Virtualisation of cross border labour mobility? Changing patterns of cross border personnel mobility as coordination mechanism in profit- and non-profit-organisations in Mexico and Germany

活动的协调对于与分布在不同国家的地方单位合作的组织至关重要。除了官僚控制、制定一般规范或确定有选择的激励措施外，劳动力/人员的流动是这种跨界协调的一个重要机制。在2008年以来的经济危机条件下，组织可以至少部分地尝试通过新形式的信息和通信技术虚拟化其跨境人员流动-尽管自20世纪80年代以来这种尝试相对失败。拟议的研究将测试的假设，虚拟化的跨境劳动力流动的协调机制是越来越重要。在确定跨境人员流动的（变化或稳定）模式作为协调机制的基础上，研究将评估主要的解释因素，并开发一个解释模型，该模型可以在进一步的标准化研究中进行测试。设计和方法遵循假设检验和生成解释模型的双重方法。通过比较案例研究设计（比较的主轴：跨境盈利组织（CBPO）和国际政府组织（IGO），总部和活动的国家，组织的现状，当地中心的机构嵌入），将评估跨境人员流动模式变化的影响因素。研究方法：以自我为中心的组织网络分析、文献分析和结构化访谈。

Coordination of activities is of crucial importance for organisations working with locally distributed units in different countries. Besides bureaucratic controlling, general norm setting or defining selective incentives, the mobility of labour/personnel is one important mechanism for this crossborder coordination. Under the conditions of the economic crisis since 2008, organisations could at least partially (re)try to virtualise their cross border personnel mobility by new forms of information and communication technologies - despite the relative failure of such attempts since the 1980s. The proposed research will test the hypothesis that the virtualisation of cross border labour mobility as coordination mechanism is of increasing importance. Based on identifying the (shifting or stable) patterns of cross border personnel mobility as coordination mechanism, the research will evaluate the main explaining factors and develop an explanatory model which could be tested in further, more standardised studies. The design and methodology follows a double approach of hypothesis testing and of generating an explanatory model. With a comparative case study design (main axis of comparison: cross-border profit organisations (CBPOs) and international governmental organisations (IGOs), countries of headquarters and of activities, coniingent situation of organisations, institutional embedding of local centres) influencing factors of patterns of change in cross border personnel mobility will be evaluated. Methods concentrate on ego-centred and organisational network analysis, conlent analysis of documents and structured interviews.