Essec\Faculty\Model\Profile {#2507
#_index: "academ_cv"
#_id: "B00812205"
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"bid" => "B00812205"
"academId" => 33195
"slug" => "lampe-jan"
"fullName" => "Jan LAMPE"
"lastName" => "LAMPE"
"firstName" => "Jan"
"title" => array:2 [
"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"email" => "jan.lampe@essec.edu"
"status" => "ACTIF"
"campus" => "Campus de Cergy"
"departments" => []
"phone" => ""
"sites" => []
"facNumber" => 33195
"externalCvUrl" => "https://faculty.essec.edu/en/cv/lampe-jan/pdf"
"googleScholarUrl" => "https://scholar.google.com/citations?user=_BqaRocAAAAJ&hl"
"facOrcId" => "https://orcid.org/0000-0002-5759-4757"
"career" => array:2 [
0 => Essec\Faculty\Model\CareerItem {#2513
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2023-09-01"
"endDate" => null
"isInternalPosition" => true
"type" => array:2 [
"fr" => "Positions académiques principales"
"en" => "Full-time academic appointments"
]
"label" => array:2 [
"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"institution" => array:2 [
"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "en"
+"parent": Essec\Faculty\Model\Profile {#2507}
}
1 => Essec\Faculty\Model\CareerItem {#2506
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2017-01-01"
"endDate" => "2018-06-30"
"isInternalPosition" => true
"type" => array:2 [
"en" => "Professional appointments"
"fr" => "Positions professionnelles"
]
"label" => array:2 [
"fr" => "Lead Venture Managerial Accounting"
"en" => "Lead Venture Managerial Accounting"
]
"institution" => array:2 [
"fr" => "trivago NV"
"en" => "trivago NV"
]
"country" => array:2 [
"fr" => "Allemagne"
"en" => "Germany"
]
]
+lang: "en"
+"parent": Essec\Faculty\Model\Profile {#2507}
}
]
"diplomes" => array:3 [
0 => Essec\Faculty\Model\Diplome {#2510
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2023"
"label" => array:2 [
"en" => "Doctorate, Management Accounting"
"fr" => "Doctorat, Contrôle de Gestion"
]
"institution" => array:2 [
"fr" => "WHU – Otto Beisheim School of Management"
"en" => "WHU – Otto Beisheim School of Management"
]
"country" => array:2 [
"fr" => "Allemagne"
"en" => "Germany"
]
]
+lang: "en"
+"parent": Essec\Faculty\Model\Profile {#2507}
}
1 => Essec\Faculty\Model\Diplome {#2512
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2014"
"label" => array:2 [
"en" => "Master of Science, Economics & Business"
"fr" => "Master of Science, Economie et Gestion"
]
"institution" => array:2 [
"fr" => "Erasmus Universiteit Rotterdam"
"en" => "Erasmus Universiteit Rotterdam"
]
"country" => array:2 [
"fr" => "Pays-Bas"
"en" => "Netherlands"
]
]
+lang: "en"
+"parent": Essec\Faculty\Model\Profile {#2507}
}
2 => Essec\Faculty\Model\Diplome {#2509
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2012"
"label" => array:2 [
"en" => "Bachelor, International Economics and Development"
"fr" => "Bachelor, Économie internationale et développement"
]
"institution" => array:2 [
"fr" => "Universität Bayreuth"
"en" => "Universität Bayreuth"
]
"country" => array:2 [
"fr" => "Allemagne"
"en" => "Germany"
]
]
+lang: "en"
+"parent": Essec\Faculty\Model\Profile {#2507}
}
]
"bio" => array:2 [
"fr" => null
"en" => """
<p>Jan H. Lampe is Assistant Professor in the Accounting and Management Control Department. He has received a doctorate in management accounting from WHU - Otto Beisheim School of Management and previously spent several years working in practice, ultimately leading the Venture Management Accounting team at trivago. </p>\n
\n
<p>In his research, he focuses on the use of field data to empirically address questions relating to people analytics.</p>\n
\n
<p> </p>\n
"""
]
"department" => array:2 [
"fr" => "Comptabilité et contrôle de gestion"
"en" => "Accounting and Management Control "
]
"industrrySectors" => array:2 [
"fr" => null
"en" => null
]
"researchFields" => array:2 [
"fr" => "Contrôle de gestion - Analyse des personnes - Gestion des performances - Mesure des performances"
"en" => "Management Control - People Analytics - Performance Management - Performance Measurement"
]
"teachingFields" => array:2 [
"fr" => null
"en" => null
]
"distinctions" => []
"teaching" => []
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"theses" => []
"sitePerso" => "https://www.janlampe.com/"
"indexedAt" => "2026-09-15T22:23:07.000Z"
"contributions" => array:6 [
0 => Essec\Faculty\Model\Contribution {#2514
#_index: "academ_contributions"
#_id: "16583"
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"slug" => "16583-easy-come-easy-go-the-effect-of-onboarding-effort-on-organizational-commitment"
"yearMonth" => "2025-06"
"year" => 2025
"title" => "Easy come, easy go? The effect of onboarding effort on organizational commitment"
"description" => "LAMPE, J. (2025). Easy come, easy go? The effect of onboarding effort on organizational commitment. Dans: 2025 ERMAC Young Scholars Conference. Vienna."
"authors" => array:1 [
0 => array:3 [
"name" => "LAMPE Jan"
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"ouvrage" => "2025 ERMAC Young Scholars Conference"
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"indexedAt" => "2026-09-15T22:23:29.000Z"
]
+lang: "en"
+"_score": 7.463455
+"parent": null
}
1 => Essec\Faculty\Model\Contribution {#2516
#_index: "academ_contributions"
#_id: "14677"
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"id" => 14677
"slug" => "14677-supervisor-performance-evaluation-process-satisfaction-determinants-and-consequences"
"yearMonth" => "2024-01"
"year" => 2024
"title" => "Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences"
"description" => "GRABNER, I., LAMPE, J., SCHÄFFER, U. et SCHAUPP, D. (2024). Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences. Dans: 2024 American Accounting Association - Management Accounting Section Midyear Meeting. Orlando."
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"name" => "LAMPE Jan"
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2 => array:1 [
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3 => array:1 [
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"ouvrage" => "2024 American Accounting Association - Management Accounting Section Midyear Meeting"
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"updatedAt" => "2025-05-07 10:55:14"
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}
2 => Essec\Faculty\Model\Contribution {#2518
#_index: "academ_contributions"
#_id: "14956"
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"id" => 14956
"slug" => "14956-supervisor-performance-evaluation-process-satisfaction-determinants-and-consequences"
"yearMonth" => "2024-05"
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"title" => "Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences"
"description" => "GRABNER, I., LAMPE, J., SCHÄFFER, U. et SCHAUPP, D. (2024). Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences. Dans: 46th Annual Congress of the European Accounting Association 2024. Bucharest."
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0 => array:3 [
"name" => "LAMPE Jan"
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"ouvrage" => "46th Annual Congress of the European Accounting Association 2024"
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}
3 => Essec\Faculty\Model\Contribution {#2515
#_index: "academ_contributions"
#_id: "15569"
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"slug" => "15569-supervisor-performance-evaluation-process-satisfaction-determinants-and-consequences"
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"title" => "Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences"
"description" => "GRABNER, I., LAMPE, J., SCHÄFFER, U. et SCHAUPP, D. (2024). Supervisor Performance Evaluation Process Satisfaction: Determinants and Consequences. Dans: 2024 Annual Conference for Management Accounting Research (ACMAR). Vallendar."
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1 => array:1 [
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2 => array:1 [
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3 => array:1 [
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"ouvrage" => "2024 Annual Conference for Management Accounting Research (ACMAR)"
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}
4 => Essec\Faculty\Model\Contribution {#2519
#_index: "academ_contributions"
#_id: "15666"
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"id" => 15666
"slug" => "15666-supervisor-performance-evaluation-process-satisfaction-determinants-and-consequences"
"yearMonth" => "2024-12"
"year" => 2024
"title" => "Supervisor performance evaluation process satisfaction: determinants and consequences"
"description" => "GRABNER, I., LAMPE, J., SCHÄFFER, U. et SCHAUPP, D. (2024). Supervisor performance evaluation process satisfaction: determinants and consequences. Dans: 14th European Institute for Advanced Studies in Management (EIASM) Conference on New Directions in Management Accounting 2024. Milan."
"authors" => array:4 [
0 => array:3 [
"name" => "LAMPE Jan"
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1 => array:1 [
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2 => array:1 [
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3 => array:1 [
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"ouvrage" => "14th European Institute for Advanced Studies in Management (EIASM) Conference on New Directions in Management Accounting 2024"
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5 => Essec\Faculty\Model\Contribution {#2511
#_index: "academ_contributions"
#_id: "16765"
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"id" => 16765
"slug" => "16765-from-words-to-actions-the-impact-of-specificity-and-causality-in-narrative-feedback-on-employee-performance-improvement"
"yearMonth" => "2026-07"
"year" => 2026
"title" => "From Words to Actions: The Impact of Specificity and Causality in Narrative Feedback on Employee Performance Improvement"
"description" => "LAMPE, J., SCHÄFFER, U. et SCHAUPP, D. (2026). From Words to Actions: The Impact of Specificity and Causality in Narrative Feedback on Employee Performance Improvement. <i>Contemporary Accounting Research</i>, In press."
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0 => array:3 [
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1 => array:1 [
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2 => array:1 [
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"ouvrage" => ""
"keywords" => array:6 [
0 => "causality"
1 => "language characteristics"
2 => "narrative feedback"
3 => "performance feedback"
4 => "self-regulation"
5 => "specificity"
]
"updatedAt" => "2026-08-28 09:45:12"
"publicationUrl" => "https://doi.org/10.1111/1911-3846.70067"
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"abstract" => array:2 [
"fr" => "With the widespread use of narrative feedback in companies, understanding how such feedback can be valuable for employee performance improvement is important. Drawing on proprietary data from an e-commerce company, we investigate the role of specificity and causality—two key language characteristics for self-regulation and learning. Our findings suggest that neither specificity nor causality is always beneficial; instead, their effects depend on whether the feedback refers to strengths or weaknesses. Specifically, employees are more likely to improve when they receive more specific narrative feedback on their strengths, consistent with employees engaging in more systematic exploration when feedback provides concrete references to desirable behaviors. In contrast, we find that increases in the specificity of narrative feedback on weaknesses can have negative performance consequences, as employees who are confronted with many specific examples of undesirable behaviors may attempt too many behavioral changes at once, undermining learning and improvement. Furthermore, employees are more likely to improve when feedback on their weaknesses uses more causal language, suggesting that explanations of why certain behaviors were ineffective help employees understand and correct those behaviors. Our study informs HR leaders, supervisors, and experts responsible for designing management control systems by showing that narrative feedback should be specific when describing strengths, but more selective and richer in causal explanations when addressing weaknesses."
"en" => "With the widespread use of narrative feedback in companies, understanding how such feedback can be valuable for employee performance improvement is important. Drawing on proprietary data from an e-commerce company, we investigate the role of specificity and causality—two key language characteristics for self-regulation and learning. Our findings suggest that neither specificity nor causality is always beneficial; instead, their effects depend on whether the feedback refers to strengths or weaknesses. Specifically, employees are more likely to improve when they receive more specific narrative feedback on their strengths, consistent with employees engaging in more systematic exploration when feedback provides concrete references to desirable behaviors. In contrast, we find that increases in the specificity of narrative feedback on weaknesses can have negative performance consequences, as employees who are confronted with many specific examples of undesirable behaviors may attempt too many behavioral changes at once, undermining learning and improvement. Furthermore, employees are more likely to improve when feedback on their weaknesses uses more causal language, suggesting that explanations of why certain behaviors were ineffective help employees understand and correct those behaviors. Our study informs HR leaders, supervisors, and experts responsible for designing management control systems by showing that narrative feedback should be specific when describing strengths, but more selective and richer in causal explanations when addressing weaknesses."
]
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]
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