@phdthesis{Gandhi2022,
  author    = {Gandhi, Nilima},
  title     = {Visionary leadership and job satisfaction},
  doi       = {10.25932/publishup-57269},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-572691},
  school      = {Universit{\"a}t Potsdam},
  pages     = {154},
  year      = {2022},
  abstract  = {Current business organizations want to be more efficient and constantly evolving to find ways to retain talent. It is well established that visionary leadership plays a vital role in organizational success and contributes to a better working environment. This study aims to determine the effect of visionary leadership on employees' perceived job satisfaction. Specifically, it investigates whether the mediators meaningfulness at work and commitment to the leader impact the relationship. I take support from job demand resource theory to explain the overarching model used in this study and broaden-and-build theory to leverage the use of mediators. To test the hypotheses, evidence was collected in a multi-source, time-lagged design field study of 95 leader-follower dyads. The data was collected in a three-wave study, each survey appearing after one month. Data on employee perception of visionary leadership was collected in T1, data for both mediators were collected in T2, and employee perception of job satisfaction was collected in T3. The findings display that meaningfulness at work and commitment to the leader play positive intervening roles (in the form of a chain) in the indirect influence of visionary leadership on employee perceptions regarding job satisfaction. This research offers contributions to literature and theory by first broadening the existing knowledge on the effects of visionary leadership on employees. Second, it contributes to the literature on constructs meaningfulness at work, commitment to the leader, and job satisfaction. Third, it sheds light on the mediation mechanism dealing with study variables in line with the proposed model. Fourth, it integrates two theories, job demand resource theory and broaden-and-build theory providing further evidence. Additionally, the study provides practical implications for business leaders and HR practitioners. Overall, my study discusses the potential of visionary leadership behavior to elevate employee outcomes. The study aligns with previous research and answers several calls for further research on visionary leadership, job satisfaction, and mediation mechanism with meaningfulness at work and commitment to the leader.},
  language  = {en}
}
@misc{NeumannTiberiusBiendarra2022,
  author    = {Neumann, Daniel and Tiberius, Victor and Biendarra, Florin},
  title     = {Adopting wearables to customize health insurance contributions: a ranking-type Delphi},
  series = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  journal   = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  number    = {153},
  issn      = {1867-5808},
  doi       = {10.25932/publishup-56672},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-566723},
  pages     = {7},
  year      = {2022},
  abstract  = {Background Wearables, as small portable computer systems worn on the body, can track user fitness and health data, which can be used to customize health insurance contributions individually. In particular, insured individuals with a healthy lifestyle can receive a reduction of their contributions to be paid. However, this potential is hardly used in practice. Objective This study aims to identify which barrier factors impede the usage of wearables for assessing individual risk scores for health insurances, despite its technological feasibility, and to rank these barriers according to their relevance. Methods To reach these goals, we conduct a ranking-type Delphi study with the following three stages. First, we collected possible barrier factors from a panel of 16 experts and consolidated them to a list of 11 barrier categories. Second, the panel was asked to rank them regarding their relevance. Third, to enhance the panel consensus, the ranking was revealed to the experts, who were then asked to re-rank the barriers. Results The results suggest that regulation is the most important barrier. Other relevant barriers are false or inaccurate measurements and application errors caused by the users. Additionally, insurers could lack the required technological competence to use the wearable data appropriately. Conclusion A wider use of wearables and health apps could be achieved through regulatory modifications, especially regarding privacy issues. Even after assuring stricter regulations, users' privacy concerns could partly remain, if the data exchange between wearables manufacturers, health app providers, and health insurers does not become more transparent.},
  language  = {en}
}
@phdthesis{Brinkmann2022,
  author    = {Brinkmann, Maik},
  title     = {Towards a joint public service delivery? The effects of blockchain on the relationship of public administrations with external stakeholders},
  doi       = {10.25932/publishup-56449},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-564499},
  school      = {Universit{\"a}t Potsdam},
  pages     = {X, 126, CCLXVIII},
  year      = {2022},
  abstract  = {Public administrations confront fundamental challenges, including globalization, digitalization, and an eroding level of trust from society. By developing joint public service delivery with other stakeholders, public administrations can respond to these challenges. This increases the importance of inter-organizational governance—a development often referred to as New Public Governance, which to date has not been realized because public administrations focus on intra-organizational practices and follow the traditional "governmental chain." E-government initiatives, which can lead to high levels of interconnected public services, are currently perceived as insufficient to meet this goal. They are not designed holistically and merely affect the interactions of public and non-public stakeholders. A fundamental shift toward a joint public service delivery would require scrutiny of established processes, roles, and interactions between stakeholders. Various scientists and practitioners within the public sector assume that the use of blockchain institutional technology could fundamentally change the relationship between public and non-public stakeholders. At first glance, inter-organizational, joint public service delivery could benefit from the use of blockchain. This dissertation aims to shed light on this widespread assumption. Hence, the objective of this dissertation is to substantiate the effect of blockchain on the relationship between public administrations and non-public stakeholders. This objective is pursued by defining three major areas of interest. First, this dissertation strives to answer the question of whether or not blockchain is suited to enable New Public Governance and to identify instances where blockchain may not be the proper solution. The second area aims to understand empirically the status quo of existing blockchain implementations in the public sector and whether they comply with the major theoretical conclusions. The third area investigates the changing role of public administrations, as the blockchain ecosystem can significantly increase the number of stakeholders. Corresponding research is conducted to provide insights into these areas, for example, combining theoretical concepts with empirical actualities, conducting interviews with subject matter experts and key stakeholders of leading blockchain implementations, and performing a comprehensive stakeholder analysis, followed by visualization of its results. The results of this dissertation demonstrate that blockchain can support New Public Governance in many ways while having a minor impact on certain aspects (e.g., decentralized control), which account for this public service paradigm. Furthermore, the existing projects indicate changes to relationships between public administrations and non-public stakeholders, although not necessarily the fundamental shift proposed by New Public Governance. Lastly, the results suggest that power relations are shifting, including the decreasing influence of public administrations within the blockchain ecosystem. The results raise questions about the governance models and regulations required to support mature solutions and the further diffusion of blockchain for public service delivery.},
  language  = {en}
}
@masterthesis{Beel2022,
  type      = {Bachelor Thesis},
  author    = {Beel, Leon},
  title     = {Teilen von Wissen im Offboarding in der {\"o}ffentlichen Verwaltung Deutschlands},
  issn      = {2190-4561},
  doi       = {10.25932/publishup-56210},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-562108},
  school      = {Universit{\"a}t Potsdam},
  pages     = {IV, 44},
  year      = {2022},
  abstract  = {Die vorliegende Arbeit untersucht, inwiefern extrapersonale Einflussfaktoren das Verhalten der Wissensteilung im Offboarding in der {\"o}ffentlichen Verwaltung Deutschlands beeinflussen. Hier besteht eine Forschungsl{\"u}cke, die es insbesondere vor dem Hintergrund einer nahenden Pensionierungswelle und der daraus resultierenden Gefahr eines massiven Wissensverlusts zu schließen gilt. Zu diesem Zweck werden unterschiedliche Analyseebenen verkn{\"u}pft, Einflussfaktoren aus der Literatur herausgearbeitet und in die Theorie des geplanten Verhaltens eingebunden. Anschließend werden Hypothesen formuliert, wie extrapersonale Einflussfaktoren, die sich aus der Verwaltung als organisationalen Kontext und dem Prozess des Offboarding ergeben, das Verhalten der Wissensteilung f{\"o}rdern oder hemmen. Die Testung der Hypothesen erfolgt durch die Erhebung und Auswertung qualitativer Interviewdaten. Daraus resultierende Erkenntnisse verdeutlichen, dass die anstehende Pensionierungswelle in der deutschen Verwaltung eine st{\"a}rkere Ausrichtung des organisationalen Wissensmanagements auf den Prozess des Offboarding und dessen Gestaltung erfordert, um Wissensverluste zu reduzieren.},
  language  = {de}
}
@masterthesis{Koenig2022,
  type      = {Bachelor Thesis},
  author    = {K{\"o}nig, Alexander},
  title     = {Change-Prozesse in der {\"o}ffentlichen Verwaltung - Der Einfluss von direkten Vorgesetzten auf die Einstellung von Mitarbeitenden},
  issn      = {2190-4561},
  doi       = {10.25932/publishup-56571},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-565713},
  school      = {Universit{\"a}t Potsdam},
  pages     = {IV, 35},
  year      = {2022},
  abstract  = {Die {\"o}ffentliche Verwaltung wird in den n{\"a}chsten Jahrzehnten große Reformen durchlaufen m{\"u}ssen. Ein wichtiger Einflussfaktor f{\"u}r das Gelingen von geplanten organisatorischen Ver{\"a}nderungen ist auch im Verwaltungskontext die Einstellung von Mitarbeiter*innen gegen{\"u}ber diesem Wandel. Hier existieren gerade bei Mitarbeiter*innen ohne F{\"u}hrungsverantwortlichkeit h{\"a}ufig negative Einstellungen gegen{\"u}ber Ver{\"a}nderungen. Dies wird auch mit dem hohen Stress in diesen Situationen in Verbindung gebracht. Besonders direkte F{\"u}hrungskr{\"a}fte sind hier eine wichtige Einflussgr{\"o}ße auf die Einstellungen. Die folgende Bachelorarbeit besch{\"a}ftigt sich dementsprechend mit diesen Einfluss und konzentriert sich dabei auf den Effekt der sozialen Unterst{\"u}tzung dieser F{\"u}hrungskr{\"a}fte auf die Einstellung der Mitarbeiter*innen, da soziale Unterst{\"u}tzung einen nachgewiesenen mildernden Effekt auf den wahrgenommenen Stress besitzt. Soziale Unterst{\"u}tzung wird nach der Social-Support-Theorie in die dort identifizierten vier Unter-arten differenziert, namentlich Appraisal, Emotional, Informational und Instrumental Support. Im Rahmen einer Literaturanalyse konnte f{\"u}r zwei der vier Supportarten (Emotional, Informational) ein Einfluss nachgewiesen werden. Auch f{\"u}r die anderen Supportarten bestehen Hinweise auf einen positiven Effekt. Dies weist darauf hin, dass direkte F{\"u}hrungskr{\"a}fte w{\"a}hrend Reformen der {\"o}ffentlichen Verwaltung als Quellen der Unterst{\"u}tzung fungieren und mittels dieser die Einstellung der Mitarbeiter*innen gegen{\"u}ber Wandel positiv beeinflussen. Dar{\"u}ber hinaus k{\"o}nnen die Unterschiede der Ergebnisse nach Supportart darauf hinweisen, dass situationsspezifisch ver-schiedene Unterst{\"u}tzung mehr oder weniger relevant ist. F{\"u}r F{\"u}hrungskr{\"a}fte in diesem Kontext verweisen die Ergebnisse der Arbeit darauf, dass der unterst{\"u}tzende Kontakt mit direkt Untergebenen in Phasen des Wandels wichtig und die Anforderungen breiter als die reine Anweisung dieser Untergebenen sind.},
  language  = {de}
}
@misc{OrlandPadubrin2022,
  author    = {Orland, Andreas and Padubrin, Max},
  title     = {Is there a gender hiring gap in academic economics? Evidence from a network analysis},
  series = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  volume    = {9},
  journal   = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  edition   = {2},
  publisher = {Universit{\"a}tsverlag Potsdam},
  address   = {Potsdam},
  issn      = {1867-5808},
  doi       = {10.25932/publishup-55884},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-558844},
  pages     = {1 -- 9},
  year      = {2022},
  abstract  = {We collect a network dataset of tenured economics faculty in Austria, Germany and Switzerland. We rank the 100 institutions included with a minimum violation ranking. This ranking is positively and significantly correlated with the Times Higher Education ranking of economics institutions. According to the network ranking, individuals on average go down about 23 ranks from their doctoral institution to their employing institution. While the share of females in our dataset is only 15\%, we do not observe a significant gender hiring gap (a difference in rank changes between male and female faculty). We conduct a robustness check with the Handelsblatt and the Times Higher Education ranking. According to these rankings, individuals on average go down only about two ranks. We do not observe a significant gender hiring gap using these two rankings (although the dataset underlying this analysis is small and these estimates are likely to be noisy). Finally, we discuss the limitations of the network ranking in our context.},
  language  = {en}
}
@phdthesis{Brenner2022,
  author    = {Brenner, Andri Caspar},
  title     = {Sustainable urban growth},
  doi       = {10.25932/publishup-55522},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-555223},
  school      = {Universit{\"a}t Potsdam},
  pages     = {231},
  year      = {2022},
  abstract  = {This dissertation explores the determinants for sustainable and socially optimalgrowth in a city. Two general equilibrium models establish the base for this evaluation, each adding its puzzle piece to the urban sustainability discourse and examining the role of non-market-based and market-based policies for balanced growth and welfare improvements in different theory settings. Sustainable urban growth either calls for policy actions or a green energy transition. Further, R\&D market failures can pose severe challenges to the sustainability of urban growth and the social optimality of decentralized allocation decisions. Still, a careful (holistic) combination of policy instruments can achieve sustainable growth and even be first best.},
  language  = {en}
}
@phdthesis{Schumacher2022,
  author    = {Schumacher, Jochen},
  title     = {Entwicklung eines Industrie 4.0 Reifegradindex f{\"u}r produzierende Unternehmen},
  doi       = {10.25932/publishup-55464},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-554642},
  school      = {Universit{\"a}t Potsdam},
  pages     = {VI, 275},
  year      = {2022},
  abstract  = {Das Ziel dieser Arbeit ist die Entwicklung eines Industrie 4.0 Reifegradindex f{\"u}r produzierende Unternehmen (KMU und Mittelstand) mit diskreter Produktion. Die Motivation zu dieser Arbeit entstand aus dem Z{\"o}gern vieler Unternehmen - insbesondere KMU und Mittelstand - bei der Transformation in Richtung Industrie 4.0. Im Rahmen einer Marktstudie konnte belegt werden, dass 86 Prozent der befragten produzierenden Unternehmen kein f{\"u}r ihr Unternehmen geeignetes Industrie 4.0 Reifegradmodell gefunden haben, mit dem sie ihren Status Quo bewerten und Maßnahmen f{\"u}r einen h{\"o}heren Grad der Reife ableiten k{\"o}nnten. Die Bewertung bestehender Reifegradmodelle zeigte Defizite hinsichtlich der Industrie 4.0 Abdeckung, der Betrachtung der sozio-technischen Dimensionen Mensch, Technik und Organisation sowie der Betrachtung von Management und Unternehmenskultur. Basierend auf den aktuellen Industrie 4.0 Technologien und Handlungsbereichen wurde ein neues, modular aufgebautes Industrie 4.0 Reifegradmodell entwickelt, das auf einer ganzheitlichen Betrachtung aller sozio-technischen Dimensionen Mensch, Technik und Organisation sowie deren Schnittstellen basiert. Das Modell ermittelt neben dem Overall Industry 4.0 Maturity Index (OI4MI) vier weitere Indizes zur Bewertung der Industrie 4.0 Reife des Unternehmens. Das Modell wurde bei einem Unternehmen validiert und steht nun als Template f{\"u}r darauf aufbauende Forschungsarbeiten zur Verf{\"u}gung.},
  language  = {de}
}
@masterthesis{Liebsch2022,
  type      = {Bachelor Thesis},
  author    = {Liebsch, Emilia},
  title     = {Einfluss von Digitalisierung auf die {\"o}ffentliche Verwaltung},
  publisher = {Universit{\"a}tsverlag Potsdam},
  address   = {Potsdam},
  doi       = {10.25932/publishup-54153},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-541536},
  school      = {Universit{\"a}t Potsdam},
  pages     = {I, 35},
  year      = {2022},
  abstract  = {Die vorliegende Bachelorarbeit besch{\"a}ftigt sich mit dem Einfluss von Digitalisierung auf die {\"o}ffentliche Verwaltung in Deutschland. Den konkreten Untersuchungsschwerpunkt bilden organisationale Routinen. Die Arbeit gibt einen konzeptionellen {\"U}berblick {\"u}ber die Begriffe Digitalisierung und organisationale Routinen und leitet daraus Arbeitsdefinitionen ab. Der theoretisch dargelegte Zusammenhang zwischen den beiden Ph{\"a}nomenen wird im Rahmen von drei teilstrukturierten Interviews mit Mitarbeitenden aus unterschiedlichen {\"o}ffentlichen Verwaltungen untersucht. Die herausgearbeiteten Definitionen wurden den Interviewten vorgestellt und durch ein Repertoire an Fragen die Wahrnehmung des Digitalisierungsstandes i.V.m. Routinen abgefragt. Die Ergebnisse zeigen, dass digitaler Wandel und Routinen in jedem der interviewten Fachbereiche zumindest unterbewusst wahrgenommen wird. Digitalisierung und organisationale Routinen stehen in Wechselwirkung zueinander, da die wiederholte routinierte Ausf{\"u}hrung von T{\"a}tigkeiten die Implementierung von Digitalisierung beg{\"u}nstigt. Dar{\"u}ber hinaus f{\"u}hrt digitaler Wandel zur Ver{\"a}nderung von Routinen, welche mit einem anf{\"a}nglichen Mehraufwand verbunden ist. St{\"o}rungen bei der Implementierung von Digitalisierung bringen eine Starrheit von Routinen mit sich u.A. durch eine fehlende Bereitschaft der Mitarbeitenden. Die grundlegend bestehende Wechselwirkung ist ausschlaggebend f{\"u}r die Schnittstellen zwischen Digitalisierung und organisationalen Routinen in der {\"o}ffentlichen Verwaltung.},
  language  = {de}
}
@misc{PawassarTiberius2021,
  author    = {Pawassar, Christian Matthias and Tiberius, Victor},
  title     = {Virtual Reality in Health Care: Bibliometric Analysis},
  series = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  volume    = {9},
  journal   = {Zweitver{\"o}ffentlichungen der Universit{\"a}t Potsdam : Wirtschafts- und Sozialwissenschaftliche Reihe},
  edition   = {4},
  publisher = {Universit{\"a}tsverlag Potsdam},
  address   = {Potsdam},
  issn      = {1867-5808},
  doi       = {10.25932/publishup-55041},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-550412},
  pages     = {1 -- 19},
  year      = {2021},
  abstract  = {Background: Research into the application of virtual reality technology in the health care sector has rapidly increased, resulting in a large body of research that is difficult to keep up with. Objective: We will provide an overview of the annual publication numbers in this field and the most productive and influential countries, journals, and authors, as well as the most used, most co-occurring, and most recent keywords. Methods: Based on a data set of 356 publications and 20,363 citations derived from Web of Science, we conducted a bibliometric analysis using BibExcel, HistCite, and VOSviewer. Results: The strongest growth in publications occurred in 2020, accounting for 29.49\% of all publications so far. The most productive countries are the United States, the United Kingdom, and Spain; the most influential countries are the United States, Canada, and the United Kingdom. The most productive journals are the Journal of Medical Internet Research (JMIR), JMIR Serious Games, and the Games for Health Journal; the most influential journals are Patient Education and Counselling, Medical Education, and Quality of Life Research. The most productive authors are Riva, del Piccolo, and Schwebel; the most influential authors are Finset, del Piccolo, and Eide. The most frequently occurring keywords other than "virtual" and "reality" are "training," "trial," and "patients." The most relevant research themes are communication, education, and novel treatments; the most recent research trends are fitness and exergames. Conclusions: The analysis shows that the field has left its infant state and its specialization is advancing, with a clear focus on patient usability.},
  language  = {en}
}