Zusammenfassung
Unter dem Oberbegriff ‚Digitale Führung‘ werden verschiedene Konzepte, die sich aus der rekursiven Wechselwirkung zwischen Führung(-skräften) und moderner Informations- und Kommunikationstechnologie (IKT) ergeben gefasst. In diesem Kapitel werden virtuelle Führung (wenn eine Führungskraft ihre Führungsfunktionen vermittelt über IKT ausübt) und automatisierte Führung (wenn Führungsfunktionen nicht mehr durch die Führungskraft, sondern durch IKT übernommen werden) in den Fokus gerückt und ihre Vor- und Nachteile sowie damit verbundene Chancen und Risken diskutiert.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
Notes
- 1.
So muss speziell für automatisierte Führung berücksichtigt werden, dass die technologischen Grundlagen, v. a. das Maschinelle Lernen, auf der Verarbeitung existierender Daten basieren und darin enthaltene Muster und Strukturen replizieren. Dies kann zum einen dazu führen, dass bestehende systematische Fehler (z. B. die Unterrepräsentation von Frauen in Führungspositionen) in automatisierten Entscheidungssystemen verstärkt werden, und zum anderen, dass „echte“ Innovation (i. S. vollständiger Neuartigkeit) ausbleibt und Pfadabhängigkeit verstärkt wird (Giermindl et al., 2022).
Literatur
Allen, J. A., Lehmann-Willenbrock, N., & Landowski, N. (2014). Linking pre-meeting communication to meeting effectiveness. Journal of Managerial Psychology, 29(8), 1064–1081. https://doi.org/10.1108/jmp-09-2012-0265
Antoni, C. H., & Syrek, C. (2017). Digitalisierung der Arbeit: Konsequenzen für Führung und Zusammenarbeit. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 48(4), 247–258. https://doi.org/10.1007/s11612-017-0391-5
Avolio, B. J., Kahai, S., & Dodge, G. E. (2000). E-leadership: Implications for theory, research, and practice. Leadership Quarterly, 11(4), 615–668. https://doi.org/10.1016/S1048-9843(00)00062-X
Avolio, B. J., Sosik, J. J., Kahai, S. S., & Baker, B. (2014). E-leadership: Re-examining transformations in leadership source and transmission. Leadership Quarterly, 25(1), 105–131. https://doi.org/10.1016/j.leaqua.2013.11.003
Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.144
Blanchard, A. L. (2021). The effects of COVID-19 on virtual working within online groups. Group Processes & Intergroup Relations, 24(2), 290–296. https://doi.org/10.1177/13684302209834
Braun, S., Hernandez Bark, A., Kirchner, A., Stegmann, S., & Van Dick, R. (2019). Emails from the boss – curse or blessing? Relations between communication channels, leader evaluation and employees’ attitudes. International Journal of Business Communication, 56, 50–81. https://doi.org/10.1177/2329488415597516
Carte, T., & Chidambaram, L. (2004). A capabilities-based theory of technology deployment in diverse teams: Leapfrogging the pitfalls of diversity and leveraging its potential with collaborative technology. Journal of the Association for Information Systems, 5(11–12), 448–471. https://doi.org/10.17705/1jais.00060
Daft, R. L., & Lengel, R. H. (1986). Organizational information requirements, media richness and structural design. Management Science, 32(5), 554–571. https://doi.org/10.1287/mnsc.32.5.554
Furumo, K., & Pearson, J. M. (2006). An empirical investigation of how trust, cohesion, and performance vary in virtual and face-to-face teams. Paper presented at the 39eth annual Hawaii International Conference on System Sciences (HICSS’06). https://doi.org/10.1109/HICSS.2006.51
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.1524
Giermindl, L. M., Strich, F., Christ, O., Leicht-Deobald, U., & Redzepi, A. (2022). The dark sides of people analytics: Reviewing the perils for organisations and employees. European Journal of Information Systems, 31(3), 410–435. https://doi.org/10.1080/0960085X.2021.1927213
Hambley, L. A., O’Neill, T. A., & Kline, T. J. B. (2007). Virtual team leadership: The effects of leadership style and communication medium on team interaction styles and outcomes. Organizational Behavior and Human Decision Processes, 103(1), 1–20. https://doi.org/10.1016/j.obhdp.2006.09.004
Hancock, P. A. (2014). Automation: How much is too much? Ergonomics, 57(3), 449–454. https://doi.org/10.1080/00140139.2013.816375
Handke, L., & Kauffeld, S. (2019). Alles eine Frage der Zeit? Herausforderungen virtueller Teams und deren Bewältigung am Beispiel der Softwareentwicklung. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 50(1), 33–41. https://doi.org/10.1007/s11612-019-00445-5
Harms, P. D., & Han, G. (2019). Algorithmic leadership: The future is now. Journal of Leadership Studies, 12(4), 74–75. https://doi.org/10.1002/jls.21615
Hertel, G., & Lauer, L. (2012). Führung auf Distanz und E-Leadership: Die Zukunft der Führung? In S. Grote (Hrsg.), Die Zukunft der Führung (S. 103–118). Springer Verlag Berlin.
Hertel, G., Geister, S., & Konradt, U. (2005). Managing virtual teams: A review of current empirical research. Human Resource Management Review, 15(1), 69–95. https://doi.org/10.1016/j.hrmr.2005.01.002
Kahai, S. S., Avolio, B. J., & Sosik, J. J. (2017). E-leadership. In G. Hertel, D. L. Stone, R. D. Johnson, & J. Passmore (Hrsg.), The Wiley Blackwell handbook of the psychology of the internet at work (S. 285–314). Wiley.
Kauffeld, S., Handke, L., & Straube, J. (2016). Verteilt und doch verbunden: Virtuelle Teamarbeit. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 47(1), 43–51. https://doi.org/10.1007/s11612-016-0308-8
Langer, M., Oster, D., Speith, T., Hermanns, H., Kästner, L., Schmidt, E., et al. (2021). What do we want from Explainable Artificial Intelligence (XAI)? – A stakeholder perspective on XAI and a conceptual model guiding interdisciplinary XAI research. Artificial Intelligence, 296, 103473. https://doi.org/10.1016/j.artint.2021.103473
Lee, M. K., Kusbit, D., Metsky, E., & Dabbish, L. (2015). Working with machines: The impact of algorithmic and data-driven management on human workers. Paper presented at the CHI ‘15: 33rd annual ACM conference on human factors in computing systems. https://doi.org/10.1145/2702123.2702548
Luthans, K. (2000). Recognition: A powerful, but often overlooked, leadership tool to improve employee performance. Journal of Leadership Studies, 7(1), 31–39. https://doi.org/10.1177/107179190000700104
Marabelli, M., Newell, S., & Handunge, V. (2021). The lifecycle of algorithmic decision-making systems: Organizational choices and ethical challenges. The Journal of Strategic Information Systems, 30(3), 101683. https://doi.org/10.1016/j.jsis.2021.101683
McGrath, J. E., & Hollingshead, A. B. (1993). Putting the „group“ back in group support systems: Some theoretical issues about dynamic processes in groups with technological enhancements. In L. M. Jessup & J. S. Valacich (Hrsg.), Group support systems: New perspectives (S. 78–86). Macmillan.
Mesmer-Magnus, J. R., DeChurch, L. A., Jimenez-Rodriguez, M., Wildman, J., & Shuffler, M. (2011). A meta-analytic investigation of virtuality and information sharing in teams. Organizational Behavior and Human Decision Processes, 115(2), 214–225. https://doi.org/10.1016/j.obhdp.2011.03.002
Newman, D. T., Fast, N. J., & Harmon, D. J. (2020). When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions. Organizational Behavior and Human Decision Processes, 160, 149–167. https://doi.org/10.1016/j.obhdp.2020.03.008
Ortiz de Guinea, A., Webster, J., & Staples, D. S. (2012). A meta-analysis of the consequences of virtualness on team functioning. Information & Management, 49(6), 301–308. https://doi.org/10.1016/j.im.2012.08.003
Schlicker, N., Langer, M., Ötting, S. K., Baum, K., König, C. J., & Wallach, D. (2021). What to expect from opening up ‘black boxes’? Comparing perceptions of justice between human and automated agents. Computers in Human Behavior, 122, 106837. https://doi.org/10.1016/j.chb.2021.106837
Stahl, G. K., Maznevski, M. L., Voigt, A., & Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of International Business Studies, 41, 690–709. https://doi.org/10.1057/jibs.2009.85
Staples, D. S., & Zhao, L. (2006). The effects of cultural diversity in virtual teams versus face-to-face teams. Group Decision and Negotiation, 15, 389–406. https://doi.org/10.1007/s10726-006-9042-x
Walther, J. B. (2011). Theories of computer-mediated communication and interpersonal relations. In M. L. Knapp & J. A. Daly (Hrsg.), The SAGE handbook of interpersonal communication (Bd. 4, S. 443–479). Sage.
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 Pandemic: A work design perspective. Applied Psychology: An International Review, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Wesche, J. S., & Sonderegger, A. (2019). When computers take the lead: The automation of leadership. Computers in Human Behavior, 101, 197–209. https://doi.org/10.1016/j.chb.2019.07.027
Wesche, J. S., & Sonderegger, A. (2021). Repelled at first sight? Expectations and intentions of job-seekers reading about AI selection in job advertisements. Computers in Human Behavior, 125, 106931. https://doi.org/10.1016/j.chb.2021.106931
Wesche, J. S., Hennig, F., Kollhed, C. S., Quade, J., Kluge, S., & Sonderegger, A. (im Druck). People’s reactions to decisions by human vs. algorithmic decision-makers: The role of explanations and type of selection tests. European Journal of Work and Organizational Psychology, Special Issue: Adapting to Emerging Technologies at Work, 1–12. https://doi.org/10.1080/1359432X.2022.2132940
Wood, A. J., No. 2021/07. (2021). Algorithmic management consequences for work organisation and working conditions. European Commission, Joint Research Centre (JRC).
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2023 Der/die Autor(en), exklusiv lizenziert an Springer-Verlag GmbH, DE, ein Teil von Springer Nature
About this chapter
Cite this chapter
Wesche, J.S., Handke, L. (2023). Digitale Führung. In: Felfe, J., van Dick, R. (eds) Handbuch Mitarbeiterführung. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-68185-5_50
Download citation
DOI: https://doi.org/10.1007/978-3-662-68185-5_50
Published:
Publisher Name: Springer, Berlin, Heidelberg
Print ISBN: 978-3-662-68184-8
Online ISBN: 978-3-662-68185-5
eBook Packages: Psychology (German Language)