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Quantitatives Return-On-Investment

Hypothesen zum Nutzen von Agilibo

Literature

 

  1. Augner, T., & Schermuly, C. C. (2023). Agile project management and emotional exhaustion: A moderated mediation process. Project Management Journal, 1–17. https://doi.org/10.1177/87569728231151930

  2. Junker, T. L., Bakker, A. B., Gorgievski, M. J., & Derks, D. (2022). Agile work practices and employee proactivity: A multilevel study. Human Relations, 75(12), 2189–2217. https://doi.org/10.1177/00187267211030101

  3. Kakar, A. K. (2018). Investigating the synergistic and antagonistic impacts of outcome interdependence, shared vision and team reflexivity on innovation in software development. International Journal of Innovation Management, 22(06), 1–31. https://doi.org/10.1142/S1363919618500500

  4. Koch, J., Drazic, I., & Schermuly, C. C. (2023). The affective, behavioural and cognitive outcomes of agile project management: A preliminary meta-analysis. Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.12429

  5. Malik, M., Sarwar, S., & Orr, S. (2021). Agile practices and performance: Examining the role of psychological empowerment. International Journal of Project Management, 39(1), 10–20. https://doi.org/10.1016/j.ijproman.2020.09.002

  6. Peeters, T., Van De Voorde, K., & Paauwe, J. (2022). The effects of working agile on team performance and engagement. Team Performance Management, 28(1–2), 61–78. https://doi.org/10.1108/TPM-07-2021-0049

  7. Prommegger, B., Huck-Fries, V., Wiesche, M., & Krcmar, H. (2019). Agile and attached: The impact of agile practices on agile team members’ affective organisational commitment. 14th International Conference on Wirtschaftsinformatik.

  8. Redlbacher, F., Lehmann-Willenbrock, N., & Frost, J. (2022). How “mms” trigger novel ideas: An inductive field study of conversational interaction dynamics in agile meetings. In The Generation, Recognition and Legitimation of Novelty (Vol. 77, pp. 137–160). Emerald Publishing Limited. https://doi.org/10.1108/S0733-558X20220000077011

  9. Rietze, S., & Zacher, H. (2022). Relationships between agile work practices and occupational well-being: The role of job demands and resources. International Journal of Environmental Research and Public Health, 19(3). https://doi.org/10.3390/ijerph19031258

  10. Rietze, S., & Zacher, H. (2023). Agile work practices: Opportunities and risks for occupational well-being. Gruppe. Interaktion. Organisation. Zeitschrift Für Angewandte Organisationspsychologie (GIO). https://doi.org/https://doi.org/10.1007/s11612-023-00712-6

  11. Setor, T., & Joseph, D. (2019). When agile means staying: The relationship between agile development usage and individual IT professional outcomes. Proceedings of the 2019 Computers and People Research Conference, 168–175. https://doi.org/10.1145/3322385.3322387

  12. Tripp, J. F., Riemenschneider, C. K., & Thatcher, J. B. (2016). Job satisfaction in agile development teams: Agile development as work redesign. Journal of the Association for Information Systems, 17(4), 267–307. https://doi.org/10.17705/1jais.00426​

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