Contrary to most other OECD countries, the German labour market remained
almost unaffected by the consequences of the global financial crisis and experienced
a strong and steady recovery. Thus, after their victory in the elections of
2009, the economic conditions for the bourgeois parties to shape labour market
policy according to their preferences were rather favourable. After exploring the
causes of the German ‘employment miracle’, this article summarises the relevant
labour market policies introduced by the black–yellow coalition. We argue that,
apart from some important exceptions, the second Merkel government did not
pursue a decidedly market–liberal policy agenda. Instead, primarily due to
the low problem load, the government mainly readjusted some of the existing
policy instruments. Therefore, German labour market policy between 2009
and 2013 can rather be described as an administration of the inherited ‘employment
miracle’ than an active pursuit of a discrete policy agenda.
This paper reviews the challenges and prospects of woodland archaeology across Europe and proposes a European network to safeguard archaeological heritage in woodlands. Woodlands and forests cover important parts of the European landmass but are often uncharted territory on the archaeological map since traditional methods of archaeological survey do not work well here. Many forests have grown on formerly open lands used for farming or settlement, and some forests have been used for charcoal burning and wood pasture. As a consequence they contain important archaeological remains that are often well preserved but little known and protected.
Recent developments in the field of remote sensing have opened up new avenues for important archaeological research in woodlands. However, the legal and administrative framework to protect archaeological sites is of equal importance. While the economical, recreational, and ecological dimensions of forests are commonly known and accepted, their archaeological dimensions are rarely recognized.
The research presented in this article aims to identify information technology-related stressors in daily work life that might contribute to burnout. We provide a detailed analysis of techno- and work-stressors, techno- and work-exhaustion, as well as the consequences of and interrelations among these perceptions. Techno-stressors and techno-exhaustion are theorized as antecedents of work-stressors, work-exhaustion, and work-related outcomes, such as job satisfaction, organizational commitment, and turnover intention. The proposed model assesses whether using information technology (IT) or other work-stressors cause exhaustion and consequently negative outcomes in terms of low job satisfaction, low organizational commitment, and high turnover intention. The results of an empirical study with 306 employees show that IT usage causes exhaustion because techno-stressors contribute to techno-exhaustion, which in turn influences work-exhaustion significantly. Our results also reveal that work-exhaustion negatively impacts job satisfaction, organizational commitment, and turnover intention, whereas techno-exhaustion only indirectly causes these psychological and behavioral responses through work-exhaustion. Finally, post hoc analyses identify that employees who use IT as a supporting tool for their daily work process (such as HR workers) report higher levels of techno-exhaustion than employees for whom IT is the core of their work (IT professionals, such as software developers).
This research focuses on the effects of different business process management components in combination with information technology on recruiting process performance. The results of a study of Germany’s largest 1,000 business enterprises (response rate 13.1 %) reveal that business process analysis, business process improvement and the usage of applicant tracking systems reduce recruiting process costs. Specifically, the cycle time of the recruiting process can be shortened significantly through business process controlling and process analysis, and by using an applicant tracking system that supports the design and evaluation of key performance indicators. Business process standardization combined with applicant tracking systems and business process documentation as well these systems used together with business process controlling have a significant positive impact on stakeholder satisfaction with the recruiting process. The general quality of the process can be improved through business process controlling as well as through a combination of applicant tracking systems and business process controlling. Our results reveal that several components of the business process management in conjunction with a supporting applicant tracking system have differing impacts on recruiting process performance. This paper discusses these diverse effects of business process management on process performance and draws implications for information systems success research.