Arbeiten 4.0 — Folgen der Digitalisierung für die Arbeitswelt

Digitalisation will not only lead to the disappearance of jobs, the creation of new jobs and changing skill requirements in many existing jobs. It also leads to fundamental challenges for existing qualification systems as well as labour law and labour relations. New digital technologies pervasively change the content and organisation of work. They may have an impact on the actual weekly working time hours and the adoption of self-managed working time systems. The consequences, however, may differ for each worker. Accordingly, economic and policy conclusions cannot be derived for the labour market as a whole. Workers‘qualifications need not only to be adapted to changing occupational tasks. Work intensification and increasing communication flows have to be addressed as well. Furthermore, adequate human resources policies can foster the proper use of new flexible work arrangements. Crowdworking as a specific form of flexible work, however, has to be primarily integrated in existing labour legislation. That is one opinion, another author considers the forecasts doomsday prophecies that call for political action or amending the regulative framework. And he suggests that the characteristics of the digital transformation of work may mainly be firm-specific. In a social-scientific perspective there is no deterministic relationship between technology and work but the development of work has to be regarded as a strategic and political design project.     

Product Hierarchy and Brand Strategy Influences on the Order of Entry Effect for Consumer Packaged Goods

Manufacturers focus on becoming more agile, software firms deploy rapid application development tools—everyone is in a hurry. Although we all understand the benefits of being first to market, we understand just as clearly that not all first-to-market products enjoy the same, sustainable benefits from being market pioneers. Why do some pioneering products experience a more significant order-of-entry effect than others? Roger A. Kerin, Gurumurthy Kalyanaram, and Daniel J. Howard examine two factors–product hierarchy and brand strategy—which may influence the magnitude of this effect for new consumer packaged goods. First, they hypothesize that pioneering a new product class offers a greater advantage than introducing a new form to an existing product class. Second, they predict that the order-of-entry effect will be greater for brand extensions than for entirely new brands. Finally, considering both product hierarchy and brand strategy, they expect that the order-of-entry advantage for brand extensions over new brands will be significantly greater within new product classes than for new forms of existing products. These hypotheses are tested using data from the Information Resources, Inc. Behaviorscan° data set. Collected from 2,500 household panel members, 75 supermarkets, and 25 drugstores, this database contains weekly measures of brand trial penetration as well as brand distribution, price, and promotion information in eight geographic markets from the period 1983–1988. The models developed in this study explore the relationships among brand trial penetration, product hierarchy, brand strategy, order of entry, lag time between successive brand entrants, and marketing mix variables (i.e., price, promotion, distribution, and advertising). The study strongly supports all three hypotheses. In particular, the analysis clearly demonstrates that the order-of-entry effect is greatest for a new product class pioneered by a brand extension. Order of entry has the least effect on a new product form pioneered by an entirely new brand. For a company seeking a competitive advantage from being first to market, innovation in product function offers greater potential benefit than innovation in product form. Such a company can also benefit from building on the name and reputation of its established brands. Although the study finds these order-of-entry effects significant, the effects of marketing mix variables such as product price and promotion are consistently stronger.     

Re-exploring the relationship between flexibility and the external environment

The organizational structure literature has long posited that increases in uncertainty should lead to organic (adaptable) structures [T. Burnes, G.M. Stalker, The Management of Innovation, Tavistock Publications, London, 1961]. Similarly, the operations management literature has focused on the importance of flexibility as a competitive weapon [e.g., [De Meyer et al., 1989] Strategic Manage. J. 10 (1989) 135], and as a response to environmental uncertainty [Manage. Sci. 33 (1987) 509; Manage. Sci. 39 (1993) 395]. However, our recent attempts to empirically validate a relationship between environmental uncertainty and operational flexibility in manufacturing plants have failed to show a significant relationship [J. Operations Manage. 3 (1999) 307]. The present research attempts to rectify these contradictory findings by replicating and extending the works of [Manage. Sci. 33 (1987) 509] as well as [J. Operations Manage. 3 (1999) 307]. The results find no support for the proposition that firms that respond to increased uncertainty with increased flexibility will experience increased performance.     

INDIVIDUAL MODERATORS OF THE TASK DESIGN, JOB ATTITUDE RELATIONSHIP: A NOTE ON MEASUREMENT

Many job design studies incorporate a direct measure of individual differences to test the contingency hypothesis of Hulin and Blood. This study examines two basic approaches to the measurement of potential moderators of the relationship between job design and job satisfaction. One method involved independent determination of a work value system, and predicted job satisfaction of subjects in an experimental study on job enlargement. The second method, strength of higher order needs, did not yield the same results as did the first. This difference shows that choice of an operational definition of individual differences affects research findings. For purposes of personnel selection or placement, the work values approach (method one) appears to be more useful than the need strength measure (method two).     

Personality Types and Career Patterns: Some Empirical Evidence on Holland's Model

Using John Holland's theory of career development, the paper tests nine hypotheses about the role of personality type in individuals' career choices, career mobility, and career satisfaction. Data were collected from 964 accountants on the impact that personality type has on the following dependent variables: entry into the occupation; satisfaction with vocational choice; job satisfaction; professional commitment; opportunities to develop friendships at work; co-operation with co-workers; tenure in the profession; and intention to change professions. The data suggest that personality type is significantly related to job satisfaction, satisfaction with vocational choice, and professional commitment but has much less impact on entry into the occupation, opportunities to develop friendships at work, co-operation with co-workers, tenure in the profession, and intentions to change professions. Résumé En utilisant la théorie de John Holland sur les plans de carrière, cette étude examine neuf hypothèses relatives au rǒle de la personnalité dans le choix de carrière de l'individu, sa mobilité professionnelle, et sa satisfaction au travail. Les données furent recueillies auprès de 964 comptables pour étudier l'impact du type de personnalité sur les variables dépendantes suivantes: entrée dans la profession: degré de satisfaction du choix de carrière; possibilités de faire des nouvelles amitiés au travail: coopération avec les collègues; permanence; intention de changer de profession. Les données indiquent que le type de personnalité est étroitement lié au degré de satisfaction professionnelle, à la satisfaction quant au choix de carrière, et au dévouement professionnel mais a beaucoup moins d'impact sur le choix de carrière, les nouvelles amitiés développées au travail, la coopération avec les collègues, la permanence, et l'intention de changer de profession.     

University spillovers and new business location in high-technology sectors: Spanish evidence

This paper examines the relationship between knowledge spillovers from universities and new business location in high-technology sectors. We focus on the contribution to new business formation through spillovers stemming from three main university outputs: knowledge-based graduates, research activities, and technological knowledge. We construct a new dataset with information on 604 companies and 63 universities in Spain and group the data across 36 geographical areas from 2001 to 2004 (144 observations). After controlling for several traditional cost factors and agglomeration characteristics, we find that university spillovers are relevant in explaining the location of new businesses in high-technology sectors in Spain. Further, our analysis draws attention to the relevance of graduates as the main source of spillovers, while research activities and university technology do not have significant effects.     

New Orders of Durable Goods Don't Forecast Shipments

Despite current media reporting that assumes new orders for durable goods (NDOG) are an indicator of future economic activity, the new orders series does not improve forecasts of durable goods shipments. This result is true for both aggregate and industry-level measures of new orders, using several econometric techniques. New orders may have been a more useful measure of future shipments in the 1960s than today. This failure may be caused by changes in manufacturing methods. In addition, the structure of the economy may have made new orders less relevant. Also, the new orders series may suffer from measurement problems. Moreover, parameter uncertainty and instability may overwhelm any available information in the new orders series. Analysts should consider reducing the emphasis placed on NDOG as a measure of future economic activity.