@phdthesis{SchelpgebTheis2023,
  author    = {Schelp [geb. Theis], Leonie},
  title     = {Zielorientierung am Arbeitsplatz - Ans{\"a}tze f{\"u}r die Mitarbeiterentwicklung},
  doi       = {10.25972/OPUS-20160},
  url       = {http://nbn-resolving.de/urn:nbn:de:bvb:20-opus-201602},
  school      = {Universit{\"a}t W{\"u}rzburg},
  year      = {2023},
  abstract  = {Die aktuellen Ver{\"a}nderungen der Arbeitswelt erfordern eine stetige Anpassung an immer neue Herausforderungen seitens der Arbeitgeber und Arbeitnehmer. Lebenslanges Lernen und damit eine kontinuierliche Weiterbildung der Mitarbeiter ist essentiell f{\"u}r Unternehmen, um auf dem schnelllebigen Arbeitsmarkt wettbewerbsf{\"a}hig zu sein. Die Bereitschaft und die Motivation von Menschen, dazuzulernen, ist jedoch sehr unterschiedlich. Eine m{\"o}gliche Erkl{\"a}rung daf{\"u}r liefert die dispositionelle Zielorientierung, welche der Achievement-Goal-Theorie entstammt. Das Konstrukt beschreibt, ob Menschen eine individuelle Pr{\"a}ferenz f{\"u}r Lernziele (z.B. Kompetenzzuwachs) oder Leistungsziele (z.B. gute Beurteilungen bekommen oder schlechte Beurteilungen vermeiden) haben. Neben den Pers{\"o}nlichkeitsaspekten konzentriert sich die Forschung im Rahmen der Achievement-Goal-Theorie auch auf den Einfluss der Umgebung auf Lern- und Leistungsprozesse. Die sogenannte arbeitsplatzbezogene Zielorientierung beschreibt die wahrgenommene Zielstruktur der Arbeitsumgebung und stellt das situationsbedingte Gegenst{\"u}ck der Dispositionen dar. Zahlreiche Befunde aus dem Bereich der p{\"a}dagogischen Psychologie zu Zielstrukturen der Umgebung zeigen einen Einfluss auf beispielsweise Lernerfolg, Motivation, Selbstregulationsprozesse oder Leistung. Zielstrukturen im Arbeitskontext stellen hingegen ein bisher wenig beachtetes Konstrukt dar. Ausgehend von den aktuellen Befunden zu Zielstrukturen, k{\"o}nnte die arbeitsplatzbezogene Zielorientierung jedoch einen wichtigen Beitrag leisten, wenn es um die Frage geht, wie Mitarbeiter unterst{\"u}tzt und zu Lernprozessen angeregt werden k{\"o}nnen. Die Identifizierung von lern- und leistungsf{\"o}rderlichen Zielstrukturen der Arbeitsumgebung w{\"u}rde wertvolle Ansatzpunkte f{\"u}r die Mitarbeiterentwicklung in der betrieblichen Praxis liefern. Im Rahmen von drei empirischen Studien wird der Relevanz der Zielorientierung im Arbeits-kontext nachgegangen. Neben der {\"U}berpr{\"u}fung eines ins Deutsche {\"u}bertragenen und angepassten Mess-instruments zur Erhebung der arbeitsplatzbezogenen Zielorientierung (Studie 1) steht vor allem die Untersuchung m{\"o}glicher Einfl{\"u}sse des Konstrukts auf arbeitsrelevante Variablen im Vordergrund, um f{\"o}rderliche Zielstrukturen zu identifizieren (Studie 1 \& 2). Dar{\"u}ber hinaus werden erstmalig m{\"o}gliche Person-Situation-Interaktionen in diesem Zusammenhang untersucht (Studie 2). Abschließend erfolgt eine Untersuchung m{\"o}glicher Antezedenten der arbeitsplatzbezogenen Zielorientierung, woraus sich erste wichtige Anhaltspunkte f{\"u}r Interventionsmaßnahmen am Arbeitsplatz ableiten lassen (Studie 3). Die Ergebnisse der Studien zeigen, dass insbesondere ein lernzielorientierter Arbeitsplatz f{\"o}rderlich f{\"u}r die untersuchten Variablen wie Lernerfolg, Leistung oder auch berufliche Selbstwirksamkeit ist. In Bezug auf die Interaktion von Person und Situation ergaben sich gemischte Befunde, die kein eindeutiges Interaktionsmuster aufweisen. Bei der Frage, wie ein lernzielorientierter Arbeitsplatz gef{\"o}rdert werden kann, erwies sich vor allem die Art und Weise, wie F{\"u}hrungskr{\"a}fte mit Fehlern umgehen, als relevant. Die Studien liefern demnach wichtige erste Ans{\"a}tze f{\"u}r theoretische und praktische Implikationen, wie Mitarbeiter in Lern- und Leistungsprozessen unterst{\"u}tzt werden k{\"o}nnen.},
  subject      = {Handlung},
  language  = {de}
}
@phdthesis{Campbell2015,
  author    = {Campbell, Marlen Jamie-Lee},
  title     = {Organizational cultures' impact on employees' corruption},
  url       = {http://nbn-resolving.de/urn:nbn:de:bvb:20-opus-123251},
  school      = {Universit{\"a}t W{\"u}rzburg},
  pages     = {197},
  year      = {2015},
  abstract  = {Although many researchers refer to organizational culture as the key to explain employees' organizational corruption (= corruption on behalf of the organization), literature lacks systematic empirical evidence. Through a mixed-method approach this research tries to shed some first lights on this issue with the questions: what characteristics describe an organizational culture that promotes employees' corruption? Does a certain type of organizational culture shape a positive attitude towards organizational corruption? Does organizational culture differ in its impact on different types of corruption? Does organizational culture interact with employees' sex to promote employees' corruption? And, is there a main effect of sex on corruption? A qualitative study investigates the characteristics of a corrupt organizational culture in both general and in particular for managers and employees (Study 1). 14 experts of different occupations were asked about underlying assumptions, values, and norms of a corrupt organizational culture coding the frequency and relationship of their answers. The results showed specific underlying assumptions, values, and norms that were shared by the interviewees and provide first insights into their interrelatedness. In addition, the quantitative field survey (Study 2) analyzed if a corrupt organizational culture shapes a positive attitude towards organizational corruption and if both tangible rewards and lax control mechanism mediate this impact. 131 participants answered questionnaires about their perceived competition in their industry, tangible rewards, lax control mechanism, and their attitude towards both gifting and bribery. Results showed that lax control mechanism (and for gifting also tangible rewards) mediated the positive impact of a corrupt organizational culture on organizational corruption. In addition, men and women did not differ in their attitude towards organizational corruption in a corrupt organizational culture. Finally a web-based experiment investigates if organizational culture shapes employees' corruption (Study 3). In addition this approach also covers if the impact of organizational culture on corruption depends on the type of corruption (organizational corruption vs. counterproductive), and if employees' sex influence corruption and if there is an interaction of organizational culture and sex on employees' corruption. 563 participants had to decide whether they engage in corruption. Although a corrupt organizational culture raises both types of corruption, there was neither a notable main effect of sex nor a high impact interaction effect of both on both types of corruption. Thus, aspects of a corrupt organizational culture seem to influence employees' corruption.},
  subject      = {Korruption},
  language  = {en}
}
@phdthesis{Schmitt2022,
  author    = {Schmitt, Nadine J. B.},
  title     = {What is integrity and how do we use it? - Enhancing the validity of integrity by reviewing integrity tests, expanding the nomological network, and reducing faking},
  doi       = {10.25972/OPUS-26046},
  url       = {http://nbn-resolving.de/urn:nbn:de:bvb:20-opus-260468},
  school      = {Universit{\"a}t W{\"u}rzburg},
  year      = {2022},
  abstract  = {This dissertation focuses on the construct and criterion validity of integrity tests and aims to enhance both. To accomplish this goal, three approaches were adopted: First, an overview and systematic comparison of integrity tests was conducted with reference to the construction and application of the tests. Second, the nomological network of integrity tests was expanded with reference to honesty-humility and organizational citizenship behavior at their factor and facet level. Third, two promising methods to reduce faking on integrity tests were tested: the double rating method (Hui, 2001) and the indirect questioning technique. In line with previous research, the results of the overview and comparison of integrity measures confirmed that integrity tests are multidimensional and heterogenous. A clear definition of integrity is urgently needed. The personality trait of honesty-humility and its facets of fairness, and modesty revealed the most significant relationships to integrity. Moreover, organizational citizenship behavior and its facets of altruism, conscientiousness, and sportsmanship were found to significantly relate to integrity. Furthermore, integrity tests were able not only to predict organizational citizenship behavior but also to incrementally predict job performance and organizational citizenship behavior beyond the factor and facet level of the personality traits of conscientiousness and honesty-humility. In contrast to the indirect questioning technique, the double rating method, which includes an other rating and a self rating, was shown to be able to significantly reduce faking on integrity tests in an anonymous survey setting. This dissertation makes an important contribution to better explain the construct and nomological network of integrity, provide a more detailed view on integrity tests and their protection against faking, and expand the predictive and incremental validity of these tests. The implications for future research and practice are further discussed.},
  subject      = {Integrit{\"a}t},
  language  = {en}
}
@phdthesis{Kass2019,
  author    = {Kaß, Christina},
  title     = {Unnecessary Alarms in Driving: The Impact of Discrepancies between Human and Machine Situation Awareness on Drivers' Perception and Behaviour},
  doi       = {10.25972/OPUS-19252},
  url       = {http://nbn-resolving.de/urn:nbn:de:bvb:20-opus-192520},
  school      = {Universit{\"a}t W{\"u}rzburg},
  year      = {2019},
  abstract  = {Forward Collision Alarms (FCA) intend to signal hazardous traffic situations and the need for an immediate corrective driver response. However, data of naturalistic driving studies revealed that approximately the half of all alarms activated by conventional FCA systems represented unnecessary alarms. In these situations, the alarm activation was correct according to the implemented algorithm, whereas the alarms led to no or only minimal driver responses. Psychological research can make an important contribution to understand drivers' needs when interacting with driver assistance systems. The overarching objective of this thesis was to gain a systematic understanding of psychological factors and processes that influence drivers' perceived need for assistance in potential collision situations. To elucidate under which conditions drivers perceive alarms as unnecessary, a theoretical framework of drivers' subjective alarm evaluation was developed. A further goal was to investigate the impact of unnecessary alarms on drivers' responses and acceptance. Four driving simulator studies were carried out to examine the outlined research questions. In line with the hypotheses derived from the theoretical framework, the results suggest that drivers' perceived need for assistance is determined by their retrospective subjective hazard perception. While predictions of conventional FCA systems are exclusively based on physical measurements resulting in a time to collision, human drivers additionally consider their own manoeuvre intentions and those attributed to other road users to anticipate the further course of a potentially critical situation. When drivers anticipate a dissolving outcome of a potential conflict, they perceive the situation as less hazardous than the system. Based on this discrepancy, the system would activate an alarm, while drivers' perceived need for assistance is low. To sum up, the described factors and processes cause drivers to perceive certain alarms as unnecessary. Although drivers accept unnecessary alarms less than useful alarms, unnecessary alarms do not reduce their overall system acceptance. While unnecessary alarms cause moderate driver responses in the short term, the intensity of responses decrease with multiple exposures to unnecessary alarms. However, overall, effects of unnecessary alarms on drivers' alarm responses and acceptance seem to be rather uncritical. This thesis provides insights into human factors that explain when FCAs are perceived as unnecessary. These factors might contribute to design FCA systems tailored to drivers' needs.},
  subject      = {Fahrerassistenzsystem},
  language  = {en}
}