Arbeitsbezogene Erwartungen und Commitment von IT-Freelancern

Seit einigen Jahren besteht eine Tendenz zur Flexibilisierung von Besch?ftigungsverh?ltnissen. Dennoch hat sich die Forschung bislang nur wenig damit befasst, welche Konsequenzen diese für die Loyalit?t und das Commitment von freiberuflich t?tigen Mitarbeitern aufweist. Daher beantwortet der Aufsatz auf Grundlage einer empirischen Studie unter IT-Freelancern die Frage, unter welchen Bedingungen Freelancer Commitment zu einem Unternehmen empfinden. Au?erdem wird analysiert, welche (unterschiedlichen) Erwartungen Freelancer an ihre Arbeit richten. Insgesamt zeigt sich, dass die Befragten durchaus Commitment gegenüber ihrem Arbeitgeber empfinden. Insbeondere eine affektive Bindung ist zu beobachten.     

Eine zweifache Verallgemeinerung der Pólya-Verteilung und ihre verschiedenen Deutungen

Zusammenfassung Die erste Verallgemeinerung der Pólya-Verteilung durch Ziehungen aus einer Urne, die Kugeln ins verschiedenen Farben enthält, wird aufr Ziehungsgruppen verallgemeinert und entspricht damit einer Überschreitungswahrscheinlichkeit beir+1 Serien von Stichproben und einer Wartezeitverteilung (Gruppe vons–1 Warteperioden) bei einer geeignet gefüllten Urne mit Kugeln inr Farben sowie der Transponierungswahrscheinlichkeit bei einem Kugelziehungsproblem und weiteren Deutungen; die interessierenden Varianzen und Kovarianzen werden angegeben und mit denen einer verallgemeinerten hypergeometrischen Verteilung verglichen.

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Summary The first generalization ofPólya's distribution by taking balls from an urn with balls ins colours is generalized tor series of takings and thus corresponds to a generalized distribution of exceendances, a certain waiting-problem, to a law of succession and certain other interpretations. Variances and covariances are calculated and compared with those of a generalized hypergeometric distribution.

     

Wertsteigerung durch Sell-Offs: Eine Meta-Analyse

This paper reviews the empirical evidence on shareholder wealth effects of corporate sell-offs. Meta-analysis is used to aggregate the considerably heterogeneous findings of 64 event studies (1984–2010) on sell-off announcements. Fourteen hypotheses are tested (1) to examine effects on shareholder wealth of the announcement of sell-offs and (2) to identify factors that influence the wealth effects associated with the announcement of sell-offs. The overall results show that sell-off announcements have a positive impact on shareholder wealth. The shareholder wealth effects are higher, if the divested unit is large in terms of its relative size, if it is loss-making and domestic, if the sale proceeds are paid out to shareholders or bondholders, if the purchase price is disclosed and buyer equity is used for settling the purchase price. The results emphasize the importance for companies to constantly reassess their investment portfolio and execute sell-offs in a value enhancing way.     

Feedback in Tournaments under Commitment Problems: Experimental Evidence

We theoretically as well as experimentally analyze tournaments in which one of the agents leads over the other before entering the tournament, that is, in which one of the competitors benefits from a head start. The principal may decide upon informing the agents about the degree of this asymmetry. She cannot commit to giving feedback ex ante or not and, thus, chooses the strategy that is optimal for her ex post. In equilibrium, the principal reveals information if the asymmetry is not too large. Our experimental findings qualitatively confirm our theoretical prediction. Moreover, behavior of the principal and the agents is well aligned to each other.     

ISO 9001:2000中管理承诺涵义浅析

１问题的提出最高管理者（TM，下同）为了成功地领导和运作一个组织，需要采用一种系统的和透明的方式实施管理。标准的使用者已注意到，ISO９００１：１９９４标准只在质量方针（４．１．１）中提出“负有执行职责的供方管理者，应制定质量方针，包括质量目标和对质量的承诺，并形成文件”的要求。而２０００版ISO９０００族标准则清晰地界定负有执行职责的管理者就是TM；同时在管理职责条款中，把提出和兑现管理承诺作为一个专门的条款向TM提出了要求。这表明，基于８项质量管理原则和１２项质量管理体系（QMS，下同）基础理论的新…     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

Commitment before and after: An evaluation and reconceptualization of organizational commitment

A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.     

信任、关系承诺与供应链组织耦合:概念性框架

通过文献回顾的方式归纳了信任的类型、关系承诺的要素,并将供应链组织耦合分为作业面和管理面两个维度.通过讨论三者之间的关系,发现信任有助于建立组织间关系承诺,而这两者都有助于提高供应链组织间耦合度,从而提出了三者关系的概念性框架.     

基础设施特许经营中承诺与再谈判研究综述

在基础设施产业特许经营中,由于政府承诺能力的缺失,存在着大量失败的案例。已有文献分析了政府承诺能力缺失的原因,主要分为政府主观性的动机和特许权本身的客观性问题。承诺能力的缺失对投资产生了负激励。针对政府承诺能力缺失的救济方式,可分为一般救济和再谈判救济。但再谈判可能损害消费者的利益。因而,设计合理的可用的再谈判机制,制定规范的再谈判程序,是基础设施产业特许经营合约再谈判研究的可扩展方向。     

信任、关系承诺与供应链组织耦合:概念性框架

通过文献回顾的方式归纳了信任的类型、关系承诺的要素,并将供应链组织耦合分为作业面和管理面两个维度。通过讨论三者之间的关系,发现信任有助于建立组织间关系承诺,而这两者都有助于提高供应链组织间耦合度,从而提出了三者关系的概念性框架。     

组织承诺理论研究--定义、测量与影响因素

近年来,随着中国经济的飞速发展,企业数量急剧增加,企业间的竞争也愈发激烈,这就对企业自身的治理水平提出了新的要求。组织承诺作为影响企业发展的因素之一,对企业的发展起着重要作用。文章通过回顾组织承诺的定义、测量与相关影响因素,为未来的有关研究提供了参考。     

Charity brands: A qualitative study of current practice

A number of fundraising managers and directors of UK charities were interviewed with the objective of understanding to what extent branding was used in the sector, what development possibilities exist for commercial techniques in charities, and what the constraints may be on such practices. It was found that many charities already use day-to-day brand techniques, (without describing them as ‘branding’), but brand development work was scarce. Charities have a number of objectives competing with fundraising when considering their brand content. They must also satisfy the need to respect issues about how the cause itself is communicated, and possible needs to re-educate the donor community or the public. One commercial practice in particular could be developed further in charity branding: this is the idea of using the personality of the charity itself as something with which donors could associate positively.