@misc{11217,
  author       = {{Latos, Benedikt and Steinmann, Barbara and Benteler, Dominik and Gabriel, Stefan  and Guhr, Nadine and Iseke, Anja}},
  booktitle    = {{Arbeitswissenschaft in-the-loop - Mensch-Technologie-Integration und ihre Auswirkung auf Mensch, Arbeit und Arbeitsgestaltung}},
  location     = {{Stuttgart 06.03. - 08.03.2024}},
  publisher    = {{GfA Press}},
  title        = {{{Welche Einflussfaktoren machen den Unterschied? Ein Modell zur Erklärung der KI-Akzeptanz am Beispiel einer intelligenten Personaleinsatzplanung}}},
  volume       = {{42}},
  year         = {{2024}},
}

@inbook{11834,
  abstract     = {{Als Einstieg beleuchten wir einige Grundlagen zum Thema Kompetenzmodelle. Zunächst definieren wir den Kompetenzbegriff (Abschn. 3.1). Anschließend geben wir einen Einblick in Kompetenzmodelle der Wissenschaft und Praxis (Abschn. 3.2). In Abschnitt 3.3 identifizieren wir für den Teamerfolg maßgebende Kompetenzen und stellen einen zweistufigen Prozess vor, wie ein praktikables Kompetenzmodell entwickelt werden kann. Im Anschluss überprüfen wir den prädiktiven Wert der von uns identifizierten Kompetenzen für den Teamerfolg anhand einer empirischen Untersuchung (Abschn. 3.4).}},
  author       = {{Agethen, Katharina and Iseke, Anja}},
  booktitle    = {{Digitales und prädiktives Kompetenzmanagement. }},
  editor       = {{Thommes, Kirsten and Iseke, Anja and Schneider, Martin}},
  isbn         = {{978-3-662-68837-3}},
  issn         = {{2523-3645}},
  pages        = {{21--56}},
  publisher    = {{Springer}},
  title        = {{{Kompetenzmodelle: Was wird gemessen?}}},
  doi          = {{10.1007/978-3-662-68838-0_3}},
  year         = {{2024}},
}

@misc{12153,
  abstract     = {{In general gender differences have frequently been studied in experimental economics, but the findings remain inconclusive. In this study, we focus on gender differences in expectations and gender specific stereotypic mindsets in a dictator game, building on Blanckenburg, Tebbe, & Iseke (2023). We add to prior work by differentiating between stereotypical behavior and stereotypical expectations. Accordingly, we extended the classic dictator game by three steps in order to study whether recipients develop stereotypical beliefs regarding the dictator’s gender based on the amount of money the dictator has allocated to them. First, we asked recipients to estimate the amount. We then revealed the amount the dictator actually allocated to the recipient and finally, we asked the recipient to assess the dictator’s gender. In contrast to and building on previous results which show no gender differences regarding the amount the dictators allocate, we find evidence for stereotypical expectations of the recipients based on the amount the dictator allocates to them.}},
  author       = {{Austermann, Christine and von Blanckenburg, Korbinian and Iseke, Anja and Tebbe, Eva}},
  booktitle    = {{Journal of Economic Psychology}},
  issn         = {{0167-4870}},
  keywords     = {{Gender differences, Stereotypes, Dictator game, Economic behavior and expectations}},
  publisher    = {{Elsevier}},
  title        = {{{Stereotypical behavior vs. expectations: Gender differences in a dictator game}}},
  doi          = {{10.1016/j.joep.2024.102742}},
  volume       = {{103}},
  year         = {{2024}},
}

@misc{11836,
  abstract     = {{Organizational and research interest in collective orientation, an individual’s orientation towards groups, has been growing over the past decades. Yet, collective orientation remains a blurry concept. Integrating latent semantic analysis and meta-analyses, we systematize and compare conceptualizations and measures and thereby evaluate its importance for predicting individual and team performance.}},
  author       = {{Agethen, Katharina and Iseke, Anja}},
  location     = {{Seattle}},
  title        = {{{Same same but different? Integration of collective orientation(s) and their relationship with performance}}},
  year         = {{2023}},
}

@misc{9670,
  abstract     = {{This study attempts to replicate experimental results from Chowdhury et al. published in SouthernEconomic Journal (2017).  They study gender differences in the giving and taking variants of thedictator game.  Using the same experimental design on a sample of German students our findingsdiffer from Chowdhury et al.  (2017).  In contrast to the original study, we do not find support foran asymmetric gender effect. Our results indicate that, on average, both men and women allocatesimilar amounts in the giving and in the taking frame.  Additional analyses indicate that men aremore likely than women to allocate nothing in the taking variant rather than in the giving variant,in line with Chowdhury et al. (2017)}},
  author       = {{von Blanckenburg, Korbinian and Tebbe, Eva and Iseke, Anja}},
  booktitle    = {{Journal of Comments and Replications in Economics}},
  issn         = {{2749-988X }},
  number       = {{2}},
  publisher    = {{ZBW - Leibniz Information Centre for Economics }},
  title        = {{{Giving and taking in dictator games – differences by gender? : A replication study of Chowdhury et al. (Southern Economic Journal, 2017)}}},
  doi          = {{ http://dx.doi.org/10.15456/j1.2021138.1037237398}},
  year         = {{2023}},
}

@misc{10674,
  abstract     = {{We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically ‘masculine’, while others (such as human resources) are considered typically ‘feminine’. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid.}},
  author       = {{Diederich, Sarah and Iseke, Anja and Schneider, Martin and Pull, Kerstin}},
  booktitle    = {{The International Journal of Human Resource Management}},
  issn         = {{1466-4399}},
  keywords     = {{Gender pay gap, gender stereotyping, top executive pay, role congruity theory}},
  pages        = {{1--29}},
  publisher    = {{Routledge}},
  title        = {{{Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level}}},
  doi          = {{https://doi.org/10.1080/09585192.2023.2273331}},
  year         = {{2023}},
}

@misc{7919,
  author       = {{Purrmann, Maren and Wünderlich, Nancy V. and Iseke, Anja}},
  booktitle    = {{Proceedings of the AMA 2022 Winter Academic Conference}},
  location     = {{Las Vegas & virtual}},
  title        = {{{Managing Service Providers on Digital Platforms: Exchange Relationships and Service Performance}}},
  year         = {{2022}},
}

@article{7631,
  abstract     = {{<jats:p> Over the past 25 years, the service–profit chain (SPC) has become a prominent guidepost for service managers and researchers. In this article, we reflect on and synthesize published research to clarify what researchers have learned about the SPC and what remains less well understood. Based on an in-depth discussion of the field, we present a revised SPC and propose multiple areas in which further research would be worthwhile, such as internal service quality as specific systems of human resource management practices, both employee and customer well-being as additional mediators, different targets of employee and customer loyalty, contingencies, and non-linear and feedback effects. We conclude by reimagining the SPC, and we discuss digital and artificial-intelligence–driven changes to the SPC’s structure. Finally, based on the insights we discuss, we inform scholars of the current state of SPC research and provide a detailed agenda for future research. </jats:p>}},
  author       = {{Hogreve, Jens and Iseke, Anja and Derfuss, Klaus}},
  issn         = {{1094-6705}},
  journal      = {{Journal of Service Research}},
  publisher    = {{Sage}},
  title        = {{{The Service-Profit Chain: Reflections, Revisions, and Reimaginations}}},
  doi          = {{10.1177/10946705211052410}},
  year         = {{2021}},
}

@misc{7918,
  abstract     = {{Die Service Profit Chain hat international in Forschung und Praxis eine große Verbreitung gefunden. Mittelständische Dienstleistungsunternehmen könnten sie daher nicht nur als dienstleistungsspezifisches Marketing- und Personalmanagement-, sondern auch als Controllinginstrument nutzen. Deshalb wird dieses Instrument hier hinsichtlich seiner Eignung für das Controlling vorgestellt und diskutiert.}},
  author       = {{Derfuß, Klaus and Hogreve, Jens and Iseke, Anja}},
  booktitle    = {{Controlling : Zeitschrift für erfolgsorientierte Unternehmenssteuerung }},
  issn         = {{0935-0381 }},
  number       = {{4}},
  pages        = {{31--38}},
  publisher    = {{Beck}},
  title        = {{{Die Service Profit Chain als Controllinginstrument mittelständischer Dienstleistungsunternehmen}}},
  doi          = {{10.15358/0935-0381-2021-4-31}},
  volume       = {{33}},
  year         = {{2021}},
}

@misc{5183,
  author       = {{Schneider, Martin R. and Iseke, Anja and Pull, Kerstin}},
  booktitle    = {{The International Journal of Human Resource Management}},
  number       = {{14}},
  pages        = {{2952--2974}},
  publisher    = {{Taylor & Francis}},
  title        = {{{The gender pay gap in European executive boards: the role of executives’ pathway into the board}}},
  doi          = {{10.1080/09585192.2019.1620307}},
  volume       = {{32}},
  year         = {{2021}},
}

@misc{7585,
  author       = {{Schmohl, Tobias and Iseke, Anja}},
  booktitle    = {{The Future of Education}},
  location     = {{Florenz}},
  pages        = {{68--72}},
  publisher    = {{Libreriauniversitaria.it}},
  title        = {{{Research-Based Learning in Digital Teams}}},
  volume       = {{10}},
  year         = {{2020}},
}

@article{5182,
  abstract     = {{Prior brand experiences affect job seekers’ application decisions, as they recall service encounters with brands which they have experienced as customers. As brand representatives, service employees play a critical role in these recollections. Their behaviour might inform job seekers’ understanding of the employer brand, thereby affecting their application decision. The impact of the service employee’s behaviour might be even more impactful if this behaviour is branded, meaning that the employee’s appearance and manner are representative of the brand values. In this paper, we analyse whether and how branded service employee behaviour affects job seekers’ application intentions. We argue that branded service employee behaviour provides two opposing signals: it contributes to consistent evaluations of the brand, leading to more brand trustworthiness and enhancing job seekers’ application intentions. However, it may also be perceived as inauthentic, reducing job seekers’ application intentions. Findings from a scenario experiment provide evidence of both effects.}},
  author       = {{Wünderlich, Nancy V. and Iseke, Anja and Becker-Özcamlica, Hürrem}},
  issn         = {{2511-8676}},
  journal      = {{Journal of Service Management Research}},
  pages        = {{205--215}},
  title        = {{{Branded Employee Behaviour as a Double-Edged Sword: How Perceptions of Service Employees Impact Job Seekers' Application Intentions}}},
  doi          = {{10.15358/2511-8676-2020-4-205}},
  year         = {{2020}},
}

@inbook{5208,
  author       = {{Hogreve, Jens and Iseke, Anja and Derfuß, Klaus}},
  booktitle    = {{Marketing Weiterdenken}},
  editor       = {{Bruhn, M. and Burmann, C. and Kirchgeorg, M.}},
  isbn         = {{9783658315627}},
  pages        = {{183--194}},
  publisher    = {{Springer}},
  title        = {{{Marketing Weiterdenken mit der Service Profit Chain}}},
  doi          = {{10.1007/978-3-658-31563-4_10}},
  year         = {{2020}},
}

@inbook{5211,
  author       = {{Schneider, Martin and Wilke, Christian Manfred and Iseke, Anja}},
  booktitle    = {{Handbuch Gestaltung digitaler und vernetzter Arbeitswelten}},
  editor       = {{ Maier, G.W. and Engels, E. and Steffen, E.}},
  isbn         = {{9783662528983}},
  pages        = {{ 1--20}},
  publisher    = {{Springer}},
  title        = {{{Betriebsorganisation}}},
  doi          = {{10.1007/978-3-662-52979-9_13}},
  year         = {{2020}},
}

@misc{5513,
  author       = {{Schmohl, Tobias and Iseke, Anja}},
  booktitle    = {{The Future of Education}},
  location     = {{Florenz}},
  pages        = {{68 -- 72}},
  publisher    = {{Libreriauniversitaria.it}},
  title        = {{{Research-Based Learning in Digital Teams}}},
  volume       = {{10}},
  year         = {{2020}},
}

@article{5184,
  author       = {{Iseke, Anja and Hogreve, Jens and Derfuß, Klaus and Eller, Tönnjes}},
  journal      = {{PersonalQuarterly, Vol. 04/19}},
  pages        = {{48--53}},
  title        = {{{Erfolgsfaktor Personalmanagement - eine Metaanalyse der Service Profit Chain}}},
  year         = {{2019}},
}

@article{5185,
  author       = {{Muecke, Simeon and Iseke, Anja}},
  issn         = {{0065-0668}},
  journal      = {{Academy of Management Proceedings}},
  title        = {{{How Does Job Autonomy Influence Job Performance? A Meta-analytic Test of Theoretical Mechanisms}}},
  doi          = {{10.5465/ambpp.2019.145}},
  year         = {{2019}},
}

@inproceedings{5514,
  author       = {{Mücke, Simeon and Iseke, Anja}},
  booktitle    = {{Academy of Management Annual Meeting}},
  location     = {{Boston, USA}},
  title        = {{{How Does Job Autonomy Influence Job Performance? A Meta-Analytic Test of Theoretical Mechanisms}}},
  year         = {{2019}},
}

@inproceedings{5515,
  author       = {{Schneider, M. and Pull, K. and Iseke, Anja}},
  booktitle    = {{21st Colloquium in Personnel Economics}},
  title        = {{{The Gender Pay Gap in European Executive Boards - The Role of Executives' Pathways into the Board"}}},
  year         = {{2018}},
}

@inproceedings{5517,
  author       = {{Schneider, M. and Pull, K. and Iseke, Anja}},
  booktitle    = {{Herbstworkshop der Wissenschaftlichen Kommission Personal des VHB}},
  location     = {{München}},
  title        = {{{The Gender Pay Gap in European Executive Boards - The Role of Executives' Pathways into the Board"}}},
  year         = {{2018}},
}

@article{5186,
  author       = {{Iseke, Anja and Pull, Kerstin}},
  issn         = {{0167-4544}},
  journal      = {{Journal of Business Ethics}},
  pages        = {{1113--1133}},
  title        = {{{Female Executives and Perceived Employer Attractiveness: On the Potentially Adverse Signal of Having a Female CHRO Rather Than a Female CFO}}},
  doi          = {{10.1007/s10551-017-3640-1}},
  year         = {{2017}},
}

@article{5188,
  author       = {{Iseke, Anja and Pull, Kerstin}},
  journal      = {{ PersonalQuarterly, Vol. 69 (4)}},
  pages        = {{17--21}},
  title        = {{{Weibliche Nachwuchskräfte gewinnen? Mit Geschlechterstereotypen brechen!}}},
  year         = {{2017}},
}

@article{5189,
  abstract     = {{<jats:p> The service–profit chain (SPC) has served as a prominent guidepost for service managers and researchers alike. This meta-analysis provides the first comprehensive test of the SPC, showing that all the proposed links are statistically significant and substantial. However, the effect sizes vary considerably, partly according to the type of service provided. Meta-analytic structural equation models show that internal service quality translates into service performance through various mechanisms beyond employee satisfaction, and they highlight the importance of the service encounter and customer relationship characteristics for customer responses. The findings not only indicate the need to integrate complementary paths in the SPC framework but also challenge the implicit SPC rationale that firms should always maximize employee satisfaction and external service quality to optimize firm performance. </jats:p>}},
  author       = {{Hogreve, Jens and Iseke, Anja and Derfuss, Klaus and Eller, Tönnjes}},
  issn         = {{0022-2429}},
  journal      = {{Journal of Marketing}},
  pages        = {{41--61}},
  title        = {{{The Service–Profit Chain: A Meta-Analytic Test of a Comprehensive Theoretical Framework}}},
  doi          = {{10.1509/jm.15.0395}},
  volume       = {{Vol. 81 (3)}},
  year         = {{2016}},
}

@article{5190,
  abstract     = {{<jats:p> In this article, we examine corporate architecture as an effective signal to knowledge workers in the recruiting process. Two types of corporate architecture that are common in the knowledge economy are distinguished: traditional functionalist and new functionalist architecture. New functionalist architecture combines a flat, transparent facade with semi-open office layouts including areas for social interaction. Holistically these functional elements signal and symbolize a non-bureaucratic, non-hierarchical organization. A conjoint analysis provides a first attempt to quantify how much students care for new functionalist architecture. Students’ stated preferences imply that they would forgo on average 10% of their starting salary in order to work in the new functionalist rather than the traditional functionalist workplace. The magnitude of this effect supports the view that architecture matters for job choice. Limitations of our study and directions for future research are discussed. </jats:p>}},
  author       = {{Radermacher, Katharina and Schneider, Martin R and Iseke, Anja and Tebbe, Tobias}},
  issn         = {{2397-0022}},
  journal      = {{German Journal of Human Resource Management: Zeitschrift für Personalforschung}},
  pages        = {{71--93}},
  title        = {{{Signalling to young knowledge workers through architecture? A conjoint analysis}}},
  doi          = {{10.1177/2397002216676038}},
  volume       = {{ Vol. 31 (1}},
  year         = {{2016}},
}

@article{5198,
  author       = {{Iseke, Anja}},
  issn         = {{0341-2687}},
  journal      = {{Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung}},
  pages        = {{186--211}},
  title        = {{{Humankapital und Sozialkapital: Gibt es einen Matthäus-Effekt bezüglich der Sozialkapitalbildung von Nachwuchsführungskräften?}}},
  doi          = {{10.1007/bf03372819}},
  volume       = {{Vol. 61 (3)}},
  year         = {{2016}},
}

@article{5191,
  author       = {{Iseke, Anja and Kocks, Birgit and Schneider, Martin R. and Schulze-Bentrop, Conrad}},
  issn         = {{0033-6807}},
  journal      = {{R&D Management}},
  pages        = {{23--40}},
  title        = {{{Cross-cutting organizational and demographic divides and the performance of research and development teams: two wrongs can make a right}}},
  doi          = {{10.1111/radm.12049}},
  volume       = {{ Vol. 45 (1)}},
  year         = {{2014}},
}

@article{5193,
  author       = {{Iseke, Anja}},
  issn         = {{0007-1080}},
  journal      = {{British Journal of Industrial Relations}},
  pages        = {{445--469}},
  title        = {{{The Part-Time Job Satisfaction Puzzle: Different Types of Job Discrepancies and the Moderating Effect of Family Importance}}},
  doi          = {{10.1111/bjir.12019}},
  volume       = {{Vol. 52 (3)}},
  year         = {{2013}},
}

@article{5194,
  author       = {{Garnefeld, Ina and Iseke, Anja and Krebs, Alexander}},
  issn         = {{1086-4415}},
  journal      = {{International Journal of Electronic Commerce}},
  pages        = {{11--38}},
  title        = {{{Explicit Incentives in Online Communities: Boon or Bane?}}},
  doi          = {{10.2753/jec1086-4415170101}},
  volume       = {{Vol. 17 (1)}},
  year         = {{2012}},
}

@article{5195,
  author       = {{Iseke, Anja and Schneider, Martin}},
  journal      = {{ Industrielle Beziehungen}},
  pages        = {{ 236--253}},
  title        = {{{Transfer of Employment Practices, Varieties of Capitalism, and National Employment Systems. A Review}}},
  volume       = {{Vol. 19 (2)}},
  year         = {{2012}},
}

@book{5573,
  author       = {{Iseke, Anja}},
  title        = {{{Sozialkapitalbildung in Organisationen}}},
  year         = {{2007}},
}

@article{5201,
  author       = {{Kabst, Rüdiger and Matiaske, Wenzel and Schmelter, Anja}},
  issn         = {{0143-831X}},
  journal      = {{Economic and Industrial Democracy}},
  pages        = {{565--585}},
  title        = {{{Financial Participation in British, French and German Organizations: A                 Neoinstitutionalist Perspective}}},
  doi          = {{10.1177/0143831x06068994}},
  volume       = {{Vol. 27 (4)}},
  year         = {{2006}},
}

@article{5212,
  author       = {{Schmelter, Anja}},
  journal      = {{Die Betriebswirtschaft}},
  pages        = {{ 471--486}},
  title        = {{{ Entwicklungsverläufe forschungsnaher Unternehmensgründungen und deren Determinanten}}},
  volume       = {{Vol. 64 (4)}},
  year         = {{2004}},
}

@article{5213,
  author       = {{Kabst, R. and  Matiaske, W. and Schmelter, Anja}},
  journal      = {{Zeitschrift für Personalforschung}},
  pages        = {{259--277}},
  title        = {{{Gewinn- und Kapitalbeteiligungen in britischen, französischen und deutschen Unternehmen: Eine institutionalistisch orientierte empirische Untersuchung}}},
  volume       = {{Vol. 17 (3)}},
  year         = {{2003}},
}