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This article analyses incremental institutional change and subsequent organizational and performance outcomes of the digital transformation from a comparative perspective. Through 31 expert interviews, the authors compare two digitalized public services in Germany. Two digitalization approaches are identified. The voluntary, decentralized bottom-up approach involves layering of new rules, limited organizational restructuring, and performance deficits. Conversely, the compulsory, top-down approach with centralized control facilitates displacement of existing rules and far-reaching organizational change; in this study, it is also associated with improved performance.
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.
We examine how the gender of business owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is—starting from a gender pay gap of 11 to 12%—two to three percentage points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role in the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses with male ownership maintain a gender pay gap of around 10% also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others—firm managers—determine wages and no differences in the pay gap are observed between male- and female-owned firms.
We use worldwide gridded satellite data to analyse how population size and density affect urban PM 2.5 pollution. We find that more populated and denser grid cells are more exposed to pollution. However, across urban areas, exposure increases with cities’ population size but decreases with density. Moreover, the population effect is driven mostly by population commuting to core cities rather than the core city population itself. We analyse heterogeneity by geography and income levels. A counterfactual simulation shows that exposure could fall by up to 40% if population size were equalized across all cities within countries, but the relocation of population from large to small cities that maximizes welfare would be small.
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.
Disinformation campaigns spread rapidly through social media and can cause serious harm, especially in crisis situations, ranging from confusion about how to act to a loss of trust in government institutions. Therefore, the prevention of digital disinformation campaigns represents an important research topic. However, previous research in the field of information systems focused on the technical possibilities to detect and combat disinformation, while ethical and legal perspectives have been neglected so far. In this article, we synthesize previous information systems literature on disinformation prevention measures and discuss these measures from an ethical and legal perspective. We conclude by proposing questions for future research on the prevention of disinformation campaigns from an IS, ethical, and legal perspective. In doing so, we contribute to a balanced discussion on the prevention of digital disinformation campaigns that equally considers technical, ethical, and legal issues, and encourage increased interdisciplinary collaboration in future research.