zwei empirische Untersuchungen zur Erkundung betriebswirtschaftlicher Absatzperspektiven für innovative mobilfunkbasierte Datendienste

Kumulative Dissertatio

It’s not charisma that makes extraordinarily successful entrepreneurs, but extraordinary success that makes entrepreneurs charismatic : a second-order observation of the self-reinforcing entrepreneurial ideology

Extreme success among entrepreneurs is often attributed to their charisma. In contrast, this essay claims that success causes the ascription of charisma to entrepreneurs. The proponents of the entrepreneurial ideology uphold successful charismatic entrepreneurs as role models to attract aspiring entrepreneurs in the face of deterrent information like the share of luck accountable for many prosperous entrepreneurial projects, startups’ low success rate, the entrepreneur’s restricted role in creating economic growth, and the routinization of the entrepreneurial function. Yet, due to the ideological functionality of attributing charisma to successful entrepreneurs, we suggest that – despite the strong contrary evidence – the glorification of entrepreneurs will continue to exist (and might become even stronger) in times of “alternative facts”. Yet, such a strategy of biased fact interpretation may have considerable negative side effects on society and individuals striving for entrepreneurship. Therefore, we not only call for more research taking into account the multidimensional nature of entrepreneurship, but also sensitize researchers for the threat of post-factual thinking when engaging in an ideological intervened research stream

TNIP1 regulates myddosome dynamics during IL-1β signaling

Die Interleukin 1β (IL-1β) vermittelte Signaltransduktion ist für die akute Entzündung von entscheidender Bedeutung, muss aber gleichzeitig streng reguliert werden. Wie setzt das intrazelluläre IL-1β-Signalnetzwerk den extrazellulären Nachweis von IL-1β effizient in eine präzise und angemessene zelluläre Reaktion um? Welche Kontrollmechanismen kommen zum Einsatz, um eine angemessene Antwort zu gewährleisten und eine Hypo- oder Hyperantwort zu verhindern? Diese Arbeit charakterisiert die IL-1β-vermittelte Signalwegdynamik in EL4-Zellen mithilfe der Immunpräzipitations-Massenspektrometrie (IP-MS), konkret von MyD88, IRAK4 und IRAK1. Statistischer Analysen identifizierten das Interaktom dieser Proteine nach 15-, 30- und 60-minütiger IL-1β-Stimulation, sowie Proteine, die potenziell an der Runterregulierung des IL-1β-Signalwegs beteiligt sind. Um zu verstehen, wie das IL-1β-Signalwegnetzwerk die Translationsmaschinerie in EL4 Zellen beeinflusst, um eine angemessene Reaktion zu gewährleisten, untersuchte ich den IL-1β-abhängigen Proteinumsatz mittels gepulste stabile Isotopenmarkierung durch Aminosäuren in der Zellkultur (pSILAC) in Kombination mit Azidohomoalanin (AHA)- Klickchemie und MS nach IL-1β-Stimulation. Das Ergebnis aller Proteomik-Untersuchungen war die Identifizierung des TNFα-induzierten Proteins 3 (Tnfaip3) interagierendes Protein 1 (TNIP1) als potenziellen Kandidaten für die Herunterregulierung des IL-1β-Signalwegs. Nach IL-1β-Stimulation kolokalisiert TNIP1 mit allen Myddosomen-Proteinen sowie mit der Deubiquitinase Tnfaip3. Mittels CRISPR/Cas9 erzeugte ich eine TNIP1-KO-EL4 Zelllinie. Nach IL-1β Stimulation zeigten TNIP1-KO-Zellen vermehrt phosphoryliertes p65, aber verringertes phosphoryliertes JNK sowie eine langfristig verringerte IL-2-Sekretion. Daher ist TNIP1 nicht nur an der Herunterregulierung des NF-κB-Signalwegs beteiligt, sondern aktiviert auch den MAPK-Signalweg.Interleukin 1β (IL-1β)-mediated signal transduction is crucial for acute inflammation, but at the same time needs tight regulation. The IL-1β-mediated signal transduction is encoded by the spatial and temporal dynamics of downstream signaling networks. How does the intracellular IL-1β signaling network efficiently convert the extracellular detection of IL-1β into a precise and proportionate cellular response? What control mechanisms apply in order to ensure a proportionate response and pre- vent a hypo- or hyper response? This study characterizes the IL-1β mediated signaling dynamics using immunoprecipitation purification mass spectrometry (IP-MS). specifically, of MyD88, IRAK4, and IRAK1. Statistical analyses identified the interactome of these proteins after 15-, 30-, and 60-minute of IL-1β stimulation, as well as proteins potentially involved in IL-1β signaling downregulation using pathway annotation analysis. Further, in order to understand how the IL-1β signaling network affects the translational machinery in EL4 cells to ensure a proportionate response, , I investigated IL-1β-dependent protein turnover in EL4 cells. Specifically, I applied pulsed stable isotope labeling by amino acids in the culture (pSILAC) combined with azidohomoalanine (AHA)-click chemistry and MS after 30-, 60-, 120- and 240-min of IL-1β stimulation. The result of these proteomics approaches was the identification of TNFα induced protein 3 (Tnfaip3) interacting protein 1 (TNIP1) as a potential candidate in IL-1β signal downregulation. TNIP1 co-localizes with all myddosome proteins and the deubiquitinase Tnfaip3 after IL-1β stimulation. I generated a TNIP1 KO EL4 cell line using CRISPR/Cas9. After IL-1β stimulation, TNIP1 KO cells show increased levels of phosphorylated p65, but decreased levels of phosphorylated JNK as well as decreased levels of long-term IL-2 secretion. Therefore, TNIP1 is not only involved in downregulatory NF-κB signaling but activates MAPK pathway

A Conceptual Framework of How Meeting Mindsets Shape and Are Shaped by Leader–Follower Interactions in Meetings

In this conceptual paper, we define a person's meeting mindset as the individual belief that meetings represent opportunities to realize goals falling into one of three categories: personal, relational, and collective. We propose that in alignment with their respective meeting mindsets, managers use specific leadership claiming behaviors in team meetings and express these behaviors in alignment with the meeting setting (virtual or face-to-face) and their prior experiences with their employees. Employees’ responses, however, are also influenced by their meeting mindsets, the meeting setting, and prior experiences with their managers. The interplay between managers’ leadership claiming behavior and their employees’ responses shapes leader–follower relations. Embedded in the team context, the emerging leader–follower relations impact the meaning of meetings. We outline match/mismatch combinations of manager–employee meeting mindsets and discuss the influence that a manager and employee can have on each other's meeting mindset through their behavior in a meeting. Plain Language Summary Have you ever had the experience of entering a team meeting and quickly realizing that your idea of how the meeting conversation should be approached did not align with your boss's understanding of the meeting purpose? This is indeed a common experience in meetings between managers and their employees. While we understand much about the communication dynamics that occur in meetings, we know less about what motivates people to communicate in certain ways in meetings. In this conceptual paper, we classify people's understanding of meetings as being driven by one of three purposes: [1] to strategically position and promote themselves (which reflects a personal meeting mindset), [2] to shape collaborations and to ensure reciprocation (which reflects a relational meeting mindset), or [3] to strengthen the team identity and increase the willingness to go the extra mile for the team (which reflects a collective meeting mindset). Meeting mindsets shape how people enact their leader or follower role in meetings—that is, how a manager exhibits leadership and how employees react. However, managers’ and employees’ meeting mindsets may not necessarily match, which can trigger tensions and may ultimately change the way in which managers or employees define the meaning of meetings. Our research helps managers to comprehend the reasoning behind their own and other people's meeting behavior and may promote reflection on one's leadership approach, particularly in a team meeting context. It can also help employees to grasp the power they can have in terms of actively shaping their managers’ meeting mindsets

Determinants of theWillingness to Use Mobile Location-Based Services - An Empirical Analysis of Residential Mobile Phone Customers

This article develops 11 hypotheses on impacts of six customer characteristics on an individual’s willingness to use mobile location based services (LBS). Hypotheses are tested in a sample of 217 mobile communications customers in Germany who participated in a standardized online-survey. PLS analysis suggests that reported frequency of “on the move” information needs, perceived assessment of LBS in a customer’s social environment and extent of past use of other mobile data services have statistically as well as practically significant effects on adoption intentions for pull LBS. Data privacy risks and cost/bill size concerns are only weakly or not related to such intentions

Consequences of knowledge hiding: The differential compensatory effects of guilt and shame

The nature of the consequences of knowledge hiding, defined as an intentional attempt to withhold knowledge that has been requested, and the mechanisms through which knowledge hiding affects outcomes are undertheorized. In this research, we propose that knowledge hiding can evoke guilt and shame in the knowledge hiding perpetrator. We zoom into the three types of knowledge hiding – evasive hiding, playing dumb, and rationalized hiding – and predict that the more deceptive knowledge hiding types, namely evasive hiding and playing dumb, evoke stronger feelings of guilt and shame than rationalized hiding. We further argue that guilt and shame trigger differential emotion?based reparatory mechanisms, such that guilt induces the motivation to correct one's transgressions through organizational citizenship behaviour (OCB), whereas shame induces the tendency to withdraw after hiding knowledge, as reflected in lower levels of OCB. We test the proposed positive indirect relation between knowledge hiding and OCB via guilt, and the proposed negative indirect relation via shame in a scenario?based experiment and a two?wave field study. The studies provided support for most of our hypotheses. We discuss how the proposed emotion pathway can facilitate nuanced theorizing about consequences of knowledge hiding for different types of negative emotions and subsequent compensatory work behaviours

Are social desirability scales desirable? A meta-analytic test of the validity of social desirability scales in the context of prosocial behavior

Social desirability (SD) scales have been used for decades in psychology and beyond. These scales are sought to measure individuals' tendencies to present themselves overly positive in self-reports, thus allowing to control for SD biases. However, research increasingly questions the validity of SD scales, proposing that SD scales measure substantive trait characteristics rather than response bias. To provide a large-scale empirical test of the validity of SD scales, we conducted a meta-analysis (k = 41; N = 8980) on the relation between SD scale scores and prosocial behavior in economic games (where acting in a prosocial manner is highly socially desirable). If SD scales measure what they are supposed to (namely, SD bias), they should be negatively linked to prosocial behavior; if SD scales measure socially desirable traits, they should be positively linked to prosocial behavior. Unlike both possibilities, the meta-analytic correlation between SD scores and prosocial behavior was close to zero, suggesting that SD scales neither clearly measure bias nor substantive traits. This conclusion was also supported by moderation analyses considering differences in the implementation of games and the SD scales used. The results further question the validity of SD scales with the implication that scholars and practitioners should refrain from using them

Autonomous or controlled self-regulation, that is the question: A self-determination perspective on the impact of commuting on employees’ domain-specific functioning

The few studies that have considered psychological processes during the commute have drawn an ambiguous picture, with some emphasizing the negative and others the positive consequences of commuting. Drawing on self-determination theory, we develop a framework that expands on the costs and benefits of commuting for employees’ subsequent domain-related functioning at work and home. Specifically, we propose employees’ basic needs satisfaction and processes of autonomous and controlled self-regulation as mechanisms that explain how psychological commute characteristics spill over to domain-related functioning through experienced subjective vitality. In doing so, we introduce a taxonomy of psychological commute characteristics and highlight the importance of separating these underlying subjective characteristics from objective aspects of the commuting environment. Our research encourages scholars to conduct within- and between-person studies to examine how the objective commute environment and associated psychological commute characteristics affect employees’ self-regulation