@article{NachtweiSchermuly2009, author = {Nachtwei, Jens and Schermuly, Carsten C.}, title = {Acht Mythen {\"u}ber Eignungstests}, series = {Harvard Business Manager}, journal = {Harvard Business Manager}, number = {4}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-4180}, pages = {6 -- 10}, year = {2009}, abstract = {Viele Personaler scheuen Per­s{\"o}n­lich­keits- und In­tel­li­genz­tests und verlieren daher oft das Rennen um qualifizierte Mitarbeiter. Fragt man sie, warum sie diese Tests ablehnen, haben sie eine ganze Palette an Vorbehalten parat. Dabei gibt es kein Aus­wah­l­in­stru­ment, das sp{\"a}teren Berufserfolg so pr{\"a}zise misst.}, language = {de} } @inproceedings{SchermulyBueschBruschetal.2013, author = {Schermuly, Carsten C. and B{\"u}sch, Victoria and Brusch, Michael and Deller, J{\"u}rgen}, title = {Expectation, motivation and willingness to prolong working life of German workers}, series = {16th QMOD-ICQSS Proceedings Quality Management and Organizational Development Conference, Maribor}, booktitle = {16th QMOD-ICQSS Proceedings Quality Management and Organizational Development Conference, Maribor}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-4201}, pages = {253 -- 264}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @article{Wulf2013, author = {Wulf, Alexander J.}, title = {Well-being and Risk-taking Behavior: a Case Study of Employee Well-being Policies in Corporate Japan}, series = {Paragrana}, volume = {22}, journal = {Paragrana}, number = {1}, pages = {293 -- 306}, year = {2013}, abstract = {This article describes risk taking and well-being in corporate Japan. A case study of a research intensive manufacturing company shows how a corporate management can design its business strategy to contribute to the well-being of the employees. An in-depth expert interview with the company's Chief Executive Officer and a qualitative content analysis of official company documents present and discuss the firm's employee well-being policy. Findings show that the organization employs its business philosophy to promote a working environment that encourages constructive risk-taking. This leads to technological innovations and improved competitiveness on the market. Furthermore, the company is successful in contributing to the well-being of its employees and other stakeholders.}, language = {en} } @inproceedings{Wulf2013, author = {Wulf, Alexander J.}, title = {Employee Well-Being Policy in the Japanese Business Culture}, series = {MIC 2013: Science and Policy Makers for Sustainable Future: Proceedings of the 14th International Conference, Koper}, booktitle = {MIC 2013: Science and Policy Makers for Sustainable Future: Proceedings of the 14th International Conference, Koper}, pages = {153 -- 166}, year = {2013}, abstract = {Keine Angabe - No details}, language = {en} } @incollection{Buesch2013, author = {B{\"u}sch, Victoria}, title = {Rethinking recruitment processes in an ageing society}, series = {Older workers in an ageing society}, booktitle = {Older workers in an ageing society}, publisher = {Edward Elgar}, address = {Cheltenham, UK [u.a.]}, isbn = {978-1782540090}, publisher = {SRH Berlin University of Applied Sciences}, pages = {171 -- 176}, year = {2013}, abstract = {The European population is facing a demographic change, chracterized by an ageing and shrinking society. The following remarks focus on the labour market, specifically the recruitment process.}, language = {en} } @incollection{DittrichBueschMicheel2011, author = {Dittrich, Dennis Alexis Valin and B{\"u}sch, Victoria and Micheel, Frank}, title = {Working beyond retirement age in Germany: The employee's perspective}, series = {Older workers in a sustainable society}, booktitle = {Older workers in a sustainable society}, publisher = {Peter Lang}, address = {Frankfurt am Main}, isbn = {978-3631614808}, publisher = {SRH Berlin University of Applied Sciences}, pages = {1 -- 14}, year = {2011}, abstract = {The social security system and the labour market face new challenges due to demographic change. Low replacement fertility and rising life expectancy in the past have shaped age composition in Germany so that the birth cohorts of the mid-1950s to the mid-1960s, the so called "baby-boomers", are the largest group in the German population. This group will retire in the near future. Low fertility will lead to a decreasing number of young workers. Replacement of older workers leaving the labour force by young people will become more difficult.}, language = {en} } @inproceedings{BruschBuesch2012, author = {Brusch, Michael and B{\"u}sch, Victoria}, title = {The Role of Job related Factors to Prolong Working Life: An Analysis for the German Labour Market}, series = {Proceedings of the 15th QMOD Conference on Quality and Service Sciences}, booktitle = {Proceedings of the 15th QMOD Conference on Quality and Service Sciences}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-2690}, pages = {272 -- 281}, year = {2012}, abstract = {Labour markets and companies in some developed countries have to consider general demographic changes. While the group of elderly workers grows, their sustainment will become more important in future (e.g. H{\"o}hn et al. 2008; Dittrich et al. 2011). Especially in combination with an ageing population and a later entrance into the labour market a future shortfall of active workers can be assumed. Germany - as one example of such countries - has only a limited number of options that policy makers and companies can use in the coming decades. One of these is the increased use of the three growing segments in the population: older people, immigrants and an increased participation of women in the labour market. This study focuses the first segment as a potential work force. When promoting that a higher employment rate of older workers can be considered as serious alternative for dealing with the current shortfall of skilled labour force, the motivation of these workers has to be investigated. The works of Alavinia et al. (2007) and Wang, Shultz (2010), which discuss factors influencing the decision to prolong the working age, can be used as starting point. In this context, we analyse the German labour market as an example for a developed country. For the analysis, we use a representative data set of the Federal Institute for Population Research of Germany from published in2008. Here, 1,500 employees (blue collar workers, white collar workers, civil servants) aged between 55 and 64 years were asked about their work situation, motivation and related factors (e.g. further education, job rewards; B{\"u}sch et al. 2010). During the data analysis we identify groups of elderly workers using cluster analysis (e.g. Cormack 1971) to develop recommendations for companies. By using existing work motivation and related findings, as well as a representative empirical data set, our study reveals a possibility to identify, classify, and enhance the motivation of workers at the end of their career. This is necessary to keep the quality of goods and service production at an appropriate level. The value of the paper comes from the large number of respondents of the data set and the high relevance of the German situation for other developed countries. At the end, powerful recommendations for companies how to involve and motivate elderly workers for longer periods of employment can be derived.}, language = {en} } @incollection{BueschBruschBritze2012, author = {B{\"u}sch, Victoria and Brusch, Michael and Britze, Nils}, title = {Entwicklung von Personalstrategien f{\"u}r eine verl{\"a}ngerte Lebensarbeitszeit in KMU zur Kompensation der Auswirkungen des demografischen Wandels}, series = {Jahrbuch der KMU-Forschung und -Praxis}, booktitle = {Jahrbuch der KMU-Forschung und -Praxis}, publisher = {Josef Eul Verlag}, address = {Lohmar}, publisher = {SRH Berlin University of Applied Sciences}, pages = {93 -- 110}, year = {2012}, abstract = {Keine Angabe No details}, language = {de} } @article{BueschDittrichLieberum2012, author = {B{\"u}sch, Victoria and Dittrich, Dennis A. V. and Lieberum, Uta}, title = {Determinanten der Arbeitsmotivation und Leistungsf{\"a}higkeit {\"a}lterer Arbeitnehmer und Auswirkungen auf den Weiterbesch{\"a}ftigungswunsch}, series = {Comparative Population Studies - Zeitschrift f{\"u}r Bev{\"o}lkerungswissenschaft}, volume = {35}, journal = {Comparative Population Studies - Zeitschrift f{\"u}r Bev{\"o}lkerungswissenschaft}, number = {4}, issn = {1869-8980}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-2737}, pages = {903 -- 930}, year = {2012}, abstract = {In Zeiten des demografischen Wandels, den damit verbundenen Herausforderungen f{\"u}r die sozialen Sicherungssysteme und einem drohenden Mangel an Fachkr{\"a}ften gewinnt eine Verl{\"a}ngerung der Lebensarbeitszeit zunehmend an Bedeutung. In Anlehnung an die Kontinuit{\"a}tstheorie (Atchley 1989) wird davon ausgegangen, dass Individuen, die mit ihren Strukturen und Leistungen zufrieden sind, l{\"a}nger im Beruf verweilen. Daher wird untersucht, ob Motivation und wahrgenommene Leistungsf{\"a}higkeit einen Einfluss auf den Weiterbesch{\"a}ftigungswunsch haben. Dar{\"u}ber hinaus soll die Frage beantwortet werden, ob Faktoren, die einen positiven Einfluss auf Motivation und Leistungsf{\"a}higkeit haben, auch einen direkten Einfluss auf die Weiterbesch{\"a}ftigung zeigen. Neben objektiven Faktoren wie Unternehmensgr{\"o}ße und Stellung im Beruf werden subjektive Faktoren, wie z.B. Einsch{\"a}tzung der Anerkennung, der Anforderungen und der Sinnhaftigkeit der T{\"a}tigkeit, auf ihren Erkl{\"a}rungsbeitrag, {\"u}berpr{\"u}ft. Die folgende Analyse basiert auf einer Befragung, die im Mai 2008 zusammen mit dem Bundesinstitut f{\"u}r Bev{\"o}lkerungsforschung (BiB) durchgef{\"u}hrt wurde. Sie erm{\"o}glicht, die Weiterbesch{\"a}ftigungsw{\"u}nsche im Alter, die vorhandene Arbeitsmotivation und den Gesundheitszustand zu identifi zieren. Die zentralen Ergebnisse der statistischen Analyse zeigen, dass bei M{\"a}nnern eine hohe Motivation mit dem Wunsch nach einer Weiterbesch{\"a}ftigung im Rentenalter verkn{\"u}pft ist. Auf Frauen trifft dies nicht zu, f{\"u}r sie ist die Leistungsf{\"a}higkeit das entscheidende Kriterium. Generell zeigt sich, dass eine positive Einsch{\"a}tzung der subjektiven Einflussfaktoren die Arbeitsmotivation st{\"a}rkt. Dar{\"u}ber hinaus wurde bez{\"u}glich der objektiven Faktoren ermittelt, dass bei den M{\"a}nnern das Arbeitszeitregime (Vollbesch{\"a}ftigung) und die berufliche Stellung (Angestellte) positiv mit dem Weiterbesch{\"a}ftigungswunsch korrelieren. Insbesondere eine sinnvolle T{\"a}tigkeit bei den M{\"a}nnern und die Leistungsf{\"a}higkeit bei Frauen erh{\"o}hen die Motivation. F{\"u}r Unternehmen erscheint es wichtig, Mitarbeiter von der Sinnhaftigkeit der T{\"a}tigkeit zu {\"u}berzeugen.}, language = {de} } @inproceedings{BruschBueschAnte2011, author = {Brusch, Michael and B{\"u}sch, Victoria and Ante, Arta}, title = {Typology of Workers at the End of Their Career in Germany}, series = {13th International Conference on Combined Actions and Combined Effects of Environmental Factors, Tampere (Finnland)}, booktitle = {13th International Conference on Combined Actions and Combined Effects of Environmental Factors, Tampere (Finnland)}, year = {2011}, abstract = {Keine Angabe No details}, language = {en} } @book{Schermuly2013, author = {Schermuly, Carsten C.}, title = {F{\"u}hrung}, publisher = {Dt. Psychologen Verl.}, address = {Berlin}, isbn = {978-3-942761-20-8}, publisher = {SRH Berlin University of Applied Sciences}, pages = {208}, year = {2013}, abstract = {Das Taschenhandbuch „SchnellWissen F{\"u}hrung" richtet sich an F{\"u}hrungskr{\"a}fte, Personalverantwortliche, Mitarbeiter, Coaches und Trainer, die wissen wollen, was man in schwierigen F{\"u}hrungssituationen tun kann. Dazu stellt der Wirtschaftspsychologe Professor Dr. Carsten C. Schermuly auf 200 Seiten anhand konkreter F{\"a}lle 60 typische Probleme aus dem F{\"u}hrungsalltag zu den Hauptthemen der F{\"u}hrung vor: F{\"u}hrungsgrundlagen, Mitarbeiter und Teams f{\"u}hren, Konflikte l{\"o}sen, Kommunikation, Selbstf{\"u}hrung und Personalauswahl. Der Wirtschaftspsychologe erl{\"a}utert, was man dazu wissen muss und wie sich die Probleme angehen lassen. Er zeigt beispielsweise, wie man Machtgrundlagen nutzt, ein gutes Verh{\"a}ltnis zu seinen Mitarbeiter aufbaut oder Dauerstress vorbeugt. Der Leser kann ein aktuelles Problem gezielt nachschlagen oder sich zur ganzen Bandbreite der F{\"u}hrung informieren. Er erf{\"a}hrt jeweils das Kernproblem, die L{\"o}sung und gut begr{\"u}ndete Praxistipps. Diese lassen sich durch Hervorhebungen, Tabellen und Abbildungen rasch erfassen.}, language = {de} } @article{SchermulySchoelmerich2014, author = {Schermuly, Carsten C. and Sch{\"o}lmerich, Franziska}, title = {Die Gruppe in der Gruppe}, series = {Personalmagazin}, journal = {Personalmagazin}, number = {3}, pages = {30 -- 33}, year = {2014}, abstract = {In diversifizierten Teams k{\"o}nnen sich Subgruppen bilden. Der "Diversity Faultlines"-Ansatz erkl{\"a}rt, warum dies so ist und wann Subteams am wahrscheinlichsten entstehen. Mithilfe dieses Ansatzes k{\"o}nnen F{\"u}hrungskr{\"a}fte zudem lernen, die Kluft zwischen den Teammitgliedern zu {\"u}berbr{\"u}cken.}, language = {de} } @article{NachtweiSchermulySchoelmerich2012, author = {Nachtwei, Jens and Schermuly, Carsten C. and Sch{\"o}lmerich, Franziska}, title = {Assessment Center: Pl{\"a}doyer f{\"u}r mehr Sorgfalt}, series = {Human Resources Manager}, journal = {Human Resources Manager}, number = {5}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3725}, pages = {72 -- 74}, year = {2012}, abstract = {Keine Angabe No details}, language = {de} } @article{MeyerShemlaSchermuly2011, author = {Meyer, Bertolt and Shemla, Meir and Schermuly, Carsten C.}, title = {Social Category Salience Moderates the Effect of Diversity Faultlines on Information Elaboration}, series = {Small Group Research}, volume = {42}, journal = {Small Group Research}, number = {3}, pages = {257 -- 282}, year = {2011}, abstract = {Faultlines—hypothetical dividing lines splitting a group into homogeneous subgroups based on the distribution of demographic attributes—are frequently assumed to be detrimental to group outcomes because they operationalize social categorizations. However, a literature review indicates that this is not always the case. We argue that diversity faultlines and social categorizations are not necessarily the same and that the effect of diversity faultlines is moderated by perceived social categorizations. To test this proposition, we assigned 172 participants to groups of four. Participant gender, bogus personality feedback, seating position, and colored cards were employed to create two diversity faultline conditions (weak and strong faultline). Groups worked on the Survive in the Desert task, and their interactions were coded with the discussion coding system (DCS). Social categorizations were elicited using a newly developed measure that requires participants to specify subjectively perceived salient categories. Participants stated many social categories that were unrelated to surface-level characteristics frequently employed in diversity research. In line with our hypotheses, social category salience moderated the effect of faultline strength on elaboration. Elaboration was most intense in strong faultline groups that had low levels of category salience. Elaboration was positively related to performance. Theoretical and practical implications are discussed.}, language = {en} } @incollection{SchoelmerichNachtweiSchermuly2011, author = {Sch{\"o}lmerich, Franziska and Nachtwei, Jens and Schermuly, Carsten C.}, title = {Evaluating the quality of assessment centers used in employee selection: development of a Benchmark for Assessment Center Diagnostics (BACDi)}, series = {Empirische Evaluationsmethoden}, volume = {15}, booktitle = {Empirische Evaluationsmethoden}, editor = {Krause, Bodo}, publisher = {ZeE Verlag}, address = {Berlin}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3027}, publisher = {SRH Berlin University of Applied Sciences}, pages = {10}, year = {2011}, abstract = {Assessment Centers (AC) generally yield an acceptable predictive validity, but the range of validity coefficients varies depending on the study. One reason for these heterogenic results might be the lack of commonly accepted quality criteria for the use of ACs in organizational practice. The project Benchmark for Assessment Center Diagnostics (BACDi) aims to systematically evaluate AC quality focusing on improving their predictive validity. For this reason, the BACDi-instrument was developed in cooperation with AC experts from research and organizational practice. The instrument provides an evaluation of AC quality according to 67 quality criteria based on scientific evidence or recommendations relating to predictive validity. Furthermore, a norm is created that allows organizations to compare their results to those of similar organizations within a benchmark. This article describes the theoretical background of the BACDi-project as well as the development of the BACDi-instrument. In addition, the current application and evaluation of the BACDi-instrument and perspectives of the BACDi-project are presented.}, language = {en} } @article{SchermulyMeyer2011, author = {Schermuly, Carsten C. and Meyer, Bertolt}, title = {Bedingungsfaktoren und Maßnahmen zur Steigerung der Arbeitszufriedenheit im Schulmanagement}, series = {SchulVerwaltung}, journal = {SchulVerwaltung}, number = {2}, pages = {46 -- 47}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @incollection{KauffeldSchermuly2011, author = {Kauffeld, Simone and Schermuly, Carsten C.}, title = {Arbeitszufriedenheit und Arbeitsmotivation}, series = {Arbeits-, Organisations- und Personalpsychologie}, booktitle = {Arbeits-, Organisations- und Personalpsychologie}, editor = {Kauffeld, Simone}, publisher = {Springer}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {179 -- 194}, year = {2011}, abstract = {Gr{\"u}nde f{\"u}r die Besch{\"a}ftigung mit Arbeitszufriedenheit (AZ) benennen k{\"o}nnen. Die Facetten des Arbeitszufriedenheitskonstrukts kennen. Kenntnisse {\"u}ber die Messung der Arbeitszufriedenheit erwerben. Um die Probleme bei der Messung der Arbeitszufriedenheit wissen. Den Unterschied zwischen Arbeitsmotivation und Arbeitszufriedenheit erl{\"a}utern k{\"o}nnen. Wissen, was ein Motiv, ein Anreiz und Motivation ist. Den Unterschied zwischen Inhalts- und Prozesstheorien der Arbeitsmotivation kennen. Die Pr{\"a}potenzannahme erkl{\"a}ren k{\"o}nnen. Wissen, welche Maßnahmen Organisationen ergreifen k{\"o}nnen, um die Bed{\"u}rfnisklassen von Maslow (1954) zu f{\"o}rdern. Kenntnis davon haben, welche T{\"a}tigkeitsmerkmale im Job-Characteristics-Modell von Hackman und Oldham (1975) zu intrinsischer Motivation f{\"u}hren. Die Vorz{\"u}ge des VIE-Modells erl{\"a}utern k{\"o}nnen. {\"U}ber den Korrumpierungseffekt der intrinsischen Motivation informiert sein. Ziele formulieren k{\"o}nnen.}, language = {de} } @article{SchermulySchermulyMeyer2011, author = {Schermuly, Carsten C. and Schermuly, Ren{\´e} A. and Meyer, Bertolt}, title = {Effects of vice-principals' psychological empowerment on job satisfaction and burnout}, series = {International Journal of Educational Management}, volume = {25}, journal = {International Journal of Educational Management}, number = {3}, pages = {252 -- 264}, year = {2011}, abstract = {Purpose - This paper aims to investigate the relationship between psychological empowerment, job satisfaction, and burnout among vice-principals (VPs) in primary schools. Design/methodology/approach - A total of 103 VPs at 103 different primary schools in Germany were surveyed with a questionnaire that assessed the four dimensions of psychological empowerment (competence, meaning, self-determination, and impact), emotional exhaustion, and job satisfaction. Participants also reported demographic data, including days absent from work over the past year. Structural equation modeling (SEM) was employed to test the proposed hypotheses. Findings - Regarding the consequences of empowerment, SEM revealed a strong indirect relationship with emotional exhaustion via job satisfaction. The direct relationship between empowerment and emotional exhaustion did not reach statistical significance. Of the dimensions of empowerment, competence and meaning were the strongest predictors of the outcomes. Emotional exhaustion and days absent from work were positively related. Practical implications - Job related burnout can cause serious consequences for the individual and the school, because VPs have a central role in the functioning of primary schools. Since the empowerment dimensions competence and meaning have the strongest influence, measures should be implemented to foster them. Because job satisfaction is highly related to emotional exhaustion, it could serve as an early alert system. For this reason, VPs should be surveyed at regular intervals regarding their job satisfaction. Originality/value - The study is the first that examines the relationship between psychological empowerment, satisfaction, and burnout among VPs in schools.}, language = {en} } @article{Schermuly2011, author = {Schermuly, Carsten C.}, title = {Empowerment: was tats{\"a}chlich gemeint ist}, series = {Personalmagazin}, journal = {Personalmagazin}, number = {3}, pages = {31 -- 33}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @inproceedings{GlasbergZohr2011, author = {Glasberg, Ronald and Zohr, Katrin}, title = {Innovation in Human Resources: a theoretical Advancement on employee motivation and organizational innovation}, series = {2nd International Conference on Economics, Business and Management}, volume = {22}, booktitle = {2nd International Conference on Economics, Business and Management}, publisher = {IACSIT Press}, address = {Singapore}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-2861}, pages = {7 -- 11}, year = {2011}, abstract = {Innovation is an important topic for companies in order to stay competitive in the market. Without innovation and the closely linked subject of creativity, companies would not develop further and could not succeed within the globalized world. A crucial factor of innovation and creativity are people. Employees need to have the possibility to be creative because without creative minds no new ideas are generated and therefore no innovation takes place. The aim of the paper is to give an overview about the linkage between creativity and innovation. Additionally the theoretical advancement describes the importance of employee motivation for organizational innovation. The results show the necessity of creative work force within an innovative organization since creativity and innovation are closely related to each other. Employee motivation plays a key role for creativity hence a positively stimulating corporate culture is needed in order to have an innovative company.}, language = {en} } @article{SchermulySchroederNachtweietal.2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Gl{\"a}s, Karl}, title = {Recruiting im Jahr 2020}, series = {Harvard Business Manager}, journal = {Harvard Business Manager}, number = {11}, pages = {8 -- 12}, year = {2012}, abstract = {Eine empirische Studie zur Zukunft der Personalauswahl zeigt einen starken Trend zur Professionalisierung in Human-Resources-Abteilungen. Der Einsatz von Assessment-Centern und Pers{\"o}nlichkeitstests wird immer selbstverst{\"a}ndlicher.}, language = {de} } @article{SchermulySchroeder2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias}, title = {Personalentwicklung im Jahr 2020}, series = {Wirtschaft \& Weiterbildung}, journal = {Wirtschaft \& Weiterbildung}, number = {9}, pages = {24 -- 25}, year = {2012}, abstract = {Ein Forschungsteam um Carsten Schermuly hat Personalentwickler dazu befragt, wie Personalentwicklung im Jahr 2020 aussehen wird. Wissensmanagement wird wichtig, mehr {\"a}ltere Arbeitnehmer werden trainiert und Personalentwicklung vernetzt sich mit anderen Unternehmensbereichen und Eignungsdiagnostik, sagen {\"u}ber 200 Personalentwickler. Als wichtigste Zukunftskompetenz wird der Umgang mit Komplexit{\"a}t gesehen. Das bedeutsamste Personalentwicklungsinstrument ist die Begleitung von Ver{\"a}nderungsprozessen.}, language = {de} } @incollection{SchermulySchollKlocke2012, author = {Schermuly, Carsten C. and Scholl, Wolfgang and Klocke, Ulrich}, title = {Wissensgewinnung durch F{\"u}hrung: die Vermeidung von Informationspathologien durch Kompetenzen f{\"u}r Mitarbeiter (Empowerment)}, series = {Die Zukunft der F{\"u}hrung}, booktitle = {Die Zukunft der F{\"u}hrung}, editor = {Grote, Sven}, publisher = {Springer Gabler}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {391 -- 413}, year = {2012}, abstract = {In der Arbeitswelt muss immer mehr und schneller Wissen erworben, weitergegeben, genutzt und neu produziert werden. Das klappt oft nicht so recht, es gibt entsprechende Informationspathologien, die entweder auf unangemessene Vorstellungen von Wissen, auf mangelndes Problembewusstsein, auf Wunschdenken, auf Verst{\"a}ndigungsprobleme und am h{\"a}ufigsten auf Machtaus{\"u}bung zur{\"u}ckgef{\"u}hrt werden k{\"o}nnen. Aus einer Reihe von Experimenten und Feldstudien werden typische Fehlerquellen bei Informationsverarbeitung und Kommunikation aufgezeigt. Um solche Informationspathologien so weit wie m{\"o}glich zu vermeiden, bietet sich Empowerment als F{\"u}hrungskonzept an. Es beinhaltet mehr Selbstbestimmung und gr{\"o}ßeren Einfluss f{\"u}r die Mitarbeiter, die durch mehr Kompetenz im Sinne einer {\"U}bertragung von Befugnissen und einer Weiterentwicklung von F{\"a}higkeiten realisiert werden, verbunden mit einem partizipativen F{\"u}hrungsstil. Neuere Studien zeigen, dass Empowerment eine Reihe von positiven Konsequenzen hat, zu denen besonders auch die Vermeidung von Informationspathologien und die Gewinnung besseren Wissens geh{\"o}ren. Da sich Empowerment nur langsam verbreitet trotz nachgewiesener positiver Effekte, werden abschließend praktische Umsetzungsprobleme ausf{\"u}hrlich er{\"o}rtert.}, language = {de} } @article{SchroederNetzelSchermulyetal.2012, author = {Schr{\"o}der, Tobias and Netzel, Janine and Schermuly, Carsten C. and Scholl, Wolfgang}, title = {Culture-constrained affective Consistency of interpersonal Behavior: a Test of Affect Control Theory with nonverbal Expressions}, series = {Social Psychology}, volume = {44}, journal = {Social Psychology}, number = {1}, pages = {47 -- 58}, year = {2012}, abstract = {Keine Angabe No datails}, language = {en} } @article{SchermulySchroederNachtweietal.2012, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Kauffeld, Simone and Gl{\"a}s, Karl}, title = {Die Zukunft der Personalentwicklung: eine Delphi-Studie}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {56}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {3}, pages = {111 -- 122}, year = {2012}, abstract = {Maßnahmen zur Personalentwicklung sichern im globalen Wettbewerb die Innovations- und Zukunftsf{\"a}higkeit von Unternehmen. Sie helfen, den Arbeitnehmer/-innen ihre Besch{\"a}ftigungsf{\"a}higkeit zu erhalten und dienen vielen Psychologinnen und Psychologen als Erwerbsgrundlage. F{\"u}r die strategische Ausrichtung aller Beteiligten ist die Kenntnis von besonderer Bedeutung, wie sich die Personalentwicklung perspektivisch entwickeln wird. Dieser Fragestellung wurde mit einer Delphi-Studie nachgegangen, um eine wissenschaftlich fundierte Bestandsaufnahme wahrscheinlich zu erwartender Entwicklungen der Personalentwicklung in Deutschland zu erreichen. Nach einer ersten qualitativen Delphirunde mit 15 Praxisexperten wurden verschiedene Szenarien bez{\"u}glich der Zukunft der Personalentwicklung entwickelt. Diese wurden in zwei quantitativen Runden von 217 bzw. 195 Praxisexperten hinsichtlich des Ist-Zustands, des zuk{\"u}nftigen Zustands sowie des Erw{\"u}nschtheitsgrads eingesch{\"a}tzt. Die Praxisexperten prognostizieren u. a. eine st{\"a}rkere Evaluation von Personalentwicklungsmaßnahmen sowie eine intensivere Verzahnung der Personalentwicklung mit der Eignungsdiagnostik und der Organisationsentwicklung; weiterhin eine st{\"a}rkere Fokussierung auf das Wissensmanagement sowie die Entwicklung {\"a}lterer Besch{\"a}ftigter.}, language = {de} } @article{MeyerSchermuly2011, author = {Meyer, Bertolt and Schermuly, Carsten C.}, title = {When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance}, series = {European Journal of Work and Organizational Psychology}, volume = {21}, journal = {European Journal of Work and Organizational Psychology}, number = {3}, pages = {456 -- 487}, year = {2011}, abstract = {Diversity faultline strength - the extent to which diversity attributes within a group converge in such a way that they split a group into homogeneous subgroups - can decrease group performance. Based on the categorization-elaboration model (CEM) of workgroup diversity, we assumed that task motivation can overcome the detrimental effects of faultlines. We further assumed that this effect is contingent on the groups' diversity beliefs and that it is mediated by the elaboration of task-relevant information. Forty-three student groups worked on a computer-simulated complex problem solving scenario. The group faultline strength was calculated over the attributes gender, age and educational background. Information elaboration was elicited by means of behavioural coding. Results revealed a three-way interaction of faultline strength, diversity beliefs and task motivation: groups overcame the detrimental effects of faultlines only if they exhibited pro-diversity beliefs and high task motivation. The three-way interaction of faultline strength, diversity beliefs and task motivation was partly mediated by information elaboration. Practical and theoretic implications are discussed.}, language = {en} } @inproceedings{Ternes2012, author = {Tern{\`e}s, Anabel}, title = {The managers of tomorrow: how well students feel prepared by universities, to behave in terms of CSR}, series = {Porductivity, Investment in Human Capital and the Challenge of Youth Employment. Comparing Developments and Global Responses. III. edition. University Bergamo}, booktitle = {Porductivity, Investment in Human Capital and the Challenge of Youth Employment. Comparing Developments and Global Responses. III. edition. University Bergamo}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-3374}, pages = {17}, year = {2012}, abstract = {Keine Angabe - No datails}, language = {en} } @article{Ternes2011, author = {Tern{\`e}s, Anabel}, title = {Ans{\"a}tze der Personalethik anhand der Fragestellung der Kommunikation zu gerechten Entlohnungen und Aufstiegsm{\"o}glichkeiten im {\"o}ffentlichen Dienst}, series = {Forum Wirtschaftsethik, Thema Personalwirtschaft und Ethik}, journal = {Forum Wirtschaftsethik, Thema Personalwirtschaft und Ethik}, number = {3/4}, pages = {34 -- 43}, year = {2011}, abstract = {Keine Angabe - No details}, language = {de} } @incollection{TernesPrigge2012, author = {Tern{\`e}s, Anabel and Prigge, Philipp}, title = {Medial konstruierte Altersbilder: Ph{\"a}nomene der Stereotypenbildung bzw. der positiven und negativen {\"U}berzeichnung}, series = {Screening Age: Medienbilder - Stereotype - Altersdiskriminierung}, booktitle = {Screening Age: Medienbilder - Stereotype - Altersdiskriminierung}, editor = {Schwender, Clemens}, publisher = {kopaed}, address = {M{\"u}nchen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {169 -- 184}, year = {2012}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchoelmerichSchermuly2013, author = {Sch{\"o}lmerich, Franziska and Schermuly, Carsten C.}, title = {Leadership Judgement Indicator (LJI) von Neubauer, Bergner und Felfe (2012)}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {57}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {2}, pages = {97 -- 102}, year = {2013}, abstract = {Der Leadership Judgement Indicator (LJI) von Neubauer, Bergner und Felfe (2012) ist ein deutschsprachiges Verfahren zur Erfassung von F{\"u}hrungsstilpr{\"a}ferenzen und der Entscheidungsqualit{\"a}t in F{\"u}hrungssituationen. Es richtet sich an Erwachsene mit F{\"u}hrungserfahrung oder -ambitionen und ist zum Einsatz in den Bereichen Personalentwicklung, Personalberatung, Training und Coaching, Beurteilung von F{\"u}hrungskr{\"a}ften sowie der F{\"u}hrungskr{\"a}fteforschung geeignet.}, language = {de} } @article{SchermulyNachtwei2012, author = {Schermuly, Carsten C. and Nachtwei, Jens}, title = {Personalentwicklungsinstrumente mit Zukunftswert: Begleitung von Change-Prozessen, Coaching und Action-Learning}, series = {Wirtschaftspsychologie aktuell}, volume = {19}, journal = {Wirtschaftspsychologie aktuell}, number = {4}, pages = {36 -- 41}, year = {2012}, abstract = {Was ist k{\"u}nftig in der Personalentwicklung gefragt? Worauf sollten sich Wirtschaftspsychologen einstellen? Eine Arbeitsgruppe hat Personalentwickler und Experten befragt.}, language = {de} } @article{SchermulySchroederNachtweietal.2010, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Nachtwei, Jens and Scholl, Wolfgang}, title = {Das Instrument zur Kodierung von Diskussionen (IKD): ein Verfahren zur zeit{\"o}konomischen und validen Kodierung von Interaktionen in Organisationen}, series = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, volume = {54}, journal = {Zeitschrift f{\"u}r Arbeits- und Organisationspsychologie}, number = {4}, pages = {149 -- 170}, year = {2010}, abstract = {Das Instrument zur Kodierung von Diskussionen (IKD) ist ein neues und nutzerfreundliches Verfahren, mit dem Interaktionsprozesse in Organisationen zeit{\"o}konomisch kodiert werden k{\"o}nnen. Somit wird es m{\"o}glich, eine gr{\"o}ßere Anzahl von Gruppen und Kommunikationssituationen (z. B. Entscheidungssitzungen, Teambesprechungen oder Mitarbeitergespr{\"a}che) Akt f{\"u}r Akt standardisiert zu beobachten und zu analysieren. Mit dem IKD werden zwei Arten von Kommunikationsebenen gleichzeitig untersucht: die interpersonale und die funktionale Bedeutung einer Aussage. In der vorliegenden Studie wurden zur Pr{\"u}fung der Zuverl{\"a}ssigkeit und Validit{\"a}t 60 Dyaden bei einer interaktiven Aufgabe mit verteilten Rollen (Vorgesetzter, Mitarbeiter) im Rahmen eines Assessment-Centers mit dem IKD beobachtet. Es konnten hohe Beobachter{\"u}bereinstimmungsergebnisse ermittelt werden (Kappawerte und unjustierte Intraklassenkorrelationen ≥ .80). Bei der Validit{\"a}tspr{\"u}fung wurden Zusammenh{\"a}nge der IKD-Variablen mit Pers{\"o}nlichkeits- und Intelligenzmerkmalen festgestellt. Ebenso konnten ein Priming sowie die Vorgesetzten- und Mitarbeiterrolle weitestgehend hypothesenkonform in den IKD-Daten nachgewiesen werden.}, language = {de} } @article{SchermulyNachtwei2010, author = {Schermuly, Carsten C. and Nachtwei, Jens}, title = {Assessment-Center optimieren}, series = {Harvard Business Manager}, journal = {Harvard Business Manager}, number = {9}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-4041}, pages = {16 -- 17}, year = {2010}, abstract = {Assessment-Center sind zu teuer, zu wenig aus­sa­ge­kr{\"a}f­tig und werden zu selten genutzt - so das Ergebnis einer Studie der Wis­sen­schaft­ler Jens Nachtwei und Carsten C. Schermuly in unserer April-Ausgabe 2009. Jetzt zeigen die Autoren, wie sich die Qualit{\"a}t dieses Instruments zur Per­so­nal­aus­wahl verbessern l{\"a}sst.}, language = {de} } @article{SchermulyScholl2010, author = {Schermuly, Carsten C. and Scholl, Wolfgang}, title = {Was ist da eigentlich passiert?: ein neues Kodierverfahren erm{\"o}glicht die Analyse von Teamarbeit}, series = {Wirtschaftspsychologie aktuell}, journal = {Wirtschaftspsychologie aktuell}, number = {3}, pages = {14 -- 17}, year = {2010}, abstract = {Trotz bester Absichten bringt Teamarbeit h{\"a}ufig nicht die erwarteten Ergebnisse. Doch aufgrund der komplexen Dynamiken f{\"a}llt die Ursachenfindung schwer. Hier bietet das an der Humboldt-Universit{\"a}t erprobte Instrument zur Kodierung von Diskussionen wertvolle Hilfestellung.}, language = {de} } @article{SchermulyNachtweiSchroeder2010, author = {Schermuly, Carsten C. and Nachtwei, Jens and Schr{\"o}der, Tobias}, title = {Potenziale des Alters nutzen: HR-Experten erwarten eine neue Wertsch{\"a}tzung von Alter und Erfahrung in den Unternehmen der Zukunft}, series = {Human Resources Manager}, journal = {Human Resources Manager}, number = {1}, pages = {58 -- 61}, year = {2010}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchermulySchermuly2010, author = {Schermuly, Carsten C. and Schermuly, Ren{\´e} A.}, title = {„Ich kann nicht mehr!?": Belastung, Beanspruchung und Arbeitszufriedenheit bei rheinland-pf{\"a}lzischen Konrektoren}, series = {Rheinland-pf{\"a}lzische Schule}, volume = {61}, journal = {Rheinland-pf{\"a}lzische Schule}, number = {7/8}, pages = {189 -- 191}, year = {2010}, abstract = {Keine Angabe - No details}, language = {de} } @article{SchermulySchroederGlaes2009, author = {Schermuly, Carsten C. and Schr{\"o}der, Tobias and Gl{\"a}s, Karl}, title = {Mentoring: ein bew{\"a}hrter Katalysator f{\"u}r die Karriere}, series = {Wirtschaftspsychologie aktuell}, journal = {Wirtschaftspsychologie aktuell}, number = {2}, pages = {14 -- 18}, year = {2009}, abstract = {Institutionalisierte Mentoring-Programme bieten nicht nur eine bedarfsgerechte und kosteng{\"u}nstige Unterst{\"u}tzung bei der Karriere, auch die Mentoren profitieren von der Weitergabe ihrer Erfahrung.}, language = {de} } @article{GockelWerth2010, author = {Gockel, Christine and Werth, Lioba}, title = {Measuring and modeling shared leadership: traditional approaches and new ideas.}, series = {Journal of Personnel Psychology}, volume = {9}, journal = {Journal of Personnel Psychology}, number = {4}, pages = {172 -- 180}, year = {2010}, abstract = {In this article, we provide an overview of current measures of shared leadership. Our aim is to help researchers choose the appropriate measure and give them advice on the statistical analysis of shared leadership measures. We first present traditional approaches, namely two questionnaires assessing shared leadership behaviors displayed by a team. We then describe social network indexes showing how leadership influence is distributed in a team and the coefficient of variation showing the relative dispersion of team members' leadership influence. Finally, we present a new idea for modeling mutual influence processes in teams, the actor-partner interdependence model (APIM, Kenny, Kashy, \& Cook, 2006). It can depict how each team member's outcomes are affected by own and other team members' leadership behaviors. For all approaches, we point out requirements, advantages, and disadvantages.}, language = {en} } @article{RoeGockelMeyer2012, author = {Roe, Robert A. and Gockel, Christine and Meyer, Bertolt}, title = {Time and change in teams: where we are and where we are moving}, series = {European Journal of Work and Organizational Psychology}, volume = {21}, journal = {European Journal of Work and Organizational Psychology}, number = {5}, pages = {629 -- 656}, year = {2012}, abstract = {In this introduction to the special issue on Time and Change in Teams, we argue that the field of team research shows signs of a problem-method misfit with respect to the study of processes. Drawing on the distinction between differential and temporal (or variable vs. process) research, we scrutinise recent theories and research practices in the field, aiming to better understand the lack of congruence between research objectives and methods. We also discuss ways in which the gap between theory and method can be narrowed, and how the five studies making up this special issue contribute to this. We conclude with suggesting some future directions for the study of time and change in teams.}, language = {en} } @article{KolbGockelWerth2012, author = {Kolb, Peter and Gockel, Christine and Werth, Lioba}, title = {The effects of temperature on service employees' customer orientation: an experimental approach}, series = {Ergonomics}, volume = {55}, journal = {Ergonomics}, number = {6}, pages = {621 -- 635}, year = {2012}, abstract = {Numerous studies have demonstrated how temperature can affect perceptual, cognitive and psychomotor performance (e.g. Hancock, P.A., Ross, J., and Szalma, J., 2007. A meta-analysis of performance response under thermal stressors. Human Factors: The Journal of the Human Factors and Ergonomics Society, 49 (5), 851-877). We extend this research to interpersonal aspects of performance, namely service employees' and salespeople's customer orientation. We combine ergonomics with recent research on social cognition linking physical with interpersonal warmth/coldness. In Experiment 1, a scenario study in the lab, we demonstrate that student participants in rooms with a low temperature showed more customer-oriented behaviour and gave higher customer discounts than participants in rooms with a high temperature - even in zones of thermal comfort. In Experiment 2, we show the existence of alternative possibilities to evoke positive temperature effects on customer orientation in a sample of 126 service and sales employees using a semantic priming procedure. Overall, our results confirm the existence of temperature effects on customer orientation. Furthermore, important implications for services, retail and other settings of interpersonal interactions are discussed. Practitioner Summary: Temperature effects on performance have emerged as a vital research topic. Owing to services' increasing economic importance, we transferred this research to the construct of customer orientation, focusing on performance in service and retail settings. The demonstrated temperature effects are transferable to services, retail and other settings of interpersonal interactions.}, language = {en} } @article{SteidleGockelWerth2013, author = {Steidle, Anna and Gockel, Christine and Werth, Lioba}, title = {Growth or security?: regulatory focus determines work priorities}, series = {Management Research Review}, volume = {36}, journal = {Management Research Review}, number = {2}, pages = {173 -- 182}, year = {2013}, abstract = {Purpose - Regulatory focus theory (RFT) can successfully predict and describe organizational behaviour and managerial decision making. However, no empirical study has tested its central assumption in an organizational context. The purpose of this paper is to investigate the relationship between employee's regulatory focus and their work priorities. Design/methodology/approach - In total, 307 employees from the public and private sectors in Germany participated and three organizational priorities were confirmed in a confirmatory factor analysis: growth, existence, and relatedness aspects. Their relationship with employee's regulatory focus was analyzed using multi-level modeling. Findings - It was found that employees' promotion and prevention focus were related to specific work priorities: the higher a person's promotion focus, the more the person valued growth aspects. The higher the prevention focus, the more the person valued existence-related work aspects. Both regulatory foci increased the importance of good relationships at work. Research limitations/implications - The findings provide new insights into previous research on the impact of personality traits, especially regulatory focus, on job-related attitudes like job satisfaction or job commitment. Practical implications - The results are useful for leaders and human resource managers aiming to understand the driving forces behind employee's job motivation and decisions. Originality/value - This is the first study to address the central question of different priorities associated with promotion and prevention focus in the organizational field. Results provide insight into previous findings on the impact of regulatory focus on job-related attitudes and offer practical implications for practitioners interested in job motivation and decision making.}, language = {en} } @article{RobertsonGockelBrauner2013, author = {Robertson, Rommel and Gockel, Christine and Brauner, Elisabeth}, title = {Trust your teammates or bosses?: differential effects of trust on transactive memory, job satisfaction, and performance}, series = {Employee Relations}, volume = {35}, journal = {Employee Relations}, number = {2}, pages = {222 -- 242}, year = {2013}, abstract = {Purpose - The purpose of this paper is to examine, in two studies, whether trust in teammates and trust in management influenced transactive memory and how strongly transactive memory, in turn, influenced perceived team performance and job satisfaction. Design/methodology/approach - Data were collected via questionnaires from two samples of employees (n1=383 and n2=40). Regression and mediational analyses were employed to test the hypotheses. Findings - Trust in teammates predicted transactive memory and transactive memory, in turn, predicted perceived team performance and job satisfaction. Trust in management did not predict transactive memory, but it did predict job satisfaction. Research limitations/implications - Data are cross-sectional and cannot establish cause-effect-relationships. Furthermore, objective performance measures could not be obtained due to the nature of the studies. Thus, future studies need to use longitudinal or experimental designs and objective performance measures. Practical implications - Intangible factors such as trust can strengthen knowledge sharing and transactive memory systems. This, in turn, can positively impact job satisfaction and team performance. Managers and team leaders should pay more attention to building a climate of trust and participation, both within teams and between team members and supervisors/management. Originality/value - Results of two studies show the differential effects of trust in teammates versus trust in management. For finishing a knowledge-intensive task in a team, trust in teammates is more important than trust in management because trust influences transactive memory, which, in turn, leads to positive performance outcomes. However, for other organizational outcomes such as job satisfaction, trust in management can be as important as well.}, language = {en} } @article{GockelBrauner2013, author = {Gockel, Christine and Brauner, Elisabeth}, title = {The benefits of stepping into others' shoes: perspective-taking strengthens transactive memory}, series = {Basic and Applied Social Psychology}, volume = {35}, journal = {Basic and Applied Social Psychology}, number = {2}, pages = {222 -- 230}, year = {2013}, abstract = {Perspective taking is an important requirement for effective communication. Teams working on knowledge-intensive tasks should benefit particularly. In a laboratory study, we examined whether perspective taking (vs. egocentrism) facilitated transactive memory when team members' knowledge was either different or similar. Perspective taking led teams to form more accurate transactive memory and agree more regarding each other's knowledge assessments. Corresponding effects were found when knowledge was similar. However, no interaction emerged. Our study shows that perspective taking is a cognitive state that can be induced with a short intervention and that can positively influence team-level outcomes such as transactive memory.}, language = {en} } @incollection{BueschBritzeLehnigk2015, author = {B{\"u}sch, Victoria and Britze, Nils and Lehnigk, Tina}, title = {Philosophien und Logiken {\"o}ffentlicher F{\"o}rdermittelgeber bei betrieblichen Demografieprojekten}, series = {Personalarbeit im demografischen Wandel: Beratungsinstrumente zur Verbesserung der Arbeitsqualit{\"a}t}, booktitle = {Personalarbeit im demografischen Wandel: Beratungsinstrumente zur Verbesserung der Arbeitsqualit{\"a}t}, publisher = {Initiative Neue Qualit{\"a}t der Arbeit, Demografie}, address = {[Dortmund]}, publisher = {SRH Berlin University of Applied Sciences}, pages = {33 -- 45}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @incollection{BueschZohrBruschetal.2015, author = {B{\"u}sch, Victoria and Zohr, Katrin and Brusch, Michael and Deller, J{\"u}rgen and Schermuly, Carsten C. and Stamov-Roßnagel, Christian and W{\"o}hrmann, Anne M.}, title = {Wer m{\"o}chte im Ruhestand weiterarbeiten?: Muster von Weiterbesch{\"a}ftigungsneigungen bei 55- 70-J{\"a}hrigen}, series = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, booktitle = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, editor = {Schneider, Norbert F.}, publisher = {Budrich}, address = {Opladen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {181 -- 194}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @incollection{FasbenderDellerZohretal.2015, author = {Fasbender, Ulrike and Deller, J{\"u}rgen and Zohr, Katrin and B{\"u}sch, Victoria and Schermuly, Carsten C. and Mergenthaler, Andreas}, title = {Absicht zur Erwerbst{\"a}tigkeit im (zuk{\"u}nftigen) Ruhestand}, series = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, booktitle = {Mittendrin?: Lebenspl{\"a}ne und Potenziale {\"a}lterer Menschen beim {\"U}bergang in den Ruhestand}, editor = {Schneider, Norbert F.}, publisher = {Budrich}, address = {Opladen}, publisher = {SRH Berlin University of Applied Sciences}, pages = {121 -- 138}, year = {2015}, abstract = {Keine Angabe No details}, language = {de} } @article{ThiemeBruschBueschetal.2015, author = {Thieme, Paula and Brusch, Michael and B{\"u}sch, Victoria and Stamov-Rossnagel, Christian}, title = {Work context influences on older workers' motivation for continuing education}, series = {Zeitschrift f{\"u}r Erziehungswissenschaft}, volume = {18}, journal = {Zeitschrift f{\"u}r Erziehungswissenschaft}, number = {1}, pages = {71 -- 87}, year = {2015}, abstract = {Decreasing birth rates and increasing life expectancy have led to the ageing of the German population during the past decades. As the German retirement pay system is a pay-as-you-go system, legal retirement age is increased step by step to 67 years. Long before individuals actually retire, environmental factors but also personal factors influence the path of the retirement process. Work ability can be maintained through continuing education. Understanding and possibly even increasing older employees' motivation to participate in continuing education is vital to achieving the European Union's aim of individuals' "lifelong learning" to cope with challenges of technological and organisational change. This empirical study analyses the influence of work context factors on motivation to participate in continuing education. Data source is the "Survey on continuing in employment after reaching pensionable age", commissioned in 2008 by the Bundesinstitut f{\"u}r Bev{\"o}lkerungsforschung (Federal Institute for Population Research). Results show weak but significant influences of some work context factors. Recommendations for actions and further research directions are given.}, language = {en} } @article{ThiemeBruschBuesch2015, author = {Thieme, Paula and Brusch, Michael and B{\"u}sch, Victoria}, title = {The role of continuing training motivation for work ability and the desire to work past retirement age}, series = {European Journal for Research on the Education and Learning of Adults}, volume = {6}, journal = {European Journal for Research on the Education and Learning of Adults}, number = {1}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-7687}, pages = {25 -- 38}, year = {2015}, abstract = {Germany, relying on a pay-as-you-go pension system has increased regular retirement age to 67 due to its ageing population caused by decreasing birth rates and increasing life expectancy. Using data from the nationally representative 'Survey on continuing in employment in pensionable age', we investigate the relevance of training motivation for work ability and the desire to work past retirement age and whether differences between social groups reflect inequalities in training participation. Results show significant positive correlations between continuing training motivation and work ability and desire to work past retirement age. Differentiated for selected respondent groups the level of qualification has a significant influence. This effect was stronger than any differences with regard to gender or employment participation. Results imply external conditions only partly explain older workers' work ability or desire to work past retirement age. Compared to inequalities in training participation, motivation for continuing training is high across analysed subgroups.}, language = {en} } @incollection{BueschSaller2015, author = {B{\"u}sch, Victoria and Saller, A.}, title = {Demografische Ausgangslage und Entwicklung}, series = {Digital lernen - evidenzbasiert pflegen: neue Medien in der Fortbildung von Pflegefachkr{\"a}ften}, booktitle = {Digital lernen - evidenzbasiert pflegen: neue Medien in der Fortbildung von Pflegefachkr{\"a}ften}, editor = {Sieger, Margot}, publisher = {Springer}, address = {Berlin}, publisher = {SRH Berlin University of Applied Sciences}, pages = {47 -- 56}, year = {2015}, abstract = {Der demografische Wandel, die Ver{\"a}nderungen in der Bev{\"o}lkerungsstruktur eines Landes, zeigen sich besonders deutlich im Gesundheitswesen, sowohl auf der Seite der Pflegebed{\"u}rftigen als auch auf der Seite der Pflegenden. Der Fokus hier liegt auf den Auswirkungen im Pflegebereich und den Strategien der Bunderegierung, diesen gesellschaftlichen Ver{\"a}nderungen zu begegnen.}, language = {de} } @misc{Buesch2014, author = {B{\"u}sch, Victoria}, title = {Wenn die Mitarbeiter gerne im Unternehmen bleiben: wie geht das?}, url = {http://nbn-resolving.de/urn:nbn:de:0298-opus4-7704}, year = {2014}, abstract = {Keine Angabe No details}, language = {de} }