Abschlussarbeiten

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 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.

Richtlinien zur Anfertigung einer Abschlussarbeit in der Arbeits- und Organisationspsychologie