Search

von Navid Hoeß, in englischer Sprache, Masterarbeit Universität Innsbruck 2024

The 2030 Agenda of the United Nations clearly sets the inclusion of persons with disabilities in the labour market as a main goal. However, especially in care welfare systems characterized by a low level of social services, disability not only impacts the labour market participation of disabled people themselves but may also affect the labour opportunities of other members of their household. Using EU-SILC data to compute individual work intensity-as a better measure of the actual level of labour attainment-this paper aims to disentangle direct and indirect correlations between disability and labour market participation in Italian households. In confirming the negative direct correlation between disability and labour market participation, the results also show a negative indirect correlation that depends on the family relationship between the disabled person and household members.

Previous research suggests that top athletes acquired skills and personality traits that allow for better job performance compared to non-athletes. It is often claimed that they are particularly valuable in the labour market, and business leaders can learn from them. Most studies, however, do not examine the subject from the perspective of their direct environment in the company. This thesis explores how former top athletes perform in the corporate environment and differ from non-athletes from the perspective of their supervisors. It is also studied what business leaders can learn from them. The study draws on theories of personality traits, life skill devel- opment in sports and the transfer process of life skills. The fieldwork involved 14 semi-struc- tured interviews with the supervisors of former top athletes who are now pursuing careers in business. The results indicate that top athletes can perform better than non-athletes if the frame- work conditions are right and broaden the understanding of their professional careers., Johannes Christian Schinnagel, Masterarbeit Universität Innsbruck 2023

Selektionsprozesse der Wissenschaft beruhen auf messbaren Leistungskriterien, die meritokratische Bestenauslese gewährleisten sollen. Forschungen zu Geschlechterungleichheiten in der Wissenschaft weisen diese Vorstellung seit langem als Mythos zurück. Betont wird vielmehr, dass, gerade in Statuspassagen wie der Habilitation, soziale Faktoren auf die Anerkennung von Leistung wirken und so zum Ausschluss von Frauen aus der Wissenschaft beitragen. Der Aufsatz analysiert vor diesem Hintergrund sich verändernde vergeschlechtlichte Subjektpositionen im Kontext von Akademischem Feudalismus und Kapitalismus in der Unternehmerischen Universität. Beleuchtet wird, wie Feld-Habitus-Differenzen (Pierre Bourdieu) für Erstakademikerinnen im Vergleich zu Frauen aus Akademikerfamilien zu Nachteilen im Leistungserfolg beitragen. Auf Grundlage empirischer Forschung in der Universitätsmedizin werden die Praktiken des Unterlaufens meritokratischer Prinzipien nachgezeichnet und aufgezeigt, wie durch hierarchische Abhängigkeiten sowie die Informalisierung von Leistung diese für manche Habilitandinnen an- und für andere aberkannt wird., Selection processes in science are based on measurable performance criteria to ensure the meritocratic identification of the best students. Research on gender inequalities in science has long rejected this notion as a myth. Rather, social factors affect academic performance - especially in status passages like that made possible by a post-doc habilitation qualification. Taking this assumption as its starting point this article analyzes the changing gendered subject positions in the context of academic feudalism and capitalism at the entrepreneurial university. The article focuses on how field-habitus-differences (Pierre Bourdieu) affect the academic performance of first-generation female academics compared to those from families of academics. The practices that undermine meritocratic principles in university medicine are empirically revealed and traced, showing how hierarchical dependencies and the informalization of performance outcome lead to recognition for some to the detriment of others.

master thesis presented by Kevin Klingspor, Masterarbeit Universität Innsbruck 2022

The effect of leadership behavior on work performance is highly context sensitive. We address this notion by investigating leadership behavior in one important but understudied organizational context—namely, professional service firms (PSFs). We examine how partners’ leadership behavior in a PSF relates to employee self-leadership, creative climate, and work performance (N = 442). The results show that partners’ consideration leadership behavior is positively related to employees’ perceived work performance. Moreover, partners’ consideration and intellectual stimulation leadership behavior are especially important drivers of self-leadership and creative climate in a PSF, which in turn are positively related to employees’ work performance. Theoretical and practical implications are discussed.

In der umfragebasierten Wertwandelforschung geht man davon aus, dass im Zuge eines grundlegenden Wertwandels seit den 1960er-Jahren in der bundesdeutschen Bevölkerung die Arbeits- und Leistungswerte an Bedeutung verloren haben. Neuere Beiträge der Zeitgeschichtsforschung stellen diese Wertwandlungen infrage. Anhand von Einträgen in Poesiealben lässt sich prüfen, ob sich die Thematisierung von Arbeit und Leistung verändert hat. Eine quantitative Inhaltsanalyse von mehr als 2800 Einträgen zeigt auf, dass Arbeit und Leistung zwischen 1949 und 1989 entweder als Werte an sich oder aber als instrumentelle Werte in den Alben thematisiert wurden. Die Befunde verweisen auf grundlegende Ost-West-Unterschiede sowie Gendereffekte im Eintragsverhalten. Sie deuten zudem darauf hin, dass Jugendliche in der Bundesrepublik immer seltener Arbeit und Leistung in ihren Einträgen einen Wert an sich beimaßen. Zurückgeführt werden diese Wertentwicklungen unter anderem auf die divergierenden staatlichen Rahmenbedingungen in DDR und Bundesrepublik., Survey-based value research assumes that in the course of a fundamental value change since the 1960ies, the values of work and merit have become less important for the population in West Germany. Recent investigations in contemporary history research call this assumption into question. Entries in autograph books can be used to examine changes in how people think and talk about work and merit. A quantitative content analysis of more than 2,800 entries in autograph books shows that between 1949 and 1989, work and merit were addressed as values per se or as instrumental values. The findings refer to substantial differences between East and West Germany as well as an effect of gender regarding these values. It seems that adolescents in West Germany decreasingly understand work and effort as values per se. The different framework conditions of the states in East and West Germany between 1949 and 1989 could have evolved these values changes.

Das Unternehmen IBM entwarf kürzlich die Zukunftsvision einer radikalen Crowdsourcing-Strategie, die den Verzicht auf die Mehrheit der festen Beschäftigungsverhältnisse im eigenen Unternehmen beinhaltet. An ihre Stelle soll die lose Integration einer weltweit verteilten "Crowd" von Freelancern treten, die um die nachträgliche Anerkennung und Vergütung bereits erbrachter Arbeitsleistungen konkurrieren. Auf Basis einer explorativen Studie skizzieren wir in Form einer "prospektiven Folgenabschätzung" drei mögliche Entwicklungsszenarien. Während die ersten beiden Szenarien die Beharrungskräfte und Widerstände in den Mittelpunkt rücken, interpretiert das dritte Szenario einer "radialen Liquidisierung" den Reorganisationsprozess als eine qualitativ neue Form der Steuerung von Arbeitsleistungen mit potenziell gravierenden Folgen für die Arbeitsinhalte, die räumliche Organisation von Arbeit und die globale Arbeitsteilung sowie für die Beschäftigungsverhältnisse und Interessenorientierungen., IBM recently developed a radical strategy called Crowdsourcing that is promoted by the company itself as the organization model of the future. According to this strategy, most of the work within IBM will not be done by permanent employees anymore but by freelancers in a global crowd. These tasks are put out to tender for an anonymous workforce on special internet platforms. The members of the global crowd submit their complete results, of which, afterwards only, the best one is paid. In this way, the company links workforce loosely to its organization by putting them in a global state of competition. Based on an explorative study we are giving an outline of three possible development scenarios in form of a "prospective impact evaluation." While the first two scenarios are focusing on persistence and resistance, the third one, called "radical liquefaction", is interpreting this process of reorganization as a qualitatively new form of control of work performance with enormous consequences for work contents, the spatial organization of labour, the global division of labour, as well as for employment relationships and the orientation of interests.

Purpose: To investigate the relationship between office satisfaction and individual performance conceptually and empirically. Methodology/Approach: Data from office building surveys are analysed. Internet questionnaires were employed and more than 1600 users from a total of 49 office buildings participated in data collection. Data were analysed using principal component analyses and correlations. Findings: Results show that different measures of office satisfaction measure different facets and vary in their empirical content. Correlations between the office satisfaction facet measures and the individual performance facet measures are moderate and intercorrelations within the facet measures are moderate. Research limitations/implications: In this research material aspects of office workspaces are analysed. The consideration of comfort measures and other aspects of office satisfaction may prove an insightful extension of the findings presented here. Results show that some statistically significant correlations can be identified and should be considered in further research and different contexts. Variability in the correlations across different office buildings is high. This implies that data have always to be further analysed in relation to building specifics. Practical implications: Findings across buildings clearly point significant relationship out. In order to understand the link between office satisfaction and performance, however, case studies may be necessary. Originality/value of paper: Results presented in the paper are based on a broad database. This research shows that careful definitions of concepts and operationalisation are crucial issues in workplace research.

Purpose: To identify whether the physical work environment influences individual work performance directly or indirectly (i.e. mediated by other variables). Methodology/approach: Based on an action-theoretic framework, data of office users from seven organisations are analysed. Data collection has been carried out using questionnaires. Data were analysed using path analysis methodology. Findings: Results show that path models that assume job satisfaction and control over the physical work environment as mediators between perceived characteristics of office environments and performance fit best to the data. Research limitations/implications: It is desirable to include further mediator variables in the path models. Performance measures other than self-assessed performance are required for further research. Practical implications: the perceived physical work environment plays an important role for job satisfaction and individual work performance. Thus it is important to survey users? assessments of office work environments in a systematic and continuous way. Office design should be aligned to user requirements and needs for optimal support of work performance. Effects of the work environment on performance can be integrated in cost-benefit analyses of office design. Originality/value of paper: Our research complements available findings on office and workplace design by investigating complex direct and indirect effects of office design on office users and their work performance.

Universities are one of the major factors in improvement of countries and their performance hasa key role in scientific enhancement in national and international level. There is an effect in topuniversities to join first 500 universities in global level. Iran is going to obtain the first scientificranking the region at 1404. The main goal of this article is recognizing the impact of narcissism onfaculty member's performance. Obtaining the first rank is depends on faculty members' effort. In thisresearch we investigate the narcissism in faculty members that influence learning and eventuallyperformance. We took advantages the quantitative method and used survey to collect the data among300 faculty members. The results exhibit that narcissism traits play a meaningful role in learning anddecrease performance and should consider in faculty members selection.

This study aims to determine the effect of organizational culture and work environment on employee performance simultaneously, to know the influence of organizational culture on partial employee performance, to know the influence of work environment on partial employee performance, to know influence of organizational commitment to partial employee performance, organization on employee performance through organizational commitment variable and know the influence of work environment on employee performance through organizational commitment. Research conducted on employees of PT. CiwangiBerlian Motor. The sampling technique used saturated sample method involving 152 people. Data analysis using path analysis. Based on the results of the research note that the variables of organizational culture and work environment affect the performance of employees simultaneously. The effect of organizational culture on employee performance is 0.252. The influence of organizational culture on employee performance through organizational commitment is 0.427 x 0.403 = 0.172.The direct effect of work environment on employee performance is 0.798. While the influence of work environment on employee performance through organizational commitment is 0,305 x 0,403 = 0,123. In this case, the direct influence is greater than the indirect effect so that it can be said that the organizational commitment variable is not an intervening variable.

In the field of management, performance and motivation are closely related and familiar terms.However, many managers either do not fully understand or appreciate the intricacies of the theories and practice of motivation.This paper establishes the role of motivation in organizational job performance, it also suggests ways of maintaining and sustaining workers motivation.It establishes that there is a strong relationship between motivation and job performance. The paper looks at the Sociological perspective of organizational job motivation under: Man as an employee, theories of motivation and the role of motivation on performance.Secondary sources of data were mainly used in gathering the information for this paper.

Today, Human Resource have identified that competent and skillful employees are the valuable factor in growing and developing organizations. So, respecting their needs their needs management can lead employee job satisfaction. People are the most important in the hospitality organizations because they are the central to the hospitality and service; employees’ attitude, behaviors play a significant role to produce quality of services. Customer satisfaction and customers' perception about the quality of services are significantly influenced by the attitudes and behaviors of employees to provide services. The most industries are creating comparative understandings to keep employees productive and committed at work. Job satisfaction includes evaluative and expectancy components. The job satisfaction as a pleasurable emotional state resulting from the appraisal of one’s job or job experience. Job satisfaction as affective response resulting from the evaluation of the work environment to enhance organizational productivity. Employees' work performance is the degree to which employees are carrying out their jobs in a given tasks. This study contributes to better understanding of fairness perceptions by employees. There is large amount of research in this field, the organization focuses on to attain the expected performance from employees, because employees perform key role to achieve organizational goals.

Purpose: The aim of this study is to investigate how to employee performance impact on reward in private school. The study also aims to show how to employee improve the performance has in reward system.Design/methodology/approach: Questionnaire is used as instrument and 100 questionnaires were used to check the respondent's opinion Findings: descriptive analysis, correlation and multiple regression tests were applied for data analysis.Conclution: study concludes that there is positive relationship between rewards (extrinsic and intrinsic) and employee's job performance. Most of the organizations implement rewards system to increase the job performance and job satisfaction. Originality/value: By reviewing the different finding that the reward and employee performance. the contribution of this paper is to look at how to finding the effective solution of employee performance will be in reward system inter-organisational and school.Study of paper: The study of this paper is exploratry is qualitative study of research.

The fundamental subject of the education is the serious investigation of primary schools of Tehsil Jampur (Pakistan). The study constructed on most important and less important bases. Principal information collected from blood relation, colonels, educators and scholars over opinion, survey, and consultation implements however subordinate statistics by go through collected works. A model of 200 scholars, 100 educators, 100 parentages and 30 colonels are a selection of by implementing stratified accidental sample enterprise. Qualitative and measurable skills used for the exploration of information. It is initiate that mainstream of the Supervision primary schools do not have suitable school structure and other elementary accommodations. Program of education is not absolute presented and employed in such departments. There is silent an argument on moderate of lessons between investors. The waster percentage is swelling therefore future and investigation is quite a challenge. The performance of educators and scholars remains improper. Parentages do not demonstration any attentiveness in the matters of institutes. Moreover, colonel seldom duty call and administer Control region primary schools. Going on origin of the conclusions, the object is round off with endorsements given at the end of paper.

The current study aims to investigate the relation of training and motivation with job performance and study has used connivance sampling technique to acquire the data. Where the population of the study contains on the southern Punjab schools and sample of the study contains on the DG-Khan schools teachers. Thus, correlation analysis, regression analysis are applied at the study. And the results showed the significant relation of training, insignificant relationship of motivation with job performance.

This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involving 83 people. Analysis of data using path analysis. The results of this study variables organizational commitment and job stress affect the performance of employees simultaneously variables affect organizational commitment to Job Performance partially. Variable Job Pressure affects the performance of employees partially. Satisfaction variables affect the performance of employees in the organization's commitment to partial Job Performance. Influence is 0.558. The influence of the organization's commitment to Job Performance through Satisfaction is 0.390X0,485=0.189. In this case, the direct effect is greater than the indirect effect that variables satisfaction as an intervening variable. The direct effect of work stress on Job Performance is 0.365. While the Job Pressure effect on Job Performance through Job satisfaction is 0.252X0,485=0.122. In this case, the direct effect is greater than the indirect effect that variables satisfaction as an intervening variable.

This study aims to determine the effect of career development and motivation on employee performance simultaneously, to know the influence of career development on the performance of employees partially, to know the effect of motivation on employee performance partially, to know the influence of organizational commitment to the performance of employees partially, performance of employees through organizational commitment and know the influence of motivation on employee performance through organizational commitment variable. The research was conducted on institutional development section of educational diniyah and Pondok Pesantren office of ministry of South Jakarta. The sampling technique used simple random method with 62 employees. Data analysis using path analysis. Based on data analysis, it is known that career development and motivation variable have an effect on employee performance simultaneously.Partially variable Career development, motivation and organizational commitment affect the performance of employees. While motivation variable is not proven can be intervening variable in relationship of career development variable to employee performance. And organizational commitment variable is not proven can be intervening variable in relation of job pressure variable to employee performance.

The purpose of this study is to analyze the influence of work environment and training on work performance through employee work motivation. The research was conducted by an explanatory method that is unstructured and informal research with the aim to get information about the general nature of the research problem. The population in this study is all employees in the General Staff of Army Personnel as many as 107 employees. The sampling technique of this research using simple random sampling. The research method used cross-sectional quantitative method and analysis using multiple linear regression and path analysis. The results showed that the magnitude of the direct influence of work environment on work performance that is equal to 0.359, while the amount of indirect influence of work environment on work performance through the motivation of 0.705. The value of indirect influence is greater than the value of direct influence which gives the meaning that the motivation variable is able to mediate the work environment to the work performed. The magnitude of the direct influence of training on work performance of 0.307, while the amount of indirect influence of training on work performance through motivation that is equal to 0,560. The value of indirect influence is greater than the value of direct influence which gives the meaning that motivational variables are able to mediate training on work performance.

Objective: to point out the social expectations experienced by teenagers with chronic kidney disease. Methods: it is a qualitative, exploratory and descriptive study, which used the theoretical perspective of Geerts and Leininger. It was performed from June to August of 2013, having 8 teenagers as participants, who were under hemodialysis. Results: it was noticed that the informants' lives were related to their social expectations relative to this stage, with influences of values, beliefs, rules, and lifestyles. Thus, it was highlighted that the teenager life was constituted by the desire of a family formation, the performance of labor activities, studies, and leisure. Final Conclusions: as a lived stage by a teenager consists in a period marked by events and achievements, which have decisions and important choices, it is accentuated the necessity of a human, welcoming, and comprehensive professional attention.

Der Beitrag geht von einer dialektischen Wechselbeziehung zwischen Biographie und Gesellschaft aus. Die Autoren entwickeln eine analytische Kategorie, um die Prägung bildungspolitischer Rahmenbedingungen durch die beruflichen Leistungen einzelner Akteure begrifflich besser erfassen zu können. Im Zentrum stehen die Lebensgeschichten von zwei zentralen Figuren in der Entwicklung der hessischen -wenn nicht sogar der deutschen- Geschichte der Erwachsenenbildung: Walter Korn und Rudi Rohlmann., The article is based on the assumption that there is a dialectical correlation between biography and society. The authors develop an analytical category to better conceptually capture the influence of education policy frameworks through individuals' professional performance. The main focus will be on the life stories of two figures which are pivotal for the development of the Hessian or even German history of adult education: Walter Korn and Rudi Rohlmann.