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This dissertation is an inquiry into the concept of value creation, motivated by a need for orientation in our demanding times. Based on the idea that true value only arises out of human (inter)subjective evaluations, we apply a psychological perspective on individual and collective value creation, thereby iestigating a micro-foundation of value, as well as its application and operationalization. The dissertation is a cumulative dissertation that begins with an introductory chapter followed by four independent, yet connected studies. In Study 1, we develop a conceptual foundation for all other studies that iolves a micro-foundation of value and value awareness as the competency to recognize fundamental evaluation categories as relevant. In Study 2, we conceptually delineate organizational public value and organizational reputation, two concepts of strategic relevance to organizations, that share similarities, but differ in fundamental dimensions. In Study 3 we operationalize value awareness through a practice-oriented instrument that helps individuals reflect, understand and develop their value awareness. In Study 4, we empirically iestigate the link of an organization’s corporate social responsibility and work addiction via work meaningfulness and organizational identification, as well as value awareness. The studies are diverse and have multiple implications for research and practice. Overall, we suggest that individuals and collective entities should develop and operationalize their consideration of value creation on the level of (inter)subjective human experience. To realize actual value creation, many additional factors are important, but more value awareness could play a central role in increasing the chances of finding and creating more value for ourselves, others, and society as a whole.
Too much of a good thing?
(2020)
Recent research highlights the positive effects of organizational CSR engagement on employee outcomes, such as job and life satisfaction, performance, and trust. We argue that the current debate fails to recognize the potential risks associated with CSR. In this study, we focus on the risk of work addiction. We hypothesize that CSR has per se a positive effect on employees and can be classified as a resource. However, we also suggest the existence of an array of unintended negative effects of CSR. Since CSR positively influences an employee’s organizational identification, as well as his or her perception of engaging in meaningful work, which in turn motivates them to work harder while neglecting other spheres of their lives such as private relationships or health, CSR indirectly increases work addiction. Accordingly, organizational identification and work meaningfulness both act as buffering variables in the relationship, thus suppressing the negative effect of CSR on work addiction, which weakens the positive role of CSR in the workplace. Drawing on a sample of 565 Swiss employees taken from the 2017 Swiss Public Value Atlas dataset, our results provide support for our rationale. Our results also provide evidence that the positive indirect effects of organizational CSR engagement on work addiction, via organizational identification and work meaningfulness, become even stronger when employees care for the welfare of the wider public (i.e., the community, nation, or world). Implications for research and practice are discussed.
Same same but different
(2019)
Organizational public value and organizational reputation are different concepts stemming from independent research tradi-tions. Nevertheless, the constructs share several similarities, which make a systematic comparison and iestigation of their relationship a promising and necessary endeavor. In this paper, we compare the two constructs along seven dimensions, with special attention to the micro-level of individual psychology. Several similarities regarding strategic relevance, locus of control, measurement unit, process dynamics, and axiological nature exist. As we will see, the constructs differ signifi-cantly with respect to the basis of evaluation and their dominant logic. We draw on a recent micro-foundation of public value to elaborate on these differences and develop propositions about how the constructs are related. Public value applies a holistic basis of evaluation covering all basic values and collective frames of reference, while reputation is more adaptive. Moreover, public value follows a logic of contribution (to a collective), while reputation follows a logic of recognition (by a collective). The two constructs should not be taken as similar or used interchangeably. However, both fields can benefit from a joint theoretical basis and micro-foundation, as well as from connected research programs. Practitioners should consider both constructs in connection.
The illustrated matrix with all value awareness levels of a subject added to the fields, can be referred to as the subject’s value awareness profile. A correlation analysis could allow one to derive the most desirable value awareness profiles in the sense that they are antecedent to (public) value creation. Value awareness is strongly connected to fundamental processes concerning and constituting an individual’s self and identity. The illustrated (public) value matrix with an indication of the emphasis a subject puts on each value category is called the subject’s value emphasis profile. Value awareness essentially means being able to assume a meta-perspective on one’s value categories and as such to recognize the relevance systems one applies, or could apply. With more value awareness, humans could be better equipped to meet the demands of modern society as they increase their cognitive complexity to find, emphasize and consequently create true value for themselves, others and society as whole.
Gemeinwohl ist für alle da
(2018)
Die Gemeinwohl-Bilanz
(2017)
Unternehmen sind sich zunehmend ihres Gemeinwohlbeitrages bewusst, weshalb Instrumente zu dessen Messung an Bedeutung gewinnen. Die Gemeinwohl-Bilanz ist ein aktuell erfolgreiches Instrument, welches vor allem in kleineren und mittleren Unternehmen eingesetzt wird. Eine Studie untersuchte, wie Manager die Vorstellung und erstmalige Implementierung der Gemeinwohl-Bilanz reflektierten. Die Ergebnisse der Studie verweisen sowohl auf positive Effekte für die Unternehmensentwicklung in den durch die Bilanz adressierten Bereichen als auch auf damit verbundene Probleme. Der Beitrag schließt mit einer kritischen Betrachtung des in der Bilanz operationalisierten Gemeinwohlverständnisses. Hier zeigt sich, dass eine Enge in der Auslegung und ein grundsätzliches Legitimationsdefizit einer Einführung der Bilanz in dieser Form entgegenstehen.