Aktuelle Publikationen

It has been postulated that the violent behavior that characterizes armed conflict is reinforced by the possibility of receiving rewards. The present study examined the potential influence of two types of rewards in an ongoing setting of conflict: extrinsic and intrinsic rewards. Former combatants active in the Democratic Republic of the Congo (N = 198) were interviewed and questioned about the way they were recruited, the offenses they committed during combat, their level of perceived intrinsic rewards (i.e., appetitive perception of violence), and the number of received extrinsic rewards during their time in the armed group (e.g., money, extra food, alcohol, or drugs). A moderated multiple regression analysis showed that the number of received extrinsic rewards and the level of intrinsic rewards were significantly positively related to the number of different types of offenses committed. In contrast to our expectations and previous findings, the recruitment type (forced conscription vs. voluntary enlistment) did not moderate this relation. Our findings suggest that both types of rewards play a role in committing violence during combat. We suggest, therefore, that reintegration programs should not only consider the influence of extrinsic rewards, but also need to address the influence of intrinsic rewards to counter violent behavior among former combatants.

Although the welfare state is a core theme in most national elections in Western democracies, surprisingly little attention has been paid to the causes of welfare state pledge-breaking. This article presents an argument that explains when governments do not do what they promised and tests it using an innovative research design with data covering four decades and 18 countries. The argument is able to account for several important but, until now, undescribed phenomena. First, nowadays, governments, on average, deliver less welfare than they promised, whereas in the 1970s they used to deliver more than promised. Second, the pledge-breaking of governments has become highly dependent on the parliamentary opposition’s position on the welfare issue. When the opposition favours fiscal and economic responsibility, governments’ tendency to deliver less welfare than promised is amplifed. In contrast, when the opposition emphasises the positive benets of generous welfare, such as equality and social justice, governments become more prone to keep their promises. Third, this conditional effect of the opposition is a recent occurrence that only emerged after the number of potential swing voters increased as class-based voting gradually declined from the 1970s onwards.Although the welfare state is a core theme in most national elections in Western democracies, surprisingly little attention has been paid to the causes of welfare state pledge‐breaking. This article presents an argument that explains when governments do not do what they promised and tests it using an innovative research design with data covering four decades and 18 countries. The argument is able to account for several important but, until now, undescribed phenomena. First, nowadays, governments, on average, deliver less welfare than they promised, whereas in the 1970s they used to deliver more than promised. Second, the pledge‐breaking of governments has become highly dependent on the parliamentary opposition's position on the welfare issue. When the opposition favours fiscal and economic responsibility, governments’ tendency to deliver less welfare than promised is amplified. In contrast, when the opposition emphasises the positive benefits of generous welfare, such as equality and social justice, governments become more prone to keep their promises. Third, this conditional effect of the opposition is a recent occurrence that only emerged after the number of potential swing voters increased as class‐based voting gradually declined from the 1970s onwards.

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Does the opportunity to deliver visual instead of verbal stimuli of political knowledge to respondents in web-based surveys make a difference in terms of data quality? For instance, does the presentation of visual knowledge items reduce cheating, that is, looking up the answer via the Web? And do visual and verbal stimuli capture the same underlying construct? To test whether the use of visuals to measure political knowledge effectively makes a difference, we administer a question form experiment in an online survey of the German Longitudinal Election Study. Respondents are randomly assigned to one of two question formats—visual or verbal—and are asked to solve a set of eight questions on political leaders and their offices. The instruments are validated based on nonparametric item response theory and analyses of response latency. While there is no clear evidence for cheating behavior under either of the conditions, both instruments form strong knowledge scales. Results from a regression analysis indicate that the scales provide measures of closely related but not identical concepts.

Purpose

The goal of our study was to scrutinize the psychological processes that occur in individuals when developing identification with a highly diverse team.

Design/Methodology/Approach

A qualitative, theory-generating approach following the principles of grounded theory was chosen as research design. Data were obtained from 63 personal interviews with members of seven UN peacebuilding teams in Liberia and Haiti. These teams were particularly well suited for analyzing the dynamics of identification processes as they constitute extreme cases with respect to team members’ identity diversity.

Findings

Our analysis reveals four different processes that occur as individuals develop team identification (TI): enacting a salient identity, sensemaking about team experience, evaluating collective team outcomes, and converging identity.

Implications

We can show that team members engage in both individual- and collective-directed sensemaking processes during TI development, thereby using internal (i.e., other team members) and external points of reference (i.e., team-external actors) for ingroup/outgroup comparisons. Moreover, our study reveals different modes of identity convergence (i.e., active, reactive, and withdrawal) which are associated with different types of TI (i.e., deep-structured TI, situated TI, and disidentification).

Originality/Value

Although team members’ identification with their workgroup has long been considered important for effective team functioning, knowledge about its development has remained limited and largely without empirical footing from a real-world team context. Our study represents the first empirical attempt to inductively identify the processes that occur in individuals as they develop TI.

Despite high institutional hurdles for constitutional change, one observes surprisingly many EU treaty revisions. This article takes up the questions of what determines whether a treaty provision is successfully changed and why provisions are renegotiated at subsequent Intergovernmental Conferences. The article presents an institutionalist theory explaining success and renegotiation and tests the theory using all core institutional provisions by means of Qualitative Comparative Analysis. The causal analysis shows that low conflict potential of an issue is sufficient for successfully changing the treaties. Furthermore, high conflict potential of an issue and its fundamental change are sufficient for it to be renegotiated.

Differentiated integration in the European Union (EU) has been primarily discussed and analysed at the treaty level, whereas lack of systematic data has hampered the examination of secondary-law or legislative differentiation. We present a new data set of differentiation in EU legislation from 1958 to 2012, a descriptive analysis and a comparison of the patterns of primary- and secondary-law differentiation across time, member states and policies. We find that differentiation facilitating the accession of new members and constitutional differentiation accommodating the opposition against the integration of core state powers drive both primary- and secondary-law differentiation. In addition, we find complementarity between differentiation in treaty law and secondary legislation depending on the availability and salience of differentiation opportunities.

Extensive research suggests that political factors bias the domestic allocation of the European Structural and Investment Funds (SIF) in ways that may not be in line with EU goals. This article offers the first systematic and comparative analysis of the role of electoral institutions in shaping county-level allocations of SIF. Drawing on theories of distributive politics and federalism, this article argues that electoral institutions provide politicians in the executive branch of national government with incentives to use at least a part of the SIF to buy votes in NUTS 3-level counties, whereby vote-buying is more common under majority voting than under proportional representation. The results of a statistical analysis of SIF allocations across 202 Italian and French NUTS 3-level counties during 2007–13 confirm this argument. The article concludes by discussing the findings and their implications for future research on EU budgetary implementation and cohesion policy.

Dieser Beitrag der Zeitschrift „Gruppe. Organisation. Interaktion. (GIO)“ analysiert aus theoretischer und empirischer Sicht die Ergebnisse der internationalen Forschung zur Rolle von Führung in heterogen zusammengesetzten Teams.
Praktiker/-innen erhoffen sich von einer solchen „Diversity“ zumeist positive Auswirkungen auf die Teamleistung, während die Forschung neben positiven Effekten auch negative Wirkungen nachweisen kann. Die Realisierung positiver Diversity-Effekte scheint dabei hauptsächlich von den jeweiligen Rahmenbedingungen abhängig zu sein, wobei insbesondere Führungskräften in Teams eine zentrale Rolle zugeschrieben wird. Unsere Analyse zeigt, dass die etablierten Führungsstile (transformationale Führung und beziehungsorientierte Führungsstile) zwar grundsätzlich zum Erfolg heterogener Teams beitragen können, allerdings dann besonders effektiv sind, wenn die Führungskräfte die einzelnen Teammitglieder zusätzlich als Individuen wahrnehmen und ihren Führungsstil speziell auf das jeweils kritische Diversity-Merkmal abstimmen. Diese Befunde bilden die Grundlage für Praxis-Empfehlungen zur Führung heterogener Teams und liefern Hinweise darauf, wie diversitybezogene Führungskompetenzen in Unternehmen gezielt gefördert werden können.

There is a consensus that transnational soft governance has unleashed the forces of change in higher education. However, individual national HE systems are still anchored in country-specific regulatory regimes, which reflect national-historical, institutional, and cultural developments. Against this background, three crucial questions guide our study: How does the state react to transnational pressures for change? How is transnationally inspired policy change ‘digested’ by the preexisting country-specific governance structures? And to what extent have national HE systems converged on a common governance model? To address these questions, we conduct a multi-level comparative analysis of developments in Germany, France, and Italy. We first break down the concept of higher education governance into sub-dimensions and derive concrete policy indicators for three historically embedded governance ideal types. Drawing on historical institutionalism and institutional isomorphism, we explore how historical legacies and transnational communication have impacted policy pathways over the past 30 years. We graphically illustrate the policy trajectories using our ‘governance triangles’, which encompass the balance of power between multiple actors, including the state and universities, university management and the academic profession, and external stakeholders.

This article comparatively examines the higher education reform pathways of France and Italy. Using a scheme of empirical indicators, I focus on the divergent and convergent developments in these two countries, which played a pioneering role in the Europeanization of higher education. While France has consistently moved closer to a market-oriented model, legacies of academic self-rule were initially strengthened in Italy, before recent reforms aimed to crack down on academic power abuses. To explain these policy pathways, I pursue a dual theoretical argument by linking institutional isomorphism with historical institutionalism.

An important area for human resource development (HRD) research is the interrelated nature of different types of workplace learning. In our research, we studied feedback-seeking and reflection as informal, proactive learning behaviors in the transfer of formal training in the context of global leadership development programs. Thus, we add to our knowledge about how learners can transfer and extend formal training into informal workplace learning. In a partially mixed-method field investigation, we first explored triggers and characteristics, as well as the outcomes of feedback-seeking and reflection. Second, we investigated their predictive and mutually reinforcing effect on transfer of training. Integrated results from a qualitative interview study (Study 1, n = 15) and a quantitative survey study (Study 2, n = 60, comprising n = 15 participants from Study 1 and n = 45 additional participants) support the hypotheses that feedback-seeking and reflection are both relevant facilitators of transfer of training. In addition, Study 2 reveals that transfer of training was highest when both feedback-seeking and reflection were high, supporting our interaction hypothesis. This research extends the understanding of the importance of informal learning activities following formal training. Based on our results, we advocate that learners in their posttraining phase be engaged in both feedback-seeking and reflection to enhance their transfer of training. Further implications for human resource development research and practice are discussed.

This study integrates recent advances in interdependence theory with the literature on commitment-based HR practices. New research on interdependence theory suggests that differences, or asymmetries, in task dependence among organisational members can cause interests to diverge. Prior research has shown that this can negatively affect interpersonal relations, individual outcomes and team processes. However, these insights gained on the dyadic, individual and team levels of analysis have not yet been explored at the organisational level and, until now, no research had yet connected these advances in interdependence theory to the field of HRM research. Hence, the current study investigates (a) whether asymmetries in task dependence do (or do not) matter at the organisational level and affect organisational effectiveness, (b) why this relationship may work by assessing a key mediator, namely, trust climate and (c) if and how these relationships can be altered by commitment-based HR practices. Our moderated-mediation model was tested and fully supported by a multi-source data set of 8,390 employees from 67 organisations.