1,721,113 research outputs found
Perceived Influence and Friendship as Antecedents of Cooperation in Top Management Teams: A Network Approach
No full textUsing the relational dyad as unit of analysis this study examines the effects of perceived influence and friendship ties on the formation and maintenance of cooperative relationships between corporate top executives. Specifically, it is argued that perceived influence as well as friendship ties between any two managers will enhance the likelihood that these managers collaborate with each other. Additionally, a negative interaction effect between perceived influence and friendship on cooperation is proposed. The empirical analyses draw on network data that have been collected among all members of the top two organizational levels for the strategy-making process in two multinational firms headquartered in Germany. Applying logistic regression based on QAP the empirical results support our hypotheses on the direct effects between perceived influence, friendship ties, and cooperative relationships in both companies. In addition, we find at least partial support for our assumption that perceived influence and friendship interact negatively with respect to their effect on cooperation. Seemingly, perceived influence is partially substituted by managerial friendship ties
Der Einfluss wirksamer Compliance-Überprüfung mit Hilfe sicherer Hinweisgebersysteme auf die Unternehmenskultur
No full textImmer mehr Unternehmen setzen
Hinweisgebersysteme als Teil der Corporate Compliance zur Erhöhung
ihrer Transparenz und zur Prävention von Wirtschaftsstraftaten ein.
Diese Arbeit legt dar, wie Hinweisgebersysteme in die
Compliance-Organisation eingebettet werden und diskutiert, ob und
ggf. wie der Einsatz solcher Systeme die Unternehmenskultur
beeinflusst. Insbesondere erörtert der Verfasser, ob und inwiefern
die Gefahr besteht, dass der Einsatz solcher Systeme eine Kultur
des Denunziantentums begünstigt; oder ob er ganz im Gegenteil einen
Beitrag zu einer Kultur leisten kann, die von Vertrauen und
Aufrichtigkeit geprägt ist. Des Weiteren klärt die Arbeit die
Bedingungen für solche Entwicklungen und legt
Steuerungsmöglichkeiten seitens der Unternehmensführung dar. Die
Gewährleistung der Anonymität des Hinweisgebers einerseits und ein
hieraus resultierendes Missbrauchspotential andererseits stellen
zentrale Punkte in der Erörterung dar. Der Verfasser stellt
verschiedene Arten von Hinweisgebersystemen vor und bewertet sie
unter besonderer Berücksichtigung der vorgenannten Punkte.
Letztlich hängt die kulturelle Entwicklung von mehreren Faktoren
ab; beide Entwicklungen sind grundsätzlich möglich. Als bedeutende
Determinanten der Entwicklung ergeben sich bestimmte Eigenschaften
der bisher im Unternehmen vorherrschenden Kultur. So beeinflussen
gerade deren Offenheit und ein begünstigtes eigenständig
reflektiertes Handeln die Einführung eines Hinweisgebersystems und
die daraus folgende unternehmenskulturelle Entwicklung positiv.
Eine zentrale Erkenntnis besteht also darin, dass die
Unternehmenskultur in ihrer Gesamtheit betrachtet abhängige und
unabhängige Variable in Bezug auf den Einsatz eines
Hinweisgebersystems ist. Dementsprechend muss sie auch ein
Ansatzpunkt für eine Steuerung des Prozesses ggf. vor Einführung
des Systems selbst sein. Berücksichtigt das Management die in
dieser Arbeit besprochenen Punkte, ist eine positive Entwicklung
sehr wahrscheinlich. Insbesondere legt der Autor dar, wie gerade
der Einsatz ei nes Hinweisgebersystems mittelbar das Vertrauen
innerhalb des Unternehmens und nach außen stärkt und somit für
niedrigere Transaktionskosten sorgen kann.More and more companies use
whistle-blowing systems as part of their corporate compliance to
increase transparency, and for the purpose of preventing business
crime. This thesis states how whistle-blowing systems are embedded
into the compliance structure of an organization and discusses
whether and, if applicable, how the use of such systems influences
corporate culture. In particular the author argues whether and to
what extent there is the jeopardy of the adoption of such systems
fostering a culture of denunciation or whether, quite the contrary,
it can contribute to a culture of trust and sincerity. In addition,
the thesis clarifies the conditions for such developments and
states possibilities of control on the part of corporate
management. The guaranteed anonymity of the whistle-blower on the
one hand and the herefrom resulting potential of abuse on the other
hand represent central points in the argument. The author presents
different kinds of whistle-blowing systems and assesses them in
particular consideration of the aforementioned points. The cultural
development depends on several factors in the end. Both directions
of development are generally possible. As significant determinants
of the development, certain characteristics of the hitherto
predominant culture in the corporation appear. Precisely, its
openness and a fostered independently reflected action influence
the adoption of a whistle-blowing system and the resultant cultural
development positively. Hence, a central finding consists therein
that corporate culture considered as a whole is dependent and
independent variable in relation to the adoption of a
whistle-blowing system. Accordingly, corporate culture must as well
be a starting point for controlling the process, before the
adoption of the system itself if necessary. If the management
considers the points discussed in this thesis, a positive
development is very likely. In particular the author states how
just the adoption of a whistle blowing system indirectly
strengthens the trustfulness wi thin the corporation and outwards
and, thus, can cater for lower transaction costs
Structural Logic of Intraorganizational Networks
No full textIn this study we examine the structural logic underlying complex intraorganizational networks. Drawing on different propositions about structural regularities in networks and using a comparative case study, we empirically investigate the structural logic of collaborative networks for the strategic decision process in two German corporations. In both organizations, data were gathered on cooperative relationships between all managers belonging to the top two management levels. We model structural regularities at the dyadic and the extradyadic level by applying a class of multivariate exponential random graph models. Our. findings contribute to the existing literature in three ways: (1) Although networks are particularly likely to exhibit some types of structural regularities (e. g., reciprocity and transitivity), there are other relational forms such as cycles that seem to be of limited relevance. (2) Structural regularities are not limited to a single type of relation but may comprise instrumental and affective relational ties simultaneously. (3) An organization's formal cooperation structure has surprisingly limited influence on the structural patterns of cooperation, whereas friendship ties are embedded in managers' regular interaction patterns in many different ways
Interdependencies between Reputation, Friendship, and Cooperation in Networks of Strategy Making. Vortrag am 28. April 2006, 26. International Sunbelt Conference, Vancouver (Kanada)
No full textIntegrated versus Core-Periphery Structures in Regional Biotechnology Networks. Vortrag am 27. April 2006, 26. International Sunbelt Conference, Vancouver (Kanada)
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The Effect of Management Control on Cooperation and Performance, 72. Wissenschaftliche Jahrestagung des Verbandes der Hochschullehrer für Betriebswirtschaft e. V., Universität Bremen, 27.-29. Mai 2010
No full textAntecedents and Performance Consequences of an Entrepreneurial Risk Orientation in an International Context
No full textRessourcen, Risikoneigung und Unternehmenserfolg. Eine Analyse von international tätigen kleinen und mittleren Schweizer Unternehmen
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