Abschlussarbeiten
Neue Themen werden jeweils vor dem Start des Sommer- und Wintersemesters ausgeschrieben und orientieren sich stets an unseren Forschungsschwerpunkten. In Ausnahmefällen werden auch während des Semesters neue Themen ausgeschrieben; darauf weisen wir unter "Aktuelles" hin.
Bei Interesse schicken Sie bitte Ihren Lebenslauf und eine kurze Begründung, weshalb Sie das spezifische Thema gerne bearbeiten möchten, an die jeweilige Ansprechperson (siehe Ausschreibung). Wir freuen uns von Ihnen zu hören!
Bitte beachten Sie, dass wir im Interesse der Studierenden und der wissenschaftlichen Qualität der Arbeiten grundsätzlich keine studentischen Themenvorschläge betreuen.
Aktuelle Themen
Wir vergeben aktuell Abschlussarbeiten zu den nachfolgenden Themen. Aufgrund der Forschungsliteratur werden Abschlussarbeiten in unserem Arbeitsbereich standardmäßig auf Englisch verfasst.
Bei Interesse meldet Euch bitte direkt bei der jeweiligen Kontaktperson!
Bitte beachten: Prof. Lehmann-Willenbrock hat im Sommersemester 2023 ein Forschungssemester und kann in diesem Zeitraum keine Arbeiten betreuen und begutachten.
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BEREITS VERGEBEN - Promoting “New Ways of Working” in Teams – Development and Evaluation of an Online Team Development Tool (2 Bachelor- / Masterarbeiten)
New Work fundamentally changes the way in which people work together in teams. While many trends related to New Work hold promise in terms of increasing autonomy and meaningfulness of work, they also involve several challenges. For example, the opportunity to work from anywhere at any time creates the need for teams to be able to effectively collaborate in remote or virtual settings. Furthermore, cross-functional collaboration requires that teams are capable of self-organizing and self-managing.
In this project, we develop and evaluate an online team development tool designed to help teams adapt to new ways of working. The project partner is a large public institution Hamburg that aims to promote New Work throughout the organization.
As part of the online tool, team members first complete a questionnaire, which assesses team structures and processes related to new ways of working. After completion of the questionnaire, the online tool will guide the teams through the development and implementation of measures to promote new ways of working.
You can be involved in (a) the development and validation of a questionnaire for assessing characteristics of new ways of working in teams or (b) the development and evaluation of a team development intervention for promoting new ways of working.
Depending on your specific research questions, you will use qualitative or quantitative approaches.
Contact: Maie Stein (maie.stein"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Discovering Interaction Dynamics in Self-Managed Teams (2 Bachelorarbeiten)
Interdependent team interactions are core to understanding team processes including leadership emergence. Yet, empirical work remains limited, especially regarding nonverbal interactions. Students will focus on annotating video data for pointing gestures and subsequent gaze. Annotating additional behaviors is possible and a previously annotated data set on verbal behavior is available to investigate other related questions.
Contact: Clara S. Hemshorn de Sanchez (clara.sofie.hemshorn.de.sanchez"AT"uni-hamburg.de)
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BEREITS VERGEBEN - The future of workplace meetings - Analyzing immersive meetings (2 Bachelorarbeiten)
Workplace meetings in organizations constitute an essential part for employees in their daily business and impact organizational benefit at large (Allen & Lehmann-Willenbrock, 2022). Research has started to investigate virtual or hybrid meetings, however to date we know little about meeting characteristics in the metaverse. In the light of the workplace nowadays is undergoing a great change for new flexibility and working habits, immersive meetings – using technology supported VR-glasses and own avatars – in the metaverse might have a potential to unify on-site and virtual participation in order to enhance meeting experiences in organizations (e.g., Steinicke et al., 2020). You will explore different meeting characteristics in immersive meetings, such as entitativity, social presence and meeting satisfaction. Building on immersive meeting and questionnaire data, the topic for your thesis is still open for own ideas and preferences.
Contact: Marvin Grabowski (marvin.grabowski"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Zoom in online coaching processes (1 Masterarbeit/Bachelorarbeit)
Coaching has been shown to be an effective intervention at work (Kotte, 2021). In your thesis, you will zoom in online coaching processes to understand when coaching success factors work (Busch, Dreyer, & Janneck, 2022). You will zoom in coaching processes by assessing coaches’ intervention fidelity and empathy based on videos of real coaching processes. We will make several important theoretical and methodological contributions to the coaching literature. First, we contribute to online coaching research by investigating implementation processes and coaching mechanisms of change that impact online coaching effectiveness. Further, we study coaches’ behavior and the under-investigated intervention fidelity and empathy in detail.
Contact: Christine Busch (christine.busch"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Conversations on Conservations – Analyzing Climate Talk to Address Climate Change (4 Bachelor-/Masterarbeiten)
Although climate change is arguably the single most important problem facing the world, research on group interaction and communication has until recently been on the fringes of this conversation. In this project we will explore how the conversations
we have on climate change shape our attitudes towards climate change and willingness to take action. The project will involve designing and conducting a laboratory study to collect behavioral and survey data on communication dynamics. You will work in a team three other students and two supervisors. Start of data collection is planned for the end of the year.
(Please, note that collecting and working with behavioral data is time consuming. If you are interested to work with that type of data, we advise to plan in two semesters for your final project.)
Contact: Vanessa Begemann (Vanessa.begemann"AT"uni-hamburg.de) & Clara S. Hemshorn de Sanchez (clara.sofie.hemshorn.de.sanchez"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Exploring behavioral interaction in an online couple coaching for copreneurs (1 Masterarbeit)
The question whether professional online coaching interventions can trigger positive outcomes (e.g. goal-attainment, coaching satisfaction) is already addressed and affirmed by research (e.g. Poepsel, 2011; Ianiro-Dahm & Kauffeld, 2022). The interesting follow-up question to date is: which underlying mechanisms of change, particularly on a behavioral level, can be associated with most proximal in-session coaching outcomes. More particularly, research still lacks insight into the patterns and evolvement of behavior, e.g. which behaviors do indeed trigger or inhibit other behaviors in online coaching or how does the frequency of a specific behavior changes over the course of a coaching session (depending on the speaker). To follow the call for interaction analyses of behavior in coaching, your master thesis will methodologically focus on analyses that depict interaction in an exclusively online conducted couple coaching (Graßmann, 2022). Your thesis can contribute theoretically and practically to enrich both research and practice on behavioral interactions in coaching.
In your master thesis, you are going to unitize, code and analyze temporal pattern of the videotaped interaction flow of the online couple coachings. The method of use is already set; the software Interact (Mangold, 2010). The topic of your thesis, however, is still open for your own ideas and preferences. Please send your CV and transcript of records.
Contact: Stella Mercedes Fingas, stella.mercedes.fingas@uni-hamburg.de
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BEREITS VERGEBEN - Exploring group dynamics in hybrid meetings (2 Bachelorarbeiten)
As part of the development toward New Work practices, hybrid meetings - where some attendees are co-located while others join remotely - have become more frequent. Research is only beginning to explore the challenges of hybrid meetings (Krüger, Lehmann-Willenbrock, et al., 2022). However, to date we know little about the way this affects group dynamics inside the meeting. This thesis will dig into the micro-level dynamics and emergent behavioral patterns that occur during hybrid meetings, using the TeamLab.
Contact: Nale Lehmann-Willenbrock(nale.lehmann-willenbrock"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Understanding hybrid meetings and their consequences: What happens when the leader is remotely connected – a qualitative study (1 Bachelor-/Masterarbeit)
Many companies believe that the post-pandemic future of work will be extensively hybrid. Working hybrid poses a lot of new challenges – especially for leaders (Krüger et al., 2022). At the core of hybrid work are hybrid meetings (Neumayr, 2021). To date, research focused on hybrid situations when the leader is present and colleagues are remotely connected. However, this is only the case to a very limited extent in reality. Therefore, you will explore the effects of a remotely connected leaders in hybrid meetings/ setting using an interview study (support to gather enough participants is guaranteed).
Contact: Fabio Krüger (Fabio.krueger"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Coaches’ intervention fidelity revisited (3 Masterarbeiten)
Our blended couple coaching to enhance detachment and WLB was highly effective in boosting clients’ detachment and WLB independent of coaches’ intervention fidelity (the extent to which the coach delivers the intervention as intended). The assumed change mechanisms of the coaching concept (e.g., result-oriented self-reflection, spousal social support during the process) were only effective when there was a high degree of intervention fidelity (Busch, Dreyer, & Janneck, 2022). In your master theses, you will study the intervention fidelity in more detail based on video-based transcripts of the coaching processes. One master thesis will focus on the coaching sessions in which the coach help the clients to develop stress management strategies to protect her/his new attitude and behavior, the other two master theses will focus on the coaching session in which the coach in a blended and an online coaching implement the inner team method to invoke result-oriented self-reflection. These theses seek to make several important theoretical and methodological contributions to the coaching literature. First, we contribute to coaching research by investigating implementation processes and coaching mechanisms of change that impact coaching effectiveness. Second, we study coaches’ behavior and the under-investigated intervention fidelity in detail. Third, we follow the call for transferring the ZRM to coaching research and for researching blended and online coaching.
Contact: Christine Busch (christine.busch"AT"uni-hamburg.de)
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BEREITS VERGEBEN - How can - and do - leaders actively (co-)shape the transformation process towards New Work? – a qualitative study (2 Masterarbeiten)
New Work is more than a buzzword. It impacts our way of working on individual, team, organizational, and societal levels and is particularly manifold. During the process of transformations in organizations, leaders take on a special role. Leaders can either (pro-)actively shape and facilitate change or prevent it through destructive actions.
You will be part of a large new work transformation program of a public institution. Your task is to interview leaders throughout the organization and to capture and analyze different factors, for example their readiness to change, their expectations to new form of collaborations, how informal communication impacts the process, or which hierarchical changes are expected.
Contact: Vanessa Begemann (vanessa.begemann"AT"uni-hamburg.de) & Fabio Krüger (Fabio.krueger"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Bottom-up transformation: How powerful are workers in shaping and guiding the transformation toward "New Work"? (1 Masterarbeit)
New Work is more than a buzzword. It impacts our way of working on individual, team, organizational, and societal levels and is particularly manifold. Thus, it poses a lot of changes to employees, such as desk-sharing, new form of collaboration and leadership, cultural change, openness to mistakes, and many more. However, employees also have the opportunity to influence the overarching transformation process by steering changes toward New Work from the bottom-up.
You will be part of a large new work transformation program of a public institution. Your task is to set-up and conduct an online-study to capture and analyze the needs, requirements, and obstacles of bottom-up transformation processes.
Contact: Vanessa Begemann (vanessa.begemann"AT"uni-hamburg.de) & Fabio Krüger (Fabio.krueger"AT"uni-hamburg.de)
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BEREITS VERGEBEN - Deep Dive into Work-Life Balance Crafting as Coaching Success Factor (1 Masterarbeit)
Our blended couple coaching is highly effective in boosting clients’ detachment and work-life balance (WLB). The coaching works because of several change mechanisms, for example, result-oriented self-reflection or spousal social support during the process. Planning future behavior that helps to overcome the status quo is another key success factor in coaching. Thus, we want to explore WLB crafting strategies in the couple coaching context. WLB crafting is defined as proactive, goal-oriented behavior that aims to enhance WLB. When coachees develop WLB crafting strategies during the coaching it should have a positive impact on their coaching outcomes, i.e., goal attainment or change in WLB.
In your master thesis, you will transcribe and rate episodes of the coaching in which successful strategies are reported and future strategies are planned. The methodology, therefore, contains both qualitative and quantitative aspects.
Contact: Romana Dreyer, romana.dreyer"AT"uni-hamburg.de
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BEREITS VERGEBEN - Team Effektivität in einem Multiteam-System – Konstrukt-Validierung und -Weiterentwicklung (1 Masterarbeit)
Zur systematischen Weiterentwicklung agiler Software-Entwicklungsteams haben wir ein Assessment Produkt entwickelt („Check’n Swarm“), dessen Ergebnisse als Grundlage für Team-Entwicklungsworkshops eingesetzt werden. Das Produkt misst die Ausprägung bestimmter Team-Merkmale wie z.B. „Psychologische Sicherheit“ und „Nutzen liefern“ aus der Selbsteinschätzung des jeweiligen Teams, sowie Performance-relevante Merkmale aus der Fremdeinschätzung sowohl anderer Teams als auch aus Kund*innensicht.
Anhand der Ergebnisse werden durch die Agile Master in den Teams Handlungsfelder identifiziert und die Teamentwicklung entsprechend fokussiert. Im Rahmen der Thesis wird die Validität und Reliabilität des zu Grunde liegenden Befragungskonstrukts bestimmt und Empfehlungen zur Weiterentwicklung ausgesprochen. Aktuell wird das Tool bei ca. 20 Teams alle 3 Monate eingesetzt, so dass umfangreiche Datensätze vorhanden sind, die verwendet werden können.
Rückfragen an beate.kern"AT"otto.de oder yves.stalgies"AT"otto.de
Betreuung durch Nale Lehmann-Willenbrock
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Abschlusskolloquium
Abschlusskolloquium A&O
Wenn Sie Ihre Abschlussarbeit im Arbeitsbereich A&O schreiben möchten, sollten Sie begleitend das Abschlusskolloquium zur A&O besuchen. In diesen Kolloquien wird die Erstellung der Abschlussarbeiten begleitet.
Im Abschlusskolloquium erhalten Sie im Rahmen unterschiedlicher Übungen das Handwerkszeug für das Verfassen einer wissenschaftlichen Abschlussarbeit. Im weiteren Verlauf stellen Sie dann den Aufbau und die Ergebnisse Ihrer Abschlussarbeit im Plenum vor. Bitte beachten Sie bei der Planung daher, dass Ihre Abschlussarbeit im Verlauf des Semesters einen entsprechenden Arbeitsstand erreichen sollte.
Darüber hinaus bieten wir ein Forschungskolloquium an, in dem unsere Doktorand:innen, aber auch externe Wissenschaftler:innen und unsere Post-docs Forschungsarbeiten vorstellen und zur Diskussion stellen.
Informationen zur Anfertigung der Abschlussarbeit
Abgeschlossene Abschlussarbeiten
Abgeschlossene Bachelorarbeiten
2023
Frida Molar Cruz: Emergent Leadership and Likeability: The Role of Gender and Nonverbal Behavior in Team Settings
Selima Dadaeva: Is Working alliance Behaviour a positive predictor of Implementation Intention Behaviour by the Clients as a measure of coaching success?
Chantal Leffeck: Wer dankbarer ist, spricht besser über seine Kolleg:innen? Eine Tagebuchstudie zur Untersuchung des Einflusses von State Dankbarkeit auf das Ausüben von Positivem und Negativem Workplace Gossip
Jasper Ohlig: Introducing Work Life Balance Crafting to Coaching - Exproring Quantity and Diversity in Copreneur's Application of Work Life Balance Crafting Activities
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2022
Konstantin Buchholz: Auf dem Weg zu Emergent Leadership: Eine qualitative Analyse von verbalen Interaktionsmustern in studentischen Projektgruppen
Alanis Dorken: The power of nonverbal behavior in predicting emergent leadership in the initial phase of a team interaction
Dunja Endrikat: Does Working Alliance Behavior Predict Stress Management Behavior in Couple Coaching?
Ricarda-Auguste Goepel: Process Evaluation of Organizational Health Interventions: Measurement of Information, Participation, and Support
Katharina Hoffmann: Der tägliche negative Gossip am Arbeitsplatz: Eine Untersuchung über den Zusammenhang zwischen dem negativen Gossip am Arbeitsplatz und dem unternehmensbezogenen Selbstwertgefühl der Gossiper
Ann Christin Johannsen: Verbal Behavioural Contagion in Triadic Coaching: Does Working Alliance Behav-iour Between Coach and Client Predict the Clients' Working Alliance Behaviour?
Marilena Kronsbein: Emotion Venting Gossip in the Workplace
Sarah Yvonne Kuba: Die Entfaltung von Emergent Leadership in selbstrukturierenden Teams - Eine Analyse der direkt vorlaufenden Interaktionsmuster auf Mikro-Ebene
Stefan Bela Maras: Are you ready to change? An Evaluation Tool for Organizational Health Interventions
Alexandra Markus: Informelle Kommunikation in Corona-Zeiten: Eine qualitative Analyse neuer Entwicklungen im Homeoffice
Thi An Nguyen Phan: What Can the King Learn from the Clown: How Can Leader Humor Influence Follower Behaviors in Team Interaction?
Thomas Rabehl: The Process Evaluation of Organizational Health Interventions: A Measurement Tool for Insight, Self- and Team-Reflection
Tom Selas: Why Don't We Talk? Der Einfluss Organisationaler Faktoren auf Informelle Kommunikation im Homeoffice
Anna Lena Voß: Pointing Yourself into a Leader Role: The Interaction of Pointing and Gaze in Leadership Processes
Josephin Wandt: Antimuslimischer Rassismus in Blaulichtorganisationen? Eine quantitative Studie über den Einfluss von Kontakt, Vorurteilen und Stereotypen
2021
Valeska Arndt: Psychische Gefährdungsbeurteilung an der Universität: Wie sind wissenschaftliche Mitarbeitende zu erreichen?
Katharina Bohn: Erreichbarkeit von Beschäftigten im deutschen Rettungsdienst für Maßnahmen der Betrieblichen Gesundheitsförderung.
Sari Eggers: I can’t do this alone! Der Einfluss zustimmenden Verhaltens von Followern im Kontext von emergenter Führung.
Hannah C. Gutjahr: The Impact of Supervisor Support on the Effects of Performance Expectations on Employee Work Engagement and Extra Effort
Johannes Kersjes: The effect of emergent leadership and gender on team members’ gazing patterns.
Marilena Kronsbein: Characteristics of Emotion Venting Gossip in the Workplace
Laura Lübcke: Ready, Assess, Change! A tool for Organizational Health Intervention Research.
Hanna Märkle: Die Ergründung der Zusammenhänge von emergenter Führung und führungsspezifischen Verhaltensweisen anhand feingliedriger Codes zur Erfassung von motivierendem und strukturierendem Verhalten.
Alexandra Markus: Informelle Kommunikation in Corona-Zeiten: Eine qualitative Analyse neuer Entwicklungen im Homeoffice
Monja Maidorn: How to detect emergent leaders in small teams: can gazing behavior predict who will lead and who will follow?
Nico Muck: Die Rolle der sozialen Unterstützung bei betrieblichen Maßnahmen zur Gesundheitsförderung: ein systematischer Review.
Jule Räuchle: When women claim leadership: a sequential account of leader-follower interactions.
Sophie Rudolph: Measuring mental models: a practical tool on self-reflection, insight, and work-related reflection for occupational health interventions.
Birgit Scheunemann: Führung von Mitarbeiter:innen im Arbeitsalltag: Entwicklung einer Taxonomie aufgaben- und beziehungsorientierter Führungsverhaltensweisen
Tom Selas: Why don't we talk? Der Einfluss organisationaler Faktoren auf informelle Kommunikation im Homeoffice
Celina Stemmler: Do you see me like I am? The effect of gender on the interplay between perception and behavior in emergent leadership
2020
Marijke Jule Brix: Leistungsansprüche und Unterstützung der Führungskraft – Eine Wirksame Kombination zur Steigerung von Motivation und Leistung?
Alina Fehrmann: The relationship between working alliance and cognitive empathy in triadic observations.
Jonathan Funk: Der Einfluss von Respectful Inquiry auf die Produktivität in Teams
Lukas Paasch: Von respektvollen Stimmungsmachern – Respectful Inquiry und seine affektiven und motivationalen Konsequenzen
Carina Plath: A Systematic Review Focusing on the Consequences of Workplace Gossip
Kirke Rettstadt: Eine deskriptive Analyse von Gossip in Pflegeteammeetings
Luigi Wurmstädt: Der Einfluss von hohen Leistungserwartungen und individueller Unterstützung der Führungskraft auf die Führungseffektivität und die Extraanstrengung des Mitarbeiters
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Abgeschlossene Masterarbeiten
2023
Marvin Grabowski: Why hybrid meetings? How meeting leader behavior in hybrid meetings impacts meeting participation and meeting satisfaction of employees onsite and virtually
Sabrina Grasshoff: „Virtual Reality“: Betrachtungen zum Zusammenhang von virtueller Führung und Arbeitsengagement bei Mitarbeitenden
Brina Leao: Individual-oriented Interventions to reduce Stress at Work: A Meta-Analysis of Quasi-Experimental Studies
Diana Steinhoff: Workplace Gossip - Was uns wirklich umtreibt
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2022
Kerewin Frick: Fördert das Sprechen über positive Ereignisse am Arbeitsplatz das unternehmensbezogene Selbstbewusstsein und den Optimismus von Mitarbeitenden?
Max Kapaun: Daily standup meetings - how do agile teams interact and what influences their productivity?
Clara Keller: "Watch me leading: Investigating the link between gaze and verbal interaction behavior in the context of emergent leadership"
Melissa Posselt: The Reality of Retrospectives: Exploring Verbal Interaction in Agile Retrospective Sessions
Laura Schwappacher: Geteilte Freude ist doppelte Freude? – Fördert das Teilen positiver Ereignisse bei der Arbeit die Motivation am nächsten Morgen?
Paul Tschöcke : Der Faktor Zeit in der wahrgenommenen Kommunikationseffektivität von Führungskräften
Pascal Weyers: "Talk agile to me! How agile teams interact in meetings"
2021
Johanna Dreyer: "Let’s talk about process! Development and validation of four process-evaluation scales for organizational health intervention research."
Elisa Bußkamp: "The Influence of Workplace Gossip on Informal Power Structures in Organizations"
Lissa Hardt: Leader Injustice and Employees’ Negative Work Reflection: A Daily Investigation of Negative Affect and Emotion Regulation
Max Kapaun: "Daily Standup Meetings – How do Agile Teams Interact and What Influences Their Productivity?”
Natalie Reinhardt: "Gender and its shades of grey in after-action reviews of police teams: employee participation, employee voice, and interaction dynamics"
Antonia Siegburg: "Einfach mal Dampf ablassen - Inwiefern beeinflusst Workplace Gossip die individuelle Stimmung?"
2020
Larissa Brockmann: Keeping up, but at what cost? Emotional exhaustion in physicians: Compensatory coping through intensifying work efforts and the moderating impact of abusive supervision
Saskia Busch: "Gender-Effects and the Perception of Workplace Gossip"
Aline Cappell: "The effect of respectful inquiry on group mood"
Alina Grella: Emotional unterstützendes Führungsverhalten, das Selbstwert- gefühl von Mitarbeitenden und der moderierende Einfluss der leader-member-exchange Qualität: Eine Tagebuchstudie
Vivien Huynh: The Effect of Error Management Culture on Physician Health in Relation to Quality Reduction as a Compensatory Coping Mechanism
Larissa Kalka: "Effekte von Respectful Inquiry einer Führungskraft auf eine effektive Teaminteraktion in Meetings"
Sarah Lindemann: Feedback-Seeking and Work Engagement: The Mediating Role of Leader-Member Exchange
Robert Möckel: "The effect of respectful inquiry in leader communication on team members work motivation"
Carolin Roloff: "Die Bedeutung von Empathie und Manualtreue des Trainers für den Erfolg einer Teamentwicklung."
Sophie Sonntag: "UX-testing of an online course: Sensitization of managers to the topic of inclusion."