Abschlussarbeiten
Neue Themen werden jeweils vor dem Start des Sommer- und Wintersemesters ausgeschrieben und orientieren sich stets an unseren Forschungsschwerpunkten. Aufgrund der Forschungsliteratur werden Abschlussarbeiten in unserem Arbeitsbereich standardmäßig auf Englisch verfasst.
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!
Im Interesse der wissenschaftlichen Qualität der Arbeiten sowie der Passung zu unserem Forschungsprofil betreuen wir grundsätzlich keine studentischen Themenvorschläge.
Aktuelle Themen
Please find all currently open topics below. If you are interested, please should submit a statement summarizing your motivation and a brief CV via email to the respective thesis advisor.
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ASSIGNED/NO LONGER AVAILABLE: Exploring group dynamics in hybrid meetings (several master or bachelor theses)
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 and INTERACT software.
Start date: March 2024
Contact: Vanessa Begemann(vanessa.begemann"AT"uni-hamburg.de)
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Investigation of the degree of agility and its role in task routines and their impact on outcome variables (4 bachelor theses / 2 master theses)
- VERGEBEN -
Agile teams are spreading like wildfire in modern organizations (Annosi et al., 2020) in response to an increasingly complex work environment. In contrast to other teams, agile teams are characterized by special working practices (Junker et al., 2021) and their self-organizing nature (Maruping, et al., 2009), which makes them unique by combining these factors (Junker et al., 2023). To date, however, agile working has often been viewed as a binary variable - teams are either agile or they are not. But, agile work is best viewed as a continuous variable depending on the degree which agile working practices are utilized (Junker et al., 2021). Furthermore, the role of task routines (Chung & Jackson, 2013) in agile teams has not yet been investigated, although agile was originally invented for non-routine projects (Beck et al., 2001). In this thesis, the relationship between the degree of agility and task routines is examined and related to outcomes (e.g. team performance, team ('job') satisfaction, team learning). Methodologically, this work is a quantitative study (based on a survey). The survey has already been prepared and is ready for use.
Flexible start date. You can start from March 2024.
Contact: Fabio Krüger (Fabio.krueger@uni-hamburg.de)
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Don’t Shut me Down: Exploring Communicative Barriers for Female Academics in Performance Interviews (2 master theses)
For decades, research has documented a range of challenges female academics face on their way to attaining academic leadership positions. Yet, despite notable progress in female representation among the ranks of full professors in recent years, many women still get lost along the way to tenure or remain in the lower ranks of academia. In this research project, we want to throw light on the role of communication dynamics in performance interviews. These one-on-one meetings between junior researchers and their supervisors (i.e., typically professors), represent important events for career decision-making. In this project we will collect qualitative data of professors and junior academics about their experiences pertaining to their last performance interview. Students will be involved in data collection and analysis. This requires a high level of independent and self-organized working as well as an interest in acquiring qualitative methods and applying them. Starts in April.
Contact: Clara S. Hemshorn de Sanchez (clara.sofie.hemshorn.de.sanchez@uni-hamburg.de)
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ASSIGNED/NO LONGER AVAILABLE: The future of workplace meetings – Exporing group dynamics in immersive meetings in the metaverse (4 bachelor theses)
Workplace meetings constitute an essential part for employees in their daily business and impact organizational benefit at large (Allen & Lehmann-Willenbrock, 2023). Virtual and hybrid meetings (besides classic face-to-face meetings) are already being held in many organizations today, however, to date new technological developments open up new possibilities in the way we can conduct meetings. Immersive meetings – using technology supported Virtual Reality (VR)-goggles and own embodied avatars – in the highly publicized ”metaverse” might have a potential to enhance meeting experiences (e.g., Han et al., 2023; Steinicke et al., 2020). Depending on the type of meeting, the degree of immersion allows different possibilities to "dive" into the meeting (Grabowski & Lehmann-Willenbrock, 2023). The overall aim is also to compare 2D Zoom meetings with 3D immersive meetings in order to draw conclusions for future research that combines the literature streams of Work & Organizational Psychology and Human-Computer Interaction. You will explore different meeting characteristics in Zoom and immersive meetings, for example entitativity, social presence and meeting satisfaction. Building on recorded Zoom as well as immersive meetings and questionnaire data, the topic for your thesis is still open for own ideas and preferences. We have already completed the data collection; no further collection will be necessary. However, please ensure that you allow sufficient time for coding of the Zoom and immersive meetings using INTERACT software.
Start date: March 2024 (A detailed coding training and introduction to the study design is scheduled for March/April)
Contact: Marvin Grabowski (marvin.grabowski@uni-hamburg.de)
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Zoom in online coaching processes (bereits vergeben)
In your theses, you will study coach and client behaviors in online coaching processes. The 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 coach behavior and the under-investigated intervention fidelity in detail.
Contact: christine.busch@uni-hamburg.de
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 (seit 2020)
Abgeschlossene Bachelorarbeiten
2024
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2023
Selima Dadaeva: Is Working alliance Behaviour a positive predictor of Implementation Intention Behaviour by the Clients as a measure of coaching success
Nicoletta Darbynyan: Analysis of Interaction Content in Immersive Virtual Reality Meetings and Its Relation to Social Presence and Meeting Satisfaction
Alanis Dorken: The power of nonverbal behavior in predicting emergent leadership in the initial phase of a team interaction
Christin Fischer-Düsterhoff: Arbeitszufriedenheit während einer agilen Transformation
Assotou Götz: So fern und doch so nah? Arbeit an verschiedenen Orten und Entitativität in Arbeitsteams
Nick Grühn: Exploring meeting satisfaction and leadership dynamics in hybrid meetings
Jonathan Kirner: How do hybrid meetings affect the relationship between leaders and followers
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
Ganesh Mahat: Group affect dynamics in online team meetings: Exploring group arousal and group valence over time
Luisa Mayer: Group Dynamics in Hybrid Meetings: Social Influence and Social Inclusion
Christina Meyer: The Relationship of Communication with Social Presence and Entitativity in Immersive Group Meetings
Frida Molar Cruz: Emergent Leadership and Likeability: The Role of Gender and Nonverbal Behavior in Team Settings
Jasper Ohlig: Introducing Work Life Balance Crafting to Coaching - Exproring Quantity and Diversity in Copreneur's Application of Work Life Balance Crafting Activities
Diana Rueda: Modeling paralinguistic mimicry for emotion recognition in social interactions using attention
Jasmina Schmidt: How Does Entitativity Emerge in Newly Forming Groups? The Role of Similarity of Characteristics and Interactivity
Kian Shadi: Innovationsmotor Teamreflexivität: Der Einfluss von Psychologischer Sicherheit, Autonomie und Selbstwirksamkeit
Fatih Yücel: The Impact of Congruence in Perceived Warmth and Team Warmth Homogeneity on Meeting Satisfaction: An Empirical Study
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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
2024
Luise Ross: Navigating the Digital Wave: The Catalytic Role of Digitalization in Advancing New Work
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2023
Viviane Burmester: Stress- und Traumabewältigung bei der Polizei Hamburg- Bedarf und Möglichkeiten
Antonia Eckstein: Interaction analysis of an online copreneur coaching: Are congruence, acceptance, and empathy behaviourally contagious in copreneur couples?
Yvonne Göbel: The Big Five Personality Traits as Indicators of Differences in Well-Being During Digital and Face-to-Face Communication
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-Stitz: „Virtual Reality“: Betrachtungen zum Zusammenhang von virtueller Führung und Arbeitsengagement bei Mitarbeitenden
Aemilia Klingelhöfer: Effektivität durch Zusammenarbeit? Eine Längsschnittstudie zur Effektivität agiler Sofrware-Entwicklungsteams im Großunternehmen
Brina Leao: Individual-oriented Interventions to reduce Stress at Work: A Meta-Analysis of Quasi-Experimental Studies
Leo Miguez: Intervention Fidelity for Stress Management in Coaching
Daria Mousavi: The Impact of Intervention Fidelity in an ACT-centered Stress Management Online Coaching
Diana Rueda: Modeling paralinguistic mimicry for emotion recognition in social interactions using attention
Rahel Seckinger: Process Research in Coaching: Exploring the Influence of Specific and Self-Generated Implementation Intentions on Goal Attainment
Diana Steinhoff: Workplace Gossip - Was uns wirklich umtreibt
Carlotta Thiem: Die Bedeutung von Pausen für ergebnisorientierte Selbstreflexion im Coaching – Eine Analyse auf Mikroebene
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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."