Research
“eHRM—Chances and Risks for Anti-Discrimination and Equity.”
The digital transformation of work has been (re)shaping efforts to achieve equal opportunities and combat discrimination. While some companies make extensive use of digital human resource management systems, others are lagging behind—both in terms of the prevalence of such systems and the various HR functions affected. In the context of equal-opportunity policy, the digital transformation has the potential to pave the way for needs-based HR measures rather than remaining limited to non-discriminatory selection procedures. This development would go hand in hand with the increasing individualism of employees. However, the risks and opportunities of digital HRM systems with regard to equality opportunity policies have not yet been analyzed in detail.
There have been ample studies of potential human biases in HR decision-making processes, however. Many of them have shown that prejudice, stereotyping, and errors in judgment, such as the impact of first impressions, have greater adverse effects on more unstructured processes. Highly structured procedures and specification-based evaluation criteria lessen the influence of bias. This suggests that digital approaches can reduce typical human errors in judgment.
Researchers in the sub-project “eHRM—Chances and Risks for Anti-Discrimination and Equity” investigate how eHRM measures can promote non-discrimination and equality where digitalization meets human judgment. Their objective is to identify the risks and potentials of eHRM for
“The Significance of Organizational Politics as a Healthcare Resource in Unconfined Employment Contexts.”
A study on micropolitics as a means of establishing effective boundaries: how can subjective coping mechanisms relieve stress in employees when organizations affect their mental stability? Our study aims to provide an in-depth investigation of the link between micropolitics and health care. More information
“Emotional Labor: Surface Acting and Deep Acting.”
In the theory of emotional labor, a distinction is made between “surface acting” and “deep acting.” Using a theoretical and empirical approach, our project examines the opportunities and limits of strategic surface acting to determine e.g., how this skill can be acquired and in which (industry) contexts it is practically applicable. More information
“Organizational Politics and Women’s Promotion Potential.”
A research project within the scope of the collaborative BMBF project “Women’s Promotion Potential: Development Potential and Obstacles on the Way to the Top” by Universität Hamburg and the Universität Leipzig. The study is funded by the Federal Ministry of Education and Research (BMBF) and co-funded by the European Science Foundation (ESF). Project management: Daniela Rastetter, project duration: 2009–12. More information
“Producing Diversity: A Dispositive Analysis of Diversity (Management) in Organizations.”
Wiebke Frieß’s dissertation project “Producing Diversity: A Dispositive Analysis of Diversity (Management) in Organizations” critically analyzes oft-celebrated difference. More information
“eLearning: Accompanying Research (eBefo).”
Within the scope of an ancillary research project, Dr. Stephan Schmucker examines students’ acceptance of individual electronic learning elements developed for specific courses. More information
“Practical Application of the General Act on Equal Treatment (Allgemeines Gleichbehandlungsgesetz, AGG) in Companies.”
A research project conducted at the Faculty of Business, Economics and Social Sciences in collaboration with Zentrum GenderWissen (center for gender knowledge), funded by the committee for women’s studies, women’s and gender research, gender and queer studies, Hamburg. Project management: Sibylle Raasch and Daniela Rastetter, project duration: 2007–09. More information