Abschlussarbeitsthemen

Vielen Dank für Ihr Interesse, eine Bachelor- oder Masterarbeit am Lehrstuhl für Wirtschafts- informatik insb. Informationssystemmanagement zu schreiben. Nachfolgend finden Sie die aktuelle Liste unserer Forschungsthemen. Sofern nicht anders angegeben, sind die Themen sowohl für Bachelor- als auch Masterstudierende und die Bearbeitung kann sofort begonnen werden. Die bevorzugte Sprache ist Englisch.

Wenn Sie sich für eines der Themen interessieren, nutzen Sie bitte das Anmeldeformular am Ende der Website. Bewerben Sie sich idealerweise 8 Wochen vor Ihrem geplanten Start.

Wichtig für Bachelor-Studierende: Erfahrung im wissenschaftlichen Arbeiten im Bereich IS/MIS wird vorausgesetzt, d.h. erfolgreicher Abschluss des Moduls WAWI und/oder erfolgreiche Teilnahme an einem ISM-Seminar.

Bedingungen für eine Abschlussarbeit am ISM-Lehrstuhl: Bei einer Anfertigung einer Abschlussarbeit am Lehrstuhl für Wirtschaftsinformatik insb. Informationssystemmanagement verpflichten sich die Studierenden zu einer regelmäßigen Teilnahme am Kolloquium für Abschlussarbeiten. Während dieses Kolloquiums sind zwei Vorträge (Zwischenvortrag + Abschlussvortrag/Verteidigung) zu halten. Das Kolloquium findet ungefähr alle drei Wochen am Dienstagabend statt.

 

Themen

The Role of the Digital Mindset in Employee Driven Digital Innovation

 

Mindsets constitute a part of this humanistic behavior and thinking, enabling and supporting humans at solving tasks in a specific context through cognitive processes, filters or beliefs (Dweck 2006; Gollwitzer 1990; Gupta and Govindarajan 2002). The IS literature frequently mentions the “digital mindset” as a crucial factor of digitalization (Nambisan et al. 2017; Warner and Wäger 2019). Further, during the last ten years, employee-driven innovation has emerged as a new approach to explain innovation.  Ciriello et al. (2016) describe employee-driven innovation as a new form of direct participation in which employees take the initiative to generate, develop, and implement ideas. In a digital context, employee-driven digital innovation is defined as the initiation, development and implementation of new digital products, services or processes originating from “ordinary employees”, or the use of digital tools to support employee-driven innovation processes. This topic addresses questions that investigate the relationships between these concepts, especially between the impacts of the digital mindset on the processes or outcomes of employee-driven digital innovation.

Method: Surveys, Case Study, Interviews

 

Language: preferably english

 

Literature for getting started:

 

  • Hildebrandt, Y., & Beimborn, D. (2022). A Cognitive Conveyor for Digital Innovation-Definition and Conceptualization of the Digital Mindset.
  • Opland, L. E., Pappas, I. O., Engesmo, J., & Jaccheri, L. (2022). Employee-driven digital innovation: A systematic review and a research agenda. Journal of Business Research, 143, 255-271.
  • Felstead, A., Gallie, D., Green, F., & Henseke, G. (2020). Getting the Measure of Employee‐Driven Innovation and Its Workplace Correlates. British Journal of Industrial Relations, 58(4), 904-935.
  • Echebiri, C., Engen, M., & Amundsen, S. (2021). Employee-driven innovation: conceptualisation, scale development and preliminary validation. International Journal of Entrepreneurship and Innovation Management, 25(2-3), 233-255.
  • Literature for the measurement of the Digital Mindset upon request.

Supervisor: Yannick Hildebrandt

Performance Measurement of Digital Innovation Labs – A Qualitative Comparative Analysis

 

Digital Innovation Labs (DILs) stellen eine wichtige organisatorische Form dar, um organisationale Ambidextrie zu erreichen. Die verschiedenen Designs und Charakteristiken der DILs sind dabei bereits in Teilen erforscht. Welchen Einfluss diese Unterschiede auf den Erfolg von DILs haben, ist bisher noch nicht erforscht. Dies soll im Zuge dieser Arbeit mittels einer Qualitative Comparative Analysis (QCA) erfolgen. Diese Arbeit findet im Zuge eines größeren Forschungsprojekts des Lehrstuhls statt, die Datenerhebung hat bereits stattgefunden. Studierende, die Interesse an diesem Thema haben, sollten idealerweise Erfahrung mit quantitativen Forschungsansätzen oder zumindest eine ausgeprägte Affinität für diese haben.

Einstiegsliteratur:

Holotiuk, F., Beimborn, D. (2019): Temporal Ambidexterity: How Digital Innovation Labs Connect Exploration and Exploitation for Digital Innovation. Proceedings of the 40th International Conference on Information Systems (ICIS), München.

Nishant, R., & Ravishankar, M. N. (2020). QCA and the harnessing of unstructured qualitative data. Information Systems Journal, 30(5), 845-865. https://doi.org/10.1111/isj.12281

Soto Setzke, D., Kavılı, M. C., & Böhm, M. (2020). On the use of qualitative comparative analysis in information systems research-a critical review. In 28th European Conference on Information Systems, Marrakesh, Morocco.

Thomann, E., & Maggetti, M. (2020). Designing Research With Qualitative Comparative Analysis (QCA): Approaches, Challenges, and Tools. Sociological Methods & Research, 49(2), 356–386. https://doi.org/10.1177/0049124117729700

Betreuer: Julian Frey

A Taxonomy for Employee Driven Digital Innovation Outcomes - Can We Classify EDDI Outcomes?

 

Ciriello et al. (2016) describe employee-driven innovation as a new form of direct participation in which employees take the initiative to generate, develop, and implement ideas. In a digital context, employee-driven digital innovation (EDDI) is defined as the initiation, development and implementation of new digital products, services or processes originating from “ordinary employees”, or the use of digital tools to support employee-driven innovation processes. Therefore, as EDDI is a relatively new form of innovation, as the innovation actors is pursues both, innovation by design and innovation by use. This potentially leads to different kind of innovation outcomes such as changing use contexts, changing functions, repurposing, recombining etc.. To date, there is no classification scheme to identify and classify the different innovation outcomes of EDDI. Therefore, this topics aims for the creation of literature- or qualitative based taxonomy

Method: Literature Review or interviews (e.g. Case Study)

Language: Preferably english, German possible

Literature to start:

  • Opland, L. E., Pappas, I. O., Engesmo, J., & Jaccheri, L. (2022). Employee-driven digital innovation: A systematic review and a research agenda. Journal of Business Research, 143, 255-271.
  • Hildebrandt, Y. (2022). Hunting Darwins Counterpart: Tracing the Exaptation Phenomenon in IS Research.
  • Holmström, J. (2018). Recombination in digital innovation: Challenges, opportunities, and the importance of a theoretical framework. Information and organization, 28(2), 107-110.

Supervisor: Yannick Hildebrandt

New Roles and Responsibilities in Scaled-Agile Organizations

In the wake of digital transformation, organizations adopt so called scaled agile forms of organizational design to achive higher strategic agility. Among other things, this also gives rise to a large number of new roles and responsibilities. Their characteristics and effects on the organization have been little studied to date and will be examined more closely in the course of this thesis. In particular, the role of enterprise architects will be analyzed here, but other new roles are also of interest. 

Method: Qualitative case study analysis

Language: preferably English, German possible

Literature for getting started:

Gerster, D., Dremel, C., Brenner, W., & Kelker, P. (2020). How enterprises adopt agile forms of organizational design: a multiple-case study. ACM SIGMIS Database: the DATABASE for Advances in Information Systems51(1), 84-103.

Ha, K. M. (2020). Digital Business Leadership: Digital Transformation, Business Model Innovation, Agile Organization, Change Management. By Ralf T. Kreutzer, Tim Neugebauer and Annette Pattloch. Springer, Berlin, 2018, ISBN 978‐3662565476, pp. 263.

Uludağ, Ö., Kleehaus, M., Xu, X., & Matthes, F. (2017, October). Investigating the role of architects in scaling agile frameworks. In 2017 IEEE 21st International Enterprise Distributed Object Computing Conference (EDOC) (pp. 123-132). IEEE.

Supervisor: Julian Frey

The catalyst of serendipity: Exaptation and the digital mindset

 

Due to digital technologies and their recombinatorial characteristics and new paradigms like the modular layered architecture of digital innovations the recombinatorial opportunities are exploding. A special result of recombination is exaptation, where recombinated components change their originally intended function. Mostly this happens through serendipity. As people in the digital age - with a digital mindset - systematically think in recombinatorial patterns and potentially enforce unintentional functions of digital components, exaptations gain relevance in the digital age.

To unravel the phenomenon and its characteristics like serendipity, various research questions arise e.g.:

  • Is Exaptation and its characteristics like serendipity still applicable in the digital age?
  • Is there a link between the digital mindset or aspects of the digital mindset and exaptations in the digital age?

Method: Various as it depends on the research question (Lit. Review, Case Study, Interviews, Survey)

Language: Preferably english, German possible

Literature to start:

  • Holmström, J. (2018). Recombination in digital innovation: Challenges, opportunities, and the importance of a theoretical framework. Information and organization, 28(2), 107-110.
  • Beltagui, A., Rosli, A., & Candi, M. (2020). Exaptation in a digital innovation ecosystem: The disruptive impacts of 3D printing. Research policy, 49(1), 103833.
  • Andriani, P., & Cattani, G. (2016). Exaptation as source of creativity, innovation, and diversity: introduction to the special section. Industrial and Corporate Change, 25(1), 115-131.

Supervisor: Yannick Hildebrandt

Technology Forecasting - How reliable is the Gartner Hype Cycle?

 

Gartner’s Hype Cycle is one of the most frequently published and cited technology forecasts. But, how reliable, consistent, and accurate is it? Objective of this thesis is to set up a data base of historical Gartner hype cycle reports and compare both their consistency over time and their accuracy mapping it with other data sources.

Method: Secondary data analysis, potential for use of AI-based pattern recognition techniques

Language: preferably English

Literature for getting started:

Supervisor: Prof. Dr. Daniel Beimborn

Response Rates in Empirical Organizational IS Research – Conducting a Meta-Analysis of Success Factors of Survey Design

 

Achieving high response rates in survey-based empirical studies is a challenging endeavor. Managers have little time and receive more questionnaires, which reduces their willingness to participate in surveys. In turn, for researchers, it is mission-critical to design survey processes in a way that the study attracts participation of as many managers as possible.

Aim of this master’s thesis is to review existing empirical studies in the Information Systems discipline which did survey-based studies at the organizational level (e.g., outsourcing management, IT business value, IT change & transformation, organizational adoption of IT/IS). A meta-analysis shall compare the studies with regard to their design (which companies, which manager roles, which “incentives”, which countries etc.) and try to identify factors that lead to higher vs. lower response rates.

An example for a comparable study of another research discipline can be found in (Hiebl/Richter 2018).

Method: literature review, meta-analysis

Language of master’s thesis: English

Literature for getting started:

  • Hiebl, M.R., Richter, J.F. (2018): Response Rates in Management Accounting Survey Research. Journal of Management Accounting Research (30:2), pp. 59-79.

Supervisor: Prof. Dr. Daniel Beimborn   

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