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Eigentumsgefühle von Finanzmanagern : drei Aufsätze zu Vorläufereffekten und Konsequenzen
No full textIn recent decades, the organizational and work environment has undergone significant changes due to various factors, including globalization, increased competition, digitalization, the development of artificial intelligence, as well as the financial crisis and the Covid-19 pandemic. These developments have created an environment that could be described as volatile, uncertain, complex, and ambiguous, which may pose challenges for both organizations and employees (Schermuly, 2021). In this evolving landscape, employees’ work environment and organizations’ success will depend on the adaptive responses of employees and organizations to these challenges (Kraus et al., 2023). This in mind, two diverging tendencies are emergent: on the one hand, companies that are increasingly reliant on their key personnel in order to remain competitive; on the other hand, as a result of changing work conditions, employees that are more and more distancing themselves from their employing company.
For example, due to the aforementioned developments, technical and economic complexity has risen, business processes have become more dynamic and integrated, and markets have become international (Bernhard, 2011). Thus, economic pressures have considerably risen, creating a more and more competitive environment. Although some companies are downsizing, pushing employees into short-term contracts or outsourcing them to private agencies to cut costs and to increase profitability in response to growing global competition (Bernhard, 2011; Cavanaugh and Noe, 1999; Rousseau, 1998), it is well acknowledged that the success of an organization increasingly depends on its key employees (Coyle-Shapiro and Shore, 2007; Herrera and Heras-Rosas, 2021; Riketta and van Dick, 2004; Rousseau, 1998; Santana and Cobo, 2020; Schermuly, 2021). Thus, modern organizations, “where focus shifts from production to intangible-, knowledge- and creativity-intensive, service-sector oriented businesses, face heightened dependency on motivated organizational members as key factor for success” (Bernhard, 2011, p. 3; cf. Kraus et al., 2023; Schermuly, 2021). Moreover, dealing with the challenges of a volatile, uncertain, complex and ambiguous environment, amongst others, may require flat hierarchies, decentralized organizational structures and high connectivity (Bernhard, 2011; Malhotra, 2021; Schermuly, 2021), which in turn require personnel responsibility of and a strong bond between employees and their employer (Meyer et al., 2008). These organizational changing to the evolving business environment may also affect the work environment of employees, which is captured by e.g., the concepts of ‘future of work’ and the ‘new psychological contract’.
While the ‘future of work’ (Kraus et al., 2023; Malhotra, 2021) deals with work designs regarding the aforementioned developments (e.g., digitalization or hybrid/remote work as consequence of the Covid-19 pandemic), the ‘new psychological contract’ describes employees’ perceptions regarding their employee-organization-relationship (Braganza et al., 2021; Cavanaugh and Noe, 1999). For example, artificial intelligence and machines may take over routine tasks, resulting in job losses for employees or changing job roles, which in turn requires employees to attain new skills to handle new technologies or nonroutine, creative tasks (Bernhard, 2011; Braganza et al., 2021; Malhotra, 2021; Schermuly, 2021). Additionally, mainly driven by the Covid-19 pandemic, knowledge-based work increasingly will be and is performed remote or hybrid, turning employees into “independent agents” often working outside the organization in virtual and multiple teams across the globe (Malhorta, 2021, p. 1092; cf. Kraus et al., 2023). These exemplarily ‘future of work’ characteristics and practices are accompanied by an increased delegation of autonomy and responsibility to employees, which are covered by the ‘new psychological contract’ (Bernhard, 2011; Braganza et al., 2021; Cavanaugh and Noe 1999; Malhotra, 2021; Schermuly, 2021). The ‘new psychological contract’ defines employee-organization relationships in which long-term employment is of minor importance and in which employees are responsible for their own career development (Cavanaugh and Noe, 1999). One the one hand, the described work environments above could provide opportunities for employees to acquire new competencies and to develop their career. On the other hand, they could also create the pressure for employees to stay flexible and adaptable, while facing the uncertainty of potential job losses when not met (Bernhard, 2011).
As a result, these developments may erode and complicate employees’ attachment to their employing company, while also potentially transforming them into independent agents pursuing their own interests in the context of the new psychological contract (Bernhard, 2011; Bagranza et al., 2021; Cavanaugh and Noe, 1999; Malhotra, 2021). As organizations increasingly rely on key employees and their attachment, a critical tension field arises due to the potential decline of two typical forms of employee organizational attachment in such environments: organizational commitment and identification (Baruch, 1998; Cohen, 1993; Feeney et al., 2018; Riketta and van Dick, 2005; Yip et al., 2018). In this context alternative forms of employee attachment might be important to bond independent agents to their employing company.
However, research focusing on how employees (psychologically) bond to their employing organization is far from new. While prior research on organizational attachment examines for example employees’ organizational commitment towards or their identification with their employing organization or both (e.g., Feeney et al., 2018; Riketta and van Dick, 2005; Reichers, 1985; Yip et al., 2018), recent studies suggest an additional form of employee attachment to organizations, that is psychological ownership (Zhang et al., 2020). While employee’s commitment toward the organization “refers to a positive evaluation of the organization along with a desire to remain a member of the organization”, organizational identification refers to “a general perception of belongingness or a link between one’s self image and their employer” (Feeney et al., 2020, p. 113). In contrast, psychological ownership is defined as that “state in which individuals feel as though the target of ownership or a piece of that target is “theirs” (i.e., “It is mine!”)”, and thus describes what becomes part of ones extended self (Pierce et al., 2003, p. 86). Thereby, psychological ownership might allow independent agents to turn into psychological principals (Sieger et al., 2013). Although commitment, identification, and psychological ownership are similar in that they describe how employees psychologically bond to their employing organization, they are distinct regarding their conceptual core and their motivational basis (Pierce et al., 2001). While employee’s commitment and identification have been extensively studied (for overviews see Ashforth et al., 2008; Riketta and van Dick, 2005; Sidorenkov et al., 2023; Yip et al., 2008), scholarly interest in the emerging construct of psychological ownership has increased over the last thirty years (Dawkins et al., 2017; Kim et al., 2023; Renz and Posthuma, 2022; Zhang et al., 2021).
Organizations are likely to be interested in developing their employees’ psychological sense of ownership in order to strengthen their bonds with their employer, but also because feelings of ownership can lead to pro-organizational and work-related perceptions, attitudes and behaviors (Dawkins et al., 2017; Zhang et al., 2021). For example, with regard to the outcomes of psychological ownership, prior research has identified its positive effects on attitudes such as job satisfaction, work engagement, and organization-based self-esteem (Liu et al., 2012; Peng and Pierce, 2015; Ramos et al., 2014; Sieger et al., 2011; Van Dyne and Pierce, 2004), pro-organizational behaviors such as knowledge sharing, stewardship, and voice behavior (Han et al., 2010; Henssen and Koiranen, 2021; Henssen et al., 2014; Mayhew et al., 2007; O’Driscoll et al., 2006; Peng and Pierce, 2015), as well as other outcomes such as its negative relation to employee burnout (Kaur et al., 2013). Nonetheless, little is known about the boundary conditions that may moderate the relationship between psychological ownership and its outcomes (Dawkins et al., 2017). This raises the question regarding the circumstances under which psychological ownership might have stronger or weaker effects on its outcomes.
Due to these various pro-organizational outcomes, companies might engage in factors and mechanisms that allow their employees to develop, enhance and/or foster their psychological ownership. In this vein, numerous studies have examined the antecedents of psychological ownership. Amongst others, prior research has identified employee’s participation in decision-making (Chi and Han, 2008; Liu et al., 2012), the provision of stock ownership and profit-sharing (Chi and Han, 2008; Chiu et al., 2007), the degree of autonomy (Henssen et al., 2014; Mayhew et al., 2007), or the role of organizational leaders (Avey et al., 2012; Bernhard and O’Driscoll, 2011) as predictors of psychological ownership. However, like on the outcome side, little is known about the boundary conditions under which such predictors might create stronger or weaker ownership feelings. Additionally, as several of these predictors could coexist within an organization, they might interact with each other (Pierce et al., 2003, 2001). Yet, little is known about the potential interplay between these different factors.
This dissertation aims to address these shortcomings, by (1) examining selected boundary conditions that affect the emergence of behavioral consequences resulting of feelings of ownership, by (2) shedding light on the interplay between different predictors of psychological ownership, and (3) by explaining how the relationship between certain predictors and outcomes of psychological ownership works
Development and validation of an ambidextrous leadership model - ambidextrous leadership in public organizations A contribution to ambidexterity research from a multi-level perspective
No full textOrganisationen, die gleichermaßen erfolgreich ihr gegenwärtiges Kerngeschäft managen (Exploitation) als auch innovativ und kreativ die Gestaltung ihrer Zukunft vorantreiben (Exploration), gelten als ambidexter beziehungsweise beidhändig.
Die Ambidextrie Forschung beschäftigt sich mit der Frage, wie Organisationen, Führungskräfte und Individuen konkurrierenden, widersprüchlichen oder unvereinbaren Zielen in Organisationen gerecht werden und mit einhergehenden Spannungen konstruktiv umgehen können. Die unvorhersagbaren Entwicklungen und Krisen der letzten Jahre, wie beispielsweise die Pandemie und der Krieg in der Ukraine und in Nahost, haben nochmals gezeigt, dass sich alle Organisationen mit widersprüchlichen Zielen, Unsicherheit und Paradoxien auseinandersetzen müssen. Zahlreiche Studien bestätigten die positiven Auswirkungen von Ambidextrie auf Erfolgsparameter von Organisationen und schreiben Führungskräften einen großen Einfluss auf die Ambidextriefähigkeit ihrer Organisationen zu. Jedoch fehlen wissenschaftliche Operationalisierungen, die das theoretische Konstrukt der Ambidextrie in beobachtbare Führungsverhaltensweisen herunterbrechen.
Ziel der vorliegenden quantitativen Forschungsarbeit war es, ein möglichst konkretes, handlungsleitendes ambidextres Führungsmodell für effektives Führungshandeln zu entwickeln und zu erproben. Auf Grundlage bewährter Theorien aus Organisations-, Führungs-, und Psychologieforschung sollte es konkrete Ansatzpunkte liefern, wie Führungskräfte die unterschiedlichen Anforderungen aus Kerngeschäft und Zukunftsgestaltung balanciert bedienen, unterschiedliche Rollen und Schwerpunkte, je nach Kontexterfordernis, einnehmen, notwendige Entscheidungen treffen und dabei Widersprüche und Spannungen mit einem Sowohl-Als-Auch-Mindset konstruktiv managen können. Als Operationalisierung des Führungsmodells wurde eine Standortbestimmung als Messinstrument konstruiert und empirisch validiert, damit auf dieser Basis Führungsverhalten beobachtet, reflektiert, besprochen und weiterentwickelt werden kann. Sowohl Führungsmodell als auch Standortbestimmung werden seit Anfang 2022 in einer großen deutschen Behörde, der Bundesagentur für Arbeit, eingesetzt. Erste Gruppenvergleiche haben gezeigt, dass das Ambidextrie Führungsmodell auch auf Führungskräfte anderer Organisationen und Branchen übertragen werden kann.Organizations that are both successful in managing their current core business (exploitation) and in innovately shaping their future (exploration) are considered ambidextrous.
Ambidexterity research deals with the question of how organizations, managers and individuals handle competing, contradictory or irreconcilable goals and deal constructively with the associated tensions. The unpredictable developments and crises of recent years, such as the pandemic and the war in Ukraine and the Middle East, have once again shown that all organizations have to deal with conflicting goals, uncertainty and paradoxes. Numerous studies have confirmed the positive effects of ambidexterity on the success parameters of organizations and attribute a major influence on the ambidexterity capability of their organisations to managers. However, there is a lack of scientific operationalisations that break down the theoretical construct of ambidexterity into observable leadership behaviours.
The aim of this quantitative research project was to develop and test an ambidextrous leadership model for effective leadership behaviour that is as concrete and action-guiding as possible. Based on proven theories from organizational, leadership and psychological research, it should provide concrete starting points on how managers can balance the different requirements of the core business and shaping the future, take on different roles and priorities depending on the contextual requirements, make necessary decisions and constructively manage contradictions and tensions with a both/and mindset. As an operationalisation of the leadership model, an assessment was constructed and empirically validated as a measuring instrument so that leadership behaviour can be observed, reflected upon, discussed and further developed on this basis. Both the leadership model and the assessment have been used in a large German authority, the Federal Employment Agency, since the beginning of 2022. Initial group comparisons have shown that the Ambidextrie leadership model can also be transferred to managers in other organizations and sectors
Der Beitrag des elektromagnetischen Dipoloperators zu Bs → μ+μ−
No full textThe study of B-physics focuses on the properties and decays of B-mesons. It is essential for testing the Standard Model (SM) and investigating potential New Physics beyond the SM (BSM).
In this thesis, the focus is on the weak and rare decay, Bs → μ+μ−, considered a golden channel in the search for BSM physics. The current SM prediction for the branching fraction contains higher order Quantum-Chromodynamics (QCD) and weak corrections and is leading order in Quantum-Electrodynamics (QED).
The first part of this thesis focusses on diagrams that resolve the internal structure of the B-meson via exchange of a photon between the strange-quark and the final state muon. This is reflected in the dependence of the hadronic form factor on the Light-Cone-Distribution-Amplitude (LCDA) of the B-meson. In the Weak-Effective-Theory (WET), the flavor transition b → s is mediated by local operators. The electromagnetic dipole operator O_7 becomes particularly relevant in this thesis. The corresponding diagram is reanalysed from a theoretical perspective and calculated using the method of regions. The cancellation of endpoint divergences between different momentum regions is explicitly shown, and the rapidity logarithm is extracted. A factorization theorem is then provided, which must be renormalized by applying proper subtractions. The factorization theorems allows for the inclusion of QCD corrections. Firstly, building on the double-logarithmic term in the factorization theorem, leading-logarithmic (LL) QCD corrections are resummed to all orders in the strong coupling using renormalization-group evolution. Secondly, an explicit fixed-order calculation provides corrections to the relevant functions at next-to-leading order.
The second part of this thesis deals with strange-quark mass corrections of the LCDA, which serves as a hadronic input function in the context of QCD factorization of exclusive B-meson decays. In general it is not easy to be calculated and information are obtained in general from experimental data.
This thesis discusses the impact of a non-vanishing strange-quark mass on the LCDAs of B-mesons in the ``radiative tail''. Thereafter a numerical analysis of the LCDAs for different types of B-mesons is performed based on the inverse moment. A comparison with recent QCD sum-rule results is provided as a consistency check.Die B-Physik konzentriert sich auf die Eigenschaften und Zerfälle von B-Mesonen und ist entscheidend für die Überprüfung des Standardmodells (SM) und die Erforschung möglicher Neuer Physik jenseits des SM (BSM).
In dieser Dissertation liegt der Schwerpunkt auf dem schwachen und seltenen Zerfall, Bs → μ+μ−, der als goldener Kanal bei der Suche nach BSM-Physik gilt. Die aktuelle SM-Vorhersage für das Verzweigungsanteil enthält Korrekturen höherer Ordnung der Quantenchromodynamik (QCD) und der schwachen Wechselwirkung sowie Beiträge führenden Ordnung der Quantenelektrodynamik (QED).
Der erste Teil dieser Dissertation konzentriert sich auf Diagramme, die QED Effekte führender Ordnung einbeziehen. In diesem Zusammenhang wird die innere Struktur des B-Mesons durch den Austausch eines Photons zwischen dem Strange-Quark und dem Endzustandsmuon aufgelöst, was sich in der Abhängigkeit des hadronischen Formfaktors von der Lichtkegel-Distributions-Amplitude (LCDA) des B-Mesons widerspiegelt.
In der Schwachen-Effektiven-Theorie (WET) wird der Flavor-Übergang b → s durch lokale Operatoren vermittelt. In dieser Dissertation ist der elektromagnetische Dipoloperator O_7 von besonderer Relevanz. Das entsprechende Diagramm wird theoretisch neu analysiert und unter Verwendung der Methode der Regionen berechnet. Die Aufhebung der Endpunktsdivergenzen zwischen verschiedenen Impulsregionen wird explizit gezeigt und der Rapiditäts-Logarithmus extrahiert.
Anschließend wird ein Faktorisierungstheorem hergeleitet, das durch geeignete Subtraktionen renormalisiert werden muss. Das Faktorisierungstheorem ermöglicht die Einbeziehung von QCD-Korrekturen. Zunächst werden führende logarithmische (LL) QCD-Korrekturen zu allen Ordnungen in der starken Kopplung durch Renormierungs-Gruppen-Evolution resummiert, wobei auf dem numerisch relevanten doppelt-logarithmischen Term im Faktorisierungstheorem aufgebaut wird. Zweitens werden explizite Korrekturen zu den relevanten SCET-Funktionen in nächstführender Ordnung explizit berechnet. Im Kontext von Faktorisierungstheoremen für exklusive B-Mesonen-Zerfälle dient die LCDA als hadronische Funktion.
Der zweite Teil dieser Dissertation diskutiert den Einfluss einer nicht verschwindenden Strange-Quarkmasse auf die LCDAs von B-Mesonen im „radiativen Schwanz“. Anschließend wird eine numerische Analyse der LCDAs für verschiedene Arten von B-Mesonen basierend auf dem inversen Moment durchgeführt. Ein Vergleich mit den neuesten QCD-Summenregel-Ergebnissen wird als Konsistenzprüfung bereitgestellt
Brittle fracture of notched components fabricated by stereolithography
No full textFinanziert aus dem DFG-geförderten Open-Access-Publikationsfonds der Universität Siegen für ZeitschriftenartikelSince additive manufacturing (AM, i.e., 3D printing) has been widely used for production of end-used products, the mechanical strength of parts fabricated by this technology have gained considerable significance. The current study presents fracture load assessment of 3D-printed components fabricated by the stereolithography (SLA) technique using UV sensitive resin material. In this context, dumbbell-shaped specimens were printed and tested to determine basic mechanical properties. Moreover, V-notched semi-circular bending test coupons with various notch opening angles (i.e., 15°, 30°, 45°, 60°, 75°, and 90°) were printed and examined. Parallel to the experimental tests, we developed a finite element model to simulate the load carrying performance of 3D-printed parts. Moreover, we used the digital image correlation technique to determine displacement and strain field on the surface of the examined specimens. Since the mechanical strength and fracture behavior of 3D-printed parts are investigated in the current study, the presented outcomes can be utilized for innovative designs of parts fabricated by SLA with a higher mechanical strength, and improved load-carrying capacity
Hybrid statehood - a new perspective on the limits of statehood in (Southern) EU-Europe
No full textFinanziert aus dem DFG-geförderten Open-Access-Publikationsfonds der Universität Siegen für ZeitschriftenartikelPolitical science research usually locates limited statehood outside the territory of the European Union (EU), although forms of limited statehood are hardly foreign phenomena in some parts of the EU, for example, Southern Italy. To understand these configurations of statehood, we introduce the concept of hybrid statehood as a specific form of societal order, characterized by a complex mixture of elements of European statehood and other forms of social order. It challenges the dichotomous understanding of statehood as either consolidated or limited, putting more emphasis on the interdependent coexistence of societal order, the practices of doing statehood and negotiating societal order, and the impact of historical constellations of societal order in the longue durée. We argue that bridging the gap between political science, history and social anthropology allows for a more in-depth understanding of statehood there. We need to take the challenge of understanding such societies very seriously, considering that Italy and the EU have failed to implement their visions of statehood and societal order for decades. This is even more the case if we consider that such configurations of hybridity will increasingly travel to other parts of the EU due to migration from the southern Mediterranean
Siegener Beiträge zur Geschichte und Philosophie der Mathematik 2023
No full textDie im nunmehr siebzehnten Band von SieB (Siegener Beiträge zur Geschichte und Philosophie der Mathematik) vereinten Aufsätze dokumentieren jene Pluralität von Themen, Perspektiven und Methoden das große Oberthema Geschichte und Philosophie der Mathematik betreffend, die in den vorangehenden Bänden bereits ein Anliegen der Reihe war.
Die Siegener Beiträge bieten ein Forum für den Diskurs im Bereich von Philosophie und Geschichte der Mathematik. Dabei stehen die folgenden inhaltlichen Aspekte im Zentrum:
1. Philosophie und Geschichte der Mathematik sollen einander wechselseitig fruchtbar irritieren: Ohne Bezug auf die real existierende Mathematik und ihre Geschichte läuft das philosophische Fragen nach der Mathematik leer, ohne Bezug auf die systematische Reflexion über Mathematik wird ein Bemühen um die Mathematikgeschichte blind.
2. Geschichte ermöglicht ein Kontingenzbewusstsein, philosophische Reflexion fordert Kontextualisierungen heraus. Damit stellen sich u. a. Fragen nach der Rolle der Mathematik für die Wissenschaftsgeschichte, aber auch nach einer gesellschaftlichen Rolle der Mathematik und deren historischer Bedingtheit.Inhaltsverzeichnis:
Toni Reimers: 18th-Century Mathematisation in the First Academic Mine-Surveying Textbook
Renate Tobies: Allianz zwischen Wissenschaft, Staat und Industrie – Friedrich Althoff und Felix Klein
Henning Heske: „Gefüge versus Anwendungen“ – Kontroverse mathematikdidaktische Konzeptionen in der NS-Zeit und der Fall Otto Zoll
Andrea Reichenberger: Elli Heesch, Heinrich Heesch und das Parkettierungsproblem: Kollaborative Forschung zwischen Philosophie, Mathematik und Anwendung
Matthias Wille: Die Kernthese der logischen Empiristen – eminent einflussreich und dennoch unbegründet
Michael Herrmann: Der Wandel von Statistik zu Maschinellem Lernen – Ein Kuhn’scher Paradigmen-Konflikt
Development and evaluation of a knowledge-based cyber-physical production system to support industrial set-up processes considering ergonomic and user-centered aspects
No full textOnline-Version inklusive AnhangDynamische Märkte und sich ständig ändernde Arbeitspraktiken bedingen durch einen steigenden Bedarf an kundenindividuellen Produktanforderungen eine erhöhte Anzahl von industriellen Rüstprozessen an Fertigungsmaschinen – insbesondere bei kleinen und mittelständischen Unternehmen aufgrund der vornehmlich manuell ausgeführten Rüstvorgänge. Auf Grundlage einer umfassenden ethnographischen Studie wurde zur Unterstützung von Maschineneinrichtern im Zuge derartiger komplexer und wissensintensiver Prozesse ein auf Augmented Reality (AR) basierendes Cyber-Physisches Produktionssystem (CPPS) unter Berücksichtigung interaktions-ergonomischer und kompatibilitätsbezogener Standards entwickelt.
Für eine ganzheitliche, objektive und subjekt-bezogene arbeitswissenschaftliche Analyse zum Umgang mit AR-basierten CPPS am Beispiel von Rüstvorgängen an Umform- bzw. Biegemaschinen wurden zusätzlich zu einer Gefährdungsbeurteilung des Arbeitsprozesses ergonomische Teilstudien zur vergleichenden Untersuchung einer instruktionsgestützten Arbeitsausführung mithilfe der Mixed-Reality-Datenbrille Microsoft® „HoloLens“ und einer papierbasierten Arbeitsanweisung durchgeführt.
Die Ergebnisse zeigen, dass muskuläre Ermüdungserscheinungen des Hals-Nacken-Schulter-Bereiches in Folge der Nutzung der HoloLens bei einer länger andauernden Beanspruchung und bei einem hohen Repetitionsgrad zwar möglich, in Bezug auf den Realkontext jedoch durch einen geringen Beanspruchungsgrad unwahrscheinlich sind. Ein an den Auflagestellen der Datenbrille feststellbarer signifikanter Temperaturanstieg stellt allerdings ein potenzielles Risiko für das thermische Wohlbefinden des Anwenders dar. Während die subjektive Einschätzung der Nutzer hinsichtlich der thermischen Belastung mit den objektiven Messergebnissen übereinstimmen, wird die muskelphysiologische Beanspruchung vereinzelt stärker empfunden als tatsächlich objektiv bzw. elektromyographisch nachgewiesen werden konnte.
Eine sensorische Unterstützung und Kontrolle manueller Rüstvorgänge gepaart mit einer einfachen Bedienbarkeit des Systems begünstigt einen prozesssichernden Mehrwert, eine kognitive Entlastung der Maschineneinrichter sowie einen Lerneffekt sowohl hinsichtlich der jeweiligen Arbeitsaufgabe als auch in Bezug auf den Umgang mit der Datenbrille und der Applikation. Inwieweit die Anwendung derartiger Unterstützungssysteme in der Praxis unter Berücksichtigung einer stetigen technologischen und ergonomischen Weiterentwicklung sowie einer interaktions- und beanspruchungsbezogenen Gewöhnung auch mittel- bis langfristig einen beanspruchungsminimalen Charakter aufweisen, ist fraglich.Dynamic markets and constantly changing work practices are causing an increased number of industrial set-up processes on production machines in the wake of a growing need for customized product requirements – especially in small and medium-sized companies due to mainly manual set-up processes. Resting on a comprehensive ethnographic study, a cyber-physical production system (CPPS) based on augmented reality (AR) was developed to support machine setters in the course of such complex and knowledge-intensive processes, taking into account interaction-ergonomic and compatibility-related standards.
For a holistic, objective and subject-related occupational science analysis on the handling of AR-based CPPS in the context of set-up processes on forming and bending machines, ergonomic sub-studies were conducted in addition to a risk assessment of the work process for the comparative investigation of instruction-supported work execution using mixed reality smart glasses Microsoft® "HoloLens" and paper-based work instructions.
The results show that muscular fatigue of the neck and shoulder area is possible when using the HoloLens for a longer period of time and with a high degree of repetition, but unlikely in relation to real-life context due to a low degree of strain. However, a significant temperature increase of approximately 1 °C at the glasses’ contact points represents a potential risk for the user's thermal well-being. While the subjective assessment of the test persons with regard to thermal stress corresponds to the objective measurement results, the muscle physiological strain is sporadically felt to be stronger than actually objectively or electromyographically proven.
Sensory support and control of manual set-up processes paired with simple operability of the system favors added value in terms of process reliability, cognitive relief for machine setters and a learning effect both with regard to the respective work task and with regard to the data glasses’ as well as the application’s handling. Taking into account the constant technological and ergonomic further development as well as interaction and strain-related familiarization, the extent to which the use of such support systems will also have a strain-minimizing character in practice in the medium to long term is questionable
Intrapreneurship in Familienunternehmen und KMU: Die Auswirkungen des Einflusses der Unternehmerfamilie, der Kompatibilität des Arbeitsplatzes und der individuellen unternehmerischen Orientierung
No full textIn the dynamic and complex markets of today, family firms and small-sized enterprises (SMEs) are under constant pressure to innovate their products, services, and internal business processes to preserve their competitive advantage and ensure longevity. Notably, many of such entities meet and even surpass the innovation criteria, despite often facing limited resources compared to non-family and/or larger corporations. This raises an intriguing question: how do these firms manage to be so innovative? A key driving force of their innovation is the entrepreneurial potential of their employees, better known as intrapreneurship. Defined as the entrepreneurial behavior and activities undertaken by employees within their organizations, intrapreneurship is widely recognized to enhance innovation outputs and subsequently improve firms' performance. Therefore, identifying the factors that promote intrapreneurship in family firms and SMEs carries considerable theoretical and practical significance.
However, while numerous studies have investigated various antecedents of intrapreneurship, little attention has been devoted to family firms and SMEs. This lack of focus is surprising, given their significant differences compared to non-family and/or larger corporations, suggesting unique triggers for intrapreneurship in these organizations. For example, the family business literature emphasizes the influence of the enterprising family, known as family influence, on a firm's behavior and decisions. This family influence delineates family firms from non-family ones, thus making it a dominant subject in family business research in recent years. Despite different studies investigating the impact of family influence on aspects such as innovations, strategic and financial decisions, or succession within family firms, empirical studies examining its relationship with intrapreneurship are severely lacking. Additionally, family influence has only been measured from the perspective of the enterprising family, while the perspective of non-family employees, who are building the most dominant stakeholder group within many family firms and therefore, frequently subjected to family influence, has been notably overlooked in measuring family influence. This research contributes to fill this gap, considering that understanding the perception of family influence is critical to better grasp this concept, particularly in the context of family firms. Intrapreneurship studies in SMEs are lacking, too. Despite the understanding that a pleasant and satisfying working environment nurtures intrapreneurship, and SMEs being acknowledged for their aptitude in tailoring their workplaces to accommodate their employees' needs, the specific impacts of these conditions on employee intrapreneurship remain largely unexplored. Thus, it is highly relevant to examine the impact of the alignment between an actual job and employees' personalities, demands, and needs, in the literature known as job fit, on employees’ intrapreneurial activities.
To address these gaps, this dissertation is based on three consecutive studies. The first qualitative study explores how the influence of the enterprising family on the firm affects the intrapreneurial motivation of non-family employees. The findings highlight that significant family influence fosters strong identification of non-family employees with the family and the firm, positively driving their intrapreneurial motivation. In contrast, firms with reduced family influence report decreased identification among non-family employees, prompting such firms to establish mechanisms, such as monetary rewards, to stimulate extrinsic intrapreneurial motivation. The second study develops and validates the Perceived Family Influence Scale (PFIS), a pioneering instrument measuring family influence from the perspective of non-family employees allowing for the gathering of more holistic and comprehensive data. The third study quantitively examines the relationship between individual entrepreneurial orientation, job fit and employee intrapreneurship. The results indicate that individual entrepreneurial orientation positively influences employee intrapreneurship, while job fit has no significant effect on it. However, the results also show that the person-organization fit, and the demands-abilities fit have a leveraging effect on the positive relationship between individual entrepreneurial orientation and employee intrapreneurship.
The contributions of this dissertation are manifold. First and foremost, it offers valuable insights into intrapreneurship within under-researched contexts such as family firms and SMEs. It highlights two intra-organizational factors, family influence, and job fit, that, either directly, such as family influence, or via moderation effects, such as job fit, promote intrapreneurship. Thus, this manuscript advances the discourse on intrapreneurship and innovation in family firms and SMEs and encourages further research in these areas. Secondly, the thesis introduces the PFIS, the first-ever scale measuring family influence from the perspective of non-family employees. This novel instrument enables researcher to collect more comprehensive and holistic data on family influence. This expands the knowledge on family firms, ultimately advancing the family business research stream. Last but not least, the PhD provides relevant practical contributions for firms, irrespective of their size, financial resources and/or structure, aiming for increased innovation outputs through intrapreneurship. Such firms are recommended to leverage the principles of family influence, such as strong and personal relationships with employees, and job fit revealed in this dissertation
CompilerForCAP – Aufbau und Kompilierung von kategoriellen Türmen in algorithmischer Kategorientheorie
No full textIn this thesis we develop CompilerForCAP, a compiler for optimizing and verifying categorical towers in algorithmic category theory. To see the need for a compiler, we start with some setup: First, we show how algorithmic category theory can be interpreted as a high-level programming language, and introduce the software framework CAP: Categories, Algorithms, and Programming. Moreover, we introduce programming conventions which allow us to prove that categorical algorithms written in CAP are faithful to the mathematics done on paper. Next, we introduce the concept of categorical towers, which has been used before to make constructions in categories algorithmic. We will see that computations in categorical towers naturally come with a sizeable performance overhead. This shows the need for a compiler like CompilerForCAP.
Afterwards, we present various applications of categorical towers exhibiting the advantages of the approach. The two main applications are the computation of lifts in categories of finitely presented modules over certain rings and algorithms for the closed monoidal structure of the category of ZX-diagrams, a category appearing in quantum computing. As an application, we use the category of ZX-diagrams to model a foundational functional programming language for quantum computers.
Afterwards, we see in detail how CompilerForCAP can optimize the categorical towers in the presented applications and provide benchmarks showing the performance gains in concrete computations. As we will see, CompilerForCAP can make the difference between "finishes in seconds" and "will never finish". The central mechanism that makes these optimizations possible are reinterpretations of categorical towers, which allow to simplify the data structures of categorical towers. Finally, we show that CompilerForCAP can also be used as a proof assistant for verifying categorical implementations.
In summary, CompilerForCAP can generate efficient and verified implementations, allowing us to make full use of the advantages of building categorical towers on a computer.In dieser Arbeit entwickeln wir CompilerForCAP, einen Compiler zur Optimierung und Verifikation von kategoriellen Türmen in der algorithmischen Kategorientheorie. Um die Notwendigkeit eines Compilers zu erkennen, benötigen wir einige Vorbereitungen: Zuerst zeigen wir, wie algorithmische Kategorientheorie als höhere Programmiersprache aufgefasst werden kann, und stellen das Software-Framework CAP vor: Categories, Algorithms and Programming. Außerdem führen wir Konventionen ein, mit deren Hilfe wir beweisen können, dass kategorielle Algorithmen in CAP der Mathematik auf dem Papier treu sind. Als Nächstes führen wir das Konzept der kategoriellen Türme ein, das bereits früher verwendet wurde, um Konstruktionen in Kategorien zugänglich für Algorithmen zu machen. Wir werden sehen, dass Berechnungen in kategoriellen Türmen natürlicherweise mit einem beträchtlichen Performance-Overhead verbunden sind. Dies zeigt die Notwendigkeit eines Compilers wie CompilerForCAP.
Anschließend stellen wir verschiedene Anwendungen von kategoriellen Türmen vor, die die Vorteile des Ansatzes zeigen. Die zwei Hauptanwendungen sind zum einen die Berechnung von Lifts in Kategorien endlich präsentierter Moduln über bestimmten Ringen, und zum anderen Algorithmen für die geschlossene monoidale Struktur der Kategorie der ZX-Diagramme, einer Kategorie aus dem Bereich des Quantencomputing. Als Anwendung verwenden wir die Kategorie der ZX-Diagramme, um eine elementare funktionale Programmiersprache für Quantencomputer zu modellieren.
Anschließend sehen wir im Detail, wie CompilerForCAP die kategoriellen Türme in den vorgestellten Anwendungen optimieren kann, und führen Benchmarks durch, die die Performancezuwächse bei konkreten Berechnungen zeigen. Wie wir sehen werden, kann CompilerForCAP den Unterschied zwischen "terminiert in Sekunden" und "wird nie terminieren" ausmachen. Der zentrale Mechanismus, der diese Optimierungen ermöglicht, sind Reinterpretationen von kategoriellen Türmen, die es erlauben, die Datenstrukturen von kategoriellen Türmen zu vereinfachen. Zum Schluss zeigen wir, dass CompilerForCAP auch als Beweisassistent zur Verifikation kategorieller Implementierungen verwendet werden kann.
Zusammenfassend sehen wir, dass CompilerForCAP effiziente und verifizierte Implementierungen erzeugen kann, was es uns ermöglicht, die Vorteile kategorieller Türme auf dem Computer voll auszuschöpfen
Stefanie Taschinski: „Leseförderung bedeutet für mich, Lesefreude zu wecken“
No full textStefanie Taschinskis Œuvre ist umfangreich und umfasst Vorlese- und Bildgeschichten, Erstlesebücher für Leseanfänger:innen sowie Kinder- und Jugendromane. Ihr Schreiben ist in der Tradition von Astrid Lindgren und Kirsten Boie verortet und zugleich folgt sie tradierten Gattungsmustern des modernen Kinderromans.
Das vorliegende Werkstattgespräch möchte einerseits in das Werk der Autorin einführen und andererseits die Autorin selbst zu Wort kommen lassen. Denn Stefanie Taschinski schreibt nicht nur Kinder- und Jugendliteratur, sondern setzt sich auch aktiv für eine Leseförderung ein. Ergänzt werden die Beiträge durch didaktische Reflexionen zum Einsatz einzelner Werke im Unterricht