Marius Wehner

Heinrich-Heine-Universität Düsseldorf | HHU · Wirtschaftswissenschaftliche Fakultät

Organizations increasingly implement AI for career development to enhance efficiency. However, there are concerns about employees’ acceptance of AI and the literature on employee acceptance of AI is still in its infancy. To address this research gap, integrating justice theory, we investigate the effects of the deciding entity (human, human and AI,...

Existing research in the entrepreneurial context tends to treat emotions as static phenomena, paying limited attention to the question of how entrepreneurs can actively shape their emotional experiences through emotion management to enhance their well-being and performance. Furthermore, the exploration of how entrepreneurs manage their emotions to...

Crowdfunding has emerged as an attractive financing option for sustainable entrepreneurship, where entrepreneurs must overcome considerable investor uncertainty in light of mixed social, ecological, and economic goals. The rapid emergence of studies on sustainability-oriented crowdfunding yielded a wide variety of theoretical perspectives and an ab...

This meta-analysis examines the reactions of applicants, employees, and human resource (HR) managers to the use of algorithmic decision making (ADM). We analyzed 378 effect sizes from 46 samples (N = 11,699) in 35 studies. Findings demonstrate that the use of ADM is negatively associated with system-related reactions (i.e., justice, affective react...

Social enterprises follow the dual mission of achieving social aims as well as attaining financial sustainability and therefore elude easy categorization into either a non-profit or for-profit organization. Consequently, social enterprises might struggle with their image since external stakeholders (e.g., job applicants and customers) could hold ba...

During a crisis, leaders experiencing fear have to decide whether to reveal or regulate their emotions. Drawing on the emotions as social information (EASI) model and employing an experimental vignette study (n = 159) in the context of a young firm's crisis, we compare employee reactions (i.e., employee affect, job engagement, and affective commitm...

Despite the increasing popularity of AI‐supported selection tools, knowledge about the actions that can be taken by organizations to increase AI acceptance is still in its infancy, even though multiple studies point out that applicants react negatively to the implementation of AI‐supported selection tools. Therefore, this study investigates ways to...

While research on the consequences of organizational commitment to IT has focused on outcomes of interest to shareholders, such as profitability and firm value, recent research has also considered other stakeholders that might benefit from an increased organizational commitment to IT, especially customers. We extend this line of the literature by i...

Crowdlending for sustainable new ventures is situated between traditional investing and charitable giving, thereby attracting non-professional investors with different motivations. However, the current understanding of these different motivations related to crowdlending decisions is limited. Drawing on the theory of basic human values, the present...

Angewandte Forschung in der Wirtschaftsinformatik 2022 Tagungsband zur 35. Jahrestagung des Arbeitskreises Wirtschaftsinformatik an Hochschulen für Angewandte Wissenschaften im deutschsprachigen Raum (AKWI) vom 11.09. bis 13.09.2022, ausgerichtet von der Hochschule für Technik und Wirtschaft Berlin (HTW Berlin) und der Hochschule für Wirtschaft und...

In German education, digitalization is evolving, and the COVID-19 pandemic has accelerated this process due to closed schools and universities. While these external conditions were almost the same for all institutions, they have dealt with remote teaching in different ways and developed various new learning concepts. We conducted 27 interviews with...

Companies increasingly recognize the importance of communicating corporate social responsibility (CSR) including their engagement toward employees, the community, the environment and other stakeholder groups to attract applicants. The positive findings on the effect of CSR on applicants’ reactions are commonly based on the assumption that companies...

Learning analytics (LA) systems are becoming a new source of advice for instructors. Using LA provides new insights into learning behaviours and occurring problems about learners. Educational platforms collect a wide range of data while learners use them, for example, time spent on the platform, passed exams, and completed tasks and provide recomme...

Companies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still li...

Companies increasingly recognize the importance of communicating corporate social responsibility (CSR) including their engagement toward employees, the community, the environment and other stakeholder groups to attract applicants. The positive findings on the effect of CSR on applicants’ reactions are commonly based on the assumption that companies...

Ulrich’s framework of the human resource business partner model (HRBPM) suggests that both the strategic HRM roles (i.e. strategic partner and change agent) and operational HRM roles (i.e. administrative expert and employee champion) jointly add value to an organization. To deepen our understanding of the link between the HRBPM and organizational p...

This chapter examines how cultural and institutional differences within Germanic Europe shape cross-national variation in the approaches of firms to strategic integration of human resource management (HRM) and developmental HRM practices. Despite some cultural and institutional similarities, a comparison of societal cultural practices and instituti...

Algorithmic decision-making is becoming increasingly common as a new source of advice in HR recruitment and HR development. While firms implement algorithmic decision-making to save costs as well as increase efficiency and objectivity, algorithmic decision-making might also lead to the unfair treatment of certain groups of people, implicit discrimi...

This study aims to identify whether algorithmic decision making leads to unfair (i.e., unequal) treatment of certain protected groups in the recruitment context. Firms increasingly implement algorithmic decision making to save costs and increase efficiency. Moreover, algorithmic decision making is considered to be fairer than human decisions due to...

Based on strategic consensus literature and the strategic integration of HRM, this study hypothesizes that HR and line managers' shared views on HR strategic integration (i.e., strategic congruence) lead to beneficial organizational outcomes. Drawing on a dyadic sample of 102 organizations, we examine the strategic congruence of line management (LM...

Firms increasingly implement algorithmic decision-making to save costs and increase efficiency. Concerning the latter, algorithmic decision-making is considered to be fairer than human decisions due to social prejudices. However, the question arises as to the actual fairness of algorithmic decision making. The goal of this study is to identify whet...

Drawing on the information processing perspective, this paper investigates how young adults' attitudes toward entrepreneurship are shaped by their beliefs about the role and activities of entrepreneurs. Our first study (N = 129) reveals that young adults hold a biased set of beliefs. They believe that entrepreneurship affords agentic aspects (e.g.,...

In welchem Umfang werden Persönlichkeitseigenschaften in Stellenanzeigen verwendet, die eher als maskulin wahrgenommen werden? Wir nutzen einen Pool von deutschsprachigen Stellenanzeigen von DAX30-Unternehmen, mittelständischen Unternehmen und des öffentlichen Sektors, in den Bereichen Personalwesen (N=2.086) und Softwareentwicklung (N=1.811). Unte...

Many organizations transfer parts of their recruitment process to external service providers—often referred to as recruitment process outsourcing (RPO)—to save costs and enhance the quality of their recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative rea...

The present paper conceptualizes the interdependence of individual-level experience on organizational-level absorptive capacity (ACAP) to explain organizations’ competitive advantages. Drawing on and expanding the theoretical framework by Zahra and George (2002), we conceptualize a theoretical model for ACAP specifically tailored to the context of...

Purpose – The purpose of this study is to examine whether controllers are willing to and/or general managers are expecting them to act as business partners and, hence, to analyze the related consequences from a manager’s point of view. Design/methodology/approach – This study is based on a dyadic data set gathered from 112 German head controllers...

The impact of national culture on organizational practices is often discussed by researchers. To contribute to the discussion, this paper examines the relationship between national culture and organizational communication practices. In particular, we investigate the impact of power distance, uncertainty avoidance, humane orientation, and assertiven...

Research undertaken by Cranet has shown that HR management is typically awarded an only second-rank position in the various functions of business management. Although this phenomenon can be observed worldwide, the situation is particularly striking in Germany (Kabst & Giardini, 2006; Weber & Kabst, 2002).

Seitdem Ulrich (Human resource champions: the next agenda for adding value and delivering results, Boston, Harvard Business School Press, 1997) das Rollenverständnis eines strategisch handelnden Personalverantwortlichen neu geprägt hat, wird das Konzept des HR Business Partners weitreichend und zugleich kontrovers in Wissenschaft und Praxis diskuti...

This study examines how successive outsourcing of recruitment activities to an external provider—also known as recruitment process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject...

The “Cranfield Project on International Strategic Human Resource Management” (Cranet) is an international research network which regularly conducts a survey of human resource management (HRM) issues in more than 40 countries. As a result, Cranet provides rich data on the institutionalization, practices, and organizational characteristics of HRM. Wh...

Aus früheren Untersuchungen des Cranet1 ist hinlänglich bekannt, dass dem Personalmanagement im Reigen der betrieblichen Funktionen zumeist eine eher untergeordnete Bedeutung zuteil wird. Dies ist zweifelsohne ein internationales Phänomen; es ist aber gerade in Deutschland besonders augenfällig (Weber & Kabst, 2002; Kabst & Giardini, 2006).