases demand for the respective reserve agents. In order to provide first estimates of these resistance-induced substitution effects, we conducted a panel data regression analysis on monthly antibiotic use and resistance data from 66 ICUs between 2001 and 2012.
We chose an estimation using unit-fixed effects and selected combinations of first line agents and their substituting reserve agent in accordance with an expert opinion-guided and pre-defined set of variables. The investigated reserve antibiotics (Carbapenems, Glycopeptides and Linezolid) represent a large part of all reserve antibiotics and on average 15% of all prescribed antibiotics.
The findings of the three core regressions support the hypothesis that demand for antibiotics significantly increases when lower level resistance rises. For some regressions the lagged effect of resistance is also significant, supporting the conjecture that part of the substitution effect is caused by physicians changing antibiotic choices in empiric treatment by adapting their resistance expectation to new information on resistance prevalence. In contrast, there is no lagged effect related to the occurrence of methicillin-resistant Staphylococcus aureus (MRSA). This may be explained by the availability of rapid testing, which is increasingly used to immediately screen patients for MRSA, commonly resulting in definitive therapy being promptly available.
The results are robust to different specifications of the empirical model, and the findings imply that expectations play an important role in the demand for antibiotics. For policy makers, an important finding may be that the availability and accuracy of information about prevalence of pathogens and resistance rates can increase treatment optimality by allowing physicians to efficiently balance the trade-off of resistance and treatment success.
Using a large international data set we analyze whether business cycle forecasters tend to herd or anti-herd. Applying different measures of economic crises, we distinguish between normal economic circumstances and times of crises. We fnd evidence for anti-herding behavior for most industrial economies, i.e. forecasters eliberately stick out their neck with extreme forecasts for strategic reasons. For a set of emerging market economies, by contrast, we find evidence for herding behavior. We relate this finding to the high incidence of economic and financial crises in these countries. A test for herding behavior during economic crises confirms that forecasters tend to herd in times of high forecast uncertainty.
Research Report 2014
(2014)
Research Report 2012
(2012)
Die vorliegende Arbeit befasst sich auf Basis von Routinedaten der AOK-Plus mit Pflegeverläufen von über 60-Jährigen in Deutschland. Unsere Analysen zeigen eine rechtsschiefe Verteilung der Pflegeverläufe für beide Ge-schlechter. Demnach sind 50 Prozent der weiblichen (männlichen) Pflegefälle nach 45 (26) Monaten verstorben, wohingegen die mittlere Verweildauer in der Pflege bei 51,4 (36,6) Monaten liegt. Die mit diesen Pflegverläufen verbundenen Gesamtkosten der Pflege summieren sich nach unseren Berechnungen im Mittel auf einen Barwert von 68.871 (45.233) Euro. Die Analyse der Pflegestufen mittels eines multinominalen logistischen Modells zeigt für die vorliegenden Daten zudem, dass im Beobachtungszeitraum eine Kompression der Pflegeverläufe stattge-funden hat. So wird eine höhere Pflegestufe und somit ein schwerwiegenderer Pflegeverlauf mit zunehmendem Abstand vom Tod sowie zunehmendem Alter für beide Geschlechter unwahrscheinlicher.