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The organisation of legislative chambers and the consequences of parliamentary procedures have been among the most prominent research questions in legislative studies. Even though democratic elections not only lead to the formation of a government but also result in an opposition, the literature has mostly neglected oppositions and their role in legislative chambers. This paper proposes to fill this gap by looking at the legislative organisation from the perspective of opposition players. The paper focuses on the potential influence of opposition players in the policy-making process and presents data on more than 50 legislative chambers. The paper shows considerable variance of the formal power granted to opposition players. Furthermore, the degree of institutionalisation of opposition rights is connected to electoral systems and not necessarily correlated with other institutional characteristics such as regime type or the size of legislative chambers.
Teaching and learning as well as administrative processes are still experiencing intensive changes with the rise of artificial intelligence (AI) technologies and its diverse application opportunities in the context of higher education. Therewith, the scientific interest in the topic in general, but also specific focal points rose as well. However, there is no structured overview on AI in teaching and administration processes in higher education institutions that allows to identify major research topics and trends, and concretizing peculiarities and develops recommendations for further action. To overcome this gap, this study seeks to systematize the current scientific discourse on AI in teaching and administration in higher education institutions. This study identified an (1) imbalance in research on AI in educational and administrative contexts, (2) an imbalance in disciplines and lack of interdisciplinary research, (3) inequalities in cross-national research activities, as well as (4) neglected research topics and paths. In this way, a comparative analysis between AI usage in administration and teaching and learning processes, a systematization of the state of research, an identification of research gaps as well as further research path on AI in higher education institutions are contributed to research.
Das Ziel dieser Arbeit ist die Entwicklung eines Industrie 4.0 Reifegradindex für produzierende Unternehmen (KMU und Mittelstand) mit diskreter Produktion. Die Motivation zu dieser Arbeit entstand aus dem Zögern 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 für ihr Unternehmen geeignetes Industrie 4.0 Reifegradmodell gefunden haben, mit dem sie ihren Status Quo bewerten und Maßnahmen für einen höheren Grad der Reife ableiten könnten. 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 für darauf aufbauende Forschungsarbeiten zur Verfügung.
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.
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.
The reduction in cost and increasing benefits of 3D printing technologies suggest the potential for printing dental prosthetics. However, although 3D printing technologies seem to be promising, their implementation in practice is complicated. To identify and rank the greatest implementation challenges of 3D printing in dental practices, the present study surveys dentists, dental technicians, and 3D printing companies using a ranking-type Delphi study. Our findings imply that a lack of knowledge is the most crucial obstacle to the implementation of 3D printing technologies. The high training effort of staff and the favoring of conventional methods, such as milling, are ranked as the second and third most relevant factors. Investment costs ranked in seventh place, whereas the lack of manufacturing facilities and the obstacle of print duration ranked below average. An inclusive implementation of additive manufacturing could be achieved primarily through the education of dentists and other staff in dental practices. In this manner, production may be managed internally, and the implementation speed may be increased.
Die vorliegende Bachelorarbeit beschäftigt sich mit dem Einfluss von Digitalisierung auf die öffentliche Verwaltung in Deutschland. Den konkreten Untersuchungsschwerpunkt bilden organisationale Routinen. Die Arbeit gibt einen konzeptionellen Überblick über die Begriffe Digitalisierung und organisationale Routinen und leitet daraus Arbeitsdefinitionen ab. Der theoretisch dargelegte Zusammenhang zwischen den beiden Phänomenen wird im Rahmen von drei teilstrukturierten Interviews mit Mitarbeitenden aus unterschiedlichen öffentlichen 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 Ausführung von Tätigkeiten die Implementierung von Digitalisierung begünstigt. Darüber hinaus führt digitaler Wandel zur Veränderung von Routinen, welche mit einem anfänglichen Mehraufwand verbunden ist. Störungen 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 für die Schnittstellen zwischen Digitalisierung und organisationalen Routinen in der öffentlichen Verwaltung.
Die öffentliche Verwaltung wird in den nächsten Jahrzehnten große Reformen durchlaufen müssen. Ein wichtiger Einflussfaktor für das Gelingen von geplanten organisatorischen Veränderungen ist auch im Verwaltungskontext die Einstellung von Mitarbeiter*innen gegenüber diesem Wandel. Hier existieren gerade bei Mitarbeiter*innen ohne Führungsverantwortlichkeit häufig negative Einstellungen gegenüber Veränderungen. Dies wird auch mit dem hohen Stress in diesen Situationen in Verbindung gebracht. Besonders direkte Führungskräfte sind hier eine wichtige Einflussgröße auf die Einstellungen. Die folgende Bachelorarbeit beschäftigt sich dementsprechend mit diesen Einfluss und konzentriert sich dabei auf den Effekt der sozialen Unterstützung dieser Führungskräfte auf die Einstellung der Mitarbeiter*innen, da soziale Unterstützung einen nachgewiesenen mildernden Effekt auf den wahrgenommenen Stress besitzt.
Soziale Unterstützung 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 für zwei der vier Supportarten (Emotional, Informational) ein Einfluss nachgewiesen werden. Auch für die anderen Supportarten bestehen Hinweise auf einen positiven Effekt. Dies weist darauf hin, dass direkte Führungskräfte während Reformen der öffentlichen Verwaltung als Quellen der Unterstützung fungieren und mittels dieser die Einstellung der Mitarbeiter*innen gegenüber Wandel positiv beeinflussen. Darüber hinaus können die Unterschiede der Ergebnisse nach Supportart darauf hinweisen, dass situationsspezifisch ver-schiedene Unterstützung mehr oder weniger relevant ist. Für Führungskräfte in diesem Kontext verweisen die Ergebnisse der Arbeit darauf, dass der unterstützende Kontakt mit direkt Untergebenen in Phasen des Wandels wichtig und die Anforderungen breiter als die reine Anweisung dieser Untergebenen sind.
Digital transformation (DT) has not only been a major challenge in recent years, it is also supposed to continue to enormously impact our society and economy in the forthcoming decade. On the one hand, digital technologies have emerged, diffusing and determining our private and professional lives. On the other hand, digital platforms have leveraged the potentials of digital technologies to provide new business models. These dynamics have a massive effect on individuals, companies, and entire ecosystems. Digital technologies and platforms have changed the way persons consume or interact with each other. Moreover, they offer companies new opportunities to conduct their business in terms of value creation (e.g., business processes), value proposition (e.g., business models), or customer interaction (e.g., communication channels), i.e., the three dimensions of DT. However, they also can become a threat for a company's competitiveness or even survival. Eventually, the emergence, diffusion, and employment of digital technologies and platforms bear the potential to transform entire markets and ecosystems.
Against this background, IS research has explored and theorized the phenomena in the context of DT in the past decade, but not to its full extent. This is not surprising, given the complexity and pervasiveness of DT, which still requires far more research to further understand DT with its interdependencies in its entirety and in greater detail, particularly through the IS perspective at the confluence of technology, economy, and society. Consequently, the IS research discipline has determined and emphasized several relevant research gaps for exploring and understanding DT, including empirical data, theories as well as knowledge of the dynamic and transformative capabilities of digital technologies and platforms for both organizations and entire industries.
Hence, this thesis aims to address these research gaps on the IS research agenda and consists of two streams. The first stream of this thesis includes four papers that investigate the impact of digital technologies on organizations. In particular, these papers study the effects of new technologies on firms (paper II.1) and their innovative capabilities (II.2), the nature and characteristics of data-driven business models (II.3), and current developments in research and practice regarding on-demand healthcare (II.4). Consequently, the papers provide novel insights on the dynamic capabilities of digital technologies along the three dimensions of DT. Furthermore, they offer companies some opportunities to systematically explore, employ, and evaluate digital technologies to modify or redesign their organizations or business models.
The second stream comprises three papers that explore and theorize the impact of digital platforms on traditional companies, markets, and the economy and society at large. At this, paper III.1 examines the implications for the business of traditional insurance companies through the emergence and diffusion of multi-sided platforms, particularly in terms of value creation, value proposition, and customer interaction. Paper III.2 approaches the platform impact more holistically and investigates how the ongoing digital transformation and "platformization" in healthcare lastingly transform value creation in the healthcare market. Paper III.3 moves on from the level of single businesses or markets to the regulatory problems that result from the platform economy for economy and society, and proposes appropriate regulatory approaches for addressing these problems. Hence, these papers bring new insights on the table about the transformative capabilities of digital platforms for incumbent companies in particular and entire ecosystems in general.
Altogether, this thesis contributes to the understanding of the impact of DT on organizations and markets through the conduction of multiple-case study analyses that are systematically reflected with the current state of the art in research. On this empirical basis, the thesis also provides conceptual models, taxonomies, and frameworks that help describing, explaining, or predicting the impact of digital technologies and digital platforms on companies, markets and the economy or society at large from an interdisciplinary viewpoint.
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.