Ulrich Leicht-Deobald
Title
Dr.
Last Name
Leicht-Deobald
First name
Ulrich
Email
ulrich.leicht-deobald@unisg.ch
10 results
Now showing 1 - 10 of 10
- Some of the metrics are blocked by yourconsent settings
Item type:Publication, Algorithmic Management: Its Implications for Information Systems Research(ACM, 2023); ; Meijerink, JeroenIn recent years, the topic of algorithmic management has received increasing attention in information systems (IS) research and beyond. As both emerging platform businesses and established companies rely on artificial intelligence and sophisticated software to automate tasks previously done by managers, important organizational, social, and ethical questions emerge. However, a cross-disciplinary approach to algorithmic management that brings together IS perspectives with other (sub-)disciplines such as macro- and micro-organizational behavior, business ethics, and digital sociology is missing, despite its usefulness for IS research. This article engages in cross-disciplinary agenda setting through an in-depth report of a professional development workshop (PDW) entitled “Algorithmic Management: Toward a Cross-Disciplinary Research Agenda” delivered at the 2021 Academy of Management Annual Meeting. Three leading experts (Mareike Möhlmann, Lindsey Cameron, and Laura Lamers) on the topic provide their insights on the current status of algorithmic management research, how their work contributes to this area, where the field is heading in the future, and what important questions should be answered going forward. These accounts are followed up by insights from the breakout group discussions at the PDW that provided further input. Overall, the experts and workshop participants highlighted that future research should examine both the desirable and undesirable outcomes of algorithmic management and should not shy away from posing ethical and normative questions.Type:journal articleJournal:Communications of the Association for Information Systems (CAIS)Volume:52 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Team Boundary Work and Team Workload Demands: Their Interactive Effect on Team Vigor and Team EffectivenessDrawing from team-level job demands-resources theory, we hypothesize that team workload demands moderate the positive link between team boundary work (i.e., boundary spanning and boundary buffering) and team effectiveness (i.e., team innovation and team performance), such that boundary work is more beneficial for team effectiveness when teams face higher team workload demands. Furthermore, we predict that this interaction occurs through increased team vigor, where team vigor is defined as an affective emergent state characterized by positive valences and high activation levels experienced by team members. We largely find support for our model across two field studies: a cross-sectional survey using three independent data sources (89 automotive research and development teams, including 724 team members, 89 team leaders, and 18 managers) and a time-lagged survey using two independent data sources (139 teams working in a Chinese utility company, including 640 team members and 139 team leaders). Our article contributes to team research by broadening our understanding of when and how team boundary work is associated with greater team effectiveness.Type:journal articleJournal:Human Resource ManagementScopus© Citations 16 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, The Dark Sides of People Analytics: Reviewing the Perils for Organisations and Employees(Operational Research Society, 2021); Redzepi, AbdullahType:journal articleJournal:European Journal of Information Systems (EJIS)Scopus© Citations 280 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Organizational Demographic Faultlines: Their Impact on Collective Organizational Identification, Firm Performance, and Firm Innovation(Blackwell Publishing Limited, 2021-12-01); ; ; Lawrence, Barbara S.In this study, we seek to understand the consequences of demographic faultlines at the organizational level. Drawing from the faultline and cross-categorization literature, we suggest that organizational demographic faultlines (based on age and gender) have the potential to either reduce or enhance employees’ collective organizational identification and, thereby, indirectly influence firm performance and innovation. Whether organizational demographic faultlines have detrimental or beneficial effects depends on the functional heterogeneity within faultline-based demographic subgroups, where heterogeneity is defined as the extent to which subgroup members belong to different functional departments. We theorize that this functional heterogeneity alters the degree of social integration between demographic subgroups. Results from a multisource field study of demographic faultlines among 5,495 employees in 82 small and medium-sized firms (< 250 employees) support our model. We demonstrate that organizational demographic faultlines have important consequences, and we show that functional heterogeneity changes whether these consequences are negative or positive.Type:journal articleJournal:Journal of Management StudiesVolume:58Issue:8Scopus© Citations 15 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Commentary on Bal (2020): Recognizing People at Work in Their Full HumanityType:journal articleJournal:Zeitschrift für Arbeits- und OrganisationspsychologieVolume:64Issue:3Scopus© Citations 2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, No stone left unturned? Towards a framework for the impact of datafication technologies on organizational control(2020-05-15); ; ; ; Type:journal articleJournal:Academy of Management DiscoveriesVolume:6Issue:3Scopus© Citations 121 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, What It Means to be Truly Human in Organizations:
Martin Buber’s Concept of I-Thou Relations(Routledge Publishers, 2020); - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Wenn zwei sich streiten… weiß keiner, wo er hingehen soll: Konflikterfahrungen bei der Vergabe von Autor*innenschaften aus der Sicht von Forscher*innen und Studierenden(Diskussionsforum "Integrität und Anreizsysteme in der Wissenschaft" der Deutschen Gesellschaft für Psychologie (DGPs), 2021-12) - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Wir brauchen Anreize zur schnelleren Verbreitung von
offener und reproduzierbarer Forschung(Stellungnahme der Jungmitglieder der Deutschen Gesellschaft für Psychologie (DGPs), 2020-07-28); Thielmann, IsabelType:digital resource - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Practice adoption in MNCS: A multi‐level interactionist model of trait activation(Wiley, 2026-03-13); ; ; ; Type:forthcomingJournal:Global Strategy Journal