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Teaching Research Projects

Teaching Research Projects (LFPs)

A key component in the curriculum of our Master's students in Business, Organizational and Applied Social Psychology are teaching research projects. In this seminar, the students learn to work on a concrete research project under the guidance of the lecturers in small groups and over two semesters, in order to learn independent scientific practice. Thereby students get to know the empirical research process starting with the initial research question and ending with the preparation of a manuscript ready for publication.
The studies carried out in teaching research projects are often presented at scientific conferences and often lead to publications in scientific journals. Below you will find an exemplary selection of student teaching research projects that have been carried out at the Chair of Economic and Organizational Psychology in the last few years.


LFP Emotional sustainability

SustainabilityLecturers: Prof Dr. Sarah Diefenbach

Semester: SoSe 2015 & WiSe 2015/2016

Keywords: Sustainability, product experience, customization

Consumption statistics have been reporting ever shorter substitution cycles in various product areas in the past few years. The reasons why products are discarded and replaced with new ones are not always pragmatic. Often the reason is based on a feeling - the feeling that the product is no longer my style - the "psychological benefit" of the product is exhausted. When designing products, how can this emotional sustainability of products be addressed and increased? In the Teaching Research Project , this concept of emotional sustainability was investigated through empirical field surveys as well as experimental laboratory studies. Customization, i.e. involving the consumer in the design process, proved to be a promising approach for increasing emotional product loyalty.

Publication: Diefenbach, S., Jung, S., Diller, T., Franze, C. & Maciejczyk, S. (2018). The secret of self-made: The potential of different types of consumer participation in the product production process. Social Sciences, 7(4), 52nd doi:10.3390/socsci7040052 https://www.mdpi.com/2076-0760/7/4/52

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LFP Geteilte relationale Modelle im Team und Auswirkungen auf Konflikte, Teamklima und Wohlbefinden

Shared Relational ModelDozenten: Dr. Katharina Kugler & Mag. Johannes Arendt

Semester: SoSe 2015 & WiSe 2015/2016

Keywoards: Relational Models, Shared Mental Models, Team Climate


Short Description:

While some studies indicate the benefits of conflict within teams, there is a growing amount of research on the disadvantages of conflict causing high costs for organizations and dissatisfaction for the employees. Relational models theory presumes that people use four elementary models in order to organize their social relationships. We predict that a possible antecedent of such conflicts could be a misfit of relational models within a team. Our assumption is that relational models within teams affect the well-being of the team members mediated by conflict as well as perceptions of justice in two ways: well-being experienced on the team level and individual well-being. Survey data collected from 40 teams (114 participants) indicate that the fit of relational models within teams influences the well-being of team members on the team level, nut not on the individual level. Finally, the relationship between relational models and well-being on team level is mediated by justice and relationship conflict. nach oben


LFP Regulating Relationships in Executive-Employee Interaction: The Fit between Expected and Perceived Relational Models as the Key to Success

Fit

Lecturer: Prof. Dr. Felix Brodbeck & Dr. Katharina Kugler

Semester: SoSe 2014 & WiSe 2014/2015

Keywords: leadership, relationship regulation, person-supervisor-fit

 
The theory of relational models (Fiske, 1992) postulates that people use four basic relational models (RMs) to regulate relationships; this is also true of employee-executive interaction. The Teaching Research Project investigated whether a fit between the expectations of employees (i.e. ideal) and the reality perceived by employees (i.e. real) is positively related to the perceived relationship quality and job satisfaction with regard to RMs.