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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.
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.
As followers are becoming more educated and better connected, empowering leadership has gained traction in recent times as an alternative to traditional top-down models of leadership. Several scholars have investigated the relationship between empowering leadership and other variables in different contexts. As most previous studies have focused on the positive aspects of empowering leadership, research on its potential dark side is scarce. Furthermore, no previous study has examined whether and how the transfer of workload from followers to leaders can occur over time, which I proposed can lead to emotional exhaustion and work-family conflict among leaders. Therefore, I proposed that despite the positive outcomes of empowering leadership for both followers and leaders, it may also trigger negative outcomes capable of affecting the well-being of leaders. Drawing on the Conservation of Resources (COR) theory, Job Demand-Resources (JD-R) theory, and Too-Much-of-a-Good-Thing (TMGT) effect model, I investigated this idea. Using follower workload as a moderator, I proposed that the relationship between empowering leadership and leader workload is positive when follower workload is high and negative when follower workload is low. In addition, I examined how empowering leadership interacts with follower workload to affect leader emotional exhaustion and work-family conflict, mediated by leader workload. I proposed that this interaction results in a negative relationship between empowering leadership and both outcomes when follower workload is low, and a positive relationship when it is high.
I tested these hypotheses using data from a three-wave time-lagged design field study with 65 leader-follower dyads consisting of civil servants from different administrative entities of India and Pakistan. The time lag between each study variable was four weeks. At Time 1 (T1), followers answered questions about demographic characteristics, virtual interaction with their leaders, their workload, and the extent to which their leaders practice empowering leadership. At the same time, leaders answered questions about demographic characteristics and their job satisfaction. At Time 2 (T2), leaders provided data on their own workload. Finally, at Time 3 (T3), leaders rated their emotional exhaustion and work-family conflict. A moderated mediation model was tested using PROCESS Model 7 in R. The findings of the study reveal that a significant increase in follower workload through empowering leadership will also increase the leader's workload. Consequently, this increased leader workload leads to a crossover of this interactive effect onto the level of emotional exhaustion and work-family conflict experienced by leaders.
This research offers various contributions to the leadership literature. While empowering leadership has been commonly associated with positive outcomes, my study reveals that it can also lead to negative outcomes. In addition, it shifts the focus of existing research from the effect of empowering leadership on followers to the consequences that it might have for leaders themselves. Overall, my research underscores the need for leaders to consider the potential counterproductive effects of empowering leadership and tailor their approach accordingly.
Quantified Self, die pro-aktive Selbstvermessung von Menschen, hat sich in den letzten Jahren von einer Nischenanwendung zu einem Massenphänomen entwickelt. Dabei stehen den Nutzern heute vielfältige technische Unterstützungsmöglichkeiten, beispielsweise in Form von Smartphones, Fitness-Trackern oder Gesundheitsapps zur Verfügung, welche eine annähernd lückenlose Überwachung unterschiedlicher Kontextfaktoren einer individuellen Lebenswirklichkeit erlauben.
In der Folge widmet sich diese Arbeit unter anderem der Fragestellung, inwieweit diese intensive und eigen-initiierte Beschäftigung, insbesondere mit gesundheitsbezogenen Daten, die weitgehend als objektiviert und damit belastbar gelten, die Gesundheitskompetenz derart aktiver Menschen erhöhen kann. Darüber hinaus werden Aspekte untersucht, inwieweit die neuen Technologien in der Lage sind, spezifische medizinische Erkenntnisse zu vertiefen und in der Konsequenz die daraus resultierenden Behandlungsprozesse zu verändern.
Während der Ursprung des Quantified Self im 2. Gesundheitsmarkt liegt, geht die vorliegende Arbeit der Frage nach, welche strukturellen, personellen und prozessualen Anknüpfungspunkte perspektivisch im 1. Gesundheitsmarkt existieren werden, wenn ein potentieller Patient in einer stärker emanzipierten Weise den Wunsch verspürt, oder eine entsprechende Forderung stellt, seine gesammelten Gesundheitsdaten in möglichst umfassender Form in eine medizinische Behandlung zu integrieren.
Dabei werden auf der einen Seite aktuelle Entwicklungen im 2. Gesundheitsmarkt untersucht, die gekennzeichnet sind von einer hohen Dynamik und einer großen Intransparenz. Auf der anderen Seite steht der als stark reguliert und wenig digitalisiert geltende 1. Gesundheitsmarkt mit seinen langen Entwicklungszyklen und ausgeprägten Partikularinteressen der verschiedenen Stakeholder.
In diesem Zuge werden aktuelle Entwicklungen des zugrunde liegenden Rechtsrahmens, speziell im Hinblick auf stärker patientenzentrierte und digitalisierte Normen untersucht, wobei insbesondere das Digitale Versorgung Gesetz eine wichtige Rolle einnimmt.
Ziel der Arbeit ist die stärkere Durchdringung von Wechselwirkungen an der Schnittstelle zwischen den beiden Gesundheitsmärkten in Bezug auf die Verwendung von Technologien der Selbstvermessung, um in der Folge zukünftige Geschäftspotentiale für existierende oder neu in den Markt drängende Dienstleister zu eruieren.
Als zentrale Methodik kommt hier eine Delphi-Studie zum Einsatz, die in einem interprofessionellen Ansatz versucht, ein Zukunftsbild dieser derzeit noch sehr jungen Entwicklungen für das Jahr 2030 aufzuzeigen. Eingebettet werden die Ergebnisse in die Untersuchung einer allgemeinen gesellschaftlichen Akzeptanz der skizzierten Veränderungen.
This cumulative dissertation consists of three full empirical investigations based on three separate collections of data dealing with the phenomenon of negotiations in audit processes, which are combined in two research articles. In the first study, I examine internal auditors’ views on negotiation interactions with auditees. My research is based on 23 semi-structured interviews with internal auditors (14 in-house and 9 external service providers) to gain insight into when and about what (RQ1), why (RQ2), and how (RQ3) they negotiate with auditees. By adapting the Gibbins et al. (2001) negotiation framework to the context of internal auditing, I obtain specific process (negotiation issue, auditor-auditee process, and outcome) and context elements that form the basis of my analyses. Through the additional use of inductive procedures, I conclude that internal auditors negotiate when they face professional and non-professional resistance from auditees during the audit process (RQ1). This resistance occurs in a variety of audit types and audit issues. Internal auditors choose negotiations to overcome this resistance primarily out of functional interest, as they cannot simply instruct auditees to acknowledge the findings and implement the required actions (RQ2). I find that the implementation of the required actions is the main goal of the respondents, which is also an important quality factor for internal auditing. Although few respondents interpret these interactions with auditees as negotiations, all respondents use a variety of negotiation strategies to create value (e.g., cost cutting, logrolling, and bridging) and claim value (e.g. positional commitment and threats) (RQ3). Finally, I contribute to empirical research on internal audit negotiations and internal audit quality by shedding light on the black box of internal auditor-auditee interactions. The second study consists of two experiments that examine the effects of tax auditors’ emotion expressions during tax audit negotiations. In the first experiment, we demonstrate that auditors expressing anger obtain more concessions from taxpayers than auditors expressing happiness. This reveals that taxpayers interpret auditors’ emotions strategically and do not respond affectively. In the second experiment, we show that the experience with an auditor who expressed either happiness or anger reduces taxpayers’ post-audit compliance compared to the experience with an emotionally neutral auditor. Apparently, taxpayers use their experience with an emotional auditor to rationalize later noncompliance. Taken together, both experiments show the potentially detrimental effects of positive and negative emotion expressions by the auditor and point to the benefits of avoiding emotion expressions. We find that when auditors avoid emotion expressions this does not result in fewer concessions from taxpayers than when auditors express anger. However, when auditors avoid emotion expressions this leads to a significantly better evaluation of the taxpayer-auditor relationship and significantly reduces taxpayers’ post-audit noncompliance.
This cumulative doctoral thesis consists of five empirical studies examining various aspects of crisis and change from a management-accounting perspective. Within the first study, a bibliometric analysis is conducted. More precisely, based on publications between the financial crisis (since 2007) and the COVID-19 crisis (starting in 2020), the crisis literature in management accounting is investigated to uncover the most influential aspects of the field and to analyze the theoretical foundations of the literature. Moreover, this investigation also serves to identify future research streams and to provide starting points for future research. Based on a survey, the second study investigates the impact of several management-accounting tools on organizational resilience and its effect on a company’s competitive advantage during a crisis. The results show that their target-oriented use positively influences organizational resilience and contributes to the company’s competitive advantage during the crisis. The third study provides a more detailed view on the relationship between budgeting and risk management and their benefit for companies in times of crisis. For this purpose, the relationship between the relevance of budgeting functions and risk management in the company and the corresponding impact on company performance are investigated. The results show a positive relationship. However, a crisis can also affect the relationship between the company and its shareholders: Thus, the fourth study – based on publicly available data and a survey – examines the consequences of virtual annual general meetings on shareholder rights. The results show that, temporarily, particularly the right to information was severely restricted. For the following year, this problem was fixed, and ultimately, the virtual option was introduced permanently. The crisis has thus brought about a lasting change. But not only crises cause changes: The fifth study, also based on survey data, investigates the changes in the role of management accountants caused by digitalization. More precisely, it investigates how management accountants deal with tasks that are considered outdated and unattractive. The results of the study show that different types of personalities also act differently as far as the willingness to do those unattractive tasks is concerned, and career ambitions also influence that willingness. In addition to this, the results provide insights into the motivation of management accountants to conduct tasks and thus counteract existing assumptions based on stereotypes and clichés circulating within the research community.
This research focuses on empowering leadership, a leadership style that shares autonomy and responsibilities with the followers. Empowering leadership enhances the meaningfulness of work by fostering participation in decision-making, expressing confidence in high performance, and providing autonomy in target setting (Cheong, 2016). I examine how empowering leadership affects followers’ reflection. I used data from 528 individuals across 172 teams and found a positive relationship between empowering leadership and followers’ reflection. Followers’ reflection, in turn, is negatively associated with followers’ withdrawal, which mediates the beneficial effect of empowering leadership on leaders’ emotional exhaustion. As for the leaders, I propose that empowering leadership is negatively related also to leaders’ emotional exhaustion. This research broadens our understanding of empowering leadership's effects on both followers and leaders. Moreover, it integrates empowering leadership, leader emotional exhaustion, and burnout literature. Overall, empowering leadership strengthens members’ reflective attitudes and behaviors, which result in reduced withdrawal (and increased presence and contribution) in teams. Because the members contribute to team effort more, the leaders experience less emotional exhaustion. Hence, my work not only identifies new ways through which empowering leadership positively affects followers but also shows how these positive effects on followers benefit the leaders’ well-being.
Nowadays, innovative and entrepreneurial activities and their actors are embedded in interdependent systems to drive joint value creation. Innovation ecosystems and entrepreneurial ecosystems have become established system-level concepts in management research to explain how value transpires between different actors and institutions in distinct contexts. Despite the popularity of the concepts, researchers have critiqued their theoretical depth, conceptual distinctiveness, as well as operationalization and measurement (Autio & Thomas, 2022; Klimas & Czakon, 2022). Furthermore, in light of current-day challenges, research has yet to address how context impacts innovation and entrepreneurial ecosystems and their actors and elements (Wurth et al., 2022).
The aim of this cumulative thesis is to provide a deeper understanding of the conceptualization, operationalization, and measurement of innovation and entrepreneurial ecosystems and investigate how contextual factors can influence the overall ecosystem and its key actors. To this end, bibliometric and empirical-qualitative methods, as well as narrative and systematic literature reviews, are employed. After introducing the research scope and key concepts in Chapter 1, a systematic literature review to operationalize and measure the concept of innovation ecosystems is conducted, and an integrative framework of its composition is introduced in Chapter 2. In Chapter 3, the innovation journal network is outlined by means of science mapping to determine current and emerging research areas characterizing innovation studies. In Chapters 4 and 5, the interplay between the temporal context of the Covid-19 pandemic and the spatial context of entrepreneurial ecosystems is assessed by focusing on the role of organizational resilience and affordances. The findings shed new light on the dynamics and boundaries of entrepreneurial ecosystems as they move between the spatial and digital realm. Building on this, an integrative framework of digital entrepreneurial ecosystems is presented in Chapter 6. The concluding Chapter 7 summarizes my thesis’s conceptual, theoretical, and empirical insights, highlighting implications, limitations, and promising future research avenues.
The findings of this cumulative thesis contribute to the theoretical and conceptual advancement of ecosystems in innovation and entrepreneurship by providing insights into the measurement and operationalization of its elements. Furthermore, the results show that contextual factors, such as crisis events or institutional circumstances, influence innovation and entrepreneurial ecosystems and their actors, calling for a more nuanced consideration of ecosystem configurations and dynamics. By drawing from the theory of affordances, the elements that actually afford value to the actors and how they shift between the physical and digital realm are portrayed. Based on these findings, this thesis introduces novel frameworks and conceptual advancements of the configurations and boundaries of innovation and (digital) entrepreneurial ecosystems, laying the foundation for a renewed understanding of how to design, orchestrate, and evaluate ecosystems today and in the future.
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.
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.
This cumulative doctoral thesis consists of three empirical studies that examine the role of top-level executives in shaping adverse financial reporting outcomes and other forms of corporate misconduct. The first study examines CEO effects on a wide range of offenses. Using data from enforcement actions by more than 50 U.S. federal agencies, regression re-sults show CEO effects on the likelihood, frequency, and severity of corporate misconduct. The findings hold for financial, labor-related, and environmental offenses; however, CEO effects are more pronounced for non-financial misconduct. Further results show a positive relation between CEO ability and non-financial misconduct, but no relation with financial misconduct, suggesting that higher CEO ability can have adverse consequences for employee welfare and society and public health. The second study focuses on CEO and CFO effects on financial misreporting. Using data on restatements and public enforcement actions, regression results show that the incremental effect of CFOs is economically larger than that of CEOs. This greater economic impact of CFOs is particularly pronounced for fraudulent misreporting. The findings remain consistent across different samples, methods, misreporting measures, and specification choices for the underlying conceptual mechanism, highlighting the important role of the CFO as a key player in the beyond-GAAP setting. The third study reexamines the relation between equity incentives and different reporting outcomes. The literature review reveals large variation in the empirical measures for firm size as standard control variable, equity incentives as key explanatory variables, and the reporting outcome of interest. Regres-sion results show that these design choices have a direct bearing on empirical results, with changes in t-statistics that often exceed typical thresholds for statistical significance. The find-ings hold for aggressive accrual management, earnings management through discretionary accruals, and material misstatements, suggesting that common design choices can have a large impact on whether equity incentives effects are considered significant or not.
Moderne Technologien befähigen die beteiligten Akteure eines Produktionsprozesses die Informationsaufnahme, Entscheidungsfindung und -ausführung selbstständig auszuführen. Hierarchische Kontrollbeziehungen werden aufgelöst und die Entscheidungsfindung auf eine Vielzahl von Akteuren verteilt. Positive Folgen sind unter anderem die Nutzung lokaler Kompetenzen und ein schnelles Handeln vor Ort ohne (zeit-)aufwändige prozessübergreifende Planungsläufe durch eine zentrale Steuerungsinstanz. Die Bewertung der Dezentralität des Prozesses hilft beim Vergleich verschiedener Steuerungsstrategien und trägt so zur Beherrschung komplexerer Produktionsprozesse bei.
Obwohl die Kommunikationsstruktur der an der Entscheidungsfindung beteiligten Akteure zunehmend an Bedeutung gewinnt, existiert keine Methode, welche diese als Grundlage für die Operationalisierung der Dezentralität verwendet. Hier setzt diese Arbeit an. Es wird ein dreistufiges Bewertungsmodell entwickelt, dass die Dezentralität eines Produktionsprozesses auf Basis der Kommunikations- und Entscheidungsstruktur der am Prozess beteiligten, autonomen Akteure ermittelt.
Aufbauend auf einer Definition von Dezentralität von Produktionsprozessen werden Anforderungen an eine Kennzahl erhoben und - auf Basis der Kommunikationsstruktur - eine die strukturelle Autonomie der Akteure bestimmenden Kenngröße der sozialen Netzwerkanalyse ermittelt. Die Notwendigkeit der zusätzlichen Berücksichtigung der Entscheidungsstruktur wird basierend auf der Möglichkeit der Integration von Entscheidungsfindung und -ausführung begründet.
Die Differenzierung beider Faktoren bildet die Grundlage für die Klassifikation der Akteure; die Multiplikation beider Werte resultiert in dem die Autonomie eines Akteurs beschreibenden Kennwert tatsächliche Autonomie, welcher das Ergebnis der ersten Stufe des Modells darstellt. Homogene Akteurswerte charakterisieren eine hohe Dezentralität des Prozessschrittes, welcher Betrachtungsobjekt der zweiten Stufe ist. Durch einen Vergleich der vorhandenen mit der maximal möglichen Dezentralität der Prozessschritte wird auf der dritten Stufe der Autonomie Index ermittelt, welcher die Dezentralität des Prozesses operationalisiert.
Das erstellte Bewertungsmodell wird anhand einer Simulationsstudie im Zentrum Industrie 4.0 validiert. Dafür wird das Modell auf zwei Simulationsexperimente - einmal mit einer zentralen und einmal mit einer dezentralen Steuerung - angewendet und die Ergebnisse verglichen. Zusätzlich wird es auf einen umfangreichen Produktionsprozess aus der Praxis angewendet.
Die Arbeit ist ein Beitrag zu einer grundlegenden Diskussion der Kapitalmarktforschung, dem messbaren Erfolg „aktiver vs. passiver“ Investmentstrategien. Der Autor setzt sich kritisch mit den wesentlichen Anlagestrategien und Modellen für Indexprodukte auseinander und beleuchtet zugleich Closet Indexing bei aktiv gemanagten Investmentfonds. Das Ergebnis zeigt, dass Closet Indexing nicht nur sporadisch auftritt, sondern eine weit verbreitete Anlagestrategie in vielen vermeintlich aktiv gemanagten Aktieninvestmentfonds ist.
Despite the importance of negotiations in companies and their contribution to strategic corporate planning, researchers have not yet focused on assessing the development of negotiations in the future. To broaden the field of futures research in negotiations and to provide empirical guidance about strategic business decisions to negotiators and managers, this work exploratively investigates the future of negotiations. The impact of trends on negotiations and negotiation behavior, as well as the development of future negotiation scenarios are therefore examined. Moreover, the preparation of negotiators for the future is analyzed and how effective negotiation teaching can be designed to improve negotiation performance.
Negotiations between buyers and suppliers directly influence a company’s costs, revenue, and consequently its profits. The outcome of these negotiations relies heavily on the companies’ as well as the negotiators’ power position. Across three empirical articles the author demonstrates how the own power position can first be identified as well as improved and subsequently used to maximize profits in negotiations between sellers and buyers. In the first paper the sources underlying buyer and supplier power are identified and weighted. The results of the first paper show the impact of each single sources on the buyer and supplier power. The number of suppliers available for one product is by far the most important source of power for both sides. The results indicate that a higher number of suppliers leads to a better power position of the buyer and simultaneously to an inferior power position of a single supplier. The second paper aims to examine the impact of the number of suppliers on the outcome of buyer-seller-negotiations thereby considering the innovation level of the products purchased. The results of the second study which are based on real negotiation data from a German car manufacturer indicate that the number of available suppliers has a stronger impact on the negotiation outcome for innovative than for functional, less innovative products. The third paper analyzes how the ability to take the counterpart’s perspective (perspective taking ability) influences the negotiation outcome. This relationship is examined for different power positions. The results indicate that a negotiator’s high perspective taking ability leads to a more unfavorable negotiation outcome compared to low perspective taking ability. Simultaneously, high perspective taking ability causes a more positive perception of the conducted negotiation than low perspective taking ability. This contradictory effect of perspective taking ability bears the risk for buyers and suppliers to assess an unfavorable outcome as positive. Finally, the results of the papers are summarized and discussed. The dissertation concludes with implications for practice, limitations of the work, and approaches for future research.
Digital software platforms such as iOS or Android evolve quickly. Through regular updates, their set of built-in (core) features increases. While innovation allows strengthening platforms amidst competition, it can hurt contributors when introducing core features that are already provided by third-party developers (Platform Coring).
This book addresses the underexplored phenomenon of Platform Coring and provides strategical guidance for platform owners and third-party contributors. Platform owners are well-advised to carefully consider the benefits and risks for their platform ecosystem.
The book contributes by highlighting avenues to employ Platform Coring for the competitive advantage of the platform and ecosystem simultaneously.