Category Archives: General

HSU-Doktorandenweiterbildung 2017: Necessary Condition Analysis (NCA) – A novel view on causality and on empirical data analysis

Institution: Erasmus University, Rotterdam/Helmut-Schmidt-University Hamburg

Lecturers:
Jan Dul, Rotterdam School of Management, Erasmus University
Sven Hauff, Helmut Schmidt University

Date: 12.10.2017 – 10 a.m. to 15 p.m.

Place: Hamburg Business School, Hamburg University

Room: tba

Language of instruction: English

Registration: You can register for the course until 05.10.17 by email to Sven Hauff (hauff@hsu-hh.de)

Contents:

What is NCA?
NCA is a novel, user-friendly methodological approach, recently published in Organizational Research Methods that understands cause-effect relations as “necessary but not sufficient” (not as additive logic used in regression). A necessary condition implies that without the right level of the condition a certain effect cannot occur. This is independent of other causes, thus the necessary condition can be a bottleneck, critical factor, constraint, disqualifier, etc. In practice, the right level of necessary condition must be put and kept in place to avoid guaranteed failure. Other causes cannot compensate for this factor. Thus NCA provides a novel view on causality and on empirical data analysis.

Whom is NCA for?
NCA is applicable to any discipline, and can provide strong results even when other analyses such as regression analysis show no or weak effects. By adding a different logic and data analysis approach, NCA adds both rigor and relevance to your theory, data analysis, and publications. NCA does not require advanced statistical or methodological knowledge beforehand. It can be used in both quantitative research as well as in qualitative research. You can become one of the first users of NCA in your field, which makes your publication(s) extra attractive.

What will be discussed in the seminar?
The seminar consists of two parts:

  1. In the first part (1-2 hours) we will discuss the method and its applications in different management fields. We will explain the differences between necessity logic and traditional additive logic and describe the relevance of necessary conditions for theory and practice.
  2. Immediately afterwards, in the second part (1-3 hours depending on the number of participants) we will discuss the method in more detail. In particular we will focus on the participants’ research areas and datasets. We will also demonstrate how to use the NCA software to identify/test potential necessary conditions in empirical data sets. Participants who are interested in a demonstration of the method on their dataset can bring their dataset on a USB drive (e.g., excel.csv file) or perform an NCA analysis on their own computer.

More information:

  • erim.nl/nca
  • Dul, J. (2016) Necessary Condition Analysis (NCA): Logic and methodology of “necessary but not sufficient” causality, Organizational Research Methods, 19(1), 10-52.

Management Revue – Socio-Economic Studies – Special Edition: Human Resources, Labour Relations and Organizations. A European Perspective

Special Edition
management revue – Socio-Economic Studies

Human Resources, Labour Relations and Organizations – A European Perspective
http://www.nomos-shop.de/29502

Contents
Wenzel Matiaske & Simon Fietze
Introduction

Wolfgang Mayrhofer, Chris Brewster
European Human Resource Management: Researching Developments over Time

Paul Boselie
A Balanced Approach to Understanding the Shaping of Human Resource Management in Organisations

Erik Poutsma, Paul E. M. Ligthart, Roel Schouteten
Employee Share Schemes in Europe. The Influence of US Multinationals

Ingo Singe, Richard Croucher
US Multi-Nationals and the German Industrial Relations System

Walther Müller-Jentsch
Trade Unions in a Civilized Market Economy

Stefan Kirchner
Embedded Flexibility Strategies and Diversity within National Institutional Frameworks: How many Flexibility Profiles are in the German Model?

Dudo von Eckardstein, Stefan Konlechner
Employer Behavior: Human Resource Management Research and Teaching in Germany and Austria

Wenzel Matiaske
Pourquoi pas? Rational Choice as a Basic Theory of HRM

Jörg Freiling
RBV and the Road to the Control of External Organizations

Werner Nienhüser
Resource Dependence Theory – How Well Does It Explain Behavior of Organizations?

Kirsten Foss, Nicolai J. Foss
The Next Step in the Evolution of the RBV: Integration with Transaction Cost Economics

Reminder: 11th International Research Workshop – Methods for PhD (10 – 15 September 2017)

We still have some vacancies! Check our website for further information: http://www.phd-network.eu/irws/registration/

11th International Research Workshop – Methods for Ph
10–15 September 2017
Akademie Sankelmark, Flensburg (Germany)
University of Southern Denmark, Kolding (Denmark)

PROGRAMME
PARALLEL MORNING SESSION 1 (11 – 13 September 2017@Akademie Sankelmark)

PARALLEL AFTERNOON SESSION 2 (11 – 13 September 2017@Akademie Sankelmark)

PARALLEL SESSION 3 (14 September 2017@SDU Kolding)

WORKSHOP COMMITTEE:

  • Wenzel Matiaske, Helmut-Schmidt-University
  • Simon Fietze, University of Southern Denmark
  • Heiko Stüber, Institute for Employment Research

FEES & REFUGEE SCHOLARSHIPS

469 Euro (with accommodation and meals)
299 Euro (without accommodation, lunch and dinner are included)

We are offering up to three funded scholarships to support refugee postgraduate students from Germany. Full details including eligibility criteria and how to apply for a scholarship can be found on the workshop website.

It is possible to get a certificate on 5 credit points (according to the European Credit Transfer System).

CONTACT & REGISTRATION

For any questions don’t hesitate to contact the workshop committee (irwsnetwork@gmail.com).
Please register for the workshop on the workshop website.

ORGANIZERS

  • Helmut-Schmidt-University/University of the FAF Hamburg, Faculty of Economics and Social Sciences
  • Institute for Employment Research (IAB), The Research Institute of the Federal Employment Agency in Nuremberg
  • University of Southern Denmark, Department of Entrepreneurship and Relationship Management
  • Akademie Sankelmark im Deutschen Grenzverein e.V.
SUPPORTERS
  • University of Southern Denmark, Department of Environmental and Business Economics
  • Europa-Universität Flensburg
  • University of Hamburg, Faculty of Economics and Social Sciences
  • University of Hamburg, School of Business
  • Leuphana University Lüneburg, Faculty of Economics
  • Werkstatt für Personal- und Organisationsforschung e.V.
  • German Socio-Economic Panel Study (SOEP) at the DIW Berlin
  • Hans-Boeckler-Foundation

MREV – Call for Papers: Corporate responsibility: In the dilemma between trust and fake?

Guest Editors:
Simon Fietze, University of Southern Denmark
Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg (Germany)
Roland Menges, Technical University Clausthal (Germany)

Special Issue

Trust is the currency that creates markets. This is knowledge of the merchants at the latest since modern markets have emerged along the medieval trade routes. Quality and reliability in the business are also building blocks of trust and the assumption of responsibility for the social and ecological consequences of entrepreneurial activity. Whether the latter should be integrated into social and legal relations and norms in the form of voluntary corporate responsibility, has been the subject of economic discussion since the beginnings of the discipline and since the separation of the spheres of economic and moral action in the Scottish moral economy.

Over the past decades, both supra-national organisations such as the UN and the EU have been focusing on soft law – from the global compact through the AA1000 to the Green Paper of the EU Commission – as well as the national states, to promote social and environmental responsibility for companies in the age of globalisation. These initiatives have led to lively activities and debates both in the business world and in different scientific disciplines. For companies, it has now become a “fashion” to campaign social and ecological responsibility using the concept of “Corporate Social Responsibility”. This commitment has meanwhile led to the fact that CSR activities should partly contribute to value creation instead of aligning them with corporate objectives and values. Such a development leads to the loss of trust and the assumption of responsibility becomes a “fake”.

Against this backdrop, some of the social and economic observers remained sceptical, advocating tougher legal norms or fiscal implications. Finally, lawyers pointed out that (successful) standardisations often develop not only from the “top” but also from the “bottom”, i.e. they emerge from the action routines of the economic actors as emergent effects. However, not only the recent scandals – from the ENRON case to the VW case – raise questions about the effectiveness of co-operative self-commitment as well as external control.

Moreover, corporate responsibility is related to the concept of consumer responsibility. Whereas market-optimists believe that reliable changes in consumption patterns rely on responsible individual action, more market-skeptics warn of a counterproductive “privatisation of sustainability”.

In this light, this special issue will be on theoretical and empirical contributions to the topic “Corporate responsibility: In the dilemma between trust and fake?” from economic, sociological, (economic) historical and legal perspectives. Possible topics are:

  • Economic and history of ideas cases and questions of corporate responsibility
  • The “pseudo” corporate responsibility
  • Organisational and sociological theories and findings on corporate responsibility
  • Theory and empiricism of the audit
  • Theoretical and empirical studies on consumer responsibility
  • Criminal law considerations for corporate actors
  • Institutional factors of corporate responsibility
  • The trust of social entrepreneurship

This is not an exhaustive list.

Deadline
Full paper for this special issue of management revue must be submitted by September 30th, 2017. All contributions will be subject to a double-blind review. Papers invited to a ‘revise and resubmit’ are due January 31st, 2018. Please submit your papers electronically via the online submission system using ‘SI Corporate Responsibility’ as article section.

Hoping to hear from you!
Simon Fietze
Wenzel Matiaske
Roland Menges

Management Revue – Socio-Economic Studies – Vol. 28, No. 2

2nd Issue 2017
Management Revue – Socio-Economic Studies, Volume 28

Open Issue

Contents

Gerd Grözinger, Marlene Langholz-Kaiser & Doreen Richter
Regional Innovation and Diversity: Effects of Cultural Diversity, Milieu Affiliation and Qualification Levels on Regional Patent Outputs

Mareike Adler & Anna K. Koch
Expanding the Job Demands-Resources Model to Classify Innovation-Predicting Working Conditions

Stefan Gröschl & Patricia Gabaldon
Leading Resistance to Doing Business as Usual

Albert Martin & Wenzel Matiaske
Absenteeism as a Reaction to Harmful Behavior in the Workplace from a Stress Theory Point of View

Wenzel Matiaske
Introduction: Echoes of an Era – A Century of Organisational Studies

Søren Voxted
100 years of Henri Fayol

Call for Papers

Entrepreneurship and Managerialization in SMEs and family firms
Submission deadline: 31 July 2017

Corporate responsibility: In the dilemma between trust and fake?
Submission deadline: 30 September 2017

Echoes of an Era – A Century of Organisational Studies
Submission deadline: 31 December 2017

Forthcoming Issues

Digital Working Life
Guest Editors: Mikael Ottoson & Calle Rosengren (Lund University, Sweden), Doris Holtmann & Wenzel Matiaske (Helmut-Schmidt-University, Hamburg, Germany)

MREV – Call for Papers: Echoes of an Era – A Century of Organisational Studies

Managing Editor:
Wenzel Matiaske, Helmut-Schmidt-University Hamburg (Germany)

Hundred years ago, Henri Fayols “Administration Industrielle et Générale”, a milestone in the history of organisational thought, was published. This centenary motivates the editors of the management revue to launch a stream on the history of organisational studies. In the forthcoming volumes, and rather on an infrequent basis, we would like to publish contributions which not only introduce the reader to one or several, interrelated seminal works of organisational theory but also provide accompanying commentaries and an analysis of their history of effects.

The reason for this format is, given our discipline’s forgetfulness of history, to provide orientation, which not only serves teaching and young management scholars. While reference to classic thought contributes to scientific advancement in other fields of the social sciences, in our field some research issues are being addressed repeatedly – without putting the associated arguments and findings in an adequate historical context. In this respect, addressing the history of thought should be understood as a contribution to the advancement of management research.

We would like to avoid a strict delimitation of the era being addressed. Contributions on contemporaries of Fayol like Frederik Winston Taylor, Frank B. and Lillian Gilbreth or Henry L. Gantt und Karol Adamiecki are as welcome as contributions are on Fayol’s predecessors or successors. By no means we are exclusively committed to the “engineers of the organisation”; economists, legal scholars and particularly the labour science community and psychologists should also be given due attention. A temporal upper boundary shall nevertheless be the 1970s, when, most notably induced by Alfred D. Chandler, strategic management and the reflection on it started to thrive.

This stream will be open to submissions until the end of 2017 in the first place. It will be maintained and edited by Wenzel Matiaske (Helmut-Schmidt-University Hamburg, Germany). Submissions shall accord with the formatting guidelines of the management revue. Please submit your manuscripts electronically via our online submission system using “Stream Echoes of an Era” as article section.

Looking forward to your contribution!
Wenzel Matiaske

 

Universität Hamburg: Zwei wissenschaftliche Mitarbeiter/innen (Strategisches Management)

Fakultät/Fachbereich: Betriebswirtschaft
Seminar/Institut: Lehrstuhl für Strategisches Management (Prof. Dr. Nicola Berg)

Ab dem 01. Juli 2017 (oder nach Vereinbarung) sind zwei Stellen einer/eines wissenschaftlichen Mitarbeiterin/Mitarbeiters gemäß § 28 Abs. 1 HmbHG* zu besetzen.

Die Vergütung erfolgt nach der Entgeltgruppe 13 TV-L. Die wöchentliche Arbeitszeit entspricht 75% der regelmäßigen wöchentlichen Arbeitszeit.**

Die Befristung erfolgt auf der Grundlage von § 2 Wissenschaftszeitvertragsgesetz. Die Befris-tung ist vorgesehen für die Dauer von zunächst drei Jahren.

Die Universität strebt die Erhöhung des Anteils von Frauen am wissenschaftlichen Personal an und fordert deshalb qualifizierte Frauen nachdrücklich auf, sich zu bewerben. Frauen werden im Sinne des Hamburgischen Gleichstellungsgesetzes bei gleichwertiger Qualifikation vorrangig berücksichtigt.

Aufgaben:
Zu den Aufgaben einer wissenschaftlichen Mitarbeiterin/eines wissenschaftlichen Mitarbeiters gehören wissenschaftliche Dienstleistungen vorranging in der Forschung und der Lehre. Es besteht Gelegenheit zur wissenschaftlichen Weiterbildung, insbesondere zur Anfertigung einer Dissertation, hierfür steht mindestens ein Drittel der jeweiligen Arbeitszeit zur Verfügung.

Aufgabengebiet:
Das Aufgabengebiet dieser Stelle umfasst die Mitwirkung an Lehrveranstaltungen im Umfang von 3 Semesterwochenstunden bei 0,75% der regulären Arbeitszeit, die Planung und Durchführung von Forschungsprojekten, die Mitarbeit an Publikationen und die Kooperation mit Partnern aus der Wirtschaft. Geboten werden anspruchsvolle Forschungsarbeiten in einem engagierten Team sowie eine systematische Betreuung Ihres Dissertationsvorhabens.

Einstellungsvoraussetzungen:
Abschluss eines den Aufgaben entsprechenden Hochschulstudiums. Erwartet wird ein Hochschulstudium im Fach Betriebswirtschaftslehre mit einer Vertiefung in den Studienfächern Internationales Management, Strategisches Management oder Personalmanagement. Als Person weisen Sie Teamgeist, Internationalität, Praxiserfahrung und Erfahrungen in theoriegeleiteter-empirischer Forschung auf.

Schwerbehinderte haben Vorrang vor gesetzlich nicht bevorrechtigten Bewerberinnen/Bewerbern bei gleicher Eignung, Befähigung und fachlicher Leistung.

Für nähere Informationen wenden Sie sich bitte an Frau Prof. Dr. Nicola Berg (nicola.berg@uni-hamburg.de) oder schauen Sie im Internet unter http://www.bwl.uni-hamburg.de/de/stman nach.

Bitte senden Sie Ihre Bewerbung mit den üblichen Unterlagen (Bewerbungsschreiben, tabella-rischer Lebenslauf, Hochschulabschluss) bis Montag, 01. Oktober 2017 an:
Prof. Dr. Nicola Berg
Universität Hamburg
Fakultät für Betriebswirtschaft
Lehrstuhl für Strategisches Management
Von-Melle-Park 5
D-20146 Hamburg.

* Hamburgisches Hochschulgesetz
** die regelmäßige wöchentliche Arbeitszeit beträgt derzeit 39 Stunden

Weitere Informationen

MREV/EURAM – Call for Papers: Entrepreneurship and Managerialization in SMEs and family firms

Guest Editors:
Paola Vola, University of Eastern Piedmont, Novara, Italy
Sylvia Rohlfer, CUNEF, Madrid, Spain
Lucrezia Songini, University of Eastern Piedmont, Novara, Italy

The competitive landscape of the twenty-first century is dynamic, highlighting the need for organizations to be entrepreneurial. Thus, a scientific dialogue on entrepreneurial orientation and spirit in family businesses and SMEs has emerged as a relevant topic. However, the capacity to conjugate entrepreneurial spirit of family businesses and smaller enterprises with the managerialization of the organizational structure and mechanisms as well as the professionalization of people involved in the company is critical for the long-term survival and development of those firms.

Research on managerialization of SMEs and family firms points out that they are characterized by a lower adoption of managerial mechanism, as a consequence of the strong linkages between the owners/managers and the enterprise; and/or the lack of managerial knowledge at the ownership, governance and management levels. It is commonly underlined that the management in these firms is characterized by some degree of informality and that individual and social control systems are more suited to these enterprises, due to common shared values and languages, informal relationships etc. (Marlow, Taylor and Thompson, 2010; Saundry, Jones and Wimberley, 2014; Rohlfer, Munoz and Slocum, 2016).

However, some authors stated that formal mechanisms could help family owned businesses to cope with the interests and problems of both the company and the family, and their specific agency costs (Rue and Ibrahim, 1996; Schulze et al., 2003; Songini, Gnan et Malmi, 2013; Della Torre and Solari, 2013). Literature on family firms recognizes the importance of managerialization and professionalization in smoothing succession’s process.

This special issue of Management Revue and the corresponding Track 03_09 – Entrepreneurship and Managerialization in SMEs and family firms, under SIG 03 – Entrepreneurship, at EURAM 2017, provides an opportunity to take stock of developments on these issues, particularly on the adoption of management mechanisms and the professionalization of SMEs and family firms and their balance with entrepreneurial spirit.

We are looking for contributions that explore the ability of successful SMEs and family business to maintain fresh entrepreneurial spirit while consolidating management and control mechanisms, and introducing professional managers, but also for contributions that analyze the consequences of losing momentum in that balance.

Thus, we invite papers that make an important theoretical and/or empirical contribution to our understanding of such issues; international and comparative papers are particularly welcome. Areas of interest include but are not limited to:

  • How and why SMEs and family firms restructure and reorganize the management of the firm in the light of managerialization and professionalization?
  • How can SMEs and family firms balance entrepreneurial spirit and managerialization/ professionalization? How do they maintain this balance along time and during generations?
  • What is the role of family members and non-family members in balancing entrepreneurial spirit and managerialization/ professionalization?
  • What is the role of women (family and non-family members) in such a balance?
  • What is the role of managerial mechanisms and professional managers in SMEs and family firms’ development and growth?
  • What are the implications of managerialization and professionalization on key employee relations characteristics, such as pay and conditions, employee voice and labor management relations?
  • How and why owner/managers ́ approaches to managerialization and professionalization vary in relation to issues such as firm, sector, national contexts and employee characteristics, among others?
  • What are the implications for owner-managers and other stakeholders, including employees?
  • Which theories can best help us explain and understand managerialization and professionalization in SMEs and family firms, and the relation with entrepreneurship?

This is not an exhaustive list.

Management Revue is a peer-reviewed, interdisciplinary European journal publishing both qualitative and quantitative work, as well as purely theoretical papers that advances the study of management, organization, and industrial relations. Management Revue publishes articles that contribute to theory from a number of disciplines, including business and public administration, organizational behavior, economics, sociology, and psychology. Reviews of books relevant to management and organization studies are a regular feature (http://www.management-revue.org/).

European Academy of Management
The European Academy of Management (EURAM) is a learned society founded in 2001. It aims at advancing the academic discipline of management in Europe. With members from 49 countries in Europe and beyond, EURAM has a high degree of diversity and provides its members with opportunities to enrich debates over a variety of research management themes and traditions (http://euramonline.org/programme2017/tracks/sig-03-entrepreneurship-ent.html).

Potential authors
Authors are encouraged to submit research manuscripts that are likely to make a significant contribution to the literature on entrepreneurship and managerialization and professionalization in SMEs and family firms for a double-blind review process. Contributors to the Track 03_09 “Entrepreneurship and Managerialization in SMEs and family firms” at EURAM 2017 Conference are encouraged to discuss their sub- mission prior or during the conference. Even if conference participants will benefit from a fast review process, submissions are not solely restricted to conference participants.

Deadlines
Full papers for this special issue of Management Revue must be with the editors by 31 July 2017. All submissions will be subject to a double-blind review process. Papers invited for a “revise and resubmit” are due on the 30 November 2017. Final decision will be made by May 2018. The special issue will be published in late 2018.

Submission and guidelines
Please submit your papers electronically via the online submission system at http://www.management-revue.org/submission/ using SI “Managerialization” as article section.

The guest editors welcome informal enquiries by email:
Paola Vola
Sylvia Rohlfer
Lucrezia Songini

Literature

Aldrich, H. & Cliff, J. (2003). The pervasive effects of family on entrepreneurship: toward a family embeddedness perspective, Journal of Business Venturing, 18(5), 573-596.

Bettinelli, C., Fayolle, A. & Randerson, K. (2014). Family entrepreneurship: a developing field. Found. Trends Entrep., 10(3), 161–236.

Brannon, D. L., Wiklund, J. & Haynie, J. M. (2013). The varying effects of family relationships in entrepreneurial teams. Entrep. Theory Practice, 37(1), 107–132.

Chenall, R. (2003). Management control system design within its organizational context: findings from contingency-based research and directions for the future, Accounting Organizations and Society, 28 (2-3), 127-168.

Corbetta, G., Marchisio, G. & Salvato C. (2005). Fostering Entrepreneurship in Established Family Firms – Crossroads of Entrepreneurship, Springer.

Della Torre, E. & Solari, L. (2013). High-performance work systems and the change management process in medium-sized firms. International Journal of Human Resource Management, 24(13), 2583-2607.

Durán-Encalada, J. A., San Martín-Reyna, J. M. & Montiel-Campos, H. (2012). A Research Proposal to Examine Entrepreneurship in Family Business. Journal of Entrepreneurship, Management and Innovation, 8(3), 58-77.

Fayolle, A. (2016). Family entrepreneurship: what we need to know. In K. Randerson, C. Bettinelli, G. Dossena, & A. Fayolle (eds.), Family Entrepreneurship: Rethinking the Research Agenda (pp. 304–306). Abingdon, UK: Routledge.

Hoy, F. & Sharma, P. (2010). Entrepreneurial Family Firms. New York, NY: Prentice Hall.

Jennings, J. E. & McDougald, M. S. (2007). Work–family interface experiences and coping strategies: implications for entrepreneurship research and practice. Academy of Management Review, 32(3), 747-760.

Malmi, T., & Brown, D. A. (2008). Management control system as packageOpportunities, challenges and research directions. Management Accounting Research, 19(4), 287-300.

Marlow, S. Taylor, S & Thompson, A. (2010). Informality and formality in medium-sized companies: contestation and synchronization. British Journal of Management, 20(4): 954-966.

Randerson, K., Bettinelli, C., Fayolle, A. & Anderson, A. (2015). Family entrepreneurship as a field of research: exploring its contours and contents. Journal of Family Business Strategy, 6(3), 143–154.

Randerson, K., Dossena, G. & Fayolle, A. (2016). The futures of family business: family entrepreneurship. Futures, 75, 36–43.

Rohlfer, S., Muñoz Salvador, C. and Slocum, A. (2016). People management in micro and small organizations – a comparative analysis. FUNCAS: Estudios de la Fundación. Series Análisis, no. 79.

Sharma, P. (2016). Preface. In K. Randerson, C. Bettinelli, G. Dossena, & A. Fayolle (eds.), Family Entrepreneurship: Rethinking the Research Agenda (p. xiv). Abingdon, UK: Routledge.

Songini L. (2006). The professionalization of family firm: theory and practice. In Poutziouris P., Smyrnios K. & Klein S. (eds.), Handbook of Research in Family Business (pp. 269-297). UK: Edward Elgar Publishing.

Songini, L. & Gnan, L. (2009). Glass ceiling and professionalization in family SMEs, Journal of Enterprising Culture, 17(4), 1-29.

Songini, L., Gnan, L., & Malmi, T. (2013). The role and impact of accounting in family business, Journal of Family Business Strategy, 4, 71-83.

Songini, L. & Gnan, L. (2014). The glass ceiling in SMEs and its impact on firm managerialization: A comparison between family and non-family SMEs, International Jounal of Business Governance and Ethics, 9(2): 287-312.

Songini, L. & Vola, P. (2014). The role of Managerialization and Professionalization in Family Busines Succession: Evidences from Italian Enterprises, in L. Gnan, H. Lundberg, L. Songini & M. Pelllegrini (eds.) Advancing European Entrepreneurship Research (169-196), IAP, Information Age Publishing Inc.

Songini, L. & Vola, P.(2015) The Role of Professionalization and Managerialization in Family Business Succession. Management Control, 2015/1, 9-43

Songini, L. & Gnan, L. (2015). Family Involvement and Agency Cost Control Mechanisms in Family Small and Medium-sized Enterprises, Journal of Small Business Management, 53(3), 748–779.

International Transdisciplinarity Conference 2017 (11.-15.09.2017)

Transdisciplinary Research and Education — Intercultural Endeavours
September 11-15, 2017, Leuphana University Lüneburg, Germany

The International Transdisciplinarity Conference in 2017 is co-organised by Leuphana University Lüneburg, Germany and the Network for Transdisciplinary Research of the Swiss Academies of Arts and Sciences.

The overall objective of the conference is to strengthen communities of transdisciplinary research and education and to create visibility for theoretical, empirical and transformative advances/results. The focus of the conference is on interculturality. Participants will explore transdisciplinary research and education as intercultural endeavours concerning epistemologies, worldviews, practices, and place-based differences.

With this emphasis, we will bring together representatives of different world regions, institutions, cultures, and communities. We envisage a space for taking a culturally sensitive look at transdisciplinarity. By doing so, we will also explore interfaces and foster the potential of transdisciplinarity to deal with heterogeneity and difference.

Further information

VHB-ProDok: Advanced Topics in Information Systems Theory

Institution: Kühne Logistics University/Verband der Hochschullehrer (VHB)

Lecturer: Prof. Dorothy Leidner (Baylor University) and Dr. Benjamin Müller (University of Groningen)

Dates: 18.-21. July 2017

Place:
Kühne Logistics University
Room GF Lecture 1
Großer Grasbrook 17
20457 Hamburg

Language of instruction: English

Registration: Online via http://vhbonline.org/veranstaltungen/prodok/ or via email: prodok@vhbonline.org.

Course fee: EUR 600,00 (catering included)

Abstract and learning Objectives:
The generation of knowledge can be seen as one of the key contributions of any science. Consequently, many scholars emphasize the centrality of theories for any scientific endeavor – a thought widely reflected in many disciplines from the natural to the social sciences. While a corresponding attention to theoretical work has been at the heart of the Information Systems (IS) discipline for a long time, the focus on theoretical debates and genuine conceptual contributions has been picking up recently. This is reflected by a number of journal sections and conference tracks dedicated to advancing theory and theorizing in IS research just as much as in many authors? experiences during the reviews of their work.

Contents:
The course aims to achieve the following high-level learning objectives Build a foundational understanding of what theory is and what role it plays in research Develop basic theorizing skills and be familiar with extant theorizing strategies Understand strategies to develop and publish own theoretical contributions Overall, the course is designed to help students advance their understanding of theory and theorizing in the BISE / IS discipline and enhance their theorizing skills related to their own research and thesis work.

The course “Advanced Topics in Information Systems Theory” invites participants to join the ongoing discourse on theories and theorizing in the Business and Information Systems Engineering (BISE) and Information Systems (IS) research communities. It is designed to help participants build and extend their understanding of the nature and role of theory in BISE and IS research. Through discussions and analyses of current theoretical developments in the BISE and IS discipline and some of its main reference disciplines, participants will engage with theory and advance their skills of building their own theoretical contributions.

Be advised that the course is not intended to be a comprehensive or normative prescription of how to engage with theory and theorizing in research. It is rather aimed at encouraging and empowering young scholars to carefully pay attention to their theoretical contribution and their engagement with the extant knowledge in the field. This explicitly includes a critical reflection on the current state of theory in the IS and BISE field in order to help advance the current debates on the nature and role of theory and theorizing.

For further information on the course please click here. If you have any further queries on the course, please contact Kathrin Schöps (kathrin.schoeps@vhbonline.org)