@phdthesis{Wild2022, author = {Wild, Andreas}, title = {Strategic supplier cooperation in the automotive industry}, series = {Schriftenreihe zum Verhandlungsmanagement ; 18}, journal = {Schriftenreihe zum Verhandlungsmanagement ; 18}, publisher = {Kovac}, address = {Hamburg}, isbn = {978-3-339-12618-4}, school = {Universit{\"a}t Potsdam}, pages = {124}, year = {2022}, abstract = {In the automotive industry, suppliers from the consumer electronics and high-tech industry are becoming increasingly relevant, for example in the context of automated vehicles. The carmakers' purchasing organizations need to understand the power constellation in negotiations with these new suppliers, since negotiating power is the greatest lever for influencing the outcome of negotiations. This study analyzes the importance of organizational sources of power and their interplay with the products' degree of innovation.}, language = {en} } @phdthesis{Theuer2022, author = {Theuer, Hanna Katharina}, title = {Beherrschung komplexer Produktionsprozesse durch Autonomie}, doi = {10.25932/publishup-54184}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-541842}, school = {Universit{\"a}t Potsdam}, pages = {iv, 297}, year = {2022}, abstract = {Modern technologies enable the actors of a production process to autonomous decision-making, information-processing, and decision- execution. It devolves hierarchical controlled relationships and distributes decision-making among many actors. Positive consequences include using local competencies and fast on-site action without (time-)consuming cross-process planning run by a central control instance. Evaluating the decentralization of the process helps to compare different control strategies and thus contributes to the mastery of more complex production processes. Although the importance of the communication structure of these actors increases, no method uses this as a basis for operationalizing decentralization. This motivates the focus of this thesis. It develops a three-level evaluation model determining the decentralization of a production process based on two determinants: the communication and decision-making structure of the autonomous actors involved. Based on a definition of decentralization of production processes, it set requirements for a key value that determines the structural autonomy of the actors and selects a suitable social network analysis metric. The possibility of integrated decision-making and decision execution justifies the additional consideration of the decision structure. The differentiation of both factors forms the basis for the classification of actors; the multiplication of both values results in the characteristic value real autonomy describing the autonomy of an actor, which is the key figure of the model's first level. Homogeneous actor autonomy characterizes a high decentralization of the process step, which is the object of consideration of the second level of the model. Comparing the existing with the maximum possible decentralization of the process steps determines the Autonomy Index. This figure operationalizes the decentralization of the process at the third level of the model. A simulation study with two simulation experiments - a central and a decentral controlled process - at Zentrum Industrie 4.0 validates the evaluation model. The application of the model to an industrial production process underlines the practical applicability.}, language = {de} } @phdthesis{Teetz2022, author = {Teetz, Tim}, title = {Work design and leadership in lean production}, school = {Universit{\"a}t Potsdam}, pages = {138}, year = {2022}, language = {en} } @phdthesis{Stork2023, author = {Stork, Carsten}, title = {Organizational negotiation mnagement}, series = {Schriftenreihe zum Verhandlungsmanagement ; 23}, journal = {Schriftenreihe zum Verhandlungsmanagement ; 23}, publisher = {Kovac}, address = {Hamburg}, isbn = {978-3-339-13554-4}, issn = {2365-7898}, pages = {XVII, 168}, year = {2023}, abstract = {Negotiations are a way of joint decision-making and thereby a form of social conflict. By determining the concrete allocation of scarce resources, negotiations have a great impact on the value creation of companies. If companies succeed in achieving better negotiation results in the long term, they can increase their profitability. Ensuring a company's negotiation success is therefore an organizational issue of central importance. While the question of ensuring individual negotiation success has been the subject and topic of multidisciplinary research for a long time, the question of how organizations can implement and ensure continuous negotiation success remains largely unexplored. This dissertation therefore aims to investigate how companies enable their employees to consistently achieve better negotiation outcomes. It is significant that, in the corporate context, negotiators do not act as individuals but as embedded representatives of an organization, and that negotiations are not one-time events but recurring necessities for the existence of the organization instead. In organizations, those recurring processes with a similar fundamental structure are handled by routines. A planned improvement of routines is often forced by new artifacts. In this context, artifacts refer to human-created technologies with which humans interact within routines and therefore artifacts have a central influence on executing the routine. If negotiation activities in companies are represented by organizational routines, one central issue for improving companies' negotiation performance is the artifacts' incorporation into organizational negotiation routines that facilitate the efficient application of the insights from negotiation research. The dissertation consists of three studies that were written as research papers to examine artifacts in the organizational negotiation context. The first study focuses on the pre-negotiation stage and presents four tools to assist negotiation practitioners in efficiently preparing for negotiation. The study examines the negotiation preparation's effectiveness and efficiency and the negotiation outcome in a case-based experiment. The second study is devoted to a closer examination of the barriers that inhibit the adoption of negotiation support systems (NSSs) as one kind of organizational negotiation artifact. The investigation is conducted using a structural equation model based on information from participating practitioners. The third study is concerned with the future of negotiation support system research. An exploratory study based on qualitative in-depth interviews with proven and published experts in the field aims to evaluate the current state of research. The general discussion of the dissertation connects, summarizes, and concludes the study results and derives implications for practice, limitations, and future research ideas.}, language = {en} } @phdthesis{Siebert2022, author = {Siebert, Ernestine Cath{\´e}rine}, title = {New Strategic Approaches for Multi-issue Negotiations}, series = {Schriftenreihe zum Verhandlungsmanagement}, journal = {Schriftenreihe zum Verhandlungsmanagement}, number = {17}, publisher = {Verlag Dr. Kovač}, address = {Hamburg}, isbn = {978-3-339-12750-1}, issn = {2365-7898}, pages = {XIV, 139, XLIX}, year = {2022}, language = {en} } @phdthesis{Scholz2020, author = {Scholz, Florian}, title = {Leadership and prosocial behavior}, year = {2020}, language = {de} } @phdthesis{Schill2020, author = {Schill, Denisa}, title = {Employer Branding in der Gesundheitswirtschaft}, doi = {10.25932/publishup-47333}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-473330}, school = {Universit{\"a}t Potsdam}, pages = {XIV, 237}, year = {2020}, abstract = {Die Gesundheitswirtschaft in Deutschland steht vor zahlreichen Ver{\"a}nderungen in ihrem Umfeld. Dabei mangelt es der Krankenhauslandschaft an {\"a}rztlichem Personal. Es fehlt insbesondere an Arztstunden bei zugleich steigendem Bedarf an medizinischen Leistungen. Der demografische Wandel, Abwanderung ins Ausland (z. B. in die Schweiz) und Extrapolationen wie Feminisierung des Arztberufs und der Wertewandel respektive Generationenforschung beg{\"u}nstigen diese Entwicklung. Zudem wird der Arbeitsplatz Krankenhaus zunehmend als unattraktiv von zuk{\"u}nftigen Arbeitnehmerkohorten angesehen. Nachwuchs{\"a}rzte entscheiden sich bereits im Studium vermehrt gegen die kurative Medizin beziehungsweise gegen eine medizinisch-klinische T{\"a}tigkeit. Ein virulentes Beschaffungsproblem zeichnet sich ab, das es zu l{\"o}sen gilt. Das Forschungsziel ist die Entwicklung eines ganzheitlichen strategischen L{\"o}sungsansatzes mit marktorientierter Akzentuierung f{\"u}r den Arbeitgeber Krankenhaus. Dabei wird das Krankenhaus als wissens- und kompetenzintensive Dienstleistungsorganisation definiert. Employer Branding stellt den Bezugsrahmen eines marktorientierten Personalmanagements dar. Ein forschungstheoretischer Unterbau wird durch strategische Managementans{\"a}tze integriert. Employer Branding schl{\"a}gt die Br{\"u}cke vom Market-based View zum Competence-based View und ist Markenmanagement im Kontext des strategischen Personalmanagements. In der vorliegenden Arbeit wird ein holistischer Bezugsrahmen vorgestellt, der die Wirkungszusammenh{\"a}nge respektive Employer Branding darstellt. Das Herzst{\"u}ck ist die Employer Value Proposition, die auf der Markenidentit{\"a}t der Organisation basiert. Ziel des Employer Branding Ansatzes ist es, unter anderem eine pr{\"a}ferenzerzeugende Wirkung im Prozess der Arbeitsplatzwahl sicherzustellen. Die Zielrichtung und die Erkenntnis-Interessen erfordern einen breit angelegten Forschungsansatz, der qualitative und quantitative Methoden kombiniert. Ziel der leitfadengesteuerten Tiefeninterviews (exploratives Studiendesign) ist es, bestehende und noch zu entwickelnde Kompetenzst{\"a}rken der Krankenhausorganisationen zu identifizieren. Bei der Stichprobe handelt es sich um ein „Typical Case Sampling" (N=12). Defizit{\"a}re Befunde, welche Werte und Attraktivit{\"a}tsfaktoren bei angehenden {\"A}rzten ausgepr{\"a}gt sind, werden best{\"a}tigt. In der Krankenhauslandschaft wird eine fragmentarische und reaktive Herangehensweise identifiziert, die die erfolgreiche Rekrutierung von qualifiziertem Krankenhauspersonal erschwert. Durch die qualitative Marktforschung werden Anforderungen des Marktes - also zuk{\"u}nftiges, {\"a}rztliches Krankenhauspersonal - auf faktorenanalytischer Basis analysiert. Die Stichprobe (N=475) ist isomorph. Dabei wird der Prozess der Einstellungsbildung in das neobehavioristische Erkl{\"a}rungsmodell des K{\"a}uferverhaltens eingeordnet. Die Vereinbarkeit von Beruf, Karriere und Familie sowie die betriebliche Kinderbetreuung werden als Schl{\"u}sselkomponenten erkannt. Wichtigste Arbeitswerte in Bezug auf einen attraktiven Arbeitgeber sind Verl{\"a}sslichkeit, Verantwortung und Respekt. Diese Komponenten haben kommunikativen Nutzen und Differenzierungskraft. Schließlich bewerten Bewerber ein Krankenhaus positiver im Prozess der Arbeitsplatzwahl, je mehr die Werte des potentiellen Arbeitnehmers mit dem Werteprofil der Person {\"u}bereinstimmen (Person-Organisation Fit). Krankenhausorganisationen, die den Employer Branding Ansatz implementieren und als Chance zur Definition ihrer St{\"a}rken, ihrer Vorz{\"u}ge und ihres Leistungsangebots als Arbeitgeber annehmen, r{\"u}sten sich f{\"u}r das verst{\"a}rkte Werben um Jungmediziner. Schließlich setzt Employer Branding als marktorientierter Strategieansatz intern und extern Kr{\"a}fte frei, die Differenzierungsvorteile gegen{\"u}ber anderen Arbeitgebern bringen. Dabei hat Employer Branding positive Auswirkungen auf den Human Ressource-Bereich entlang der Wertsch{\"o}pfungskette und mindert das gesamtwirtschaftliche Problem.}, language = {de} } @phdthesis{Schaumburg2024, author = {Schaumburg, Josephine}, title = {Men are not better negotiators after all!}, series = {Schriftenreihe zum Verhandlungsmanagement}, volume = {24}, journal = {Schriftenreihe zum Verhandlungsmanagement}, publisher = {Kovac}, address = {Hamburg}, isbn = {978-3-339-13798-2}, issn = {2365-7898}, school = {Universit{\"a}t Potsdam}, pages = {284}, year = {2024}, abstract = {This dissertation examines the lack of clarity in the scientific literature regarding gender and negotiation performance. It is often claimed that men negotiate better than women, yet it is simultaneously emphasized that results strongly depend on context. Through the use of qualitative methods such as content analysis and critical mixed-methods review, the research question: "Are women truly inferior negotiators compared to men?" is addressed. The study comprises a descriptive and an interpretive part. The descriptive section illuminates various interpretations of gender-specific negotiation theory among citing authors, with 67\% arguing for a general superiority of men. However, given the high variance in gender-specific differences, the focus should instead be on the context-dependency of negotiation performance. Generalized statements can be made within contexts, but not across them. In the interpretive section, several factors contributing to this misinterpretation are highlighted, including discrepancies in the definition of negotiation performance and distortions in research communication.. From a scientific perspective, this study underscores the need for a nuanced sociological analysis and warns against the one-sided acceptance of inaccurate scientific interpretations. From a practical standpoint, it amplifies the voices of women affected by biased research paradigms. Overall, the dissertation clarifies the theory of gender-specific negotiation performance and advocates for the elimination of biases in scientific discourse.}, language = {en} } @phdthesis{Rhaout2021, author = {Rhaout, Mohamed Kamal}, title = {The Impact of Motivational Factors on Employees' Turnover Intentions}, pages = {132}, year = {2021}, language = {de} } @phdthesis{Ortmann2020, author = {Ortmann, Maximilian}, title = {Goal setting strategies in business negotiations}, series = {Schriftenreihe zum Verhandlungsmanagement}, journal = {Schriftenreihe zum Verhandlungsmanagement}, number = {12}, publisher = {Verlag Dr. Kovač}, address = {Hamburg}, isbn = {978-3-339-11630-7}, school = {Universit{\"a}t Potsdam}, pages = {XVII, 102, LVI}, year = {2020}, abstract = {Negotiations have become a central aspect of managerial life and influence a company's profit significantly. This is why organizations generally endeavor to increase their negotiation performance. Over the last decades, besides other factors, research found goal setting to be one of the best predictor of negotiation outcomes. Given the extent and complexity of multi-issue business negotiations, profit optimizing by means of improving a company's goal setting has a great deal of potential. However, developing goal setting strategies before the actual negotiation is still rather uncommon in business practice. In order to provide professionals with empirical guidance, this work aims at investigating three steps for the development and effective management of goal setting strategies for business negotiations. Therefore, this dissertation contains three papers, each one dealing with one specific step. The first paper explores the characterization of social and economic outcomes in different business relationship types at the beginning of the relationship and the development of these outcomes toward the actual status quo. The second paper takes the number of goals into account for goal setting strategies. This paper uses the two dimensions goal scope and goal difficulty to investigate the relevance and potentials of combining different level of these dimensions in multi-issue negotiations. Therefore, a large experiment was conducted measuring the impact on individual and joint negotiation outcomes, and the impasse rate. The third paper analyzes the type and orientation of negotiation goals. When the set of negotiation issues has an integrative potential, the opportunity to increase the joint gains arises. To what extent negotiators pursue the integrative potential depends largely on their goal orientation. A quantitative analysis with practitioners was used to examine the influence that business negotiations' situative and organizational factors have on the negotiators' goal orientation. The dissertation closes with implications for practice, limitations of the work, and ideas for future research.}, language = {en} }