DGPPN 2018 Congress Invitation

Die Beiträge „Die Schranke muss weg – ein systematischer Einblick in Veränderungsprozesse bei der Implementierung von sektorübergreifender Versorgung – eine qualitative Analyse von Experten-Interviews in fünfzehn psychiatrischen Kliniken“ und „Wenn weniger mehr sein kann – patientenzentrierte Personalbedarfsplanung als Schlüssel für eine erfolgreiche mobile psychiatrische Versorgung – eine qualitative Analyse von Experten-Interviews in fünfzehn psychiatrischen Kliniken“ von Christian Klode, Michael Lingenfelder und Peter Brückner-Bozetti sind bei dem diesjährigen Kongress der Deutschen Gesellschaft für Psychiatrie, Psychotherapie und Nervenheilkunde angenommen worden.

DGP 2018 Congress Invitation

Der Beitrag „Frech kommt weiter“ – zum Einfluss von Geschlecht und Inhalten der Geschlechtsidentität auf Gehaltsverhandlungen: eine experimentelle Befragungsstudie“ von Christian Klode und Janette Rosinski (Universität Marburg) sowie Patrick Kotzur (Universität Osnabrück) ist bei dem diesjährigen Kongress der Deutschen Gesellschaft für Psychologie angenommen worden.

Papers accepted for 2018

Klode, Steinert et al. (2018, online): Zur Rolle organisationaler Variablen bei der Implementierung sektorenübergreifender psychiatrischer Versorgung und stationsäquivalenter Behandlung in Deutschland – ein Literatur- und Theorie-Review, Psychiatrische Praxis, New York/Stuttgart

Klode (erscheint Ende 2018): Mobile psychiatrische Versorgung ohne Psychiater?, Zeitschrift für Führung und Personalmanagement im Gesundheitswesen, Ulm

AOM 2017 Conference Paper Accepted

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AOM 2017 Conference Paper Accepted: Practicing What They Preach? The Scope and Explanation of a Gender Pay Gap in HR Management

According to public opinion, the Gender Pay Gap (GPG) is still present in Western countries, and it is typically considered a result of imperfect HR management. We investigate if professional HR managers ‘walk their talk’, i.e. whether there is a gender pay gap in the HRM profession. An online survey provided data from 1700 HR directors in Germany, with a balanced gender distribution (46% women). The observed wage difference between the genders is 26% without control variables, and 9% when controlling for individual human capital and organizational indicators. A Bayesian decomposition reveals endowment effects (e.g. the influence of education or work experience) and price effects (describing a higher efficiency of endowments) as particularly influential. Women in HR tend to select more public-sector institutions, social organizations, and smaller firms. The remaining wage difference can be attributed to unobserved differences between men and women.

EAM 2016 Conference Invitation

Gender Pay Gap in HR

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EAM 2016 Conference Paper Accepted: Gender Pay Gap in HR – How much is it really, and why?

According to public opinion, the Gender Pay Gap (GPG) is still present in western countries. It is considered a result of imperfect human resource (HR) management, hence, it is of particular interest for HR managers. We investigate if professional HR managers ‚walk their talk‘, i.e. whether there is a gender pay gap in HR management. An online survey provided data from 1700 HR directors in Germany with a balanced gender distribution (46% females). The multivariate model contains human capital, organizational, and activity indicators. Using an Oaxaca/Blinder wage decomposition we can indicate two kinds of effects: First, effects of endowment (e.g. education or work experience), and second, price effects, which describe a higher efficiency of endowments, where the latter can be seen as discrimination impact. We make use of bayesian estimation, which can overcome the drawbacks of frequentist inference, since we can judge estimation effects based on probability distributions rather than only on descriptives. The observed wage difference between the genders is 26% in the bivariate model without control variables, but in the multivariate model – controlling for individual human capital and organizational indicators – the difference is reduced to 9%. The full model explains 59% (adjusted r-squared) of the explained variation in the pay distribution for both genders, all applied indicators showed significant effects. The bayesian decomposition displays a clear certainty in explaining wage variation for endowment effects on both levels. Price effects for the organizational level are slightly uncertain, whereas for the individual level these effects are of undisputed uncertainty. Organizational indicators may operate as endogenous variables, because females tend to select evidentially e.g. public organizations or industries such as social institutions. Accordingly, a mediation analysis revealed that females earn about 4% less while selecting smaller firms. The unexplained part of the wage variation is suspected to account for other reasons, which may be rooted in perceived gender specific differences that work implicit as unobservable discriminatory behavior e.g. in salary negotiations. Gender expert Warren Farrell designates 25 perceived gender differences and concludes (2005, 172), that to „determine the precise gender pay gap by objectively measuring all these overlapping differences would take a genius in economic statistics, so that will have to wait awhile!“.

ANZMAC 2014 Conference Paper Accepted

ANZMAC 2014 Conference Paper Accepted957_379_1395191840anzmac-banner-02

ANZMAC 2014 Conference Paper Accepted: „When Stakeholders Smell a Rat: How Stakeholders’ Corporate Familiarity Moderates the Perception of Reputation and Conflicting Dimensional Effects on Loyalty“

Reputation is one of the most important assets for modern organizations and plays a central role within marketing management. The measurement of ‘reputable’ organizational activities focuses mainly on surveying stakeholder evaluations. Extant empirical studies have dealt with modeling antecedents and consequences of reputation, but few have raised the issue of halo-effects, individual relevance, and especially corporate familiarity. This research suggests that measuring relevance and familiarity needs to be based on at least economic and social indicators using multidimensional models. A survey of five hundred car owners revealed that individual knowledge of economic activities proved to be a strong determinant for the evaluation of reputation and loyalty of a German premium car manufacturer. Concurrently, corporate familiarity with social activities has a positive effect on reputation. However, in conjunction with a positive evaluation of social activity it proved to be a negative influence on loyalty. These results indicate a strategic dilemma for marketing practitioners.

ANZMAC Conference Paper Accepted

Optimierung der Messung von Unternehmensreputation

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Monographie ‚Optimierung der Messung von Unternehmensreputation‘

Reputation ist einer der wichtigsten Vermögenswerte von Unternehmen. Das Management des ‚guten Rufs‘ nimmt eine zentrale Rolle im strategischen Marketing ein. Da Reputation mehrheitlich als eine evaluierende Einschätzung des Ansehens von unternehmerischen Aktivitäten in der Öffentlichkeit verstanden wird, steht die genaue Erfassung der Bewertungen von Stakeholder-Individuen im Fokus von Reputationsmessungen. Empirische Studien haben sich mit den Antezedenzen von Reputation, der eigentlichen Messung von Reputation und den ökonomischen Konsequenzen von Reputation befasst. Nur wenige davon thematisieren das Problem des Halo-Effekts oder der Meinungslosigkeit bei Befragungen zur Reputation, weitergehende empirische Untersuchungen zu diesen speziellen Problemen liegen nicht vor. Unklar ist in diesem Zusammenhang, inwieweit individuelle Prädispositionen wie die Relevanzzuschreibung von zu bewertenden Unternehmensaktivitäten und/oder der individuelle Kenntnisgrad über bestimmte Aktivitäten moderierende Effekte auf die Reputationswahrnehmung und dem daraus resultierenden Grad an Loyalität haben.
Die Analyse einer Online-Befragung von Stakeholder-Individuen eines deutschen Automobilherstellers bestätigte einen deutlichen Ausstrahlungseffekt bei der Reputationsmessung. Die Aktivität ‚Qualität der Produkte und Dienstleistungen’ zeigte dabei die höchste Korrelation mit der Gesamtevaluation. Faktoranalysen ergaben, dass die Messung von Relevanz und Kenntnisgrad nach den Facetten Produkt, Unternehmen und Gesellschaft erfolgen sollte. Aus der mehrdimensionalen Betrachtung der Moderationseffekte resultierte, dass die Messung von Reputation keine Kontrollmessung in Bezug auf die individuelle Präferenz (Relevanz) benötigt. Die Kenntnis wirtschaftlicher Aktivitäten erwies sich als starker Hebel für die Reputationsbewertung und Loyalität. Die Kenntnis gesellschaftlicher Aktivitäten hat ebenfalls einen positiven Effekt auf die Reputationsbewertung. In Kombination mit einer hohen Reputationsbewertung hat ein hoher Kenntnisgrad jedoch einen negativen Einfluss auf die Loyalität. Dies stellt ein strategisches Dilemma für das Management von Reputation dar. Zukünftige Messungen von Reputationseffekten sollten einen Proxy für den individuellen Kenntnisgrad integrieren und mehrdimensional modelliert werden.

Reputation Institute 2013 Conference Paper Accepted

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CONFERENCE PRESENTATION Reputation Institute Conference Barcelona 2013
‚When Engaging in Corporate Social Responsibility Does not Boost Loyalty: An Empirical Investigation into Moderating Effects of Knowledge on Corporate Reputation and Stakeholder Loyalty’Reputation is one of the most important assets for companies in modern media societies. Therefore, reputation management plays a central role within strategic marketing. Because reputation is overwhelmingly understood as an evaluation of public corporate activities, those measuring reputation focus mainly on accurately capturing stakeholder evaluations. Extant empirical studies have dealt with antecedents of reputation, the measurement of reputation per se, and the economic consequences of reputation. Few have raised the issue of halo-effects or lack of opinion within reputation surveys. In this context, it remains unclear to what extent individual predispositions, like the ascription of relevance towards certain corporate activities and/or individual knowledge about certain activities, have moderating effects on perceived reputation and subsequent levels of loyalty.
Results from an online survey conducted with stakeholder individuals of a German premium car manufacturer provide evidence for a strong halo-effect related to the measurement of reputation, and a so-called irradiated ‘Matthew Effect’ through the activity “quality of product and services”. The results further suggest that measuring relevance and knowledge needs to be based on product-, company and society-related indicators using dimensional models. The multidimensional analysis of moderating effects revealed no need to incorporate individual preferences (relevance) as a control when measuring reputation. Individual knowledge of economic activities proved to be a strong determinant for the evaluation of reputation and loyalty. Additionally, knowledge of social activities has a positive effect on reputation. However, in conjunction with a positive evaluation of reputation it proved to be a negative influence on loyalty. These results indicate a strategic dilemma. Future analyses of reputation effects should therefore include a proxy for the degree of individual knowledge and employ multidimensional modelling techniques.

ate Social Responsibility does not boost loyalty