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Digitale Transformation beschreibt den gegenwärtigen Wandel in Unternehmen Prozesse, Produkte und Geschäftsmodelle mit Hilfe neuer - digitaler - Technologien weiterzuentwickeln. Die Technologie ist dabei nicht das Problem. Vielmehr ist deren Einbettung in die Unternehmensstrategie, in die bestehende Unternehmenskultur sowie die Modifikation bestehender Geschäftsprozesse die Kernherausforderung für Unternehmen, um den Entwicklungspfad an neue Gegebenheiten anzupassen.

Disaster management research increasingly focuses on how to collaborate with emergent volunteers in order to support formal disaster agents in the nonprofit sector (Whittaker et al. in Int J Disaster Risk Reduct 13:358–368, 2015; Strandh and Eklund in J Conting Crisis Manag 26(3):1–9, 2017). In a disaster context, we regard emergent collaboration between these agents as an appropriate approach for structured self-organization (Simsa et al. in Nonprofit Volunt Sector Q, 2018. https://doi.org/10.1177/0899764018785472 ) and hence for providing sustainable disaster relief. Our research seeks to identify which factors facilitate such emerging collaborative efforts. Using survey data from Austrian refugee migration in 2015/2016, we examine how social capital components affect the collaborative efforts between nonprofit organizations (NPOs) and emerging volunteers on a team level. Data evaluation is based on regression analysis. We provide empirical evidence that social capital components like ‘avoidance of misunderstanding’ and ‘interaction frequency’ enhance the collaborative efforts between NPOs and emergent volunteers. Furthermore, the study highlights the roles of ‘emotional intensity’ and ‘intimacy’ in collaborative disaster relief performance.

The ability to achieve ambidexterity is seen as an important prerequisite for sustaining competitive advantages in organizations. One means to this end is ambidextrous leadership, which, by definition, attempts to achieve an improved corporate outcome on the macro level through leadership behavior on the micro-level. We present here a meta-review of the field of ambidextrous leadership research that indicates that the studies therein lack explicit definition of the levels analyzed within this multi-level concept as well as links between these levels. We first address the development of static and dynamic multi-level models in management and sociological research. Second, we describe the multi-level characteristics of the concept of ambidextrous leadership. Third, we use the static and dynamic multi-level models to analyze how current research reflects different levels of ambidextrous leadership and the links between these levels. Based on our meta-review, we identify new areas for future investigation and we develop an agenda for systematizing leadership research by explicitly considering the micro and macro level of an organization.

Purpose The purpose of this paper is to show how entrepreneurial initiatives in organizations serve as a microfoundation of dynamic capabilities and, thus, foster change in organizations. Design/methodology/approach This paper revises and applies conceptual and empirical research on dynamic capabilities, their microfoundations and corporate entrepreneurship. In addition, it develops a model of how entrepreneurial initiatives, operative routines and capabilities interact. Findings The paper develops a model of how entrepreneurial initiatives in organizations represent a microfoundation of dynamic capabilities. First, the model shows that environmental dynamism reduces fit of operative routines and capabilities. Second, the model states that entrepreneurial initiatives are triggered by operative routines and capabilities with respect to environmental dynamism. Third, the model suggests that entrepreneurial initiatives disrupt operative routines and capabilities and, thus, restore their fit in dynamic environments. The paper contributes to current research on dynamic capabilities, their microfoundations and corporate entrepreneurship. Originality/value This paper addresses the tension between routinization and the entrepreneurial nature of dynamic capabilities. Considering entrepreneurial initiatives as a microfoundation shows that dynamic capabilities might be entrepreneurial, but still preserve their patterned nature enabling repeated execution. This approach provides a way to reconcile the two sub-streams in dynamic capability research and preserve their ontological assumptions. Moreover, this paper extends the literature on dynamic capabilities by ascertaining how individual and group level entrepreneurial initiatives operate within a broader context.

Organizational routines are an important concept to understand how organizations coordinate their work. Most research on organizational routines seems to assume that a concise description of the ou...

Enabling individuals to perform open innovation practices requires an in-depth analysis of the context in which those practices are enacted. However, research on the context within which open innovation is practiced, is still in its beginning. This paper develops a theoretical framework of the relationship between open innovation practices, individuals performing those practices, and context factors that enable or constrain those individuals carrying out open innovation practices. Moreover, the paper reports empirical research on context factors enabling or constraining salespeople in performing customer knowledge absorption practices, a specific subset of open innovation practices, in a pharmaceutical packaging machines firm. The paper contributes to open innovation research by (1) advancing a contextual view on open innovation, (2) emphasizing the need to distinguish between open innovation practices that provide an analytical tool to unravel the social dimension of open innovation, and (3) identifying context factors that enable or constrain customer knowledge absorption.

Managerial influences on knowledge sharing and the importance of knowledge sharing in strategic success of firms have been well studied. Some research and theory have considered the effects of relatively malleable and situation-specific individual characteristics, such as motivation and the perception of vulnerability, on knowledge sharing. Insufficient research has considered the effects of enduring individual differences (i.e. personality traits) on knowledge sharing, although personality traits have been shown to be robust predictors of workplace behaviors, attitudes, and performance. We report a study linking two elemental personality traits, Agreeableness and Conscientiousness, to knowledge sharing via affective commitment and documentation of knowledge: Agreeableness influences an individual's affective commitment to the organization; both affective commitment and Conscientiousness predict the documentation of knowledge: and, affective commitment and the documentation of knowledge influence knowledg...

In this paper, we describe an empirical study that relates three personality traits (agreeableness, conscientiousness and openness) to knowledge sharing. In the existing literature considerable attention has been paid to managerial influences on knowledge sharing, technological support through information and communication systems, or individual characteristics like motivation or the perception of conflict of interest or vulnerability. Instead we concentrate on the role that personal dispositions play in individual’s knowledge sharing behavior. By means of structural equation modeling with PLS, we discover significant correlations between the personality traits and knowledge sharing within teams of an engineering company. Our results clearly contribute to the existing literature, as they offer empirical evidence of the impact of enduring individual characteristics on knowledge sharing.

Knowledge sharing within and between teams is of vital importance for organizations. The influence of interpersonal trust in general and trust in management in particular on knowledge sharing is evident. However, it is not clear how the relationship between interpersonal trust and knowledge sharing works. This study provides a better understanding of that relationship by demonstrating that fear of losing one's unique value and knowledge documentation have a mediating effect on the relationship between trust in management and knowledge sharing. Specifically, trust in management increases knowledge sharing through reducing fear of losing one's unique value and improving willingness to document knowledge. These findings have important implications at both a managerial and theoretical level. For managers, this paper emphasizes the individual's central role in the knowledge sharing process in terms of knowledge documentation and fear of losing one's unique value. On the theoretical level, this study provides empirical evidence for two mechanisms that help explain the effect of trust in management on knowledge sharing. In future research, this study could be extended to include other psychosocial phenomena that enable knowledge sharing in organizations.

In highly competitive markets, customer satisfaction is a key driver of performance, making its measurement and management crucial. Most studies on customer satisfaction take an aggregate standpoint and do not consider segment-specific differences in attribute importance. In this article, the authors report on customer satisfaction with alpine ski resorts. They hypothesize that personal, situational, and product factors moderate the relationship between attribute performance and overall satisfaction. The results show that these factors indeed influence the attribute—performance—satisfaction relationship. Theoretical and managerial implications of these findings are discussed.

PurposeThe purpose of this study is to replicate and extend the findings of Matzler et al.'s recent paper on the dimensionality of price satisfaction. Furthermore, a test is performed to ascertain whether the relationship between satisfaction with the individual price dimensions and overall satisfaction is symmetric or asymmetric, as the three‐factor theory of customer satisfaction suggests.Design/methodology/approachBased on a random sample of 406 bank customers, the impact of five price dimensions (price‐quality ratio, price fairness, price transparency, price reliability, and relative price) on overall satisfaction is tested using structural equation modeling with Partial Least Squares (PLS). The asymmetric relationship is tested using regression analysis with dummy variables.FindingsThe results confirm Matzler et al.'s findings and show that price satisfaction can be conceptualized as a multidimensional construct and that the five price dimensions have a strong and significant impact on overall satisfaction. Furthermore, it is shown that the relationship between satisfaction of individual price dimensions and overall price satisfaction can be asymmetric, indicating that the three‐factor theory of customer satisfaction is applicable also to price satisfaction.Research limitations/implicationsThe study replicates previous findings and supports the multi‐dimensional nature of price satisfaction and shows that the three‐factor theory of customer satisfaction applies also to price satisfaction.Practical implicationsThe measurement of price satisfaction at the level of individual price dimensions and the assessment of asymmetric relationships provides managers with more precise data in order to take the right measures to increase satisfaction.Originality/valueThis paper confirms previous findings on the dimensionality of price satisfaction in a random sample of bank customers using structural equation modeling with PLS. Hence, it provides strong empirical support for Matzler et al.'s findings.

Employee satisfaction is a central concern in the service industry in general and in hospitality and tourism in particular. Employee satisfaction is typically viewed as a multi-factorial construct, assuming that some satisfaction factors are more important than others. In this study we investigate whether there is an asymmetric relationship between satisfaction involving single satisfaction factors and overall employee satisfaction. Two theories serve as a framework: prospect theory and the three-factor theory of customer satisfaction, which can be understood as an extension of Herzberg's two-factor theory, adapted to explain the formation of customer satisfaction. The authors report the findings of an empirical study ( N = 752 ) in the Austrian hotel industry that tests this asymmetric relationship using a regression analysis with dummy variables. The authors find an asymmetric relationship between satisfaction involving individual factors and overall employee satisfaction, thereby confirming the three-factor theory in the context of employee satisfaction.

In this paper we focus on personality traits as predictors of employee satisfaction, and on effects of employee satisfaction on affective commitment towards an organization. The results of the empirical study within a company in the utility sector (N = 199) show that Neuroticism is negatively related to employee satisfaction, Conscientiousness has no impact and Agreeableness positively influences satisfaction. Employee satisfaction has a strong impact on affective commitment. While considerable attention has been given to environmental, especially managerial influences on employee satisfaction, our findings illuminate important connections between enduring characteristics of individuals and individuals' satisfaction in the workplace. The results are of importance to theory and practice, as it has been shown that more than 20% of the variance of employee satisfaction is caused by personal differences, i.e. personality traits.

This paper emphasizes the role of language in constructing knowledge. It considers the context-dependant nature of knowledge: how do people interpret the situation; what tasks have to be accomplished; which knowledge do they consider important; etc. Firstly, the paper outlines its assumptions on epistemological issues, that is the knowledge concept and the role of language and meaning in creating knowledge. Secondly, referring to discourse theory the paper sheds light on the use of language in varying social contexts, highlighting interactivity, context dependency, functional, and creative nature of language. Thirdly, for the purpose of illustration the theoretical findings on language and meaning in constructing knowledge will be applied to the case of the Challenger accident.

Die Herausforderungen, die der dynamische Wandel und die zunehmende Beschleunigung von Innovationsprozessen mit sich bringen, sind auch im Franchising bekannte Themenfelder. Mit Dynamic Capabilities und Ambidextrie werden neueste Ansatze und Konzepte vorgestellt, wie die vorhandenen Ressourcen und Kompetenzen optimal genutzt und gleichzeitig an zukunftige Veranderungen angepasst werden konnen. Anhand von Beispielen aus der gelebten Praxis wird gezeigt, wie Ambidextrie im Franchising umgesetzt wird. Es wird exemplarisch dargestellt, wie die duale Herausforderung von Replikation (Exploitation) und Innovation (Exploration) zum Erfolg fuhren kann und dass die Evidenz von drei Perspektiven ambidextres Handeln im Franchising begunstigt: Erstens Klarheit uber Geschaftsmodell, Strategie und Ziele. Zweitens die Kompetenzprofile der an einem Franchisesystem beteiligten Personen. Drittens die praktizierte horizontale Kommunikation und Interaktion zwischen den handelnden Personen.

In diesem Abschnitt geht es darum, Fuhrung und Strategie zu verbinden. Die gewahlten Strategien sind ausschlaggebend fur die Fuhrungskrafteentwicklung. Die Auswahl und Entwicklung der Fuhrungskrafte hat eine lange Tradition. Vorstande und Aufsichtsrate sind sich bewusst, dass eine gute Fuhrung eine unverzichtbare Voraussetzung zur nachhaltigen Wertsteigerung des Unternehmens ist. Das heist allerdings noch nicht, dass die Auswahl und Entwicklung der Fuhrungskrafte fur das Senior Management auch schon uberall fest und systematisch etabliert waren. Wir kennen erfolgreiche Unternehmer, Vorstands- und Aufsichtsratsmitglieder, die auf ihren patriarchalischen Fuhrungsstil schworen, ohne sich bewusst zu sein, dass sie in den Augen ihrer Fuhrungskrafte schon langst als Relikt empfunden werden.

Empirische Untersuchungen zeigen, dass in drei von vier Fallen eine Strategie verfolgt wird, die schlecht ist oder ihren Namen nicht verdient („Schein-Strategie“). Die Untersuchungen basieren auf einer Studie mit mehr als 230 Geschaftseinheiten von 50 Unternehmen weltweit. Werden schlechte Strategien verfolgt, schwacht das ein Unternehmen bis zur Zerschlagung, zum Verkauf oder sogar Konkurs. Gute Strategien schaffen die Basis fur nachhaltigen Erfolg und die langfristige Uberlebensfahigkeit eines Unternehmens.

Jede Organisation ist der verlangerte Schatten des Mannes oder der Frau an der Spitze. Exzellente Fuhrung ist zentral fur die nachhaltige Entwicklung eines Unternehmens. In den letzten funfzig Jahren haben sich unterschiedliche Theorien in der Fuhrungsforschung etabliert, sodass von einem Theorienpluralismus gesprochen wird. Weniger heterogen sind die in der Fuhrungsforschung verwendeten Methoden. Es sind hauptsachlich Umfragen und Dokumentenanalysen, die Auskunft daruber geben, was exzellente Fuhrung auszeichnet. Es folgen Beispiele fur die empirische Evidenz.

Employee satisfaction is considered to be one of the most important drivers of quality, customer satisfaction and productivity. In this study we investigate an important driver of employee satisfaction. We argue that interpersonal trust (trust in management and trust in peers) strongly influences employee satisfaction and, as a consequence, employee loyalty. To test the relationships between these constructs we measured trust in management and trust in peers, satisfaction and loyalty of employees of an Austrian company in the energy sector (N = 131). The results of the statistical analysis using structural equation modeling with Partial Least Squares (PLS) confirm a strong link between trust, employee satisfaction and employee loyalty.

The strategic importance of knowledge sharing and its relationships with organizational and managerial (i.e. environmental) factors have been well documented. The effects of some context-specific individual factors—including interpersonal trust—on knowledge sharing have also been investigated. The effects of enduring and pervasive individual factors (i.e, personality) on knowledge sharing have not been adequately described empirically. This article links personality, specifically agreeableness, a broad personality domain and propensity to trust, a narrow personality facet, to knowledge sharing via interpersonal trust, thereby clarifying substantial person-related effects within these important workplace phenomena.

Service quality, customer satisfaction and price are important selection criteria for the guests and key determinants of post‐purchase behavior such as word‐of‐mouth and repurchase. Using structural equation modelling, the authors of this study investigate the drivers of service and price satisfaction, and the impact of service and price satisfaction on loyalty. The results show that the five dimensions of service satisfaction differ in their relative importance as drivers of overall satisfaction and as drivers of price satisfaction, and that price satisfaction and service satisfaction influence guest loyalty to a different extent. This relationship is strongly moderated by the guests' nationality, indicating cross‐cultural differences in the importance of service dimensions. This study also investigates the three‐factor theory of customer satisfaction and shows that the relative impact of the service dimensions can be asymmetric.

PurposeThe purpose of this paper is to explore the dimensionality of price satisfaction. It argues that price satisfaction is composed of several dimensions (price transparency, price‐quality ratio, relative price, price confidence, price reliability, and price fairness) and that companies should consider these dimensions when monitoring customer satisfaction.Design/methodology/approachBased on a theoretical discussion of the price dimensions, a questionnaire is developed that measures customer satisfaction with individual price dimensions. Using regression analysis the impact of price satisfaction dimensions on overall price satisfaction is measured, using a sample of 160 students.FindingsThe results show that price satisfaction can be conceptualized as a multidimensional construct and that five dimensions influence overall price satisfaction. The application of the questionnaire allows for measuring price satisfaction in firms.Research limitations/implicationsThe paper introduces price satisfaction as a multidimensional construct and the study empirically supports the hypotheses. The student sample, however, restricts generalizability and more studies are needed to test the validity and reliability of the questionnaire.Practical implicationsBased on the measurement of price satisfaction, managers are able to identify the drivers of price satisfaction, their satisfaction and relative importance in different market segments and, consequently they are able to take the right measures to increase customer satisfaction and loyalty.Originality/valueSo far price satisfaction has been treated as a one‐dimensional construct. This paper contains a theoretical argumentation for why price satisfaction should be treated as a multi‐dimensional construct consisting of several dimensions, i.e. price‐quality ratio, price fairness, price transparency, price reliability and relative price. These dimensions constitute the determinants of overall price satisfaction.

Considering the number of management concepts and methods that are created, published and promoted it seems possible to create breakthrough initiatives every day. Unfortunately some of them are ephemeral fads with little effect on business success. Based on a survey of 114 German, Swiss and Austrian consultants, this paper tries to help managers to determine which concepts will be of significant importance in the coming years. The authors argue that shareholder value is out, strategic planning makes a comeback, downsizing, lean management and TQM were themes of the last century, knowledge management has to become more user-friendly to survive, and process management and CRM gain in importance.

The importance–performance analysis (IPA) is a widely used analytical technique that yields prescriptions for the management of customer satisfaction. IPA is a two-dimensional grid based on customer-perceived importance of quality attributes and attribute performance. Depending on the interplay of these two dimensions, strategies for satisfaction management can be derived. As theoretical and empirical work has shown, the relationship between attribute-level performance and overall satisfaction is asymmetric. These findings call into question the applicability of IPA. In this paper, an empirical study on customer satisfaction with a supplier in the automotive industry was undertaken. Using a regression analysis with dummy variables, the asymmetric relationship between attribute-level performance and overall satisfaction could be confirmed. Furthermore, it is shown empirically that the managerial implications derived from an IPA are misleading. Consequently, the traditional IPA needs to be revised.

Purpose The paper applies the concept of dynamic capabilities to the field of high reliability organizations and particularly to EU Taranis 2013, an international civil protection exercise. Methodology/approach The paper draws on the multi-level model by Wilkens et al. (Wilkens & Groschke, 2007; Wilkens, Keller, & Schmette, 2006). In this model dynamic capabilities are based on four dimensions of competence at individual, team, and organizational level. In a survey-based analysis, the paper identifies the four dimensions of competence at the individual and team level in high reliability organizations at civil protection exercises. Findings The paper demonstrates that Wilkens et al.’s model of four dimensions of competence for analyzing dynamic capabilities can be well transferred to the field of high reliability organizations. Research implications Transferring the competence model of dynamic capabilities to high reliability organizations has created a new field of research. The survey conducted on top executive level symbolizes a pre-test for further empirical studies in high reliability organizations including members on all organizational levels. Further research may also explore particularities of the participating teams and their frames of reference in international civil protection exercises – partly networks, partly bureaucratic systems, etc. Practical implications The concept of dynamic capabilities is highly relevant for civil protection, particularly in terms of cross-situational competences. Competences at team level are of crucial importance, because the handling of emergency cases is largely based on the cooperation of teams stemming from different rescue organizations.

Contains fulltext : 67166.pdf ( ) (Open Access) 03 april 2004