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- Wirtschaftswissenschaften (86) (remove)
Innovation response behaviour is defined as individuals novelty-supporting or novelty-impeding action when navigating innovation initiatives through the organization. A typology of innovation response behaviour is developed, distinguishing between active and passive modes of conduct for novelty-supporting and novelty-impeding behaviour, respectively. The antecedents of innovation response behaviour are delineated based on West and Farr's five-factor model of individual innovation. Moreover, we argue that within organizational contexts, individuals often fail to implement their ideas due to innovation barriers, perceived as factors that are beyond their control. Based on the theory of planned behaviour, we reveal how these barriers influence individuals intentional and exhibited innovation response behaviour. Propositions about proximal and distal antecedents of individuals innovation response behaviour are derived. Proposing a research framework to study the organizational process of innovation from an actor-based perspective, this paper intends to link existing research on individual innovation with the process of innovation at the organizational level, explicitly accounting for the socio-political dynamics and arising managerial problems associated with successful innovation implementation within organizational realities. Implications for research in innovation management are discussed and avenues for future research outlined.
Corporate career presences on social network sites: an analysis of hedonic and utilitarian value
(2012)
Due to the shortage of skilled workforce and the increasing usage of social network sites, companies increasingly apply social network sites to attract potential applicants. This paper explores how corporate career presences on network sites should be realized in order to attract potential applicants. Therefore, we tested the impact of seven individual characteristics (namely Appointments, Daily Working Routine, Jobs, Corporate News, Entertainment, Media Format, and Features) of these corporate career presences that we extracted by a comprehensive pre-study on users' perceived hedonic and utilitarian value of these presences on social network sites. Based on an online survey with 470 participants, the results reveal a highly significant impact of five characteristics that corporate career presences provide both a hedonic as well as a utilitarian value to the user
Defining the allocation of decision rights for enterprise applications is a crucial issue in IT governance and organization design. Today, emerging delivery models such as Software as a Service (SaaS) defy the notion of the internal IT department as the focal point of centralized governance. Recognizing the importance of this issue, we find that the phenomenon of 'SaaS governance' itself is not yet well understood. Based on two cases of SaaS adoption, we take a process-theoretic approach to investigate the complex interaction between factors that influence in the allocation of SaaS authority. The results suggest that some factors, such as the locus of initiative and the decision for SaaS, interact with absorptive capacities and determine the later mode of application governance at a very early stage. Thus, the initiative for introducing SaaS emerges as an important intermediate variable between the overall IT governance mode and the resulting SaaS governance outcome.
To ensure long-term competitiveness, companies need to develop the ability to explore, plan, and develop new business fields. A suitable approach faces multiple challenges because it needs to (1) integrate multiple perspectives, (2) ensure a high level of participation of the major stakeholders and decision-makers, (3) function despite a high level of uncertainty, and (4) take into account interdependencies between the influencing factors. In this paper, we present an integrated approach that combines multiple strategic-foresight methods in a synergetic way. It was applied in an inter-organizational business field exploration project in the telecommunications industry.
The number of patients seeking treatment in emergency departments is rising, although many governments are seeking to reduce expenditure on health. Emergency departments must achieve more with the same resources or perform the same functions with fewer resources. Patients demand higher emergency clinical care quality, with low waiting times viewed as a key quality criterion by many patients. The objective of this study was to create an improved working system in emergency departments that cuts patient waiting times for first specialty physician contact. Techniques from industrial flow management were applied to the working process of an emergency department and the concept was named 'First View.' A total of 3269 patient contacts using the First View Concept during a treatment month showed statistical significance. Before introduction, a total 3230 patients in a comparative treatment month had a median waiting time before the first doctor contact of 47.6 min, a first quartile waiting time of 36.1 min, and a third quartile waiting time of 62.7 min. After introduction, 3269 patients had a median waiting time before first specialty physician contact of 11.2 min, a first quartile waiting time of 9.1 min, and a third quartile waiting time of 15.2 min. Industrial flow concepts can achieve significant improvements in emergency department workflows in countries in which sufficient numbers of specialty physicians are available. More attention to the organization of emergency department working processes is needed, especially involving lean management.
Jeder nach seiner Façon
(2012)
Der 300. Geburtstag Friedrich II ist 2012 im Land Brandenburg und der Stadt Potsdam allgegenwärtig. Zahlreiche Veranstaltungen beschäftigen sich mit dem Leben und Wirken des Königs auf vielfältige Art und Weise.
Sein sympathischster Satz „Jeder soll nach seiner Façon selig werden“ – gemäß seiner Religion, war der Anstoß, sich im Jubiläums-Jahr mit Friedrich II abseits touristischer Erlebnisangebote auseinanderzusetzen. Dabei geht es nicht um Friedrich-Exegese, wohl aber um seine Philosophie von Sanssouci und seine politische Theorie.
Den abgekürzten Satz „Jeder nach seiner Façon“ interpretieren wir inzwischen individualistisch. Insbesondere die Versprechen der Urbanität führen zu einer rasanten Verstädterung der Welt, welche noch nie gesehene Herausforderungen an die demokratische Regierbarkeit stellt. Je subjektiver Glück als Abenteuer mit Chancen und Risiken verstanden wird, desto mehr wird urbane Toleranz zu einer eminenten Leistung menschlicher Zivilisation.
Die Verhaltenstugend der Toleranz wird zugleich größer, liberaler und sozialer, je mehr Menschen in großen Städten aufeinander Rücksicht nehmen müssen – Städte sozialisieren. Zugleich mehren sich die Konflikte, die zwar eskalieren, aber auch neue Lebenschancen eröffnen können.
In Deutschland werden die politischen Grenzen der Toleranz vor allem im Umgang mit Fremdenfeindlichkeit und Rechtsextremismus diskutiert. Eine Politik des Hasses und der Gewalt gehört nicht mehr zur Toleranz der Demokratie, die ansonsten vieles integrieren und gleichzeitig verändern kann. Urteilsfähige Bürger halten die Demokratie einer breiten und bündnisbereiten politischen Aufklärung, die Grenzen setzen und Orientierung stiften kann, zusammen.
Das vorliegende Buch von Heinz Kleger nimmt den Satz „Jeder soll nach seiner Façon selig werden“ als Anstoß zum Nachdenken über die historische Bedeutung des Preußenkönigs, seine damalige Gedankenwelt und politische Theorie. Die Selbstinszenierung Friedrich II. als der "große Kümmerer" und volksnahe König spielen dabei ebenso eine Rolle wie seine Philosophie von Sanssouci und sein Verhältnis zur Aufklärung. Kleger stellt den Satz in den Mittelpunkt unserer heutigen Betrachtungen über Toleranz und das Verhältnis von größtmöglicher individueller Freiheit einerseits und Formen Urbaner (Des)Integration andererseits. Dabei geht es um unser Verhältnis in einer liberalen Demokratie zu Herausforderungen der Zuwanderung und Fragen des politischen Extremismus.
Einleitung
(2012)
The dissertation examines the use of performance information by public managers. “Use” is conceptualized as purposeful utilization in order to steer, learn, and improve public services. The main research question is: Why do public managers use performance information? To answer this question, I systematically review the existing literature, identify research gaps and introduce the approach of my dissertation. The first part deals with manager-related variables that might affect performance information use but which have thus far been disregarded. The second part models performance data use by applying a theory from social psychology which is based on the assumption that this management behavior is conscious and reasoned. The third part examines the extent to which explanations of performance information use vary if we include others sources of “unsystematic” feedback in our analysis. The empirical results are based on survey data from 2011. I surveyed middle managers from eight selected divisions of all German cities with county status (n=954). To analyze the data, I used factor analysis, multiple regression analysis, and structural equation modeling. My research resulted in four major findings: 1) The use of performance information can be modeled as a reasoned behavior which is determined by the attitude of the managers and of their immediate peers. 2) Regular users of performance data surprisingly are not generally inclined to analyze abstract data but rather prefer gathering information through personal interaction. 3) Managers who take on ownership of performance information at an early stage in the measurement process are also more likely to use this data when it is reported to them. 4) Performance reports are only one source of information among many. Public managers prefer verbal feedback from insiders and feedback from external stakeholders over systematic performance reports. The dissertation explains these findings using a deductive approach and discusses their implications for theory and practice.
Bestehende Forschung hat gezeigt, dass die Reformbereitschaft von Führungskräften eine wichtige Voraussetzung für die erfolgreiche Umsetzung von Veränderungsprojekten ist. Dieser Artikel geht der Frage nach, wie erklärt werden kann, warum einige Führungskräfte in der öffentlichen Verwaltung reformbereiter sind als andere. Er greift dabei auf eine Führungskräftebefragung aus dem Jahr 2010 zurück, die auf den Einschätzungen von 351 Verwaltungsmanagern aus der Ministerialverwaltung von Bund und Ländern basiert. Eine statistische Analyse dieser Daten kommt zu dem Ergebnis, dass die typische reformbereite Führungskraft intrinsisch motiviert ist, auf eine aufgabenorientierte Führung setzt sowie Arbeitserfahrung außerhalb der öffentlichen Verwaltung und keine juristische Ausbildung besitzt. Sie arbeitet auf oberer Hierarchieebene, ist jedoch eher mit Fach- als mit Führungsaufgaben beschäftigt. Der Artikel vertieft und erläutert diese Befunde sowie deren Implikationen für die Verwaltungspraxis.