Kaiserslautern - Fachbereich Wirtschaftswissenschaften
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Faculty / Organisational entity
Without actors, there is no action: How interpersonal interactions help to explain routine dynamics
(2020)
In this paper, we argue that it is important to gain a better understanding on how people interact with each other to explain routine dynamics. Thus, we propose to focus on the interpersonal interactions of actors which is not only the fact that actors interact with each other but that the manner and quality of these interactions is important to understand routine dynamics. By drawing on social exchange theory, we propose a framework that seeks to explain routine dynamics based on different relationships between actors. Building on this framework, we provide different process models indicating how routine performing and patterning is enacted due to the respective relationship of actors. Our insights contribute to research on routine dynamics by arguing (1) that actions of patterning are dependent on the relationship of actors; (2) that trust works as an enabler for creating new patterns of actions; (3) that distrust functions as an enhancer for interrupting and dissolving patterns of actions.
In an overall effort to contribute to the steadily expanding EO literature, this cumulative dissertation aims to help the literature to advance with greater clarity, comprehensive modeling, and more robust research designs. To achieve this, the first paper of this dissertation focuses on the consistency and coherence in variable choices and modeling considerations by conducting a systematic quantitative review of the EO-performance literature. Drawing on the plethora of previous EO studies, the second paper employs a comprehensive meta-analytic structural equation modeling approach (MASEM) to explore the potential for unique component-level relationships among EO’s three core dimensions in antecedent to outcome relationships. The third paper draws on these component-level insights and performs a finer-grained replication of the seminal MASEM of Rosenbusch, Rauch, and Bausch (2013) that proposes EO as a full mediator between the task environment and firm performance. The fourth and final paper of this cumulative dissertation illustrates exigent endogeneity concerns inherent in observational EO-performance research and provides guidance on how researchers can move towards establishing causal relationships.
The aim of this dissertation is to explain processes in recruitment by gaining a better understanding of how perceptions evolve and how recruitment outcomes and perceptions are influenced. To do so, this dissertation takes a closer look at the formation of fit perceptions, the effects of top employer awards on pre-hire recruitment outcomes, and on how perceptions about external sources are influenced.
Drawing on a resource perspective, this thesis scrutinizes the role of digital technologies regarding employee intrapreneurial and innovative behavior. This is done by conducting four independent empirical studies which examine how digital technologies foster and inhibit employee intrapreneurial and innovative behavior. The first study investigates employee-perceived information technology support for innovation, work overload, and invasion of privacy as mediators of the relationship between digital affordances and employee corporate entrepreneurship participation likelihood. The second study examines the relationship between digital technology support and employee intrapreneurial behavior and how this relationship is moderated by management support for innovation and intrapreneurial self-efficacy. Analyzing employee techno-work engagement and employee-perceived techno-strain as mediators, the third study investigates the relationships of employee-perceived digital technology usefulness and complexity with employee innovative performance. Finally, the fourth study examines the indirect effects of perceived daily techno-support and techno-stressors on daily employee innovative behavior through daily high-activated moods. Findings revealed digital affordances to foster employee corporate entrepreneurship participation likelihood through employee-perceived information technology support for innovation and reduced work overload perceptions. Support by different digital technologies was also found to promote employee intrapreneurial behavior, but its relative impact varied with different levels of management support for innovation and intrapreneurial self-efficacy. Moreover, employee-perceived digital technology usefulness fostered employee innovative performance through employee techno-work engagement, while employee-perceived digital technology complexity had negative sequential indirect effects through employee-perceived digital technology usefulness and employee-perceived techno-strain on the one hand and employee techno-work engagement on the other hand. Perceived daily techno-support had a beneficial effect through daily high-activated positive mood. Perceived daily techno-stressors fostered daily employee innovative behavior through daily high-activated negative mood but inhibited that behavior through daily high-activated positive mood. Thus, findings indicate that by offering potentials for both resource gains and losses, digital technologies might be a double-edged sword for employee intrapreneurial and innovative behavior. Hence, with this, the thesis advances the research on employee intrapreneurial and innovative behavior as well as the digital entrepreneurship and innovation literature.
The quality of risk reports: Integrating requirement levels of standard setters into text analysis
(2021)
The intention of this paper is to shed light on the analysis of financial disclosure through the integration of requirement levels. This in return will lead to the development of a general applicable evaluation methodology based on Bloom's taxonomy system. Therefore, it will be possible to explicitly consider the relevance of the given information. To underline the appropriateness of our method, we combine the requirement levels with a qualitative content analysis. Based on the German accounting standard DRS 20, we clarify the respective application of the requirement levels in the context of the qualitative content analysis. Hence, we will discuss the limitations of our developed approach. In addition, we analyze further areas of application in the context of qualitative analysis of financial disclosure. All things considered, it is evident that our chosen approach, through the integration of a taxonomy system, contributes to the validity of established text analyzing methods.
In recent decades, academia has addressed a wide range of research topics in the field of ethical decision-making. Besides a great amount of research on ethical consumption, also the domain of ethical investments increasingly moves in the focus of scholars. While in this area most research focuses on whether socially or environmentally sustainable businesses outperform traditional investments financially or investigates the character traits as well as other socio-demographic factors of ethical investors, the impact of sustainable corporate conduct on the investment intentions of private investors still requires further research. Hence, we conducted two studies to shed more light on this highly relevant topic. After discussing the current state of research, in our first empirical study, we explore whether besides the traditional triad of risk, return, and liquidity, also sustainability exerts a significant impact on the willingness to invest. As hypothesized, we find that sustainability shows a clear and decisive impact in addition to the traditional factors. In a consecutive study, we investigate deeper into the sustainability-willingness to invest link. Here, our results show that improved sustainability might not pay off in terms of investment attractiveness, however and conversely, it certainly harms to conduct business in a non-sustainable manner, which cannot even be compensated by an increased return.
This thesis aims to examine various determinants of perceived team diversity on the on hand, and, on the other hand, the individual consequences of perceived team diversity. To ensure a strong theoretical foundation, I integrate and discuss different conceptualizations of and theoretical approaches to team diversity, empirically examined in three independent studies. The first study investigates the relationship between objective team diversity and perceived team diversity, and as moderators individual attitudes toward diversity and perception of one’s own work team’s diversity. The second study answers the questions of why and when dirty-task frequency impairs employees’ work relations and the third study examines how different cognitive mechanisms mediate the relationships between employees’ perceptions of different types of subgroups and their elaboration of information and perspectives. Taken together, study results provide support for the selection-extraction-application model of people perception and the assumption that individuals can integrate objective team characteristics into their mental representation of teams, using them to judging the team. Moreover, results show that a fit between perceived supervisor support and perceived organizational value of diversity can buffer the effects of dirty-task frequency on perception of identity-based subgroups, as well as perceived relationship conflict and surface acting, through employees’ perceptions of identity-based subgroups. Also, perceived social-identity threat and perceived procedural fairness but not perceived distributive fairness and perceived transactive memory systems serve as cognitive mechanisms of the relationships between employees’ perceptions of different types of subgroups and their elaboration of information and perspectives. These results contribute to diversity literature, such as the theory of subgroups in work teams and the categorization-elaboration model. In addition, I propose the input-mediator-output-input model of perceived team diversity, based on the study results, and recommend practitioners to develop diversity mindsets in teams.
Based on conservation of resources theory, this paper examines the mediating mechanisms in the relationship between digital affordances and employee corporate entrepreneurship participation likelihood. Findings from an experimental study with 207 employees show a statistically significant and positive indirect effect of digital affordances on employee corporate entrepreneurship participation likelihood through employee-perceived information technology support for innovation and a statistically significant and—contrary to our expectations—positive indirect effect through employee-perceived work overload. Results are corroborated by insights from in-depth interviews with senior managers. They provide support for digital affordances as action potentials that are associated with resource gains that in turn foster employee corporate entrepreneurship participation likelihood.
This doctoral thesis investigates paths from an organization theoretical perspective. The respective debate is characterized by two almost entirely separately led discussions about path dependence, or alternatively path creation. Against this background, it is the objective of this thesis to reconcile these two streams of research and inquire into the possibility of coexisting paths in the form of path dependence and path creation. Towards this end, at first a systematic review offers an overview of the field of path-related research in the social sciences. Second, building upon the deepened understanding gained from this review, an empirical inquiry is launched to explore how a novel path is created at an information and communication technology company while this is still sticking, in a path dependent fashion, to an older path. Third, the dynamics between both paths are explored. Taken as a whole, a theoretically sound and at the same time empirically substantiated theoretical framework of the coexistence of path dependence and path creation is offered.