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1 4/2014 ISSN Rainer Hampp Verlag ist ein Online-Abstractdienst des Rainer Hampp Verlags und wird kostenlos an Interessenten g t. informiert in zeiligen Abstracts zu Neuerscheinungen im Bereich Management, insbesondere zu den Themen: Management Arbeitsmarkt, Industrielle Beziehungen Organisationsentwicklung, Arbeitsorganisation, Arbeitsschutz Transformationsforschung Führung und Motivation Marketing Personalmanagement, Weiterbildung steht allen offen, die zu den oben genannten Themen ein Buch oder einen Zeitschriftenbeitrag veröffentlicht haben. Die Redaktion behält sich jedoch vor, eine inhaltliche Auswahl zu treffen. Unbedingt notwendig ist die Einhaltung der formalen Kriterien. Wir bitten Sie, uns die Abstracts in folgender Form zu übermitteln: Name(n):<Doppelpunkt> Titel. Untertitel <Absatz> Erscheinungsort <Absatz> zeiliges Abstract <Absatz> <Absatz> Die Abstracts bitte per Wenn Sie kostenlos beziehen wollen, hinterlassen Sie uns bitte Ihre -Adresse. Besuchen Sie uns im Internet: mit Links zu unseren Zeitschriften und zur Online-Buchhandlung. Recherche-Pool: Sechs Zeitschriften eine Suche: In dem neu eingerichteten Online-Zeitschriften-Archiv durchsuchen Sie die Volltexte von sechs Zeitschriften gleichzeitig: Industrielle Beziehungen, ab Jahrgang 1998 International Journal of Action Research, ab Jahrgang 2005 Journal for East European Management Studies, ab Jahrgang 1998 management revue, ab Jahrgang 2004 Zeitschrift für Personalforschung, ab Jahrgang 1998 Zeitschrift für Wirtschafts- und Unternehmensethik, ab Jahrgang Kostenlos Recherchieren: Die Recherche ist kostenlos. Kostenpflichtig Artikel ansehen: Wenn Sie sich einen Artikel ansehen möchten, dann wird Ihnen von unserem Online-Partner GENIOS eine Gebühr von 10.- berechnet. Sie können die Anzeige der Originaldokumente als GENIOS-Profikunde abrechnen lassen (Kreditkarte oder Rechnung) oder mit Kreditkarte direkt bezahlen. Der Rainer Hampp Verlag ist ein Einzelunternehmen mit Sitz in Mering, Finanzamt Augsburg-Land, St.-Nr. 102/224/91016

2 4/2014 ISSN Rainer Hampp Verlag Christoph Scherrer (Ed.): The Transatlantic Trade and Investment Partnership (TTIP): Implications for Labor... 4 Helmut E. Zsifkovits, Susanne Altendorfer-Kaiser (Hrsg.): Logistische Modellierung. 2. Wissenschaftlicher Industrielogistik-Dialog in Leoben (WilD)... 4 Christa Larsen, Sigrid Rand, Alfons Schmid, Rolf Keil (Eds.): Sustainable Economy and Sustainable Employment. Approaches to Measuring Sustainability in Regional and Local Labour Market Monitoring... 5 Akua O Britwum and Sue Ledwith (Eds.): Visibility and Voice for Union Women: Country case studies from Global Labour University researchers... 5 Wolfgang H. Güttel(Hg.): AUSTRIAN MANAGEMENT REVIEW, Volume 4(2)... 5 Andreas Schiffelholz: Stabilität und Wechsel bei Miles-und-Snow-Strategietypen. Eine empirische Panel-Analyse deutscher Aktiengesellschaften... 6 Aliaa Adel: Kulturspezifische Markenwerte. Modell zur ländervergleichenden Analyse kultureller Einflussfaktoren auf den Markenwert am Beispiel der globalen Modeindustrie in Deutschland, Brasilien, China und Russland... 7 Vanessa Mertins, Susanne Warning: Greedy and selfish? Differences in fairness preferences of prospective lawyers and managers... 7 Sibylle Olbert-Bock, Alexandra Mannsky, Roger Martin: Karrierekonzepte: Eine Typisierung individuellen Karrieredenkens und -handelns... 8 Albert Martin, Sigrid Bekmeier-Feuerhahn, Thorsten Jochims, Ursula Weisenfeld: Bad Practices in Unternehmen und die Mechanismen ihrer Etablierung. Der Fall Enron... 9 Marco Guerci, Abraham B. Rami Shani: Stakeholder involvement in Human Resource Management practices: Evidence from Italy... 9 Signe Pihl-Thingvad: Is self-leadership the new silver bullets of leadership? An empirical test of the relationship between self-leadership and organizational commitment Alexander Fliaster, Tanja Golly: Innovation in small and medium-sized companies: Knowledge integration mechanisms and the role of top managers networks Mihael Duran, Kerstin Pull: Der Beitrag der Arbeitnehmervertreter zur fachlichen und geschlechtlichen Diversität von Aufsichtsräten: Erkenntnisse einer qualitativexplorativen Analyse Sven Hauff, Stefan Kirchner: Job quality between institutional differences and convergence Nikolai Huke, Olaf Tietje: Zwischen Kooperation und Konfrontation. Machtressourcen und Strategien der spanischen Gewerkschaften CCOO und UGT in der Eurokrise Milan Nikolić, Jelena Vukonjanski, Milena Nedeljković, Olga Hadžić, Edit Terek: The relationships between communication satisfaction, emotional intelligence and the GLOBE organizational culture dimensions of middle managers in Serbian organizations... 13

3 Ibrahim Anil, Ekrem Tatoglu, Gaye Ozkasap: Ownership and market entry mode choices of emerging country multinationals in a transition country: evidence from Turkish multinationals in Romania Lidija Breznik, Matej Lahovnik: Renewing the resource base in line with the dynamic capabilities view: a key to sustained competitive advantage in the IT industry Jong-Kun Jun, Jae Hoon Hyun: Anticipation or risk aversion?: The effects of the EU enlargement on Korean trade and FDI activities in Central and Eastern Europe Doreen Richter: Demographic change and innovation: The ongoing challenge from the diversity of the labor force Stefanie Seifert, Eva Schlenker: Occupational segregation and organizational characteristics. Empirical evidence for Germany Marlene Langholz: The management of diversity in U.S. and German higher education René Krempkow, Ruth Kamm: Can we support diversity by performance measurement of European higher education institutions? James Karlsen, Miren Larrea: The contribution of Action Research to policy learning: The case of Gipuzkoa Sarean Emil A. Sobottka, Danilo R. Streck: When local participatory budgeting turns into a participatory system. Challenges of expanding a local democratic experience Mikaela Vasstrøm, Roger Normann: Role transformations in collaborative R&Dprojects as reciprocation between research, practice and policy Øyvind Pålshaugen: Dialogues in innovation: Interactive learning and interactive research as means for a context sensitive regional innovation policy Hans Chr. Garmann Johnsen, Jon P. Knudsen, Roger Normann: Action Research strategies at the third place Richard Ennals: Learning from differences... 18

4 4/2014 ISSN Rainer Hampp Verlag Christoph Scherrer (Ed.): The Transatlantic Trade and Investment Partnership (TTIP): Implications for Labor Labor and Globalization, edited by Christoph Scherrer, Band 5, ISBN , Rainer Hampp Verlag, München u. Mering 2014, 209 S., The United States of America and the European Union are currently negotiating a Transatlantic Trade and Investment Partnership (TTIP). It is one of the most ambitious free trade and investment initiatives, going much further than eliminating tariffs. TTIP mainly aims at reducing non-tariff barriers. While tariffs on goods have been imposed with an eye to foreign competition, most of the non-tariff barriers are the laws and regulations that are the result of social struggles for the protection of consumers and workers. It is therefore certain that TTIP will impact workers. This volume provides a preliminary assessment of the likely consequences for labor by: providing an overall introduction to the TTIP negotiations; assessing the reliability of the studies claiming employment gains; highlighting specific problematic proposals such as the investor-to-state dispute settlement mechanism; presenting the position of organized labor from both sides of the Atlantic. Among the contributors are Stefan Beck (Kassel), Lance Compa (Ithaca, New York), Pia Eberhardt (Brussels) and Werner Raza (Vienna). Key words: International trade, trade models, investment protection, labor rights, employment, USA, EU Helmut E. Zsifkovits, Susanne Altendorfer-Kaiser (Hrsg.): Logistische Modellierung. 2. Wissenschaftlicher Industrielogistik-Dialog in Leoben (WilD) Rainer Hampp Verlag, München u. Mering 2014, 216 S., ISBN (print), 27.80, ISBN (e-book pdf), Der vorliegende Band entstand aus den Beiträgen zum 2. Wissenschaftlichen Industrielogistik-Dialog in Leoben. Die thematischen Schwerpunkte des Kongresses sind die Modellierung von Produktionssystemen, Modellierungsbeispiele und Softwareprototypen aus dem Bereich der Transportlogistik, Prognosemethoden und Strukturmodelle für die Logistik sowie Technologien in Informationsfluss und Automatisierung. Die Beiträge wurden von einem international besetzten Programmkomitee bewertet und ausgewählt. Durch die Auswahl der Autoren konnte sowohl die Perspektive der logistischen Forschung wie auch der betrieblichen Umsetzung eingebracht werden. Schlüsselwörter: Modellierung von logistischen Systemen und Prozessen, Prognosemethoden, Kooperationsmodelle

5 Christa Larsen, Sigrid Rand, Alfons Schmid, Rolf Keil (Eds.): Sustainable Economy and Sustainable Employment. Approaches to Measuring Sustainability in Regional and Local Labour Market Monitoring Rainer Hampp Verlag, München u. Mering 2014, 634 S., ISBN (print), 49.80, ISBN (e-book pdf), In the past years, sustainability has again become a theme in both academic and political discourses. Even though they often focus on green(ing) jobs and skills as recently emerged policy fields, also the different aspects of sustainable employment are increasingly receiving attention. As the labour market observatories face the challenge of capturing the developments on the regional and local labour markets in regard to green jobs/skills and sustainable employment, the EN RLMM anthology seeks to clarify different conceptual and methodological issues with the aim to advance regional and local labour market monitoring efforts in this field. The publication focuses on monitoring approaches concerned with jobs and skills in the green(ing) sectors and sustainable employment on the level of European regions and localities. It is explored, how the above mentioned issues can be integrated in the continuously conducted regional and local labour market monitoring and how different stakeholders on the regional and local level can use the generated labour market data for their steering and strategy development activities. Key words: sustainable economy, sustainable employment, green(ing) economy, green(ing) jobs and skills, regional and local labour market, labour market monitoring Akua O Britwum and Sue Ledwith (Eds.): Visibility and Voice for Union Women: Country case studies from Global Labour University researchers Labor and Globalization, edited by Christoph Scherrer, Band 4, ISBN , Rainer Hampp Verlag, München u. Mering 2014, 339 S., A new collection of Case studies about gender and trade unions in nine countries, ranging from Turkey to India, Brazil to Africa, the Philippines and New Zealand. Researched and written by insider/outsider union activists and officers, the book is the culmination of five years of collaborative research by the Global Labour University Gender and Trade Unions Research Group. Key words: Women, Gender Politics, Trade Union Leadership, International, Country Case Studies Wolfgang H. Güttel(Hg.): AUSTRIAN MANAGEMENT REVIEW, Volume 4(2) Rainer Hampp Verlag, München u. Mering 2014, 128 S., ISBN (print), 19.80, ISBN (e-book pdf), Volume 4(2) enthält folgende Beiträge: Andreas Schmolmüller: Kaderschmiede LIMAK eröffnet seit 25 Jahren neue Perspektiven Interview mit Alfred Kieser: Praxisrelevanz der Managementforschung Wolfgang Güttel: New Austrian School of Management Wolfgang Güttel: Konzeptionelle Kompetenzen: Leadership aus der Perspektive der New Austrian School of Management

6 Karin Link, Lutz von Rosenstiel: Kompetenzmanagement Stefan Konlechner, Irina Koprax: Ich sehe was, was du nicht siehst!? Bernhard Wolfschütz: Führung entwickeln! Interview mit Georg Reiser: Kompetenzentwicklung für Nachwuchsführungskräfte Rupert Hasenzagl, Barbara Müller: Klarheit bitte! Gerald Mitterlehner: Mit dem Ansatz der Kompetenzentwicklung zu neuen Perspektiven für die Personalentwicklungsarbeit? Rupert Hasenzagl, Barbara Müller: Der Wandel im Wandel?! Wolfgang Güttel, Karin Link: Führung in Veränderungsprozessen Ina Weinbauer: Trainings wirksam gestalten Susanne Summereder, Alexander Stankovsky: Lost in Transfer? Andreas Schiffelholz: Stabilität und Wechsel bei Miles-und-Snow- Strategietypen. Eine empirische Panel-Analyse deutscher Aktiengesellschaften Schriften zu MANAGEMENT, ORGANISATION UND INFORMATION, hrsg. von Hagen Lindstädt, Band 47, Rainer Hampp Verlag, München u. Mering 2014, 222 S., ISBN (print), 24.80, ISBN (e-book pdf), Die Entscheidung für Wahl und Wechsel einer Strategie gehört zu den wichtigsten Weichenstellungen einer Unternehmung, und ihre Untersuchung ist ein zentrales Feld der Management-Forschung. Dazu wird oftmals auf Strategietypologien zurückgegriffen. Das auf der Strategic-Choice-Theorie basierende Miles-und-Snow-Modell gehört hierbei zu den am meisten verwendeten Klassikern. Die vorliegende, empirische Arbeit untersucht zum einen Unterschiede der beiden Strategietypen Defender und Prospector hinsichtlich grundlegender Unternehmenscharakteristika wie Alter, Größe und Branchenzugehörigkeit. Zum anderen werden Wechsel zwischen diesen Typen genauer betrachtet. Hierbei wird nach der Richtung des Wechsels unterschieden und so der Einfluss von Alter, Dauer der Typenzugehörigkeit, CEO-Wechseln, Performance sowie Umsatz- und BIP-Wachstum auf die Wahrscheinlichkeit eines Strategietypenwechsels analysiert. Die für die Untersuchung herangezogene Stichprobe umfasst 173 deutsche Aktiengesellschaften, die zwischen 2002 und 2011 Teil des HDAX waren. Die Bestimmung des Strategietyps erfolgt anhand einer computergestützten Textanalyse des im Geschäftsbericht enthaltenen Briefs an die Aktionäre. Die Überprüfung der abgeleiteten Hypothesen erfolgt mittels Verfahren der logistischen Panel-Regression unter Einsatz einer zeitdiskreten Survival-Analyse. Die Ergebnisse der Untersuchung grundlegender Eigenschaften der Strategietypen zeigen, dass ältere Unternehmen eher dem Defender folgen. Aus der Betrachtung der Verteilung der Strategietypen über die Branchen folgt, dass Prospectoren vermehrt in volatilen, innovativen Branchen zu finden sind, Defender eher in stabilen. Die Wahrscheinlichkeit von Typenwechseln nimmt tendenziell mit zunehmender Dauer der Typenzugehörigkeit ab. Die richtungsspezifische Analyse der Wechseltypen zeigt, dass CEO-Wechsel allgemein einen katalytischen Effekt auf Wechsel zum Prospector ausüben. Zu Wechseln zum Defender, mit den damit verbundenen schmerzhaften Schritten zur Produktivitätssteigerung, kommt es hingegen nur dann verstärkt, wenn es sich um eine externe Neubesetzung handelt. Des Weiteren zeigt sich, dass ein Wechsel zum nach außen orientierten Prospector vor allem durch sich bietende externe Chancen,

7 wie beispielsweise ein gesamtwirtschaftliches Wachstumsumfeld, ausgelöst wird. Ein Wechsel hin zum Defender hingegen stellt verstärkt eine Reaktion auf interne Notwendigkeiten wie den Rückgang der Unternehmensrentabilität dar. Schlüsselwörter: Miles-und-Snow-Modell, Defender, Prospector, Strategic-Choice- Theorie, Strategietypenwechsel, computergestützte Textanalyse, zeitdiskrete Survival- Analyse Aliaa Adel: Kulturspezifische Markenwerte. Modell zur ländervergleichenden Analyse kultureller Einflussfaktoren auf den Markenwert am Beispiel der globalen Modeindustrie in Deutschland, Brasilien, China und Russland Hamburger Schriften zur Marketingforschung, hrsg. von Michael Zerres und Christopher Zerres, Band 94, Rainer Hampp Verlag, München und Mering 2014, 402 S., ISBN (print), 34.80, ISBN (e-book pdf), Ausgangspunkt dieser Arbeit ist die wachsende Relevanz des Markenwertmanagements im interkulturellen Kontext. Der Trend zur Internationalisierung wirtschaftlicher Aktivitäten erhöht die Relevanz der Markenführung als Erfolgstreiber des Unternehmens. International agierende Markenunternehmen müssen bestimmen, ob und in welchem Maße sie ihre Markenstrategien auf international divergierende kulturelle Gegebenheiten ausrichten. Eine zielgerichtete internationale Markenführung erfordert ein grundlegendes Verständnis der kulturellen Werte, Einstellungen und Bedürfnisse von Konsumenten aus unterschiedlichen Kulturräumen, um die eigenen Markenwerte mit den Konsumentenwerten in Einklang zu bringen. Die vorliegende Veröffentlichung behandelt den Culture-Specific Brand Equity und untersucht den Einfluss von Kulturdimensionen nach Hofstede und Schwartz auf den Markenwert am konkreten Beispiel globaler Modemarken in vier kulturell divergierenden Ländern. Die empirische Untersuchung des Modells basiert auf Daten einer Primärerhebung in Deutschland, Brasilien, China und Russland. Die Ergebnisse zeigen deutliche Unterschiede in der Zusammensetzung des Markenwertes zwischen den Kulturräumen und erbringen damit den empirischen Nachweis von Kulturspezifität des Markenwertes. Eine Marke kann demnach nicht über ein standardisiertes Versprechen und Auftreten in verschiedenen Kulturräumen gleichermaßen überzeugen, da sie dort auf unterschiedliche Wünsche, Werte und Einstellungen trifft. Folglich müssen Unternehmen ihre globalen Marken jeweils auch im Kontext der Kultur betrachten, um potenzielle Chancen und Risiken für die eigene Markenpositionierung entlang der kulturell divergierenden Verbraucherwünsche identifizieren zu können. Schlüsselwörter: Brand Equity, Markenwert, Internationale Markenführung, Kulturvergleichende Analyse, Modeindustrie, PLS Partial Least Squares Vanessa Mertins, Susanne Warning: Greedy and selfish? Differences in fairness preferences of prospective lawyers and managers In: Zeitschrift für Personalforschung 4/2014, freier Download: The question of whether lawyers and managers behave selfishly or fairly has inspired discussion for a long time. Empirical evidence, however, is sparse. Using data from an

8 experiment with 359 law and business administration students, we investigate this question empirically and provide first evidence. Our results suggest that law students and business students behave reciprocally, but the degree of reciprocity is higher for lawyers. Surprisingly, it is not university education that makes business students more selfish: candidates seem to undergo a self-selection process before they begin their studies. Key words: experiment, fairness, gift-exchange, preferences, reciprocity(jel: A12, A13, A20, C91, D63) Sibylle Olbert-Bock, Alexandra Mannsky, Roger Martin: Karrierekonzepte: Eine Typisierung individuellen Karrieredenkens und -handelns In: Zeitschrift für Personalforschung 4/2014, Im vorliegenden Beitrag werden individuelle Vorstellungen von Karriere und karrierebezogenem Handeln analysiert und typisiert. Angeknüpft wird an die Diskussion, inwiefern Einheitsmodelle von Karriere ausgedient bzw. jemals umfassende Gültigkeit besessen haben. Im Zuge der Forschungsdiskussion traditioneller und moderner Karrieren wird deutlich, dass eine objektive und strukturelle Sicht auf Karrieren notwendigerweise um eine subjektive Sicht ergänzt werden muss, um dem Phänomen Karriere gerecht zu werden. Es scheint notwendig, den Verlauf von Karrieren sowohl als Ergebnis des Denkens und Handelns des Einzelnen als auch eingebettet in und beeinflusst von einem sozialen Kontext zu verstehen. In der qualitativen Studie wird auf der Datenbasis von 83 narrativen Interviews analysiert, wie der Einzelne sein persönliches Karriere-Projekt konzipiert und durchläuft. Die Ergebnisse werden zu fünf Idealtypen des Karrieredenkens und -handelns verdichtet, charakterisierend beschrieben und entlang der Modi Orientierung, Entscheidung, Selbsteinschätzung und Steuerung differenziert. Classifying individual career notions and actions In this paper, individual perceptions of careers and career-related action are analyzed and clustered into different types. With respect to both organizations and individuals, there is an intense debate on whether standard models of the career have lost, or indeed ever enjoyed, comprehensive validity. The recent academic debate on traditional and modern careers shows that an objective and structural view of careers needs to be supplemented by a subjective perspective. It seems necessary to understand the course of careers both as a result of individuals perceptions and actions as well as embedded in and influenced by social contexts. In our qualitative study, we analyze data based on 83 narrative interviews of how individuals conceive and follow through with their individual career project. We condense the results into five ideal types of career thinking and action, characterize these types, and distinguish between them along the modes orientation, decision-making, self-assessment and control. Key words: Career, career paths, career type, traditional career, modern career, individual career, doing career, career behavior, grounded theory, human resource development, career self-management (JEL: M12, M 500, M51, M53, M54)

9 Albert Martin, Sigrid Bekmeier-Feuerhahn, Thorsten Jochims, Ursula Weisenfeld: Bad Practices in Unternehmen und die Mechanismen ihrer Etablierung. Der Fall Enron In: Zeitschrift für Personalforschung 4/2014, Das Management von Enron bediente sich moralisch fragwürdiger Praktiken ( Bad Practices ), die zu dem spektakulären Aufstieg und Fall des Unternehmens beitrugen. Wie konnten sich diese Bad Practices etablieren? Um diese Frage zu beantworten, betrachten wir vier Verhaltensmechanismen und veranschaulichen deren Wirksamkeit am konkreten Enron-Fall. Allerdings sind diese und ähnliche Mechanismen weit verbreitet und die an diesem Fall gewonnenen Erkenntnisse sollten sich auch für das Verständnis von Bad Practices in anderen Unternehmen als nützlich erweisen. Für unsere Analyse verwenden wir explizit die Mechanismus-Betrachtung, ein Ansatz, der selten genutzt wird, aber große Erklärungskraft hat. Im Fokus stehen Manager, eine spezielle Mitarbeitergruppe mit Weisungsbefugnis, die für die Etablierung von Praktiken in Unternehmen letztlich die Verantwortung trägt. Bad practices in companies and their underlying mechanisms. The case of Enron The management of Enron incorporated bad practices that were partly responsible for the spectacular rise and fall of the company. How and why could these practices become established? To answer this question we examine four behavioral mechanisms and demonstrate their effect using Enron as an example. However, their presence is more widespread and the insights gained from analyzing this particular case are useful for understanding bad practices in other organizations. We focus on mechanisms, a methodological approach that has been used sparingly despite its high explanatory power. The article is concerned explicitly with managers as a social group with discretionary power. This group deserves scholarly attention when analyzing how practices become established in an organization. Key words: business ethics, mechanisms, organizational wrongdoing, bad practices, management (JEL: B49, M10, M12, M14) Marco Guerci, Abraham B. Rami Shani: Stakeholder involvement in Human Resource Management practices: Evidence from Italy In: management revue 2/2014, freier Download: The increasing reference to stakeholder theory in the Human Resource Management (HRM) literature advocates the integration of a wide set of stakeholders for managerial, ethical and analytical reasons. This paper contributes to the advancement of stakeholder-oriented HRM by exploring how Italian human resource (HR) managers perceive the actual involvement levels of eleven internal and external stakeholders, and their views on how to improve them. Data were collected from a survey and ensuing focus group discussions. The survey gauged the extent to which different stakeholders are involved in designing various HR processes, while the focus groups explored what actions can be taken to foster a stakeholder orientation in HRM. The two phases of the study involved 30 HR managers from Italian companies with the highest capitalization on the Milan stock exchange; in total, the companies involved had more than 750,000 employees. The discussion of the findings is followed by identification of specific directions for future research.

10 Key words: Human Resource Management, stakeholder management, stakeholder based HRM, stakeholder involvement (JEL: J24, M14) Signe Pihl-Thingvad: Is self-leadership the new silver bullets of leadership? An empirical test of the relationship between self-leadership and organizational commitment In: management revue 2/2014, Self-leadership is theoretically assumed to be the key management approach in modern knowledge work because it strengthens the employees commitment. This study examines the relationship between self-leadership and affective organizational commitment empirically. An underlying assumption in the self-leadership research, that employees are guided and committed by internal work ideals, is tested, and selfleadership is compared to motivational factors in traditional management theories. The results show that self-leadership positively affects organizational commitment, while the internal work ideals overall do not seem to have the expected effect. However, the effect of self-leadership on commitment disappears when the relationship is controlled for traditional motivational factors. The theoretical and practical implications of these results are discussed, and foci for future research are suggested. Key words: self-leadership, organizational commitment, professional identity, knowledge work (JEL: D20, D23, J29, L20, L29, L30, M54) Alexander Fliaster, Tanja Golly: Innovation in small and medium-sized companies: Knowledge integration mechanisms and the role of top managers networks In: management revue 2/2014, Past research has revealed that knowledge integration is an important prerequisite for the success of new product development. For this reason, companies deploy a number of formal mechanisms to foster integration across multiple functions and hierarchical levels. In many SMEs, however, such formal mechanisms are complemented or even replaced by informal social networks among managers and employees. Despite the relevance of intraorganizational networks, past research on SMEs, however, was focused mainly on the interorganizational level of analysis. To cover this gap, we map ego networks of senior managers in SMEs and explore their knowledge exchange relationships both inside and across functional and hierarchical boundaries. Our study shows that these social networks are an essential driver of knowledge integration and innovation. Key words: SMEs, social networks, innovation, cross-functional integration, top managers, knowledge creation (JEL: L64, M12, O31, O32) Mihael Duran, Kerstin Pull: Der Beitrag der Arbeitnehmervertreter zur fachlichen und geschlechtlichen Diversität von Aufsichtsräten: Erkenntnisse einer qualitativ-explorativen Analyse In: Industrielle Beziehungen. Z. f. Arbeit, Organisation u. Management 4/2014, Die Rolle der Arbeitnehmervertreter im Aufsichtsrat wurde vielfach untersucht, sowohl theoretisch als auch empirisch. Studien zu den Effekten der Unternehmensmitbe-

11 stimmung betrachten die Arbeitnehmervertreter im Aufsichtsrat dabei häufig als homogene Bank und rücken deren Rolle als Sachwalter der Arbeitnehmerinteressen in den Mittelpunkt. In unserer Studie hingegen fokussieren wir auf die diversitätserhöhende Funktion der Arbeitnehmervertreter und werfen damit ein neues Schlaglicht auf die Aufsichtsratsmitbestimmung. Basis unserer auf die Perspektive der Betroffenen ausgerichteten qualitativ-explorativen Untersuchung sind dreizehn leitfadengestützte Interviews. Unsere Ergebnisse stützen die Einschätzung, dass Arbeitnehmervertreter in Aufsichtsräten die im Aufsichtsrat vertretenen Perspektiven erweitern und die Aufsichtsratsarbeit bereichern können, indem sie (a) die Wissensbasis im Aufsichtsrat verbreitern und (b) die geschlechtliche Diversität von Aufsichtsräten erhöhen. Worker directors and supervisory board diversity: Results from a qualitative explorative analysis Abstract The role of worker directors on German supervisory boards has repeatedly been studied, both theoretically and empirically. However, studies that analyze the effects of codetermination on supervisory boards often regard employee representatives as a homogeneous bench and focus on their role as intermediaries between employee and owner interests. In our study, we focus on the contribution of employee representatives to board diversity, and hence shed new light on the effects of supervisory board codetermination. In our qualitative explorative study, based on thirteen semistructured interviews, we take the perspective of the parties involved. The results of our study support the view that employee representatives on supervisory boards can fruitfully enhance board diversity and widen their perspectives by (a) increasing the knowledge resources of the board and by (b) making boards more gender balanced. Key words: co-determination, diversity, supervisory boards (JEL: J51, J53, M14) Sven Hauff, Stefan Kirchner: Job quality between institutional differences and convergence In: Industrielle Beziehungen. Z. f. Arbeit, Organisation u. Management 4/2014, freier Download: The alignment of workplace situation and work values is an important indicator of job quality. From an international comparative perspective, it can be assumed that countries differ regarding the respective mismatch levels owing to institutional differences. However, these differences may be dynamic, and globalization approaches posit a general trend towards convergence. This paper tests these assumptions by asking how countries differ in their mismatch levels and how these differences develop over time. The empirical analysis is based on employee data from 1989 and 2005 for the USA, Great Britain, West Germany, Norway, and Hungary. Findings show that in 1989, West Germany exhibited lower mismatch levels than the USA and Great Britain. In contrast, findings for Norway are mixed, while Hungary displays mostly higher mismatch levels. A partial convergence of job security and income mismatch levels has taken place between the USA, Great Britain, and West Germany. Moreover, our findings underline the persistence of institutional differences in job quality. Arbeitsqualität zwischen institutionellen Differenzen und Konvergenz Die Übereinstimmung zwischen Arbeitsplatzsituation und arbeitsorientieren Werten stellt einen wichtigen Indikator der Arbeitsqualität dar. Aus einer international vergleichenden Perspektive kann angenommen werden, dass die entsprechenden Mismatch-

12 Niveaus aufgrund institutioneller Differenzen unterschiedlich ausfallen. Diese Unterschiede können dynamisch sein, wobei Globalisierungsansätze von einem konvergierenden Trend ausgehen. Dieser Beitrag testet diese Annahmen und fragt, inwieweit sich Länder hinsichtlich ihrer Mismatch-Niveaus unterscheiden und wie sich diese Unterschiede im Laufe der Zeit verändern. Die empirische Analyse basiert auf Arbeitnehmerdaten aus den Jahren 1989 und 2005 für die USA, Großbritannien, Westdeutschland, Norwegen und Ungarn. Die Ergebnisse zeigen, dass in 1989 in Westdeutschland geringere Mismatch-Niveaus vorlagen als in den USA und Großbritannien. Im Gegenzug zeigen sich für Norwegen gemischte Befunde, während die Mismatch-Niveaus in Ungarn meist am höchsten sind. In Bezug auf Arbeitsplatzsicherheit und Einkommen findet eine partielle Konvergenz zwischen den USA, Großbritannien und Westdeutschland statt. Darüber hinaus unterstreichen die Ergebnisse allerdings eine Beständigkeit institutioneller Differenzen der Arbeitsqualität. Key words: job quality, workplace situation, work values, mismatch, crossnational differences, change, employment regime theory, varieties of capitalism (JEL: J50, J81, O57, P52) Nikolai Huke, Olaf Tietje: Zwischen Kooperation und Konfrontation. Machtressourcen und Strategien der spanischen Gewerkschaften CCOO und UGT in der Eurokrise In: Industrielle Beziehungen. Z. f. Arbeit, Organisation u. Management 4/2014, Infolge der Krise der Eurozone haben sich die strukturellen Rahmenbedingungen gewerkschaftlichen Handelns in Spanien verändert. Es fand ein Übergang von einem System der institutionalisierten Kooperation mit Elementen ritualisierter symbolischer Konfrontation zu einem System der fragmentierten symbolischen Kooperation mit Elementen (spontaner) realer Konfrontation statt. Der Artikel zeigt unter Rückgriff auf den Machtressourcenansatz der Gewerkschaftsforschung, dass die spanischen Mehrheitsgewerkschafen CCOO (Comisiones Obreras) und UGT (Union General de Trabajadores) nur begrenzt in der Lage waren, auf diese Veränderung der politischen Spielregeln zu reagieren. Nachdem sie unter der Regierung der PSOE weitgehend erfolglos versuchten, über eine permissive Haltung im bi- und tripartistischen sozialen Dialog weitergehende Verschlechterungen zu verhindern, führte dessen Scheitern unter der PP zu einer vorsichtigen Radikalisierung und verstärkten Bemühungen der Gewerkschaften um gesellschaftliche Mobilisierungen. Between cooperation and confrontation: Power resources and strategies of the Spanish trade unions CCOO and UGT during the Eurozone crisis The Eurozone crisis has significantly shifted the framework for trade union action in Spain. In consequence, a transition from a system characterized by institutionalized cooperation with strong elements of ritualized symbolic confrontation towards a system of fragmented symbolic cooperation with elements of (spontaneous) real confrontation has taken place. Building on the power resource approach in trade union research, the article argues that the majoritarian Spanish trade unions CCOO (Comisiones Obreras) and UGT (Union General de Trabajadores) were limited in their capacity to react to this change in the political rules of the game. Under the PSOE government they unsuccessfully tried to attenuate further deteriorations within the biand tripartite social dialogue. After the collapse of social dialogue during the PP gov-

13 ernment, a cautious radicalization and the increasing importance of mobilization can be observed within CCOO and UGT. Key words: trade unions, Spain, crisis, union renewal, social dialogue (JEL: D74, H12, J52) Milan Nikolić, Jelena Vukonjanski, Milena Nedeljković, Olga Hadžić, Edit Terek: The relationships between communication satisfaction, emotional intelligence and the GLOBE organizational culture dimensions of middle managers in Serbian organizations In: Journal of East European Management Studies (JEEMS) 4/2013, The focus of this paper is the relationship between internal communication satisfaction and emotional intelligence. Moreover, we also investigated the impact of the GLOBE organizational culture dimensions as moderators of the relationship between the emotional intelligence of middle managers and their communication satisfaction in Serbian organizations. We show that some communication satisfaction dimensions strongly correlate with some emotional intelligence abilities of middle managers and that these correlations are under the moderating influence of the GLOBE dimensions. With these managers will be able to identify the components of emotional intelligence and GLOBE organizational culture dimensions that are vital for them and their organizations. Key words: emotional intelligence, communication satisfaction, GLOBE dimensions, power distance, collectivism, Serbia (JEL: D23, D83 Ibrahim Anil, Ekrem Tatoglu, Gaye Ozkasap: Ownership and market entry mode choices of emerging country multinationals in a transition country: evidence from Turkish multinationals in Romania In: Journal of East European Management Studies (JEEMS) 4/2013, freier Download: Drawing upon key arguments of prevailing theoretical perspectives in international business, this study aims to explain the ownership and market entry strategies of emerging country multinational enterprises (MNE) in a transition country. To this end, the Turkish MNEs ownership (joint venture versus wholly owned subsidiary) and entry mode (greenfield versus acquisition) choices for their affiliates in Romania are essentially investigated based on a number of selected case studies. Using qualitative data from semi-structured interviews, this study indicates that a single perspective alone cannot adequately explain the Turkish MNEs ownership and entry mode strategies for their affiliates in Romania. Key words: Emerging countries, foreign direct investment, ownership mode, entry mode, Turkey, Romania (JEL: F21, G32)

14 Lidija Breznik, Matej Lahovnik: Renewing the resource base in line with the dynamic capabilities view: a key to sustained competitive advantage in the IT industry In: Journal of East European Management Studies (JEEMS) 4/2013, The purpose of this paper is to indicate that firms which renew their resource base in line with the dynamic capabilities view can generate and sustain a competitive advantage and thus the related firm performance. In order to investigate the relationships involved, in-depth interviews were conducted in six representative IT firms. The results suggest that firms with a stronger commitment to deploying dynamic capabilities are more successful and hold the potential for a sustained competitive advantage. We also found that innovation capability, managerial capability and human resource capability are the most relevant capabilities that allow firms to successfully adapt to a changing environment and the highly demanding IT market. Key words: dynamic capabilities, competitive advantage, information technology (IT) industry, case study (JEL: L16, Q56) Jong-Kun Jun, Jae Hoon Hyun: Anticipation or risk aversion?: The effects of the EU enlargement on Korean trade and FDI activities in Central and Eastern Europe In: Journal of East European Management Studies (JEEMS) 4/2013, This study attempted to identify how regional integration and spatial enlargement would affect firms strategic decisions from the outside of an integrated region. By analyzing data sets between 2000 and 2007 utilizing the gravity model, this study examined the specific properties of Korean trade and FDI flows to the participating 5 CEECs and 5 western European states before and after the enlargement of the EU. The initial findings show that the number of new investments increased significantly after the enlargement while the monetary amount of total investment appeared to be negligibly affected. Further examinations by firm size revealed that SMEs were responsible for increased Korea FDI after the enlargement while large companies did not make any contributions. Having different attitudes toward risk aversion and anticipating opportunities for exploitation were suggested as a possible explanation. Key words: EU, CEEC, enlargement, Korea, FDI, SME (JEL: F21, N23) Doreen Richter: Demographic change and innovation: The ongoing challenge from the diversity of the labor force In: management revue 3/2014, freier Download: The demographic change influences the composition of the labor force in terms of a decreasing number of the workforce, its age structure, the quantitative relationship between men and women such as the proportion between people with migration background and native citizens. The new diversity of the workforce has consequences for the innovativeness of social groups, organization and regions. This literature review shows the state of research on the impact of diversity caused by the demographic change on innovation, captured on corporate and regional level, this means the relationship between diversity and innovation variables is examined in a micro-economic

15 and a macro-economic approach. The aim is to summarize and to highlight utilizable insights as well as to identify research gaps. The results indicate the need to link the theoretical approaches, methods and results from the discussed research fields better and to develop new concepts build on this. Key words: demographic change, organizational demography, group research, diversity, labor diversity, innovation, corporate innovativeness, regional innovativeness (JEL: J11, J21, O31, R11, R12, R15) Stefanie Seifert, Eva Schlenker: Occupational segregation and organizational characteristics. Empirical evidence for Germany In: management revue 3/2014, This article studies the extent of occupational gender segregation in Germany and analyzes the influence of organizational characteristics on the extent of firm level segregation. We use the 2004 and 2008 survey waves of the Linked-Employer-Employee dataset at the IAB (LIAB) and estimate panel data models for the identification of effects on the corrected dissimilarity index. We find that the link between the level of segregation and organizational characteristics such as gender mainstreaming, formalization and the proportion of women in management positions depends on features of organizational demographics. The results can be utilized by businesses and politics to identify levers for the reduction of segregation. Key words: gender segregation, panel data models, dissimilarity index, gender inequality (JEL: C23, J10, J16, J24, M50) Marlene Langholz: The management of diversity in U.S. and German higher education In: management revue 3/2014, The research on diversity and diversity management in German organisations has significantly gained relevance over the last years. The reasons for this are socio-political and economic changes that make diversity a highly relevant topic. In higher education, there is currently much discussion on these concepts and an increasing number of institutions is introducing policies targeting a diverse student body. Taking a comparative approach, this paper analyses the origin of diversity management in the United States, discusses research on this topic in U.S. higher education and compares this with current developments in Germany. Key words: higher education, research in higher education, diversity management, diversity, U.S., Germany (JEL: I20, I23, J10, J24, J82, O30) René Krempkow, Ruth Kamm: Can we support diversity by performance measurement of European higher education institutions? In: management revue 3/2014, The overall aim of the article is to discuss different ways of assessing and handling performance differences of higher education institutions caused by varying initial conditions with regard to the student populations diversity. We introduce and compare two approaches we expect worthwhile discussing in the German context: On the one hand, the classification approach identifying diversity between higher education insti-

16 tutions is reflected. A critical look is taken at the possible repercussions of classifications on the design of university programmes. On the other hand we introduce an alternative approach that has so far been rarely adopted in Europe. The Australian model is based on a statistical method that levels out different initial positions for performance indicators. This will help higher education institutions to respond adequately to different social requirements and needs of students. An arithmetical example illustrates the way the model functions. We conclude that the Australian model can avoid some problems of the classification approach and an adaptation would be worthwhile for Germany. Key words: performance based funding, performance measurement, higher education institutions, diversity, heterogenity of students (JEL: I22, I23, I24, I28) James Karlsen, Miren Larrea: The contribution of Action Research to policy learning: The case of Gipuzkoa Sarean In: International Journal of Action Research, 2/2014, This article is about a six year policy learning process named Gipuzkoa Sarean in the Basque province of Gipuzkoa. In the article we reflect on how action research contributed to policy learning. The process consists of three stages: : Initiation of the project and development of a work method; : Government learning and organisational change; : Social learning and the shift to a new approach to territorial development. For each stage we describe the background and main goal of the research project, the participants in policy learning, the work method and agenda, the status and roles of policy makers and researchers and the results. Our reflections on-action are used to discuss the conditions for social learning. Our argument is that the distinction between practice and praxis is crucial for understanding the conditions for social learning. Our use of the concept praxis is inspired by Paulo Freire and we interpret it as the connection of reflection and action in the same phase of the process. If they are separated into theory and practice they do not create the conditions for social learning in a policy process. They might create outcomes, such as recipes for policy or political discourses, but not social learning. Key words: policy learning, territorial development, territory, policy maker, theory, practice, praxis Emil A. Sobottka, Danilo R. Streck: When local participatory budgeting turns into a participatory system. Challenges of expanding a local democratic experience In: International Journal of Action Research, 2/2014, The experience of participatory budgeting that began in Porto Alegre in 1989 was carried over to the state level in Rio Grande do Sul in Since then, governments have tried out different modes of popular participation and consultation, culminating with the creation of a system of popular and citizen participation where participatory budgeting is one among various possibilities designed to allow citizen participation. In the article we discuss some more evident challenges of such an expansion, like the tension between participation as a principle and a strategy, bureaucratic mediations, some

17 conditions for democratic participation, the different regional cultures of participation, as well as the relevance of organisational matters. The research methodology is based on participatory principles and procedures. In this sense, the study can be also seen as an experiment of using participatory methodology with policies and projects involving large geographical areas Key words: participation, participatory budgeting, local democracy, participatory Action Research Mikaela Vasstrøm, Roger Normann: Role transformations in collaborative R&D-projects as reciprocation between research, practice and policy In: International Journal of Action Research, 2/2014, This paper discusses how roles in R&D-projects can transform and develop through the duration of a project and how different types of knowledge reciprocate with policy learning at different scales. Research, practice and policy represent different but interconnected social spheres, each with different interests, institutional rationalities and values. When different institutional rationalities meet in the setting of a collaborative R&D-project there are many factors that will affect process efficacy and project outcomes. In this paper we focus on how researchers and practitioners can fill different collaborative roles, work in desired or undesired pairings, through the duration of a R&D-project. The paper argues that through making role clarification and adaptation part of reciprocal processes, the likelihood of creating learning and added value for all parties can increase. Key words: collaboration, R&D-project roles, research methods, policy learning Øyvind Pålshaugen: Dialogues in innovation: Interactive learning and interactive research as means for a context sensitive regional innovation policy In: International Journal of Action Research, 2/2014, Theoretical and empirical studies that demonstrate and discuss the importance of interactive learning for releasing the innovation potential within national as well as regional innovation systems have been steadily increasing since Lundvall s first publications on this topic in the late eighties. More recently, studies that emphasise the importance of context-sensitive regional innovation policies for releasing the innovation potential have added new arguments for the importance of interactive learning in regional innovation systems. However, innovation researchers operating at the national and/or regional level still seem not to consider themselves as the kind of actors who might enter into any kind of processes of interactive learning with other institutional actors. Against this backdrop, this article develops the argument that interactive research will provide new knowledge on how to realise context-sensitive innovation policies, by supporting interactive learning for the purpose of realising the innovation potential of regions. Such interactive research may take on many forms, but one common methodological aspect will be some kind of participation in dialogues on innovation. Key words: dialogue, interactive learning, interactive research, regional innovation policy

18 Hans Chr. Garmann Johnsen, Jon P. Knudsen, Roger Normann: Action Research strategies at the third place In: International Journal of Action Research, 2/2014, This article discusses action research strategies in regional development. It argues that regional settings are complex, and conceptualises this as the third place. This complexity implies a democratic challenge. Furthermore, using regional leadership as a case, it argues that in order to approach this as action researchers, one needs to discuss the assumptions the research is based on. The article discusses two action research approaches: the socio-technical approach and the democratic dialogue approach, and argues that in the complex setting of the third place, and at a pragmatic level, one might use insights from the two approaches. The argument for this is that regional development in practical terms both implies functional and structural challenges, but is also a matter of meaning construction. We discuss this as sequential governance. Key words: action research, third place, democracy, regional leadership, sociotechnical, democratic dialogue, sequential governance Richard Ennals: Learning from differences In: International Journal of Action Research, 2/2014, The article sets out an experience-based account of Learning from Differences, underpinning engaged research as an alternative to conventional detached social science. There is a central focus on Action, and Action Research, with particular reference to policy development at regional level, and concerning older workers. The challenge is to enable others to learn. In so doing, we can mainstream Action Research as integral to management. Key words: Action Research, empowerment, engagement, intervention, learning, older workers, policy development, quality circles

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