Entwicklung eines Erhebungsmodells für branchenübliche prosoziale Verhaltensformen sowie organisationale Einflussfaktoren in der beruflichen Interaktion während eines Teamentwicklungsprozesses am Beispiel des Berliner Stromnetzes

After 20 years, the national energy grids for electricity and district heating in Berlin are back in the hands of the state of Berlin. The government wants to enable co-determination and drive the energy transition forward. However, the changes are accompanied by various uncertainties and fears for the future among the affected company employees. Their hesitancy is reflected at the behavioural level and how they work together, which impacts staff turnover. Indeed, prosocial cooperation is a decisive factor in employee loyalty to an employer. As an example, the grid operator now must realign itself to orient employees and explain the changes in a structured manner while looking at teams in their development processes and the behaviours and relationships between employees, managers, and the company overall. Explaining changes using team development models is still in vogue but must be expanded to include behavioural patterns and influencing factors. Then, a relevant contribution to clarification can be achieved, as well as approaches for the further development of cultural work.

This work aims to develop a survey model for industry-standard of forms of behaviour as well as organizational influencing factors in professional interaction during a team development process. The study also seeks to model interaction behavioural patterns focusing on prosocial behaviours and organizational influencing factors using the example of the current challenges in Berlin. This investigation uses an explorative case study, with empirical data collected using guideline-based expert interviews. The results show that a model of forms of behaviour and organizational influencing factors can reveal dependencies between the forms and characteristics of prosocial behaviour, interaction patterns, and influencing factors and measures conducive to prosocial cooperation. This model also leads to new systematizations that result in an implementation proposal and evaluation of structural and process-related measures for the energy supply industry by primarily adhering to the laws of change and development processes to mitigate the associated emotional resistance and break barriers when changes are applied throughout the company.