The adoption of MBA programs in Germany: an institutional perspective. - In: Academy of Management learning & education, ISSN 1944-9585, (2022)
This study examines the adoption of MBA programs by higher education institutions in Germany. Using arguments from neo-institutional theory and imprinting theory, we propose that private ownership, mimetic processes, and founding period are likely to impact MBA adoption. In an empirical analysis of 86 German universities over the period 1999-2015, we show that private universities are more likely to offer MBA programs. For public universities, we find that prior adoption by other universities and an early foundation period (prior to World War II) positively influence MBA adoption. Interaction analyses show that the positive impact of prior adoption by other universities is attenuated by organizational status and augmented by the regional density of academic institutions. Our findings thus elucidate the major role of institutional factors for the diffusion of MBA programs among German universities.
Forced to go virtual. Working-from-home arrangements and their effect on team communication during COVID-19 lockdown. - In: German journal of human resource management, ISSN 2397-0030, Bd. 36 (2022), 3, S. 238-269
Working-from-home arrangements have become increasingly important for firms’ work organization. In this context, the COVID-19 pandemic has led to teams that previously did not work virtually being forced to interact and communicate virtually. In this study, we analyze changes in intra-team communication of four teams in a German medium-sized enterprise. Quantitative network analyses of email communication and qualitative analyses of interviews before and during the COVID-19 lockdown in spring 2020 show that flat hierarchies and self-managing processes helped team members to mitigate negative effects due to spatial and temporal dispersion in forced working-from-home arrangements. Moreover, analysis of the teams’ communication networks shows that forced remote work can trigger faultlines to become salient but that team cohesion, identification with the team, and individuals taking on broker roles prevent negative effects of faultlines on team performance. In discussing these findings, our study contributes to the research on coordination and communication in virtual teams by analyzing contextual, organizational, team-related as well as individual factors that explain how and why teams differ in successfully implementing working-from-home arrangements.
KI in der Intralogistik : wie der Einsatz von KI die Arbeitsorganisation in der Intralogistik verändern wird. - In: Arbeitswelt und KI 2030, (2021), S. 311-318
Aufgaben der Intralogistik werden traditionell mit Hilfe von Algorithmen optimiert. Im Gegensatz zu Verfahren des Operations Research kann KI starre Zielfunktionen überwinden und flexibel auf eintretende Ereignisse reagieren. Die Verfügbarkeit von Echtzeitdaten und deren Auswertung ermöglicht darüber hinaus die Vorhersage von Ereignissen auf Basis von Mustererkennung und damit verbunden eine größere Kundenorientierung. Zudem wird in 2030 die Simulation im digitalen Zwilling in Echtzeit zum Normalfall und die Intralogistik wird mit übergreifenden Logistikketten verschmelzen. Des Weiteren wird durch den Einsatz von Drohnen der Lösungsraum für Wegstrecken dreidimensional, was zu bisher nicht möglichen Effizienzsteigerungen führen wird. Dennoch bleibt der Mensch der Schlüsselfaktor in der Logistik. Wearables und Exoskelette ermöglichen die freie Zusammenarbeit mit Corobots auf engem Raum, der Mensch wird integraler Bestandteil eines vernetzten Logistiksystems.
What hinders customers in sourcing services internationally?. - In: Entrepreneurial internationalization in an increasingly digitized and networked world economy, (2021), S. 123-141
Despite the economic relevance of services research on entrepreneurial activities to internationalise services is comparably rare. One aspect that requires more attention is the question which barriers hinder service providers to benefit from business opportunities in other countries. In order to investigate specific barriers to the internationalisation of services this paper addresses service type and uncertainty avoidance to explore barriers for sourcing services from abroad. In line with prior research, the paper differentiates between capital-intensive and knowledge-intensive services. In lack of existing empirical studies, this paper employs secondary data on service transactions across European countries. Findings suggest that uncertainty avoidance can hamper purchasing international services. Furthermore, findings support our assumption that uncertainty avoidance is more relevant for knowledge-intensive than for capital-intensive services. The paper concludes on implications and future research directions and an epilogue on sourcing services internationally from a buyer perspective during the corona 2020 lockdown in Germany.
Agile Organisation unternehmensübergreifender Zusammenarbeit: vom Lieferantenmanagement zur Effectuation in plattformbasierten Ökosystemen. - In: Agile Organisation, (2021), S. 453-468
Rhetoricians of the past: rhetorical history and the crafting of organizational identity. - In: Academy of Management proceedings, ISSN 2151-6561, Bd. 2021 (2021), 1, 15116
The past is a central element in crafting an organizational identity. However, the past is interpreted subjectively, resulting in ambiguity and multiplicity of interpretations. This study investigates the use of rhetorical history in crafting an organizational identity by analyzing differences between an organization as an actor and organizational members in applying rhetorical history. Our analysis is grounded on the self-representations of 28 watchmaking firms located in two watchmaking clusters in Germany based on their Web pages and interviews with 75 current and former members of watchmaking firms in these two clusters. Our results reveal that there are differences between the organization as an actor and its members not only regarding which claims of rhetorical history they emphasized but also with respect to the temporal and content-wise past to which they refer. While they share a pattern in terms of temporal structure, the organization as an actor emphasizes both near and distant history, creating a kind of "valley of oblivion," while the members of the organization show a stronger focus on near-history aspects. Our findings contribute to a more nuanced understanding of rhetorical history, showing that the use of rhetorical history is strongly influenced by rhetoricians of the past. With a focus on the importance of rhetorical history for crafting an organizational identity, our findings also allow us to draw conclusions about sources of multiple identities and how such identities can emerge - namely, through differentiated rhetorical interpretations of the past by groups of actors.
Factors influencing the extent of category spanning in new ventures: the role of density. - In: Academy of Management proceedings, ISSN 2151-6561, Bd. 2021 (2021), 1, 14417
The success of new ventures is largely determined by their strategic market positioning. Category research centers on this topic but has largely neglected the contextual conditions that influence this initial entrepreneurial decision. Studying 3,712 metal bands founded in the UK, we address this research gap by investigating density effects. Findings show that an increasing category density lowers the extent of category spanning but that this effect is attenuated by an increasing category fuzziness and a rising number of new ventures entering a market. We facilitate theory building regarding strategic categorization decisions and the evolution of the categorical system of markets.
Incongruent patterns of organizational identity crafting by different organizational actors. - In: Academy of Management proceedings, ISSN 2151-6561, Bd. 2021 (2021), 1, 15048
Organizational identity research emphasizes that multiple identities can coexist in an organization. With a qualitative study of four firms in the German watchmaking industry, we analyze how and why multiple identities emerge. Our findings show that the orchestration of organizational identity claims differs regarding the organization as a social actor and the organizational members. Moreover, we find that differences in the conceptualization of identity claims by both levels of actors are less competing but rather have a symbiotic relationship in the sense of reinforcing the firm's uniqueness. Exploring this finding in more detail, we observe that rhetorical history is not only applied by incorporating different episodes but also that episodes are emphasized differently with respect to the rhetorician.
Since Albert and Whetten: the dissemination of their conceptualization of organizational identity. - In: Academy of Management proceedings, ISSN 2151-6561, Bd. 2021 (2021), 1, 14992
Since the seminal work by Albert and Whetten (1985) organizational identity has become a widely spread concept that is of high relevance in several fields. This study provides a systematic review on how Albert and Whetten's (1985) seminal work has disseminated within business as well as into other research fields. Combining quantitative and qualitative text analysis, we analyze a sample of 793 papers that cite the study by Albert and Whetten (1985). Results show that the conceptualization of organizational identity by Albert and Whetten (1985) is often only partially adopted. By conducting a systematic literature analysis, we can show the dissemination of specific elements introduced by them and in this way shed light on elements that have so far gained less attention in research. Based on these findings, our study contributes to organizational identity research by offering further research questions based on the organizational identity conceptualization of Albert and Whetten (1985).
From victims to institutional entrepreneurs? : a process study of middle manager's reactions to change. - In: Academy of Management proceedings, ISSN 2151-6561, Bd. 2021 (2021), 1, 12951
The rise in popularity of post-bureaucratic organizational models challenges the role and relevance of middle management. Consequently, middle managers frequently find themselves in the paradoxical situation of being responsible for implementing structures and procedures that aim to make the institution of middle management redundant. We study middle managers' behavior in such a situation and ask why they choose particular reactions. Findings of a qualitative 32-month process study in a medium-sized family business show that middle managers react to change aiming to make them redundant with five distinct reactions. Inspired by theory on institutional entrepreneurship, we show that middle managers' intra-organizational social position determines their reactions over time, making them either victims or institutional entrepreneurs of the change process. Our findings contribute to a better understanding how new models of organization are implemented and legitimized as well as to research on the changing role and function of middle managers.