Dr. Markus Ebner

🚀 New Publication Alert! Happy to share my latest article, co-authored with Gentrit Berisha, Rrezon Lajçi and Besnik Krasniqi, now published Open Access in the International Journal of Entrepreneurial Behavior & Research (ABS 3, ANVUR A, IF 4.7): Enhancing managerial intrapreneurship: investigating the influence of psychological capital, well-being and work–life balance 📖 https://lnkd.in/dQD6Cnfv Our study explores entrepreneurship through the lens of positive organizational behavior, focusing on how psychological capital (PsyCap) impacts managers’ intrapreneurial intention (INI). We show that: - PsyCap plays a key role in driving intrapreneurial behavior. - Well-being and work–life balance are critical mediators in translating positive psychological resources into entrepreneurial action within organizations. - This is one of the first studies examining intrapreneurship in a non-Western, post-socialist, post-conflict context, adding unique insights to management and entrepreneurship research. We hope this research contributes to both theory and practice by highlighting how fostering positive psychological states in managers can enhance innovation and intrapreneurship within organizations. #Intrapreneurship #PsychologicalCapital #WorkLifeBalance #WellBeing #EntrepreneurshipResearch #OpenAccess UniTrento DEM

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🚀 The August issue of the Credible Management Research Newsletter is out! AOM is over, teaching has not started yet, the right time for some credibility! This month’s edition is mine—co-curated with Fabiola H. Gerpott and Jost Sieweke. Each month, new insights about #credibility in #science from the three of us. Teaser highlights • 🤖🧪 LLMs as “participants”? Tempting for speed and cost—but prompt sensitivity is real. Openness (share prompts, model specs, materials) is non-negotiable. Featuring work by Sarah Schröder and colleagues. • 📈🔋 Do we have enough power? Evidence from adjacent fields says “mostly not.” A fix: fewer, bigger, multi-lab studies across countries. Shout-out to Vincent Arel-Bundock and colleagues. • 🎧🍻 What to hear: Paul Bloom interviews Yoel Inbar—candid, funny, and brutally honest about theories and findings they no longer trust (and Sydney Sweeney) • 📝🔍 RR Watch: Thomas Rhys Evans et al. (unethical behavior at work), Lewend Mayiwar et al. (status → overconfidence), Michael P. Grosz et al. (narcissism & status). If you care about credible, transparent research, 🔔 subscribe & share so more colleagues run high-power, open studies that can make causal inferences. 👇 Thoughts on “synthetic” LLM participants, statistical power, or credibility events, news, or thoughts in general? Drop them in the comments. 💬 #OpenScience #ManagementResearch #Replication #RegisteredReports #AI #LLM #Metascience Bonus-Content: Pictures of us doing weird gestures at Academy of Management Conference in Copenhagen during the Credibility PDW

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Today, the Financial Times published our case study on the #omnibus. After the Parliament’s deal last night, the topic discussed in the case couldn’t be more relevant and timely: “If we are no longer legally obliged to report, should we continue voluntarily?” The case examines the immediate implications of the Omnibus for #CSRD reporting. It tells the story of DEIF, a Danish mid-sized company that chose to keep reporting, not because it had to, but because it saw strategic value in transparency. The case can be used in teaching settings (e.g., business schools), but it can (and should!) also be used by companies seeking to reflect on the broader implications of scaling back reporting regulation. 👉 Understanding why and how companies choose to act in the context of the Omnibus is a learning opportunity, and we should treat it as such - despite all the disappointment about the regulatory rollback. Many thanks to my brilliant co-author Sven Beyersdorff as well as to DEIF for collaborating with us on this project. === 🔍 Read it now: https://lnkd.in/diSRN-B8

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What drives AI adoption? ➡️ “Feelings,” is the quick answer. In our recent research, that Moritz Remund, Florence Bernays, PhD, and I presented at the Academy of Management Conference, we found that people’s emotional preferences -- how they want to feel during and after their work -- play a major role in whether they choose to use AI. 💡 If someone enjoys a task and wants to feel engaged or creative 𝘸𝘩𝘪𝘭𝘦 doing it, they tend to avoid using AI. If they care more about feeling proud or relieved 𝘢𝘧𝘵𝘦𝘳 the work is done, they’re more likely to use AI -- especially for tasks they don’t enjoy much. 💡 These patterns suggest that AI adoption isn't just about efficiency or output. It's also about how we want our work to feel. 📝 Organizations hoping to integrate AI effectively need to pay closer attention to the emotional side of work -- not just the technical one. Thanks to our fellow presenters in the session: Jeewon Gwak & Ashley Fulmer – Georgia State University Dejun "Tony" Kong – University of Colorado Boulder Liz Hood – University of Southern California Bess Rouse – Boston College Sandor Talas, Andre Pekerti, Neal M. Ashkanasy, Alexandra Kriz – The University of Queensland Mithira Siva, Mayank Varshney, Balagopal Gopalakrishnan – Indian Institute of Management Ahmedabad #AIAdoption #FutureOfWork #WorkplacePsychology #EmotionsAtWork #OrganizationalBehavior #GenerativeAI #HumanTechnologyInteraction #HRValley #LeadTheFuture UZH Center for Leadership in the Future of Work

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🏫 One of the peculiar insights of the Discounted Cash Flow approach* is that your skills are your most valuable asset and that education is the best investment. Or as the 19th century German philosopher Max Stirner put it, "Was du vermagst, ist dein Vermögen." 🎓 Think of education as an investment: Tuition, time, and lost income (opportunity cost) must be weighted against future benefits such as higher income, better job opportunities, lower unemployment risk, and greater mobility. 💸 The beautiful part about education is that the time horizon for payback is decades, many skills (like long-lived assets) retain value forever, and education creates career optionality which is like holding a valuable option. ➕ Plus, for sure, there can be numerous non-monetary benefits to education as well. * Discounted Cash Flow (DCF) is a valuation method that estimates the present value of future cash flows by discounting them. Picture from OpenAI

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Excited to share our new paper in Organization Science: "Designing Institutions for Applied Impact: Lessons from Engineering for Organizational Research" Huge thanks to Stephen Zhang and the editorial team for inviting us to contribute to this Crossroads collection on making organizational research more applied and impactful. It's been a privilege to be part of this important conversation alongside stellar colleagues. Grateful to Dr. Liz Gerber for being an amazing co-author on this journey—your interdisciplinary perspective spanning mechanical engineering, HCI, and organizational studies made this work possible. Yesterday, it was a pleasure to join Liz in person for a conversation about this piece in the Work, Technology and Organizations group alongside Bob Sutton and Pamela Hinds. Really great conversation about these important issues and how research is evolving, our moral obligations when doing field work, and how increasing scrutiny on the public value of research universities and the emerging use of AI is affecting all of this. Our core argument: The gap between research and practice isn't just about individual motivation—it's about institutional design. While organizational research privileges theoretical novelty, engineering fields have built structures that legitimize validated, usable contributions. We can learn from them. We identify three structural levers for change: Cognitive: Broaden what counts as knowledge to include validated solutions Normative: Value reproducibility and utility alongside theoretical elegance Regulative: Support diverse formats (implementation briefs, design notes, replication studies) The path forward isn't about lowering standards—it's about recognizing different forms of rigor and making applied work both feasible and legitimate. I encourage you to read the entire Crossroads collection—Zhang and Ertug's framing piece along with contributions from Croson and Croson, Berry, and Yoeli and Rand. Together, they offer a comprehensive vision for organizational research as an applied science. Special thanks to Daniel Armanios, Maria Yang, Warren Seering, and Kathleen Eisenhardt for invaluable feedback along the way, for inspiring us with your own work that it's possible to have both intellectual rigor and applied relevance, and to the editorial team for shepherding this project. Link: https://lnkd.in/gr7uDAsV Looking forward to the conversation about how we can redesign our institutions to serve both scholarly rigor and societal impact. #OrganizationalResearch #AcademicPublishing #AppliedScience

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