Abschlussarbeiten

AI-generated Misinformation on Social Media. 

• De Angelis, L., Baglivo, F., Arzilli, G., Privitera, G. P., Ferragina, P., Tozzi, A. E., & Rizzo, C. (2023). ChatGPT and the Rise of Large Language Models: The New AI-Driven Infodemic Threat in Public Health. Available at SSRN 4352931.
• Dwivedi, Y. K., Kshetri, N., Hughes, L., Slade, E. L., Jeyaraj, A., Kar, A. K., ... & Wright, R. (2023). “So what if ChatGPT wrote it?” Multidisciplinary perspectives on opportunities, challenges and implications of generative conversational AI for research, practice and policy. International Journal of Information Management, 71, 102642.
• Vasist, P., & Krishnan, S. (2022). Deepfakes: An Integrative Review of the Literature and an Agenda for Future Research. Communications of the Association for Information Systems, 51.

The impact of the 4-day workweek on Technology Use.

In Silicon Valley, the 4-day workweek model is becoming more prevalent, and many employers are adapting this new work concept within their companies. Many studies are currently focusing on the influence of this work modality on employee productivity. In particular, they are investigating the impact on employee productivity when they work only 4 days instead of the regular 5 days. Researchers question which changes are necessary to adapt the existing work structures to the new modalities and to create the same or even improved productivity. In this thesis the role of technology and technology use in this context should be investigated. Therefore, it is proposed to conduct a case study with a company that has implemented the 4-day model. A qualitative research design, i.e. in the form of interviews, is suitable for this thesis. 

• Hedges, J. N. (1971). A look at the 4-day workweek. Monthly Labor Review, 33-37. 
• Veal, A. J. (2022). The 4-day work-week: the new leisure society?. Leisure Studies, 1-16.
• Narasimhan, R. (2000). An algorithm for multiple shift scheduling of hierarchical workforce on four-day or three-day workweeks. Information Systems and Operational Research, 38(1), 14-32.

The Social CTO - How Chief Technology Officers Use Social Media.

The purpose of this thesis is to examine how Chief Technology Officers (CTOs) use social media, for example, to stay up to date on current technologies and innovations or to obtain input for their work. Previous research shows a tendency to consider this context concerning Chief Executive Officers (CEOs), but not specifically to CTOs. It is expected that the goals and behaviors of CTOs differ from those of a CEO. Therefore, within this thesis, the social media usage of CTOs should be investigated in order to provide new insights in this area for IS research. To enable this, the LinkedIn platform could be used to search for and identify corresponding CTOs with whom semi-structured interviews could be conducted.

• Mirbabaie, M., Marx, J., & Stieglitz, S. (2019). ‘Show Me Your People Skills’-Employing CEO Branding for Corporate Reputation Management in Social Media.
• Wang, S., & Chen, X. (2020). Recognizing CEO personality and its impact on business performance: Mining linguistic cues from social media. Information & Management, 57(5), 103173.
• Tsai, W. H. S., & Men, L. R. (2017). Social CEOs: The effects of CEOs’ communication styles and parasocial interaction on social networking sites. New media & society, 19(11), 1848-1867.

Attracting and retaining talent has become more competitive due to demographic change and has gained new focal points through digitization accelerated by the Covid-19 pandemic. Similarly, the trend of working independently and flexibly from anywhere as so-called “Digital Nomads” has emerged globally. To address both trends, companies begin to adopt a similar working model of “Corporate Nomadism” and have to implement it into their Employer Branding strategy. The aim of this thesis is to investigate the extent to which Corporate Nomadism is implemented in organizations' Employer Branding strategy. To do this, this thesis could follow a qualitative approach and conduct interviews with respective organizations. This topic raises questions about the extent to which digital or corporate nomadism can be integrated successfully into the employer branding strategy of an organization, what advantages and disadvantages it can offer for employers, or what impact it has on the employees’ willingness to select the respective job.

• Kong, D., Schlagwein, D., & Cecez-Kecmanovic, D. (2019). Issues in Digital Nomad-Corporate Work: An Institutional Theory Perspective. Proceedings of the 27th European Conference on Information Systems, 1–16.
• Frick, N., & Marx, J. (2021). Integrating Digital Nomads in Corporate Structures: Managerial Contemplations. In Proceedings of the 54th Hawaii International Conference on System Sciences, Grand Wailea, Maui, Hawaii.
• Schlagwein, D. (2017). 'Escaping the Rat Race': Different Orders of Worth in Digital Nomadism. In CNOW, Seoul.
• Schlagwein, D. (2018a). "Escaping the Rat Race": Justifications in Digital Nomadism: Research-in- Progress Papers. In Proceedings of 26th European Conference onf Information Systems: Beyond Digitization-Facets of Socio-Technical Change, Portsmouth, UK.
• Schlagwein, D. (2018b). The History of Digital Nomadism. In International Workshop on the Changing Nature of Work (CNOW), San Francisco.

Due to climate change, there are severe weather changes, bushfires, floods, and heat waves that have increased in recent decades and have all been occurring on an unprecedented scale. In these extreme situations, the public needs a reliable source of information and recommendations on how to act to ensure safety and avoid the spread of fake news. Such information is being disseminated not only via traditional channels but also via social media, the necessity, and effectiveness of which has been confirmed by various studies (Willems et al., 2021; Bec and Becken, 2021; Yigitcanlar et al., 2022). This thesis focuses on AI-powered social bots (i.e., automated actors in social networks) to disseminate relevant information and automatically debunks disinformation. This raises the question of the extent to which safety can be guaranteed and how we can prepare for natural disasters using AI-powered social bots in order to make a reliable source of information accessible to the general public. The aim of this thesis is to conduct a literature review to capture the current state of research on social media crisis communication using social bots during natural hazards.

• Yigitcanlar, T., M. Regona, N. Kankanamge, R. Mehmood, J. D’Costa, S. Lindsay, S. Nelson and A. Brhane (2022). “Detecting Natural Hazard-Related Disaster Impacts with Social Media Analytics: The Case of Australian States and Territories” Sustainability 14 (2), 810.
• Stieglitz, S., Mirbabaie, M., Ross, B., & Neuberger, C. (2018). Social media analytics – Challenges in topic discovery, data collection, and data preparation. International Journal of Information Management, 39, 156–168.
• Hofeditz, L., Ehnis, C., Bunker, D., Brachten, F., & Stieglitz, S. (2019). Meaningful Use of Social Bots? Possible Applications in Crisis Communication during Disasters. In Proceedings of the 27th European Conference on Information Systems (ECIS), Stockholm & Uppsala, Sweden.
• Lahby, M., Pathan, A.-S. K., Maleh, Y., & Yafooz, W. M. S. (Eds.). (2022). Studies in Computational Intelligence. Combating Fake News with Computational Intelligence Techniques. Springer International Publishing.
• Messias, J., Schmidt, L., Oliveira, R., & Benevenuto, F. (2013). You followed my bot! Transforming robots into influential users in Twitter. First Monday. 

• Park, S. -M. and Kim, Y. -G. (2022) "A Metaverse: Taxonomy, Components, Applications, and Open Challenges," in IEEE Access, 10, 4209-4251.
• Robinson, S. and Mendelson, A. L. (2012) “A Qualitative Experiment: Research on Mediated Meaning Construction Using a Hybrid Approach”, Journal of Mixed Methods Research, 6(4), pp. 332–347.
• Baron, R. S. (1986). “Distraction-Conflict Theory: Progress and Problems”. Advances in Experimental Social Psychology, 1–40.
• Davenport, T. (2005). “Thinking for A Living: How to Get Better Performance and Results from Knowledge Workers”. Harvard Business School Press.