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Die Digitalisierung schreitet voran und verändert unsere Welt. Sie bietet unzählige neue Chancen und Möglichkeiten aber sicherlich genauso viele Risiken und Herausforderungen. In Bezug auf Unternehmen sind diese Chancen und Risiken der Digitalisierung jedoch sehr ungleich zwischen kleinen und mittleren Unternehmen (KMU) und Großkonzernen zu Ungunsten der KMU verteilt. Gleichzeitig besitzen KMU zudem diverse Nachteile im Bereich der Ressourcenausstattung im Vergleich zu Großkonzernen (Demary u. a. 2016). In Deutschland ist diese Tatsache deswegen von immenser Bedeutung, da mehr als 99% aller Unternehmen der Klasse der KMU angehören und fast zwei Drittel aller Erwerbstätigen innerhalb eines KMU beschäftigt sind (Statistisches Bundesamt 2016a). KMU sind somit zentral für die wirtschaftliche Prosperität Deutschlands.
Die Bundes- und Landesregierungen haben in diesem Zusammenhang beschlossen, die KMU bei der unternehmensinternen Digitalisierung zu unterstützen und nicht alleinig die Kräfte des freien Marktes über den Unternehmenserfolg entscheiden zu lassen.
Basierend auf dem Governancekonzept (Bevir 2011; Stoker 1998) bietet diese Arbeit dann Einblicke in die politischen Prozesse, Inhalte und die Resultate politischen Handelns (Anheier 2013) im Zusammenhang mit der unternehmensexternen Unterstützung der Digitalisierung in KMU.
Die Erkenntnisse basieren zum einen auf inhaltsanalytischen Auswertungen der digitalen Agenden Deutschlands (Bundeskanzleramt und Bundesministerium für Wissenschaft, Forschung und Wirtschaft 2016), Baden-Württembergs (Ministerium für Inneres, Digitalisierung und Migration des Landes Baden-Württemberg 2017) und Bayerns (Bayrisches Staatsministerium für Wirtschaft und Medien, Energie und Technologie 2015) sowie auf Primärdaten einer Online-Befragung von KMU in Baden-Württemberg und Bayern.
So kann gezeigt werden, dass an den digitalpolitischen Governanceinstrumenten der Bundes- und Landesregierungen neben staatlichen auch mannigfaltige nichtstaatliche Akteure beteiligt sind. Länderübergreifend lassen sich diese Governanceinstrumente den Bereichen Infrastruktur, Bildung, Ordnungs- und Rechtsrahmen, Verwaltung und Wirtschaft zuordnen, wobei die befragten KMU den Bereichen Infrastruktur und Ordnungs- und Rechtsrahmen eine herausgehobene Stellung in Bezug auf die Relevanz für ihr Unternehmen beimessen. In diesem Zusammenhang bewerten die KMU insbesondere den flächendeckenden Breitbandausbau sowie die Verbesserung der Cybersicherheit und Cyberabwehr als relevant für den Erfolg ihres Unternehmens.
Jedoch kann über clusteranalytische Verfahren auch gezeigt werden, dass teils erhebliche strukturelle Unterschiede in Bezug auf die Relevanzbewertung der Governancebereiche und Instrumente vorliegen.
Zudem kann diese Arbeit auf Basis einer theoretisch, interdisziplinären Synthese politik- und wirtschaftswissenschaftlicher Theoriestränge unter dem Dach des Governancekonzeptes und anschließender Verwendung regressionsanalytischer Verfahren einen ersten Hinweis darauf geben, dass die Relevanzbewertung unternehmensexterner digitalpolitischer Governanceinstrumente innerhalb deutscher KMU teils maßgeblich von der Ausgestaltung der unternehmensinternen Wertschöpfungskette der Unternehmen abhängt.
Für diese Synthese ist auf politikwissenschaftlicher Seite die Governanceordnung nach Anheier (2013) maßgebend, wobei im Bereich der Wirtschaftswissenschaften auf die Transaktionkostentheorie (Coase 1937; Williamson 1975; Williamson 1985; Williamson 1996), den Resource-Based View (Barney 1991; Penrose 1959; Wernerfelt 1984), den Market-Based View (Porter 1979; Porter 1980; Porter 1985) sowie die Resource-Dependence Theory (Pfeffer und Salancik 1978; Pfeffer und Salancik 2003; Selznick 1949) zurückgegriffen wird.
Den Künsten wird spätestens seit der Renaissance eine besondere Vertrautheit mit der Welt zugesprochen; ein Wissen, das auf Gefühl, eine tiefe Empfindsamkeit und einen persönlichen Weltbezug zurückgeht. Ihre Erfahrung und ihre Sicht der Dinge verstehen sie in Materialien, Objekten, Musik und performativen Gesten zu transportieren und zu speichern. Künstlerische Praktiken und Produktionsformen verbinden darüber hinaus Wissen mit Tätigkeit. Auf dieser Grundlage wird ihnen in unterschiedlichen Bildungskontexten eine besondere Wirkung hinsichtlich personaler und interpersonaler Entwicklungsmöglichkeiten zugesprochen. Sie haben daher sowohl im Kontext handlungsorientierter Managementtheorien, allgemein- und zivilgesellschaftlicher Bildungskonzepte als auch in Bezug auf die Ausbildung von Forschungskompetenzen im wissenschaftlichen Umfeld Konjunktur.
Die vorliegende Arbeit befasst sich unter diesen Gesichtspunkten mit der Vermittlung künstlerischer Episteme an Hochschulen und Universitäten. Dabei werden Hochschulprogramme in den Blick genommen, welche Kunst- und Design-Praktiken in Lehrformate jenseits künstlerischer Ausbildungsgänge integrieren. So wird insbesondere gefragt, auf welche Weise sich ökonomische und betriebswirtschaftliche Fachdiskurse Konzepte künstlerischer Wissensproduktion aneignen und mit welchen Begründungen und Praktiken der Transfer geschieht. Nicht zufällig rücken gerade in Zeiten des Kreativimperativs künstlerische und damit Individuum-bezogene Wissensmodelle in den Fokus von Hochschulbildung. Die dazugehörigen Formate, Theorien und Vermittlungsformen sind jedoch vielfältig. Es stellt sich die Frage, ob hier tatsächlich neue Ausbildungskonzepte zum Einsatz kommen oder ob sich lediglich die Strategien verändert haben, durch welche ökonomisches Handeln und Führung gerechtfertigt werden. Die Untersuchung legt das Augenmerk dabei nicht nur auf Didaktik und Rhetorik, sondern auch auf die Untersuchung sozialer Räume, als welche Hochschulen und Universitäten begriffen werden.
People face economic decisions on a daily basis. Quite often, these decisions involve high stakes and some degree of personal risk, as choices produce real consequences that set the course for future actions. Although decades of decision research in the intersection of psychology, behavioral economics, and neuroscience have much advanced our knowledge about the psychological underpinnings of economic decisions, several academic disputes remain unsettled. Indeed, surprisingly little is known about the role of motivation and volition in guiding economic decisions. Certainly, people’s motives, goals, and their expectations of attractive rewards are important drivers of decision making. Yet, motivation and volition cannot be reduced to goals and incentives. The cognitive mechanisms underlying economic decisions are rather complex, and motivation and volition may impact decisions at the level of these cognitive processes.
This dissertation considers the role of motivation and volition in economic decisions by examining the impact of experimentally induced motivational and volitional states of mind on economic choices and decision processes. Using different methods and decision making paradigms, four experiments provide novel evidence that informs the ongoing debates in motivation research, decision science, and psychophysiology. In short, Experiments 1a and 1b explore the possibility of interactive effects between motivation, volition, and financial incentives in determining economic performance. Moving on to the level of decision processes, Experiment 2 examines the impact of motivation and volition on decision processes under risk. Decision times, eye movements, and pupil dilations provide process measures of cognitive effort, pre-decisional information search, and affective arousal, respectively. Finally, Experiment 3 investigates how particular decision attributes relate to affective and motivational processes in decisions under risk.
The findings of the present dissertation can be summarized in terms of four main conclusions. First, incentives are effective for improving economic performance when the payment of attractive monetary rewards is contingent on performance. Yet, higher incentives do not further improve performance. Second, the experimental manipulation of motivational and volitional mindsets does not directly affect choices, but notably impacts decision processes. Third, the influence of motivation and volition on economic decisions appears to depend on the appropriate incentivization of the task at hand. Fourth, risky choice attributes that entail no gain at all, i.e., zero-outcomes, elicit high levels of affective arousal and motivational avoidance tendencies that guide selective attention and decision making in the lottery choice paradigm. The implications of these findings are discussed for theory development in motivation research and decision science, as well as in terms of their practical implications for decision making in managerial contexts and other high-stakes decision environments.
This doctoral thesis is concerned with two separate but intertwined topics in the field of financial econometrics: (i) the measurement and relevance of new sources of information on financial markets in the form of online investor sentiment and attention and (ii) nonlinearities in financial time series in the form of structural breaks. According to classical finance theory, competition among rational investors, often called arbitrageurs, leads to an equilibrium in which prices on capital markets equal the present value of expected future cash flows. Under this theoretical lens, the trading decisions of irrational investors have no significant impact on prices since their demands are offset by rational investors. However, the classical finance theory fails to fit the extreme levels of and changes in stock prices corresponding to events such as the Great Crash of 1929 or the Dot.com bubble of the 1990s, which are difficult to align with any rational explanation. Akin to the notion of "animal spirit" first coined by Keynes (1936), behavioral finance theory sets out to augment the classical model by explicitly taking into account two assumptions: Firstly, trading activities of investors are thought of to be partially influenced by subjective beliefs about investment risks and future cash flows, generally referred to as investor sentiment. Secondly, there are limits to arbitrage in the sense that betting against sentiment-driven investors is associated with higher risks and costs. Thus, inconsistent with predictions of the classical finance theory, arbitrageurs do not aggressively force prices to fundamentals. On this basis, irrational (collective) investor behavior has moved into the focus of modern finance theory and corresponding empirical applications. The widespread internet access and usage of social media platforms in recent years have led to new sources of information - and with them new sources and types of data that can be used by researchers and practitioners alike - pertaining to this collective investor behavior and corresponding financial market outcome: Short messages published on social media platforms such as Twitter or StockTwits on the one hand and online search queries on the other. The first part of this thesis makes use of such data in empirical financial applications, also from a high-frequency intraday perspective, in order to assess its impact on predictions of financial variables and to unravel new relationships. In general, it is reasonable to assume that many relationships in economics and finance are nonlinear. Thus, several kinds of nonlinearities can arise when considering financial markets and time series of financial variables that are not necessarily approximated well by simple linear models. Relating to the behavioral finance literature, the model of De Long et al. (1990) proposes that in the presence of sentiment-prone noise traders the price of a risky asset evolves as a nonlinear function of these noise traders' average bullishness (i.e., their mean misperception of the expected price) and its variance. Though being of a different philosophical nature than sentiment-induced noise trader theories, some other models of trade based on noninformational reasons, such as changes in risk aversion or liquidity needs, also involve nonlinear relations. The second part of the thesis focuses on one often overlooked kind of nonlinearity that entails potentially more severe implications, namely structural breaks in financial time series. Structural breaks, also referred to as change-points, in the data generating process underlying a given univariate time series do not only constitute a source of nonlinearity that can be modeled but also a more subtle source of nonstationarity. Given that endeavors of time series model building and prediction usually demand some stationarity assumption to be made, the latter poses a common problem in the analysis of univariate economic and financial time series. Matters are complicated by the fact that the exact number and timing of structural breaks are usually unknown ex-ante. Therefore, the consistent estimation of structural breaks, or change-points, has been studied extensively in the related literature. This thesis adds to the ongoing discussion by proposing a two-step model selection procedure for the detection and timing of change-points in structural break autoregressive models. A similar methodology is then used to investigate the effect of Box-Cox transforms on the estimation of structural breaks in realized volatility time series.
Despite various efforts to decrease gender differences in organizations and the underrepresentation of females in management positions, progress is little. However, efforts can only be effective if the source of the problem is identified and understood. Thus, a considerable number of studies has been carried out in an attempt to understand which aspects facilitate the underrepresentation of females in management (e. g., Joshi, Son,& Roh, 2015; Niederle & Vesterlund, 2007; Eagly & Karau, 2002). Research has shown that the reason for the gender disparity in leading positions is twofold. First, individual differences in characteristics and behavior are compelling predictors of gender imbalance in organizations (Bass & Bass, 2009; Joshi & Roh, 2009; Judge, Bono, Ilies, & Gerhardt, 2002; Mumford et al., 2000). Second, current research on gender inequality emphasized that some work contexts seem to be more vulnerable to this phenomenon (Joshi & Roh, 2009; Gardiner & Tiggemann, 1999). Although the topic is ubiquitous and has been widely discussed in various disciplines, research has often been conducted within the confines of laboratory settings, and field research neglected to systematically include the work context as an explanatory variable.
In order to shed new light on this issue, the work presented here investigated gender
differences in career-relevant psychological aspects and behaviors, depending on the
position and the female/male dominance of work environment. In a literature review, three constructs emerged that have not been systematically explored in the workplace as
potential indicators of gender differences in managers and non-managers. Therefore, cognitive reflection, confidence in one’s own skills, and deceptive behavior were investigated in three field studies, looking directly at females and males in leading and non-leading positions in female- and male-dominated fields.
Study 1a and 1b focused on the examination of the constructs within the private sector. Female and male managers and non-managers in multiple companies in Germany from the male-dominated manufacturing and the female-dominated service sector were surveyed. Results indicated a strong influence of business sectors on gender differences in self-image and work-related behavior. In order to cope with gender-incongruent work environments, males and females followed different strategies. In the female-dominated service sector, males coped with the incongruency by engaging in impression management by being overconfident as well as using self-enhancement by deceiving. In contrast to males, females only engaged in self-enhancement by deceiving in the male-dominated manufacturing sector. Both strategies were used to appear in a more positive light and to cope with the gender-incongruent workplace. Study 2 examined the three constructs in the government sector, more specifically, in female and male politicians from Germany’s national and its sixteen state parliaments and civil servants. In contrast to the private sector, males and females did neither use self-enhancement nor impression management strategies. This finding was surprising as the underrepresentation of females is an issue in both, business and politics.
Overall, the findings of the present work on cognitive reflection, confidence and deception shed new light on gender differences as overconfidence and deception functioned as impression management and self-enhancement strategies for males and females to manage the demands of female- and male-dominated industries. In contrast, this does not apply for politics where those strategies were not used. Moreover, the results suggest that the investigation of female- and male-dominated environments is crucial to explain the behavior of females and males and truly provides a better understanding of gender
differences at work.
While there is a great sense of urgency in the scientific community to act now in order to slow the imminent negative effects of global warming, most organizations continue to run their operations as though the external context has not changed significantly. For the banking sector, in particular not much research has been conducted in the area of their strategic engagement with climate change (CC), despite the fact that the engagement of this sector is crucial for the transition to a low-carbon economy. This is why this thesis focuses on the banking sector. Through an exploratory comparative case study of four banks, this thesis investigates mechanisms that have led to, or have been prevented from, the integration of climate change in the respective bank’s corporate strategies. In particular, it answers the following questions: How are banks interpreting climate change in their organizational context? To what degree does the initial individual interpretation influence the attentional distribution through structures and communication of the issue internally? Can this explain the variance in observed strategic choices? In order to answer those questions, a multi-level analysis was conducted using three different theoretical
perspectives: the macro, meso and micro.
1. The macro lens, grounded in institutional theory, is important in order to generate understanding about the perception of current institutional pressures possibly influencing corporate responses.
2. The meso lens, grounded in the Attention Based View of the Firm, serves to analyze how attention structures inside the banks influence the distribution of attention towards the topic and influence the degree of integrating climate change-related aspects across the organization.
3. The micro lens, based on the concept of moral intensity (Jones, 1991), serves as an alternative interpretation model to explore how managers make sense of climate change as individuals. Further, the concept of “issue selling” investigates what
language managers use to generate attention regarding climate change while using different attentional structures explored through the meso lens. The findings are based on four case studies of banks located in Europe, each of which show a different degree of climate change integration in their corporate strategy. The case studies drew upon field research including 23 semi-structured interviews with senior managers and members of the executive teams from those four banks, six interviews with
stakeholders and a comprehensive analysis of publicly available corporate documents, company-related media releases, videos and further interviews, but also confidential corporate material that was made available to me.
Through analysis of the data, the following findings can be made:
Most banks perceive climate change in terms of pressure: coercive pressure from clients, very limited pressure from regulators in the area of risk and as mimetic pressure to respond. Some banks, however, also perceive climate change to be a moral issue that demands their contribution to act. In those banks, climate change is regarded as a morally intense issue — this term being defined as a commonly accepted phenomenon with extreme consequences for the future of the society they are embedded in and that they serve. One bank mainly had a scientific view on climate change as a human-induced natural phenomenon. Depending on these first interpretations, the findings suggest that different languages are deployed to further distribute the issue across the organization. In the case of scientific and institutional interpretations, the main language used to sell the issue inside the organization and to justify its incorporation as part of strategy was economic. climate change was translated into financial risk, business opportunity or a potential for cost reduction. Banks that mainly interpreted climate change as a moral imperative to act, communicated this issue differently. They proffered moral arguments that were grounded in the organization’s mission to serve society and based their strategic engagement on this mission. Economic arguments were only deployed at the stage of operationalization of climate change. These different languages influenced the arenas where conversations linked to climate change took place and how widely attention was subsequently distributed across the organization. In the case of a scientific language, climate change was not incorporated into strategy and remained as a topic of general interest, managed by the corporate social responsibility (CSR) function. In the case of an economic language, climate change was strictly contained to a few of already existing governance channels and sometimes even ignored entirely. No further attention to the issue within the companies could be observed. Strategic engagement and change were strictly related to fields where economic impact could be generated at the lowest transaction cost possible. In the instances where moral language was used within governance channels, conversation yielded a different level of engagement. In these cases, governance structures provided a platform for generating a common and more holistic understanding of the phenomenon and its impacts. The attentional engagement with the complexity of the issue grew across the organization and led to creation of new governance communication channels to help address emerging issues. As a result, the strategic integration of climate change was more holistic and comprehensive. The thesis makes theoretical contributions to institutional theory, Attention Based View of the Firm, the issue selling literature and Governance Ethics. Its results also have important implications for practice.
Confidence judgments and decision making are part of everyday life. In an ideal world, people would assess their skills and knowledge accurately and base their decisions only on rational deliberations. Yet, this is often not the case. Confidence judgments in own skills or performance are often biased (e.g., Dunning, 2011; Moore & Healy, 2008; Moore & Schatz, 2017; Sanchez & Dunning, 2018; Pikulina, Renneboog, & Tobler, 2017; Michailova & Schmidt, 2016). Also, people tend to deviate from rational decision strategies (e.g., Achtziger & Alós-Ferrer, 2014; Alós-Ferrer, Hügelschäfer, & Li, 2016, 2017; Charness, Karni, & Levin, 2010; Erev, Shimonovich, Schurr, & Hertwig, 2008; Fiedler, Brinkmann, Betsch, & Wild, 2000; Tschan et al., 2009). Therefore, the research aim of the present dissertation was twofold. In the first chapter of the present dissertation I investigated confidence judgments in own skills and the confidence bias, the processes underlying these confidence judgments, and the influences of gender and monetary incentive on confidence judgments. The second aim was to investigate the influence of goal and implementation intentions on rational decision making and how this influence is reflected in the neural correlate of reinforcement learning.
A common finding in research on confidence judgments is the confidence bias (e.g. Moore & Schatz, 2017; Moore & Healy, 2008; Pikulina et al., 2017; Sanchez & Dunning, 2018; Lebreton et al., 2018). In most cases, the confidence bias reflects overconfidence, which means that people’s subjective confidence exceeds their actual ability or performance (Fischhoff, Slovic, & Lichtenstein, 1977). In some cases, there is also evidence for underconfidence, suggesting that people underestimate their abilities (Kruger & Dunning, 1999; Kruger & Burrus, 2004). Gender is an important predictor of the confidence bias. Underconfidence is more prevalent in females, whereas males often display overconfidence (e.g., Barber & Odean, 2001; Hügelschäfer & Achtziger, 2014; Niederle & Vesterlund, 2007). In Study 1, I investigated the processes underlying confidence judgments and the confidence bias by means of response times, and I examined potential gender differences.
Participants answered general knowledge questions and judged their confidence on the correctness of each answer. Participants had overall a good sense of whether their answer was correct or incorrect. This was reflected by higher confidence judgments on correct answers compared to incorrect ones. The analysis of response times on the confidence judgments revealed that male participants who took longer to judge their confidence were made more accurate judgments than males who responded quickly. This relationship was not found for females. In Study 2, half of the participants received a monetary incentive for good performance in the general knowledge test. The monetary incentive for performance increased the time invested in both tasks (the knowledge questions and the confidence judgments). However, this increased effort did not lead to better performance on the knowledge questions, nor did it yield more accurate confidence judgments. The response times suggested that males who invested more time in the confidence judgments were more accurate (as in Study 1). However, the opposite was true for females. The more time females invested in their judgment the more underconfident they were. This influence of the response time on the confidence bias was only found for incentivized participants. In Study 3, the accuracy of the confidence judgment was incentivized. Contrary to the expectations, the monetary incentive did not reduce the confidence bias but led both males and females to be overconfident. In this study, the response time on the confidence judgment did not predict the confidence bias. On the whole, the results demonstrate that (a) the processes of confidence judgments differ between females and males, and (b) the effectiveness of monetary incentives for improving the accuracy of confidence judgments depends strongly on the incentive being contingent on the performance in the task at hand.
The second chapter of the present dissertation investigated the influence of goal and implementation intentions (P. M. Gollwitzer, 1999) on rational decision making (see also Hügelschäfer & Achtziger, 2017). The impact of intentions was examined by the neural correlate of reinforcement learning, i.e. the feedback-related negativity (FRN; Holroyd & Coles, 2002). Participants worked on a probability updating task in which the optimal strategy to maximize the expected payoff was to follow Bayes’ rule by integrating new information with prior probabilities (Bayes & Price, 1763). The optimal decision rule conflicted with a simpler suboptimal decision strategy, i.e. the reinforcement heuristic (see Achtziger & Alós-Ferrer, 2014; Charness & Levin, 2005). The goal and implementation intention manipulation was proposed to control the automatic process of the reinforcement heuristic and hence foster rational decision making. The results showed that the goal intention and the implementation intention had no influence on the number of reinforcement errors (in contrast to the findings of Hügelschäfer & Achtziger, 2017). However, both, the goal and implementation intentions increased the amplitude of the FRN which, on the neural level, indicated a stronger reliance on the reinforcement heuristic than in the control group. The findings shed some light on the impact of goal and implementation intentions on rational decision making. They demonstrate that careful consideration of the use of intentions as an intervention for improved decision making is required to avoid undesired side-effects. Taken together, the present dissertation provided new insights into the processes underlying confidence judgments, the confidence bias, rational decision making, and its neural correlates.
Investitionsasymmetrien und Corporate Governance auf Unternehmensebene - ein Europäisches Profil
(2020)
Die vorliegende Dissertation befasst sich mit der Untersuchung Europäischer Unternehmen im Hinblick auf Asymmetrien ihrer Investitionstätigkeit. Dieses Phänomen kann durch individuelle Finanzierungsstrukturen, eine konzentrierte Eigentümerstruktur oder eine Börsennotation begünstigt werden.
Prinzipal-Agenten-Beziehungen sind im Zusammenwirken des Managements und der Eigentümer eines Unternehmens notwendigerweise gegeben, was nahelegt, dass besonders kapitalmarktorientierte Unternehmen einen höheren Druck verspüren, kurzfristige Maßgrößen des Unternehmenserfolgs zu Lasten der langfristigen Entwicklung zu bevorzugen. Dieser Effekt sollte mit steigendem Streubesitzanteil umso stärker ausgeprägt sein.
Der Hauptbeitrag der vorliegenden Arbeit zum aktuellen Stand der Forschung liegt in ihrem alternativen Blickwinkel auf derartige Asymmetrien begründet, der als Untersuchungsgegenstand weniger die Gesamtinvestition, sondern sich in differenzierter Weise unsicheren oder besonders langfristigen Investitionen widmet.
Weitgehend unabhängig von Größen- und Industrieeffekten, zeigen Kapitalmarktorientierung und Investitionstätigkeit tatsächlich einen messbaren Zusammenhang, welcher gerade für unsichere Investitionsarten deutlich beobachtet werden kann. Privat gehaltene Unternehmen lassen außerdem eine Langfristorientierung erkennen. Langandauernde Bank- und Finanzierungsbeziehungen können diesen Effekt fördern.
Höhere relative Investitionen sowie Anpassungsreaktionen an die verfügbare Liquidität legen letzten Endes den Schluss nahe, dass eine Kapitalmarktorientierung die strategischen Ziele und Beweggründe einer Investition zu Gunsten myopischen und kurzfristigen Verhaltens verschiebt.
Being a next generation member in an enterprising family is accompanied by a central question: What is my role within the enterprising family and why? Taking a unified systems perspective, this dissertation thesis focuses on the next generation in enterprising families and their entrepreneurial roles within the orchestration of three elements: the individual, the family and the business. Taking into account that those three elements constantly influence each other and change over time, this dissertation thesis introduces a more holistic understanding of the next generation in enterprising families. Using a multiple-role approach conceding that the next generation can have more roles within the enterprising family next to being the successor, this dissertation thesis encompasses three studies on overall 413 next generation members focusing on their entrepreneurial roles within the family business and new venture context. This dissertation thesis uses different methodological (quantitative and qualitative) and theoretical approaches (family, social cognition and organizational behavior science) to address the limited knowledge about the different roles of the next generation within the enterprising family. Study 1 focuses on the family business versus new venture context and aims at understanding how the intentions and actions of entrepreneurial roles of the next generation emerge and develop over
time. Study 2 investigates the entrepreneurial roles of the next generation within the family
business and how it shapes their strategic decision making within this context. Study 3
researches the role of the next generation as a founder of an own venture, and how the
enterprising family shapes the venture creation process. By that, this dissertation thesis
contributes to: (1) obtaining a better understanding of the family side in entrepreneurship, which becomes especially well-observable from the (to date) under-researched perspective of the next generation in enterprising families, (2) creating a common understanding that the next generation can have entrepreneurial roles within the enterprising family beyond being the successor in the family business, which offers the opportunity to understand how
entrepreneurial behavior develops within life stages and life cycles of a family and how
entrepreneurship is transferred through generations, (3) emphasizing the relevance of the next generation within the family as well as the business side in investigating the potential
entrepreneurial capacity of enterprising families and their business initiatives contributing to theory building on enterprising families, and (4) providing further research aspirations
concerning the next generation and their roles in enterprising families, including ideas for future research on how to assess the entrepreneurial roles of the next generation within the enterprising family.
Die vorliegende Arbeit untersucht, inwieweit die Organisationskultur Einfluss auf die Externalisierung impliziten Wissens hat. In einem ersten Schritt wird eine Definition des Begriffes Wissen im wirtschaftswissenschaftlichen Kontext vorgenommen. Weiterhin wird der Stellenwert, den Wissensmanagement in Organisationen hat, umrissen. Es werden die bekanntesten Wissensmanagement-Modelle für Organisationen vorgestellt.
Anhand des Organisationskulturmodells von Edgar Schein wird ein Untersuchungsleitfaden erstellt, der die Aspekte Artefakte, kommunizierte Organisationswerte und darunter liegende Basisannahmen miteinbezieht. Für die Untersuchung wird eine qualitative Fallstudienvorgehensweise gewählt. Ein teilstrukturierter Interviewleitfaden gewährleistet eine sowohl deduktive als auch induktive Theoriengenerierung.
Für die Arbeit werden vier verschiedene Organisationen untersucht. Dabei liegt der Fokus auf den individuellen Fallstudien. Ein direkter Vergleich zwischen den Organisationen ist nur bedingt möglich, da die Organisationen sehr unterschiedliche Geschäftsmodelle und Branchen- und Marktausrichtungen aufweisen.
Der Schwerpunkt der einzelnen Fallstudien liegt in der Herausarbeitung der jeweiligen vorhandenen Organisationskulturelemente und ihres Einflusses auf die Externalisierung impliziten Wissens. Für alle vier Organisationen werden Empfehlungen erstellt.
Alle vier Organisationen werden zusätzlich in vier theoretischen Organisationskulturmodellen verortet. Dabei werden jeweils die Einflüsse der Aspekte der vier unterschiedlichen Kulturmodelle auf die Externalisierung von Erfahrungswissen diskutiert.
Erste Schlüsse, welche Elemente der Organisationskultur die Externalisierung fördern oder behindern können, werden vorgestellt. Ein Ausblick über den zukünftigen Stellenwert von implizitem Wissen für Organisationen bildet den Abschluss der Arbeit.
