Technologiemanagement

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    Experience matters: the mediating role of gameful experience in the relationship between gamified competition and perceived innovation culture
    (2023-08-30) Schmidt, Corinna Vera Hedwig; Manske, Jonas; Flatten, Tessa Christina
    Employees perceiving their organizational culture as innovative increase their output and enhance company performance. A potential approach to improving employees' perception of an innovation culture involves implementing gamified competition in the workplace. Despite the numerous studies on gamified competition, its relationship with employees' perceived innovation culture and the role of their gameful experience remains unclear. On the basis of affordance theory, we explain how gamified competition increases employees' perceived innovation culture (inter-perception) through the mechanism of gameful experiences (intra-perception). We survey a sample of 382 sales employees from German credit institutions who work with a gamified sales application. With the use of structural equation modelling, we find that gamified competition is positively related to perceived innovation culture. However, when including the mediator, results show that employees' gameful experience fully mediates the relationship between gamified competition and perceived innovation culture. Our study underlines the need for research to shift to an experience-oriented employee perspective that will enable a better understanding of the impact a gamified competition has on employees' perceptions. Our findings can help managers to design, predict, and adapt gamified competition in the workplace.
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    Attracted to the hustle? An impression management perspective on entrepreneurial hustle in new venture recruitment
    (2023-10-15) Kindermann, Bastian; Hocker, Anna; Strese, Steffen
    Research has shown that impression management helps entrepreneurs access critical resources, but insights into applying concrete impression management techniques in new venture recruitment remain scarce. This knowledge gap represents a challenge for new ventures facing disadvantages in recruitment. We propose self-presentations of entrepreneurial hustle as an effective impression management technique for entrepreneurs. Such self-presentations to applicants increase the perceived competence and thereby the attractiveness of entrepreneurs' new ventures. We introduce applicants' individual entrepreneurial orientation and entrepreneurs' gender as factors influencing the relationship between entrepreneurial hustle and perceived entrepreneurial competence. Employing an experimental vignette methodology across three samples – a main sample drawn from mTurk (N = 613) and two additional samples from Prolific (N = 130) and German management students (N = 188) – we find that perceived competence mediates the relationship between entrepreneurial hustle and perceived organizational attractiveness. While individual entrepreneurial orientation weakens the effect of entrepreneurial hustle self-presentations on perceived competence, we do not find an influence of entrepreneurs' gender. This research indicates mechanisms and contingencies regarding the effect of entrepreneurial hustle self-presentations. Our results advance not only research on entrepreneurial hustle but also theory on interviewer-level impression management and new venture recruitment.
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    Conceptual contributions in marketing scholarship: patterns, mechanisms, and rebalancing options
    (2023-08-07) Kindermann, Bastian; Wentzel, Daniel; Antons, David; Salge, Torsten-Oliver
    This article analyzes the nature and temporal change of conceptual contributions in marketing scholarship with two complementary studies. First, based on a computer-aided text analysis of 5,922 articles published in the four major marketing journals between 1990 and 2021, the authors analyze how conceptual contributions have changed over time using the MacInnis (2011) framework. Results indicate that over the past three decades, theorizing efforts have strongly favored “envisioning” and “explicating” at the expense of “relating” and “debating,” with this imbalance increasing over time. Second, the authors draw on 48 in-depth interviews with editors, department heads, and authors to validate these patterns and uncover the underlying mechanisms. The findings indicate that a prevalent thought style has developed in the field—defined by the research ideals of novelty, clarity, and quantification—that shapes the collective view of how marketing scholars, in their roles as authors, reviewers, and mentors, can make a valuable contribution to marketing scholarship. This thought style favors envisioning and explicating contributions and disfavors relating and debating contributions. Jointly, the two studies point to several rebalancing options that can reinvigorate relating and debating contributions while preserving the current strengths of the marketing field.
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    The double-edged sword of entrepreneurial orientation: a configurational perspective on failure in newly public firms
    (2022-07-06) Kindermann, Bastian; Schmidt, Corinna Vera Hedwig; Pulm, Jeldrik; Strese, Steffen
    This study draws on the notion of entrepreneurial orientation-as-experimentation to investigate the relationship between entrepreneurial orientation (EO) and firm failure. For the context of newly public firms after their initial public offering, we hypothesize that EO reduces firm failure particularly in specific configurations of EO, working capital efficiency, and technological turbulence. In a sample of 2578 firms that went public between 1997 and 2018, we find support for this configurational perspective. We contribute to the entrepreneurship literature by showing that the relationship between EO and firm failure needs to be understood in the context of organizational and environmental factors.
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    Crossover of resources within formal ties: how job seekers acquire psychological capital from employment counselors
    (2021-10-28) Schmidt, Corinna Vera Hedwig; Flatten, Tessa Christina
    Unemployed job seekers experience stress which impedes their job search. Research suggests that psychological capital is a key resource which enables job seekers to cope with their stress. Yet it is still unclear how they acquire this key resource. During job search, job seekers engage in task-oriented, infrequent interactions with counselors in employment agencies and establish formal ties. We explore these largely neglected formal ties and draw on conservation of resources theory and the crossover model to show that psychological capital crosses over from counselors to job seekers. We examine 209 dyads collected from two sources—counselors and job seekers—in an employment agency in Germany. Our hierarchical linear modeling results support the crossover of psychological capital within formal ties: Our results indicate that counselors' psychological capital impacts job seekers' psychological capital, which in turn lowers their stress. This relationship is mediated by job seekers' perception of counselors' social support. This study advances research on job loss and the crossover model as it explains the transfer of key resources within an institutional context characterized by formal ties, and it reveals social support as underlying mechanism. The practical implication is that counselors serve as enablers transferring key resources to job seekers.
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    Personal resources and leadership behavior
    (2022) Hartmann, Nele; Rowold, Jens; Flatten, Tessa
    This dissertation examines the role of leaders’ personal resources in the work-related context. The main goal is to explore the influence of leaders’ mindfulness and resilience on leadership behavior and employees’ work-related outcomes based on the integrative framework by Good et al. (2016). The first study explores leaders’ mindfulness and resilience as potential antecedents of servant and destructive leadership and the mediating effect of these leadership behaviors regarding employees’ trust in the leader and perceived psychological safety climate. The second study investigates the mediating effect of servant leadership between leaders’ mindfulness as well as leaders’ resilience and employees’ perceived stress. The third study explores potential relationships between heart rate variability as indicator for resilience and constructive (servant, transformational, and transactional) leadership behavior as well as whether changes in heart rate variability due to a stressful event are related to resilience. In summary, this dissertation reveals insights regarding personal resources and leadership behavior. Identifying the role of leaders’ mindfulness and resilience as antecedents of servant and destructive leadership represents a major step towards the understanding of leadership behavior. Furthermore, servant leadership represents an important leadership behavior regarding employees’ perceived psychological safety climate, stress, and trust in the leader. Furthermore, it shows insight in neurophysiological processes in the organizational context and their effects on leadership behavior.