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Dieser Beitrag vergleicht die kommunale Verwaltungsdigitalisierung in Deutschland, Österreich und der Schweiz (DACH-Länder) als Vertreter der kontinentaleuropäisch-föderalen Verwaltungstradition bei zugleich unterschiedlichen Digitalisierungsansätzen und -fortschritten. Basierend auf Interviews mit 22 Expert*innen und Beobachtungen in je einer Kommune pro Land sowie Dokumenten-, Literatur- und Sekundärdatenanalysen untersucht die Studie, wie Verwaltungsdigitalisierung im Mehrebenensystem organisiert ist und welche Rolle dabei das Verwaltungsprofil spielt sowie welche Innovationsschwerpunkte die Kommunen im Hinblick auf die Leistungserbringung und die internen Prozesse setzen. Die Ergebnisse zeigen, dass der hohe Grad lokaler Autonomie den Kommunen ermöglicht, eigene Akzente in der Verwaltungsdigitalisierung zu setzen. Zugleich wirken die stark verflochtenen komplexen Entscheidungsstrukturen und hohen Koordinationsbedarfe in verwaltungsföderalen Systemen, die in Deutschland am stärksten, in Österreich etwas schwächer und in der Schweiz am geringsten ausgeprägt sind, als Digitalisierungshemmnisse. Ferner weisen die Befunde auf eine unitarisierende Wirkung der Verwaltungsdigitalisierung als Reformbereich hin. Insgesamt trägt die Studie zu einem besseren Verständnis dafür bei, welche Problematik die Verwaltungsdigitalisierung für föderal-dezentrale Verwaltungsmodelle mit sich bringt.
‘Modern talking’
(2024)
Despite growing interest, we lack a clear understanding of how the arguably ambiguous phenomenon of agile is perceived in government practice. This study aims to alleviate this puzzle by investigating how managers and employees in German public sector organisations make sense of agile as a spreading management fashion in the form of narratives. This is important because narratives function as innovation carriers that ultimately influence the manifestations of the concept in organisations. Based on a multi-case study of 31 interviews and 24 responses to a qualitative online survey conducted in 2021 and 2022, we provide insights into what public sector managers, employees and consultants understand (and, more importantly, do not understand) as agile and how they weave it into their existing reality of bureaucratic organisations. We uncover three meta-narratives of agile government, which we label ‘renew’, ‘complement’ and ‘integrate’. In particular, the meta-narratives differ in their positioning of how agile interacts with the characteristics of bureaucratic organisations. Importantly, we also show that agile as a management fad serves as a projection surface for what actors want from a modern and digital organisation. Thus, the vocabulary of agile government within the narratives is inherently linked to other diffusing phenomena such as new work or digitalisation.
Purpose
The purpose of this study was to investigate work-related adaptive performance from a longitudinal process perspective. This paper clustered specific behavioral patterns following the introduction of a change and related them to retentivity as an individual cognitive ability. In addition, this paper investigated whether the occurrence of adaptation errors varied depending on the type of change content.
Design/methodology/approach
Data from 35 participants collected in the simulated manufacturing environment of a Research and Application Center Industry 4.0 (RACI) were analyzed. The participants were required to learn and train a manufacturing process in the RACI and through an online training program. At a second measurement point in the RACI, specific manufacturing steps were subject to change and participants had to adapt their task execution. Adaptive performance was evaluated by counting the adaptation errors.
Findings
The participants showed one of the following behavioral patterns: (1) no adaptation errors, (2) few adaptation errors, (3) repeated adaptation errors regarding the same actions, or (4) many adaptation errors distributed over many different actions. The latter ones had a very low retentivity compared to the other groups. Most of the adaptation errors were made when new actions were added to the manufacturing process.
Originality/value
Our study adds empirical research on adaptive performance and its underlying processes. It contributes to a detailed understanding of different behaviors in change situations and derives implications for organizational change management.
Die Digitalisierung ist ein wesentlicher Bestandteil aktueller Verwaltungsreformen. Trotz der hohen Bedeutung und langjähriger Bemühungen bleibt die Bilanz der Verwaltungsdigitalisierung in Deutschland ambivalent. Diese Studie konzentriert sich auf drei erfolgreiche Digitalisierungsvorhaben aus dem Onlinezugangsgesetz (OZG) und analysiert mittels problemzentrierter Expertenbefragung Einflussfaktoren auf die Umsetzung von OZG-Vorhaben und den Einfluss des Managements in diesem Prozess. Die Analyse erfolgt theoriegeleitet basierend auf dem Ansatz der begrenzten Rationalität und der ökonomischen Theorie der Bürokratie. Die Ergebnisse zeigen, dass anzunehmen ist, dass die identifizierten Einflussfaktoren unterschiedlich auf Nachnutzbarkeit und Reifegrad von Verwaltungsleistungen wirken und als Folgen begrenzter Rationalität im menschlichen Problemlösungsprozess interpretiert werden können. Managerinnen unterstützen die operativen Akteure bei der Umsetzung, indem sie deren begrenzte Rationalität mit geeigneten Strategien adressieren. Dazu können sie Ressourcen bereitstellen, mit ihrer Expertise unterstützen, Informationen zugänglich machen, Entscheidungswege verändern sowie zur Konfliktlösung beitragen. Die Studie bietet wertvolle Einblicke in die tatsächliche Managementpraxis und leitet daraus Empfehlungen für die Umsetzung öffentlicher Digitalisierungsvorhaben sowie für die Steuerung öffentlicher Verwaltungen ab. Diese Studie liefert einen wichtigen Beitrag zum Verständnis des Einflusses des Managements in der Verwaltungsdigitalisierung. Die Studie unterstreicht außerdem die Notwendigkeit weiterer Forschung in diesem Bereich, um die Praktiken und Herausforderungen der Verwaltungsdigitalisierung besser zu verstehen und effektiv zu adressieren.
Protecting the vulnerable
(2021)
Contemporary pressures of climate change and migration are abetting the spread of (re)emerging infectious diseases (EIDs), including HIV, Ebola and tuberculosis (TB). While the fact remains that any person can become infected, those most affected are vulnerable populations. In Eastern and Southern Africa (ESA) these include marginalized groups such as people who sell sex, LGBTI and MSM, but more widely also adolescents. Adolescents and young adults represent a particularly vulnerable group, caught as they are on the cusp between child protections and adult citizenship claims, including to health and educational provisions and protections. Without, or with incomplete claims, members of marginalized and vulnerable communities are excluded from access to provisions and protections of health as part of human security, whether out of apathy, fear or jurisdiction or through (deliberate) neglect.
The chapter proceeds through the framework of human security, which puts the security of individuals at the centre of its analysis. This stands in contrast to the 1990s securitization argument which framed HIV as a threat to state security. This chapter analyzes unique challenges of vulnerable adolescent populations as these relate to HIV prevention and treatment access. In doing so, it pays special heed to the “double vulnerability” of non-citizenship and compromised citizenship among this cohort. By invoking the human security paradigm, this chapter explores HIV interventions as they pertain to and aim to protect vulnerable populations beyond borders.
Workplace friendships
(2023)
Workplace friendships, i.e., when work colleagues are also friends, are a widespread phenomenon in organizations which has attracted increasing research interest in recent decades. Numerous studies have investigated consequences of workplace friendships and found positive outcomes, such as increased employee job satisfaction or organizational performance, as well as negative outcomes, such as decreased knowledge-sharing between different friendship cliques. Other studies have examined what shapes workplace friendships, focusing on determinants such as personality or the spatial composition of organizations. Finally, an increasing number of studies focus on multiplex workplace friendships, where employees who are friends are also linked by a specific work-focused relationship. In this chapter, we first take stock of the literature on workplace friendships by providing an overview of their antecedents and consequences at the individual, the group, and the organizational level, and review the smaller body of research on multiplex workplace friendships. Second, we critically discuss practical implications of workplace friendships, focusing on their relevance to three current challenges for employees and organizations: the increase in virtual work, social inequalities in organizations, and the increased overlap of professional and private life. Finally, we provide recommendations for organizations on how to address these challenges and effectively manage workplace friendships.
In this paper, we study how the European Financial Reporting Advisory Group (EFRAG) used different legitimacy strategies between 2004 and 2021 to secure its organisational survival. Although EFRAG is now an established player within the regulatory space of corporate reporting, the organisation’s path towards this position was not straightforward. Based on 20 interviews with current and former members of EFRAG and archival documents, we investigate how EFRAG initially gained and maintained its legitimacy and how it responded to a legitimacy crisis arising in the aftermath of the 2008–2009 financial crisis. Based on prior research on organisational strategies for legitimising actions, we derive a framework for our analysis and show how EFRAG has adapted various legitimacy strategies over time. We further find that the use of legitimacy strategies is constrained by various systemic factors and show how EFRAG’s adaptations to its legitimacy strategies led to new tensions. Our findings contribute to the literature on private regulatory organisations’ legitimacy and the political economy of standard setting.
Breaking down barriers
(2024)
Many researchers hesitate to provide full access to their datasets due to a lack of knowledge about research data management (RDM) tools and perceived fears, such as losing the value of one's own data. Existing tools and approaches often do not take into account these fears and missing knowledge. In this study, we examined how conversational agents (CAs) can provide a natural way of guidance through RDM processes and nudge researchers towards more data sharing. This work offers an online experiment in which researchers interacted with a CA on a self-developed RDM platform and a survey on participants’ data sharing behavior. Our findings indicate that the presence of a guiding and enlightening CA on an RDM platform has a constructive influence on both the intention to share data and the actual behavior of data sharing. Notably, individual factors do not appear to impede or hinder this effect.
Social media constitute an important arena for public debates and steady interchange of issues relevant to society. To boost their reputation, commercial organizations also engage in political, social, or environmental debates on social media. To engage in this type of digital activism, organizations increasingly utilize the social media profiles of executive employees and other brand ambassadors. However, the relationship between brand ambassadors’ digital activism and corporate reputation is only vaguely understood. The results of a qualitative inquiry suggest that digital activism via brand ambassadors can be risky (e.g., creating additional surface for firestorms, financial loss) and rewarding (e.g., emitting authenticity, employing ‘megaphones’ for industry change) at the same time. The paper informs both scholarship and practitioners about strategic trade-offs that need to be considered when employing brand ambassadors for digital activism.