Die Rolle der Führungskraft im digitalen Transformationsprozess

Digital Changes in organizations can be challenging and complex. The psychological effects of these changes and how they are dealt with, have become increasingly important in the scientific discourse of personnel and organizational psychology in recent years. However, no concrete consideration has been given to the organizational properties of the public service as yet. For this reason, the relevant work is being carried out in close cooperation with the Federal Employment Agency (Bundesagentur für Arbeit/BA). The thesis aims to convey a holistic view of the role of leaders in said change processes within the Federal Employment Agency to the reader and is based on three different theoretical foundations: organizational theories, change management as well as the psychological reasons and the different types of behavior towards changes.

The second part describes the qualitative survey of the BA Agency experts. Implications for BA executives are derived from the results of the study. This paper emphasizes the importance of leaders in a digital change process. The results show that executives have to be employee-orientated, in order to counter resistance in change process, they should be excellent communicators and also demonstrate emotional skills. Convincing skills and a non-punitive error culture are also of importance for the success of digital transformations processes within the BA.