@article{OehlschlaegerHaggenmuellerHerbstetal.2023,
  author    = {Oehlschl{\"a}ger, Patricia and Haggenm{\"u}ller, Sandra and Herbst, Uta and Voeth, Markus},
  title     = {The future of business negotiations},
  series = {Negotiation and Conflict Management Research},
  volume    = {16},
  journal   = {Negotiation and Conflict Management Research},
  number    = {1},
  publisher = {Carnegie Mellon University Library},
  address   = {[Pittsburgh, Pennsylvania]},
  issn      = {1750-4708},
  doi       = {10.34891/2022.0496},
  pages     = {23 -- 47},
  year      = {2023},
  abstract  = {Megatrends, affecting multiple aspects of future society, economy, and technology, drive today's business world. They are expected to impact all areas in companies and will, therefore, most likely occur in business negotiations. Although several studies address future developments of different business divisions, the megatrends' impact on negotiations has, thus far, not been analyzed. We designed a model including the three megatrends, i.e., globalization and economic shift, digitalization and new technologies, and demographic and social change, which have main effects on specific negotiation aspects. Our study combined an online survey and expert interviews with negotiation practitioners to provide a first broad view of how megatrends affect future business negotiations. The results confirm our model and reveal a close connection of megatrends and single negotiation aspects. Among others, we examine an orientation toward global partners, an increased interconnection through various electronic systems, as well as two opposite relationship directions - long-term and integrative through strategic cooperation vs. short-term and distributive through competition and new technologies.},
  language  = {en}
}
@article{Leib2019,
  author    = {Leib, Julia},
  title     = {The security and justice approach in liberia's peace process},
  series = {Peace economics, peace science, and public policy},
  volume    = {25},
  journal   = {Peace economics, peace science, and public policy},
  number    = {4},
  publisher = {de Gruyter},
  address   = {Berlin},
  issn      = {1554-8597},
  doi       = {10.1515/peps-2019-0033},
  pages     = {6},
  year      = {2019},
  abstract  = {From the international perspective, the peace process in Liberia has generally been described as a successful model for international peacebuilding interventions. But how do Liberians perceive the peace process in their country? The aim of this paper is to complement an institutionalist approach looking at the security and justice mechanism in Liberia with some insights into local perceptions in order to answer the following question: how do Liberians perceive the peace process in their country and which institutions have been supportive for the establishment of sustaining peace? After briefly introducing the background of the Liberian conflict and the data collection, I present first results, analyzing the mechanism linking two peacebuilding institutions (peacekeeping and transitional justice) with the establishment of sustaining peace in Liberia.},
  language  = {en}
}
@article{Fischer2022,
  author    = {Fischer, Caroline},
  title     = {Incentives can't buy me knowledge},
  series = {Review of public personnel administration},
  volume    = {42},
  journal   = {Review of public personnel administration},
  number    = {2},
  publisher = {Sage},
  address   = {London},
  issn      = {0734-371X},
  doi       = {10.1177/0734371X20986839},
  pages     = {368 -- 389},
  year      = {2022},
  abstract  = {This study examines whether incentives affect public employees' intention to share knowledge. Tested incentives satisfy needs for either achievement or appreciation. Both treatments were tested on implicit as well as explicit knowledge sharing. A 2 x 3 factorial survey experiment was designed to observe within-person and between-person effects. Data were collected from public employees in the core administration and healthcare sector (n = 623) in 2018. The analysis indicates that both treatments positively affect knowledge-sharing intention if it is explicit knowledge that ought to be shared. However, no effects of either treatment can be found in either type of knowledge sharing. No negative effect of the tested incentives on knowledge sharing was observed. Hence, incentives might not harm knowledge sharing but also do not pay off in organizational practice. In contrast to these motivation-enhancing human resource practices, ability and opportunity-enhancing practices should be tested to foster knowledge sharing.},
  language  = {en}
}