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)
Acciaro, Michele and Gordon Wilmsmeier (2015): Energy efficiency in maritime logistics chains, Research in Transportation Business & Management, 17: 1-7.
Schweizer, Lars, Shalini Rogbeer and Björn Michaelis (2015): The dynamic capabilities perspective: from fragments to meta-theory, Management Research Review, 38 (7): 662-684.
Abstract: This paper aims to show how researchers can overcome problems of fragmentation and eclecticism in an important strategy paradigm, namely, the Dynamic Capabilities (DC) perspective. First, the explanandum of the theory of DC, conceptualized as a theory of strategic change, is generates. Second, four main constituent theoretical perspectives of DC were selected and their explanans on the explanandum of a theory of strategic change was mapped. Third, the explanans of a theory of strategic change was parsed out to derive the critical fragmentation sources as illustrated by the classical papers in DC. First, consistent explanans of a theory of strategic change are integrated to build a meta-theory of strategic change. Second, testable propositions based on the meta-theory, in the context of industry convergence, a context which requires the development of dynamic capabilities in an uncertain and changing environmental context are developed. By developing a meta-theory of strategic change, researchers are provided with the tools to overcome the confusion of fragmentation and eclecticism, specifically in the field of strategy research.
Pinçe, Çerağ, Hans Frenk and Rommert Dekker (2015): The Role of Contract Expirations in Service Parts Management, Production and Operations Management, 24 (10): 1580-1597.
Abstract: The majority of after-sales service providers manage their service parts inventory by focusing on the availability of service parts. This approach, combined with automatic replenishment systems, leads to reactive inventory control policies where base stock levels are adjusted only after a service contract expires. Consequently, service providers often face excess stock of critical service parts that are difficult to dispose due to their specificity. In this study, we address this problem by developing inventory control policies taking into account contract expirations. Our key idea is to reduce the base stock level of the one-for-one policy before obsolescence (a full or partial drop in demand rate) occurs and let demand take away excess stock. We refer to this policy as the single-adjustment policy. We benchmark the single-adjustment policy with the multiple-adjustment policy (allowing multiple base stock adjustments) formulated as a dynamic program and verify that for a wide range of instances the single-adjustment policy is an effective heuristic for the multiple-adjustment policy. We also compare the single-adjustment policy with the world-dependent base stock policy offered by Song and Zipkin (1993) and identify the parameter combinations where both policies yield similar costs. We consider two special cases of the single-adjustment policy where the base stock level is kept fixed or the base stock adjustment is postponed to the contract expiration time. We find that the initial demand rate, contract expiration time, and size of the drop in demand rate are the three key parameters driving the choice between the single-adjustment policy and its special cases.
Burmester, Alexa B., Jan U. Becker, Harald J. van Heerde and Michel Clement (2015): The impact of pre- and post-launch publicity and advertising on new product sales, International Journal of Research in Marketing, 32 (2): 408-417.
Abstract: When companies launch new products, they need to understand the impact of publicity and advertising on sales. What is their relative effectiveness? Do they strengthen each other (have a positive interaction effect) or weaken each other (have a negative interaction effect)? Further, does the timing of these activities (before or after launch) affect their impact on sales? This paper develops hypotheses regarding the elasticities of pre- and post-launch publicity and advertising on sales. The hypotheses are tested on a large-scale empirical data set that tracks sales, publicity, and advertising for 3336 video games across 52 weeks covering the pre- and post-launch phases. The results demonstrate that pre-launch publicity is more effective than pre-launch advertising but that the reverse is true post-launch. Surprisingly, the analysis reveals a negative interaction effect between pre-launch advertising and publicity, which means that publicity becomes less effective when it is accompanied by higher levels of advertising for the same product. Simulations indicate that companies can gain most sales by focusing on publicity pre-launch, and that there is little benefit from increasing publicity and advertising during the same phase, which is consistent with negative (pre-launch) and zero (post-launch) interaction effects.
Michaelis, Björn, Joachim D. Wagner and Lars Schweizer (2015): Knowledge as a key in the relationship between high-performance work systems and workforce productivity, Journal of Business Research, 68 (5): 1035-1044.
Abstract: Abstract Drawing on the knowledge-based view of the firm, we develop and test a theoretical model linking high-performance work systems (HPWS) and workforce productivity via employee exchange and combination of knowledge. A test of our model in a sample of junior enterprises in Germany supports the proposal that knowledge exchange and combination plays a mediating role. However, knowledge-management effectiveness interacts. That is, knowledge exchange and combination mediates the relationship between 5HPWS6 and workforce productivity only when knowledge-management is effective at medium and high levels, but not at low levels.
Merkle, Christoph, Daniel P. Egan and Greg B. Davies (2015): Investor happiness, Journal of Economic Psychology, 49: 167-186.
Abstract: We study investor happiness in a panel survey of brokerage clients at a 5UK6 bank. When investors anticipate future happiness, they set their return aspirations according to personal portfolio risk, objectives, investment horizon, confidence, and other individual characteristics. They are accurate in their forecasts, only rarely are investors unhappy with outcomes they predicted they would be happy with, and vice versa. However, determinants of experienced happiness only partially correspond to the ones found for anticipated happiness. In particular, relative performance plays an important role investors do not anticipate. Having outperformed other people contributes to investor happiness, as does active trading success.
Decker, Catharina and Niels Van Quaquebeke (2015): Getting Respect from a Boss You Respect: How Different Types of Respect Interact to Explain Subordinates’ Job Satisfaction as Mediated by Self-Determination, Journal of Business Ethics, 131 (3): 543-556.
Abstract: Interpersonal respect can be differentiated into two kinds: (1) horizontal respect, i.e. treating someone with dignity; and (2) vertical respect, i.e. genuinely honoring someone’s merits. With the present research, we draw on motivation theory to explore their interplay in leadership relations. Specifically, we argue for a moderated mediation hypothesis in that (a) leaders’ horizontal respect for their subordinates fundamentally speaks to subordinates’ self-determination and (b) that the message of respectful leadership is enhanced by the vertical respect subordinates have for their leaders. As a result, subordinates are more satisfied with their jobs, which should also show in a decreased willingness to leave. The proposed model was supported in two survey studies (N = 391 and N = 518) and an experimental scenario study (N = 107)—thus suggesting that perceived leader behavior needs to be complemented by leader standing.
Schweisfurth, Tim G. and Christina Raasch (2015): Embedded lead users - The benefits of employing users for corporate innovation, Research Policy, 44 (1): 168-180.
Abstract: Abstract While most of the literature views users and producers as organizationally distinct, this paper studies users within producer firms. We define “embedded lead users” (ELUs) as employees who are lead users of their employing firm’s products or services. We argue that 5ELUs6 benefit from dual embeddedness in the user and producer domains; it shapes their cognitive structure and enables them to better absorb sticky need knowledge from the user domain. We hypothesize that 5ELUs6 are more active than regular employees in acquiring, disseminating, and utilizing market need information for corporate innovation. Using survey data from the mountaineering equipment industry (n = 149), we test and support our hypotheses. Additional robustness checks reveal that the observed effects are indeed due to lead userness rather than to affective product involvement or job satisfaction. We discuss theoretical and managerial implications, as well as directions for future research on this empirically important but hitherto under-researched phenomenon.
Haralambides, Hercules and Michele Acciaro (2015): The new European port policy proposals: Too much ado about nothing?, Maritime Economics & Logistics, 17 (2): 127-141.
Abstract: It is widely felt that in order to strengthen the competitiveness of European ports it is needed to ensure fair competition among ports and the sector is anew facing new and old challenges related to its long-term development.These challenges, and arguably the inability of the port sector and the European Union (EU) Member States to meaningfully react to them on their own, are at the basis of the renewed attempt of the European Commission (EC) to develop a uniform and coherent policy package for ports. The article provides a critical account of recent EU policy initiatives, focusing on the most recent attempt of the EC to address some of the issues facing the port sector. The article discusses some of the controversies arising from the new EC policy approach, which, although milder in its contents than the previous attempts, recalls the content of the previous policy proposals, especially in the areas of liberalization of port services; pricing; competition; administrative simplification; financial and operational autonomy; and state aid provisions. The article concludes that the EU not only does not go far enough but, by trying to introduce compromises and conditions of considerable vagueness and ambiguity renders its policy proposals practically useless, thus allowing Member States the freedom to continue unabated as before.
Mertz, Corinna, Tilman Eckloff, Julia Johannsen and Niels Van Quaquebeke (2015): Respected Students Equal Better Students: Investigating the Links between Respect and Performance in Schools, Journal of Educational and Developmental Psychology, 5 (1).
Abstract: This study examines the relationship between students’ (N = 334) perceived teacher respect and their performance on a math exam in school settings. The incremental validity of respect on performance beyond that accounted for by intelligence is assessed. Results suggest that respect accounts for significant additional variability in students’ performance above that accounted for by intelligence. Further analyses reveal that the relationship between respect and performance is moderated by immigration. For German students (N = 150), perceived respect accounts for a part of the variability in performance over the variability accounted for by intelligence. For students with an immigrant background (N = 181) this relationship is not significant. Cultural implications of respect in school settings are discussed.
Koenig, Matthias and Joern Meissner (2015): Value-at-risk optimal policies for revenue management problems, International Journal of Production Economics, 166: 11-19.
Abstract: Abstract Consider a single-leg dynamic revenue management problem with fare classes controlled by capacity in a risk-averse setting. The revenue management strategy aims at limiting the down-side risk, and in particular, value-at-risk. A value-at-risk optimised policy offers an advantage when considering applications which do not allow for a large number of reiterations. They allow for specifying a confidence level regarding undesired scenarios. We introduce a computational method for determining policies which optimises the value-at-risk for a given confidence level. This is achieved by computing dynamic programming solutions for a set of target revenue values and combining the solutions in order to attain the requested multi-stage risk-averse policy. We reduce the state space used in the dynamic programming in order to provide a solution which is feasible and has less computational requirements. Numerical examples and comparison with other risk-sensitive approaches are discussed.
Acciaro, Michele (2015): Corporate responsibility and value creation in the port sector, International Journal of Logistics Research and Applications, 18 (3): 291-311.
Abstract: The paper reviews existing literature on corporate responsibility (CR) in the port sector and proposes a conceptual framework that brings together the CR drivers in port environmental strategies. The conceptual framework is derived from the existing literature and is based on institutional theory. The literature review is supported by a discussion on CR strategies in 10 major ports around the world. The paper argues that ports tend to replicate environmental strategies across regions and learn from each other, and that a competitive focus on logistics tends to strengthen the importance of CR and in particular of environmental performance in ports. For some ports CR has become an integral part of their value creation proposition mostly as a result of competitive pressure. Furthermore, the paper advances also a correspondence between the degree of port agility and the CR profile of the port. Managerial and policy implications are also discussed.
Decker, Catharina and Joachim Kersten (2015): Minority Police Officers’ Contribution to Police-Ethnic Minority Conflict Management, European Journal of Policing Studies, 2 (4): 461-481.
Abstract: Encounters between the police and citizens with migration background are prone to conflict. In order to guarantee intercultural competent policing, police services are staffed with officers who have a family migration background. Drawing on conflict competence literature, we examined the resulting benefits and costs for police-ethnic minority conflict management by employing personnel with an ethnic minority family background. The sample of our interview study comprised 14 German police officers. The interviewees reported on the role of colleagues with a Turkish family background as either conflict resolvers or conflict intensifiers. Data suggest that police officers with an ethnic minority background significantly contribute to intercultural conflict resolution. Minority police officers’ conflict intensification can be framed as being a point of friction. We conclude that minority police officers are beneficial to police-ethnic minority conflict management and suggest continuous monitoring of minority police officers’ roles by police authorities. This is the first study on intercultural conflict management in policing, explaining the conflict resolving and intensifying contributions of minority police officers.
Michaelis, Björn, Florian Kunze and Heike Bruch (2015): New insights on CEO charisma attribution in companies of different sizes and ownership structure: the role of prior company performance, Journal of Business Economics, 85 (7): 793-815.
Abstract: We extend theories on charismatic leadership by investigating the influence of prior company performance on subordinates’ attributions of chief executive officer (CEO) charisma within companies of different sizes and ownership structure. First, we use an experimental design to examine the effects of prior company performance on attributions of CEO charisma. Second, in a field study with 69 companies we replicate the experimental finding and show that this relationship is moderated by the size of the company such that the relationship between prior company performance and attributions of CEO charisma is significant only in large companies. We find no evidence, however, that the ownership structure of a company could strengthen or weaken this relationship.
van Gils, Suzanne, Niels Van Quaquebeke, Daan van Knippenberg, Marius van Dijke and David De Cremer (2015): Ethical leadership and follower organizational deviance: The moderating role of follower moral attentiveness, The Leadership Quarterly, 26: 190-203.
Abstract: The literature on ethical leadership has focused primarily on the way ethical leaders influence follower moral judgment and behavior. It has overlooked that follower responses to ethical leaders may differ depending on the attention they pay to the moral aspects of leadership. In the present research, we introduce moral attentiveness as an important moderator for the relationship between ethical leadership and unethical employee behavior. In a multisource field study (N = 90), we confirm our hypothesis that morally attentive followers respond with more deviance to unethical leaders. An experimental study (N = 96) replicates the finding. Our paper extends the current leader-focused literature by examining how follower moral attentiveness determines the response of followers to ethical or unethical leadership.
van Dijke, Marius, David De Cremer, Lieven Brebels and Niels Van Quaquebeke (2015): Willing and Able: Action-State Orientation and the Relation Between Procedural Justice and Employee Cooperation, Journal of Management, 41 (7): 1982-2003.
Abstract: Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive toward these goals. We study self-regulatory abilities that underlie goal striving, abilities that should thus affect employees’ display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective self-regulatory strategies (action-oriented employees) display relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment addresses the process underlying this effect by explicitly showing that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. This goal striving approach better integrates research on the relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on making procedural justice effective in stimulating employee cooperation by suggesting factors that help employees reach their adopted goals.
Albers, Sönke (2015): What Drives Publication Productivity at German Universities?, Schmalenbach Business Review, 67 (1): 6-33.
Abstract: How well universities prosper depends on their reputations, which in turn depend on high-level published research. I investigate German data from Handelsblatt and Centrum für Hochschulentwicklung (CHE) for university business faculties and show that publication productivity is characterized by increasing returns to scale, which stem from the number of professors a university employs, and that a higher ratio of students per professor does not usually hurt productivity. Third-party funds show only a small and weakly significant impact. My analysis of the total costs of universities indicates that publications, student education, and contract research all exhibit significant economies of scale.
Giessner, Steffen R., Niels Van Quaquebeke, Suzanne van Gils, Daan van Knippenberg and Janine A. J. M. Kollée (2015): In the moral eye of the beholder: The interactive effects of leader and follower moral identity on perceptions of ethical leadership and LMX quality, Frontiers in Psychology, 6 (1126).
Abstract: Previous research indicated that leader moral identity (MI; i.e., leaders’ self-definition in terms of moral attributes) predicts to what extent followers perceive their leader as ethical (i.e., demonstrating and promoting ethical conduct in the organization). Leadership, however, is a relational process that involves leaders and followers. Building on this understanding, we hypothesized that follower and leader MI (a) interact in predicting whether followers will perceive their leaders as ethical and, as a result, (b) influence followers’ perceptions of leader–follower relationship quality. A dyadic field study (N = 101) shows that leader MI is a stronger predictor of followers’ perceptions of ethical leadership for followers who are high (vs. low) in MI. Perceptions of ethical leadership in turn predict how the quality of the relationship will be perceived. Hence, whether leader MI translates to perceptions of ethical leadership and of better relationship quality depends on the MI of followers.
Becker, Jan U., Martin Spann and Timo Schulze (2015): Implications of minimum contract durations on customer retention, Marketing Letters, 26 (4): 579-592.
Abstract: Customer retention is a major driver of customer lifetime value and is thus a key performance metric in marketing management. Consequently, companies try to retain customers by offering contracts with minimum contract durations (MCD). Using behavioral, psychometric, and advertising data for a large sample of DSL customers, the authors study the impact of minimum contract durations on actual customer churn behavior. The analyses demonstrate that subscriptions with minimum contract durations do indeed help companies to successfully retain customers. The effect is impaired though, as companies typically (must) provide incentives to convince customers to commit to those contracts. We find that incentives attract customers that either cannot or should not be retained and hence require companies to carefully apply both MCD and incentives.
Armelini, Guillermo, Christian Barrot and Jan U. Becker (2015): Referral programs, customer value, and the relevance of dyadic characteristics, International Journal of Research in Marketing, 32 (4): 449-452.
Abstract: Referral programs have become a popular tool to use the customer base for new customer acquisition. We replicate the work of Schmitt et al. (2011) who find that referred customers are more loyal and valuable than customers acquired through other channels. While our results confirm that rewarded referrals indeed reduce the risk of customer churn, we do not find that referred customers are necessarily more valuable. Analysis of the relationship between senders and receivers of referrals demonstrates that demographic similarity drives the referred customer value.
Zenker, Sebastian, Tobias Gollan and Niels Van Quaquebeke (2014): Using Polynomial Regression Analysis and Response Surface Methodology to Make a Stronger Case for Value Congruence in Place Marketing, Psychology & Marketing, 31 (3): 184-202.
Abstract: Values are an important concept in marketing because they comprise part of peoples’ identity and can thus help marketers separate and target different audiences. Unsurprisingly, places and their marketing initiatives increasingly try to appeal to (potential) residents’ identity by communicating core values. While the notion of value congruence is not novel, most empirical methods in marketing to date only account for the degree rather than the level of congruence. To address this issue, the present article utilizes polynomial regression and response surface methodology (Edwards & Parry, 1993) in the context of place marketing. Accordingly, the first study shows that the perceived congruence of residents’ own values and the values of stereotypical city inhabitants significantly affect residents’ feelings about their own cities (N = 1257), but with different effects for different values and levels of congruence. This finding holds not only for popular target groups such as the “creative class” but also across all groups. The second study (N = 449) shows that city slogans can effectively communicate specific values and that value congruence leads to a more positive evaluation of the city brand. Finally, the article discusses the benefits of differentiating between levels of congruence both in marketing research in general, and place brand management in particular.
Van Quaquebeke, Niels, Matthias M. Graf, Rudolf Kerschreiter, Sebastian C. Schuh and Rolf van Dick (2014): Ideal Values and Counter-ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research, International Journal of Management Reviews, 16 (2): 211-225.
Abstract: Motives and values at work have long been key topics of business and management studies. In a focused review of the literature on the nature of human values, this paper identifies a disconnect with the literature on human motivation, despite the otherwise inherent relatedness of the two fields. Specifically, extant theory and research have conceptualized values generally in terms of ideals, namely desired end-states that individuals strive to approach. Although values, by this definition, express motivational concerns, theories of human motivation suggest that there are two forces to consider, i.e. approach and avoidance motivation. By applying this ‘two forces’ perspective to value research, this paper identifies a gap in the literature on values: namely, the idea that individuals are also influenced by counter-ideal values, i.e. end-states that they deliberately seek to avoid. The identification of this gap opens up new opportunities for value research in general and organizational value research in particular. To pave the way for future research, this paper critically discusses the few studies that have taken first steps in that direction and outlines research questions that may follow for issues such as employer branding and person–organization fit. This paper closes by providing suggestions on how to tackle the issue in organizational practice.
Schuh, Sebastian C., Alina S. Hernandez Bark, Niels Van Quaquebeke, Rüdiger Hossiep, Philip Frieg and Rolf van Dick (2014): Gender Differences in Leadership Role Occupancy: The Mediating Role of Power Motivation, Journal of Business Ethics, 120 (3): 363-379.
Abstract: Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute to these efforts and drawing on several theoretical approaches, the present study provides a contemporary examination of (a) whether women and men differ in their levels of power motivation and (b) whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations (i.e., student samples and large heterogeneous samples of employee), diverse operationalizations of power motivation and leadership role occupancy (self- and other ratings), and study design (cross-sectional and time-lagged designs). Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed.
Egan, Daniel P., Christoph Merkle and Martin Weber (2014): Second-order beliefs and the individual investor, Journal of Economic Behavior & Organization, 107, Part B: 652-666.
Abstract: In a panel survey of individual investors, we show that investors’ second-order beliefs—their beliefs about the return expectations of other investors—influence investment decisions. Investors who believe others hold more optimistic stock market expectations allocate more of their own portfolio to stocks even after controlling for their own risk and return expectations. However, second-order beliefs are inaccurate and exhibit several well-known psychological biases. We observe both the tendency of investors to believe that their own opinion is relatively more common among the population (false consensus) and that others who hold divergent beliefs are considered to be biased (bias blind spot).
Van Quaquebeke, Niels, Matthias M. Graf and Tilman Eckloff (2014): What do leaders have to live up to? Contrasting the effects of central tendency- versus ideal-based leader prototypes in leader categorization processes, Leadership, 10 (2): 191-217.
Abstract: Leader categorization theory proposes that subordinates perceive leaders against the backdrop of a cognitively represented leader prototype. The match between the two ultimately determines how favourably subordinates respond towards leaders. The respective research, however, yields some confusion as to what kind of prototype is exactly used in this process. Are leaders matched against a central tendency leader prototype, i.e. to an average image of leaders in general, or is it subordinates' goal-directed leader prototype, i.e. their image of an ideal leader, that leaders have to live up to? We reanalysed a field study (N = 266) and conducted a second one likewise with employees (N = 271) to contrast the relevance of both prototypes. The analyses reveal that only the match with the ideal leader prototype was predictive of subordinates’ responses towards their leaders. Previous central tendency leader categorization research thus might have pertained to the ideal aspects in the existing leader population.