Future of Work and Future Office Design
In this research area, we have a close collaboration with the leap in time Research Institute in Darmstadt, founded by Professor Stock-Homburg. Together with leap in time, Professor Stock-Homburg developed the Future Work Navigator®, a scientific instrument to measure the future fitness of firms and individuals based on four dimensions: How the company manages its current business, a future-orientated way of running the business, a match of today’s working models with tomorrows and the exploration of new ways of working. (Source: leap in time Lab, Darmstadt, ). https://www.leap-in-time.com/services/future-work-navigator/
As a research institute, the leap in time Lab (www.leap-in-time.de) is concerned with a holistic view of the Future of Work and offers insights to companies, science and society so that they can develop proactive solutions for upcoming and unknown challenges.
“Activity-Based Working” allows office workers to perform different tasks in different working environments in order to increase productivity. The “Smart Living & Working” environment represents decentralized work and focuses on flexibility. To facilitate playful and creative learning, the last working world “Work & Play” is introduced.
Innovative office elements (furniture as well as office technologies) also have a considerable impact. How will future office equipment look like? How can companies identify the most promising office equipment to become future proof? Answers to these questions are provided by the COMFURNANCY® seal, developed by the leap in time institute in collaboration with Professor Stock-Homburg. Please find further information about the seal here: . The COMFURNACY® seal serves as an orientation for customers and suppliers of office elements and technologies. Customer satisfaction, innovativeness and future viability are taken into account in order to scientifically evaluate office elements. https://www.leap-in-time.com/services/comfurnacy/
Within the framework of the research field “Future of work” we use synergies at the interfaces of business administration, psychology, business informatics and architecture to generate knowledge about the “new” working world. With the help of the Future Work Navigator, we want to understand what makes companies with a particularly high degree of future viability stand out and how companies can systematically increase their future viability. Specifically, the following questions are the focus of this research field:
Sample Research Questions
- Which environmental and company-related developments will shape the future of our working world?
- How do these developments influence the expectations and values of employees?
- How can companies strategically position themselves for the change in the world of work?
- Which leadership style is suitable for leading virtual and decentralized teams?
- Which organizational structures allow companies to act dynamically and flexibly?
- Which office concepts promote the performance and innovativeness of heterogeneous groups of employees?
Responsible Human Resources Management
A central sub-area of this research field is the use of new communication technologies in companies. Under the term “Responsible HR” we investigate how social media are used to support human resource management in companies and to contribute to the achievement of corporate goals. The focus here is on the possibilities of using social media to improve internal company communication, promote organizational learning and increase employee engagement. In addition, social media can contribute to corporate success by offering a variety of new ways to measure the success of human resource management activities.
Privacy and Self-Disclosure
Privacy deals with the protection of personal data. In the context of future working environments, it is of interest to what extent humans mindlessly share personal information in a human-robot interaction although they report high privacy concerns. Self-Disclosure explores the way individuals, entrepreneurs and freelancers disclose information about themselves and their outcomes. In our research we combine questions of privacy management and self-disclosure related research questions. The questions are always examined in the context of innovation management and innovative forms of work (e.g. Online Labor Markets).
Sample Research Questions
- Does the privacy paradox occur in human-robot interactions at the workplace?
- How does the complexity of a task affect the privacy concerns and information reluctance in human- robot interactions at the workplace?
- How does the use of social media affect the success of a company?
- Which HR key performance indicators (KPIs) can companies gain from social media?
- How should important fields of action in companies, especially corporate culture and HR activities, be aligned to support the effective use of social media?
- What resources and skills do managers and employees need to use social media effectively?
- What influence do information that freelancers and other people disclose on the Internet have on potential customer relationships?
- What influence does signaling behavior have on business success factors, such as sales?
- What influence do information that we publish on the Internet have on the success of an application?
- How can Privacy Management be used to generate customer trust?
- How can companies be examined and evaluated with regard to their privacy management?
- How can privacy management be implemented in a customer-friendly way?
- How can privacy management be anchored in the corporate culture?
- Hannig, Martin/Stock-Homburg, Ruth (2020). Is There a Privacy Paradox in the Workplace? Accepted at the International Conference on Information Systems, 2020.
- Stock-Homburg, Ruth/Holthaus, Christian (2019), CHOIVACY – Ein mehrdimensionaler Ansatz zur Bewertung des Privacy-Managements von Unternehmen, Datenschutz und Datensicherheit (DuD), 43, 1, 35-40.
- Holthaus, Christian/Stock, Ruth (2018), Facts vs. stories – Assessment and conventional signals as predictors of freelancers’ performance in online labor markets, 51st Hawaii International Conference on System Sciences, Waikoloa, USA.
- Holthaus, Christian/Stock, Ruth (2017), Good Signals, Bad Signals: Performance and Trait Implications of Signaling in Online Labor Markets, International Conference on Information Systems 2017, Seoul, South Korea.
- Stock, Ruth/Holthaus, Christian (2017), The Interplay of E-lancers’ Character Traits and Digital Signals – Innovation and Performance Implications in Online Labor Markets, 15th International Open User and Innovation Conference, Innsbruck, Austria.
- Stock-Homburg, Ruth/Lukoschek, Carmen/Müller, Sarah (2017), Auf die Zukunft vorbereitet, personalmagazin, 3/17, 14-18.
- Holthaus, Christian/Stock, Ruth (2016), Performance Implications of e-Lancers’ Market Signals in Service Clouds: Insights from a Study on Precommitment Signals, Proceedings of the AMS World Marketing Congress, Paris, France.
- Stock-Homburg, Ruth/Groß, Matthias/Roller, Daniel (2016), Agilität und Effizienz richtig ausbalancieren – Wettbewerbsvorteile durch integriertes Personalmanagement, Personalführung, 7-8/2016, 18-24.
- Stock-Homburg, Ruth/Klug, Heide/Lukoschek, Carmen (2016), Die Zukunftsfähigkeit erfordert größeren Handlungsbedarf, Innovative Verwaltung, 12/2016, 14-17.
- Holthaus, Christian/Park, Young-kul/Stock-Homburg, Ruth (2015), People Analytics und Datenschutz – Ein Widerspruch?, Datenschutz und Datensicherheit (DuD), 39, 10, 676-681.
- Stock-Homburg, Ruth/Özbek-Potthoff, Gülden/Wagner, Marina Melanie (2012), Soziale Medien im Personalmanagement – Anwendungsbereiche, theoretische Konzepte und Forschungsbedarf, Die Unternehmung (DU), 66, 1, 28-48.
- Stock-Homburg, Ruth (2010), Zukunft der Arbeitswelt 2030 als Herausforderung des Personalmanagements, in: Stock-Homburg, Ruth/Wolff, Birgitta (Hrsg.), Handbuch Strategisches Personalmanagement, 1. Auflage, Gabler Verlag, Wiesbaden, 603-629.
- Stock-Homburg, Ruth/Pescher, Julia (2008), Der Change Intelligence Monitor: Unternehmensveränderungen erfolgreich managen, Zeitschrift für Führung und Organisation (zfo), 77, 2, 114-122.
This research area is financially supported by a number of projects