The KLU faculty, post-docs, and PhD candidates regularly publish the results of their research in scientific journals. You will find a complete overview of all KLU publications below (e.g. articles in peer-reviewed journals, professional journals, books, working papers, and conference proceedings). Search for relevant terms and keywords, or filter the list by name, year of publication or type of publication. The references include DOIs and abstracts where available, and you can download them to your own reference database or platform. We regularly update the database with new publications.
Journal Articles (Peer-Reviewed)
Gerpott, Fabiola H., Niels Van Quaquebeke, Sofia Schlamp and Sven C. Voelpel (In press): An Identity Perspective on Ethical Leadership to Explain Organizational Citizenship Behavior: The Interplay of Follower Moral Identity and Leader Group Prototypicality, Journal of Business Ethics.
Abstract: Despite the proliferation of research on ethical leadership, there remains a limited understanding of how specifically the assumingly moral component of this leadership style affects employee behavior. Taking an identity perspective, we integrate the ethical leadership literature with research on the dynamics of the moral self-concept to posit that ethical leadership will foster a sense of moral identity among employees, which then inspires followers to adopt more ethical actions, such as increased organization citizenship behavior (OCB). We further argue that these identity effects should be more pronounced when leaders are perceived to be group prototypical, as their actions then speak louder to followers’ sense of identity. Two studies—a scenario experiment with 138 participants and a field study with 225 employees—provided support for our hypothesized moderated mediation model. Perceived ethical leadership positively affected OCB via followers’ moral identity but only under conditions of high perceived leader group prototypicality. We discuss how the identity pathway of ethical leadership can facilitate novel theorizing about moral transference. Our findings also suggest that, when hiring external ethical leaders or training internal managers, practitioners are well advised to consider that these individuals may only be effective in morally transforming followers when they are perceived as prototypical for the group.
van Gils, Suzanne, Niels Van Quaquebeke, Jan Borkowski and Daan van Knippenberg (In press): Respectful leadership: Reducing performance challenges posed by leader role incongruence and gender dissimilarity, Human Relations.
Abstract: We investigate how respectful leadership can help overcome the challenges for follower performance that female leaders face when working (especially with male) followers. Firstly, based on role congruity theory (Eagly & Karau, 2002), we illustrate the biases faced by female leaders. Secondly, based on research on gender (dis-)similarity, we propose that these biases should be particularly pronounced when working with a male follower. Finally, we propose that respectful leadership is most conducive to performance in female leader/male follower dyads compared to all other gender configurations. A multi-source field study (N = 214) provides partial support for our hypothesis. While our hypothesized effect was confirmed, respectful leadership seems to be generally effective for female leaders irrespective of follower gender, thus lending greater support in this context to the arguments of role congruity rather than gender dissimilarity.
Van Quaquebeke, Niels, Jan U. Becker, Niko Goretzki and Christian Barrot (In press): Perceived ethical leadership affects customer purchasing intentions beyond ethical marketing in advertising due to moral identity self-congruence concerns, Journal of Business Ethics.
Abstract: Ethical leadership has so far mainly been featured in the organizational behavior domain and, as such, treated as an intra-organizational phenomenon. The present study seeks to highlight the relevance of ethical leadership for extra-organizational phenomena by combining the organizational behavior perspective on ethical leadership with a classical marketing approach. In particular, we demonstrate that customers may use perceived ethical leadership cues as additional reference points when forming purchasing intentions. In two experimental studies (N = 601 and N = 336), we find that ethical leadership positively affects purchasing intentions because of customers’ concerns for moral self-congruence. We show this by means of both mediation and moderation analyses. Interestingly, the effect of perceived ethical leadership on purchasing intentions holds over and above the ethical advertising claims (e.g., cause-related marketing) that are commonly used in marketing. We conclude by discussing the possible ramifications of ethical leadership beyond its effects on immediate employees.
Flöthmann, Christoph, Kai Hoberg and Britta Gammelgaard (In press): Disentangling supply chain management competencies and their impact on performance: a knowledge-based view, Journal of Physical Distribution & Logistics Management.
Aktas, Emel, Jaqueline M. Bloemhof, Jan C. Fransoo, Hans-Otto Günther and Werner Jammernegg (In press): Green logistics solutions, Flexible Services and Manufacturing Journal.
Abstract: Today, climate change is the greatest challenge for future generations. In particular, logistics is perceived as a key sector to contribute to sustainable development meeting the future generations’ needs in terms of low greenhouse gas emissions in a socially and economically responsible way. Green logistics involves all attempts to reduce the ecological impact of peoples’ mobility, traffic systems and of transport in regional and global supply chains including the reverse flow of products and materials.The primary objective of this special issue is to reflect the sustainable development of logistics from various perspectives preferably in an integrated and holistic approach and to examine research issues concerned with quantitative analysis and decision support for supply network design, freight transport and logistics infrastructure. For this special issue eight papers from 36 submissions have been selected for publication after a thorough peer-review according to the standards of the FSM journal.
Zaggl, Michael, Markus Hagenmaier and Christina Raasch (In press): The Choice between Uniqueness and Conformity in Mass Customization, R&D Management.
Flöthmann, Christoph, Kai Hoberg and Andreas Wieland (In press): Competency requirements of supply chain planners & analysts and personal preferences of hiring managers, Supply Chain Management: An International Journal.
Dechant, Andrea, Martin Spann and Jan U. Becker (In Press): Positive Customer Churn: An Application to Online Dating, Journal of Service Research.
Udenio, Maximiliano, Kai Hoberg and Jan C. Fransoo (In press): Inventory Agility upon Demand Shocks: Empirical Evidence from the Financial Crisis, Journal of Operations Management.
Ottemöller, Ole and Hanno Friedrich (In Press): Modelling change in supply-chain-structures and its effect on freight transport demand (available online), Transportation Research Part E: Logistics and Transportation Review.
Abstract: The paper introduces a model to determine possible impacts of changes in supply chain structures on freight transport demand. Examples are centralisation or vertical (des)integration within supply chains. The model first generates a population of establishments and commodity flows in space which is then manipulated according to different scenarios. It uses methods from transport planning and optimisation as well as scenario technique. To demonstrate its applicability a centralisation in food supply chain structures in Germany is analysed. The results show that a more educated discussion is needed for such changes since the range of possible impacts is large.
Balster, Andreas and Hanno Friedrich (In press): Dynamic freight flow modelling for risk evaluation in food supply, Transportation Research Part E: Logistics and Transportation Review.
Troester, Christian, Andrew Parker, Daan van Knippenberg and Ben Sahlmueller (In press): The Coevolution of Social Networks and Thoughts of Quitting, Academy of Management Journal.
Abstract: Research has shown that employees who occupy more central positions in their organization's network have lower turnover. As a result, scholars commonly interpret turnover as the consequence of social networks. Based on Conservation of Resources theory, we propose an alternative coevolution perspective that recognizes the influence of changes in individuals' social network position on their thoughts of quitting (the consideration of turnover), but also posits that thoughts of quitting shape individuals' agency in maintaining and changing their social network. Extending previous research, we predict that creation (dissolution) of both friendship ties and advice ties are negatively (positively) related to subsequent thoughts of quitting. We then develop and test the novel hypotheses that for friendship ties, thoughts of quitting are positively related to tie retention and negatively related to tie creation (leading to network stasis), whereas for advice ties thoughts of quitting are negatively related to tie retention and positively related to tie creation (leading to network churn). In a longitudinal network analysis that assessed 121 employees across three time points, we find support for our hypotheses that thoughts of quitting affect network changes, but do not find that network changes affect thoughts of quitting.
Hofmann-Stölting, Christina, Michel Clement, Steven Wu and Sönke Albers (In press): Sales Forecasting of New Media Entertainment Products, Journal of Media Economics.
Schwarzmüller, Tanja, Prisca Brosi and Isabell M. Welpe (In press): Sparking Anger and Anxiety: Why Intense Leader Anger Displays Trigger Both More Deviance and Higher Work Effort in Followers, Journal of Business and Psychology, (published online first).
Abstract: While previous research has assumed that intense leader anger displays result in negative consequences, researchers have recently started to outline their potential for prompting followers to improve their performance. We explain these conflicting positions by demonstrating that leaders’ anger intensity positively affects both deviance and work effort through triggering anger and anxiety in followers. We conducted two critical incident studies, replicating our results with different methodologies and controlling for potential alternative explanations. In line with theories on reciprocal emotions, supervisor-directed deviance became more likely with higher leader anger intensity because followers reacted with correspondingly more anger. However, in line with theories on complementary emotions, leaders’ anger intensity was also positively related to followers’ work effort due to followers’ anxiety. These results were replicated when taking leaders’ anger appropriateness into account as a potential moderator of the deviance-related path and when controlling for followers’ feelings of guilt (an alternative explanation for followers’ work effort). Our paper provides evidence that intense anger displays increase followers’ work effort but also cautions leaders to show these, as the work effort caused by them is based on followers’ intimidation and likely to be accompanied by deviant reactions. By considering the affective reactions triggered in followers, our paper integrates diverging theoretical perspectives on followers’ reactions to leaders’ anger intensity. Moreover, it is one of the first to disentangle the interpersonal effects that different expressions of the same emotion may have.
Ritzenhöfer, Lisa, Prisca Brosi, Matthias Spörrle and Isabell M. Welpe (In press): Satisfied with the Job, But Not with the Boss: Leaders’ Expressions of Gratitude and Pride Differentially Signal Leader Selfishness, Resulting in Differing Levels of Followers’ Satisfaction, Journal of Business Ethics, (published online first).
Abstract: Setting out to understand the effects of positive moral emotions in leadership, this research examines the consequences of leaders’ expressions of gratitude and pride for their followers. In two experimental vignette studies (N = 261; N = 168) and a field study (N = 294), leaders’ gratitude expressions showed a positive effect and leaders’ pride expressions showed a negative effect on followers’ ascriptions of leader selfishness. Thereby, leaders’ gratitude expression indirectly led to higher follower satisfaction with and OCB towards the leader, while leaders’ pride expressions indirectly reduced satisfaction with and OCB towards the leader. Furthermore, leaders’ expressions of gratitude indirectly reduced followers’ intentions to leave the leader, while leaders’ expressions of pride indirectly fuelled them. Although ascriptions of selfishness consistently influenced these leader outcomes more strongly than comparable organizational outcomes, results on organizational outcomes were mixed. While leaders’ expressions of gratitude led, as expected, to higher job satisfaction and lower turnover intentions, leaders’ expressions of pride showed positive relations with both OCB towards the organization and intentions to leave the organization. We discuss the theoretical implications of leaders’ expressions of positive moral emotions as signals of outcome attributions, as well as leaders’ selfishness and practical implications that help leaders build followers’ satisfaction and positive leader–follower relationships.
Mölders, Sophie, Prisca Brosi, Matthias Spörrle and Isabell M. Welpe (In press): The Effect of Top Management Trustworthiness on Turnover Intentions via Negative Emotions: The Moderating Role of Gender, Journal of Business Ethics, (published online first).
Abstract: Based on a field study (N = 303), this paper explores the differential role that perceived top management trustworthiness has on female and male employees’ negative emotions and turnover intentions in organizations. A theoretical model is established that explicates a negative indirect effect of perceived top management trustworthiness on employee turnover intentions through employee negative emotions. The results reveal that there is a negative relationship between perceived top management trustworthiness and employee negative emotions and resulting turnover intentions and that this effect is stronger for female employees than for male employees. These results demonstrate the pivotal role played by top management trustworthiness, provide an explanation for the turnover gender gap, and highlight the subjectivity in reactions to trustworthiness perceptions. The implications for organizations are discussed in line with the need for top management to positively influence employees and particularly women, to retain them in their workforce.
Sodhi, ManMohan S. and E. Yatskovskaya (In press): Measuring and ranking companies’ sustainable water use by using formative indicators, International Journal of Productivity & Performance Management.
Acciaro, Michele, Claudio Ferrari, Jasmine S. L. Lam, Rosario Macario, Athena Roumboutsos, Christa Sys, Alessio Tei and Thierry Vanelslander (2018): Are the innovation processes in seaport terminal operations successful? (published online first), Maritime Policy & Management, 45 (6): 787-802.
Abstract: The maritime and port sector is widely considered conservative concerning the ability to introduce innovation in respect to other industries. This may be due to the lack of cooperative interactions among the several players involved. It does not mean that innovation does not occur in this industry. Along with some technical innovations, managerial, organizational, and cultural innovations also take place in the sector. The literature has considered the assessment and effects of the adoption of particular innovation, but still few studies underline the innovation path in a broad sense with a specific focus on terminal operators. The present article aims at filling this gap through a field analysis grouping together case studies developed in different world regions and examining the adoption path of innovation through a mix of three different techniques (i.e. the H- and I-indexes, a Systems of Innovation Analysis, and a Qualitative Comparative Analysis). Research outcomes underline how, even if no unique recipe for success can be found, specific factors (e.g. a ranking of innovation objectives, coordination among actors, and institutions) can influence the achievement of success. The analyses allow suggesting strategic and policy advice that may help link in a better way the innovation drivers with their actual effects.
Reh, Susan, Christian Tröster and Niels Van Quaquebeke (2018): Keeping (future) rivals down: Temporal social comparison predicts coworker social undermining via future status threat and envy, Journal of Applied Psychology, 103 (4): 399-415.
Abstract: The extant social undermining literature suggests that employees envy and, consequently, undermine coworkers when they feel that these coworkers are better off and thus pose a threat to their own current status. With the present research, we draw on the sociofunctional approach to emotions to propose that an anticipated future status threat can similarly incline employees to feel envy toward, and subsequently undermine, their coworkers. We argue that employees pay special attention to coworkers' past development in relation to their own, because faster-rising coworkers may pose a future status threat even if they are still performing worse in absolute terms in the present. With a set of two behavioral experiments (N = 90 and N = 168), we establish that participants react to faster-rising coworkers with social undermining behavior when the climate is competitive (vs. less competitive). We extended these results with a scenario experiment (N = 376) showing that, in these situations, participants extrapolate lower future status than said coworker and thus respond with envy and undermining behavior. A two-wave field study (N = 252) replicated the complete moderated serial mediation model. Our findings help to explain why employees sometimes undermine others who present no immediate threat to their status. As such, we extend theorizing on social undermining and social comparison.
Wenzel, Ramon and Niels Van Quaquebeke (2018): The Double-Edged Sword of Big Data in organizational and management research: A Review of Opportunities and Risks, Organizational Research Methods, 21 (3): 548-591.
Abstract: While many disciplines embrace the possibilities that Big Data present for advancing scholarship and practice, organizational and management research has yet to realize Big Data’s potential. In an effort to chart this newfound territory, we briefly describe the principal drivers and key characteristics of Big Data. We then review a broad range of opportunities and risks that are related to the Big Data paradigm, the data itself, and the associated analytical methods. For each, we provide research ideas and recommendations on how to embrace the potentials or address the concerns. Our assessment shows that Big Data, as a paradigm, can be a double- edged sword, capable of significantly advancing our field but also causing backlash if not utilized properly. Our review seeks to inform individual research practices as well as a broader policy agenda in order to advance organizational and management research as a scientifically rigorous and professionally relevant field.
Larco-Martinelli, José A., Jan C. Fransoo and Vincent C.S. Wiers (2018): Scheduling the scheduling task: A time management perspective on scheduling, Cognition, Technology & Work, 20 (1): 1-20.
Abstract: Objective: To characterize how schedulers spend their time interacting with external parties.Background: Time is the most critical resource at the disposal of schedulers; however its usage has been overlooked by prior empirical studies. Methods: Seven schedulers for a total of nineteen 8-hour shifts where observed. Detailed time data about their activities and how these where interrupted was collected. Results: Schedulers interrupt themselves significantly and most of their activities are triggered externally. Despite this, schedulers are able to decide in most situations which activity to perform next. Schedulers spend more time on their informational role than on their decisional role; mostly at the requests of others, suggesting insufficient information system support to others in the organization.Conclusion: Schedulers other main role, besides making scheduling related decisions is to relay information. This implies that schedulers are subject to several external requests for activities. However, due to asynchronous communication that e-mails provide, they are still able to decide on their own schedule to do tasks.Application: The methodology used can be used to evaluate an individual use of time, in particular for time-critical such as scheduling. The analysis may provide insights as to how to improve the efficiency of such jobs.
Jaksic, Marco and Jan C. Fransoo (2018): Dual sourcing in the age of near-shoring: trading off stochastic capacity limitations and long lead times, European Journal of Operational Research, 267 (1): 150-161.
Abstract: We model a periodic review inventory system with non-stationary stochastic demand, in which a manufacturer is procuring a component from two available supply sources. The faster supply source is modeled as stochastic capacitated with immediate delivery, while the slower supply source is modeled as uncapacitated with a longer fixed lead time. The manufacturer’s objective is to choose how the order should be split between the two supply sources in each period, where the slower supply source is used to compensate for the supply capacity unavailability of the faster supply source. This is different from the conventional dual-sourcing problem, and motivated by the new reality of near-shoring options. We derive the optimal dynamic programming formulation that minimizes the total expected inventory holding and backorder costs over a finite planning horizon and show that the optimal policy is relatively complex. We extend our study by developing an extended myopic two-level base-stock policy and we show numerically that it provides a very close estimate of the optimal costs. Numerical results reveal the benefits of dual-sourcing under near-shoring, where we point out that in most cases the manufacturer should develop a hybrid procurement strategy, taking advantage of both supply sources to minimize its expected total cost.
Wan, Mingchao, Yihui Huang, Lei Zhao, Tianhu Deng and Jan C. Fransoo (2018): Demand estimation under multi-store multi-product substitution in high density traditional retail, European Journal of Operational Research, 266: 99-111.
Abstract: In large cities in emerging economies, traditional retail is present in a very high density, with multiple independently owned small stores in each city block. Consequently, when faced with a stockout, consumers may not only substitute with a different product in the same store, but also switch to a neighboring store. Suppliers may take advantage of this behavior by strategically supplying these stores in a coherent manner. We study this problem using consumer choice models. We build two consumer choice models for this consumer behavior. First, we build a Nested Logit model for the consumer choice process, where the consumer chooses the store on the first level and selects the product on the second level. Then, we consider an Exogenous Substitution model. In both models, a consumer may substitute at either the store level or the product level. Furthermore, we estimate the parameters of the two models using Markov chain Monte Carlo algorithm in a Bayesian manner. We numerically find that the Nested Logit model outperforms the Exogenous Substitution model in estimating substitution probabilities. Further, the information on consumers’ purchase records helps improve the estimation accuracies of both the first-choice probabilities and the substitution probabilities when the beginning inventory level is low. Finally, we show that explicitly including such substitution behavior in the inventory optimization process can significantly increase the expected profit.
van Pelt, Thomas D. and Jan C. Fransoo (2018): A note on “Linear programming models for a stochastic dynamic capacitated lot sizing problem”, Computers & Operations Research, 89 (January): 13-16.
Abstract: Tempelmeier and Hilger (2015) study the stochastic dynamic lot sizing problem with multiple items and limited capacity. They propose a linear optimization formulation for the problem based on a piece-wise linear approximation of the non-linear functions for the expected backorders and the expected inventory on hand. Building on the work of Tempelmeier and Hilger (2015), we correct an erroneous derivation of the linear optimization problem and propose an improved model.
Merkle, Christoph (2018): The Curious Case of Negative Volatility, Journal of Financial Markets, 40: 92-108.
Abstract: In a panel survey of brokerage clients in the United Kingdom, participants mostly perceive their own portfolio as no more volatile than the market portfolio. Taking into account observed portfolio betas, this implies a belief in very low idiosyncratic portfolio volatility, which is even negative for a considerable fraction of the studied investor population. Possible explanations are extreme overconfidence in combination with a misunderstanding of how market and portfolio volatility are related. The identified bias contributes to underdiversification, as a belief in negative idiosyncratic volatility conceals the true benefits of diversification. In an experiment, we confirm the existence of a belief in negative volatility and rule out the underestimation of beta as an alternative explanation.