Doktorandenweiterbildung: Computergestützte Analyse qualitativer Daten

Institution: Helmut-Schmidt-Universität Hamburg

Dozenten: Dr. Leo Gürtler & Prof. Dr. Günter L. Huber

Datum: 02.02. und 03.02.2015

Ort: Helmut-Schmidt-Universität Hamburg, Holstenhofweg 85, 22043 Hamburg

Unterrichtssprache: Deutsch

Beschreibung
Die Analyse qualitativer Daten findet heutzutage am leichtesten mit Hilfe von Software statt. Dies erlaubt es, ausgehend von den Originaldaten jede Kodierung, Kategorisierung, Zusammenfassung von Kodierungen auf abstrakterem Niveau, etc. exakt zu verfolgen. So ist eine lückenlose Transparenz und ein leichteres Arbeiten möglich. Ebenso eröffnet sich durch den Einsatz von Software die Möglichkeit, Analysen – etwa in Form von Tabellen – zu exportieren und weiter zu verarbeiten.

Die Strategie bei der Analyse qualitativer Daten unterscheidet sich kaum nach dem Datentyp (Text, Audio, Video, Bild). Das Ziel ist quasi immer, die Daten so zu reduzieren, dass eine begründete Beantwortung der initialen Forschungsfrage(n) möglich ist.

Inhalte
Der Workshop vermittelt die Grundlagen qualitativer Datenanalyse entlang der zwei großen Stränge: Kodierparadigma und Sequenzanalyse. Das Kodierparadigma wurde besonders durch die Grounded Theory und später durch die Analyse von Tabellen (nach Miles & Huberman) bekannt. Die Sequenzanalyse ist die Methode der Wahl in der objektiven Hermeneutik nach Oevermann und Kolleg/innen. Beide Formen der Datenanalyse können in der Open Source Software AQUAD 7 umgesetzt werden. Entsprechend steht die Praxis mit AQUAD 7 im Mittelpunkt des Workshops, um die verschiedenen Analysestrategien in einem kleinen Rahmen ausprobieren zu können. AQUAD 7 läuft unter Windows.

Teilnehmer/innen wird empfohlen, eigenes Datenmaterial mitzubringen, um an den eigenen konkreten Problemstellungen und Forschungsfragen den Umgang mit dem Datenmaterial zu erlernen. Dies ist jedoch keine  Voraussetzung für den Workshop, kann den späteren Transfer jedoch deutlich erleichtern. Fehlt eigenes Material, kann ein beliebiger interessanter Text genommen werden (z.B. ein Rededuell, eine Regierungserklärung, eine Rechtfertigung, ein Gespräch, ein Interview, ein Werbungstext, …), um das Vorgehen zu üben.

Ein zweiter Block richtet sich an diejenigen Teilnehmer/innen, die im Rahmen ihrer Dissertation eine externe kollegiale Beratung durch die Dozenten wünschen. Dies wird gemeinsam in der Gruppe im Workshop realisiert, um die potentiellen Entscheidungen und Wahl(un)freiheiten verdeutlichen zu können, die sich entlang einer qualitativen Datenanalyse ergeben. Teilnehmer/innen, die Doktorandenberatung wünschen, werden gebeten, ihre Forschungsfrage(n), evtl. Forschungsinstrumente, Daten, etc. zum Workshop mitzubringen. Es ist unerheblich, “wie weit” jeweils die Arbeiten vorangeschritten sind. Es ist etwa auch legitim, eine potentielle Forschungsfrage mitzubringen, um diese vor Ort zu spezifizieren. Eine Präsentation der eigenen Arbeit ist nicht gedacht oder erwünscht. Im Fokus steht das gemeinsame Arbeiten entlang des Status Quo.

Zeitplanung und Anmeldung
Der Workshop findet wie folgt statt:
02.02.2015, 09:00 – 18:00 Uhr
03.02.2015, 09:00 – 15:00 Uhr

Detaillierte Informationen zur Anmeldung erhalten Sie unter diesem Link.

 

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Neue Veröffentlichung Sozialwissenschaftliche Forschungsmethoden: Band 9 – Lineare Strukturgleichungsmodelle. Eine Einführung mit R

Band 9: Lineare Strukturgleichungsmodelle. Eine Einfuehrung mit RHolger Steinmetz

Lineare Strukturgleichungsmodelle
Eine Einführung mit R

Sozialwissenschaftliche Forschungsmethoden,
herausgegeben von
Wenzel Matiaske, Martin Spieß, Michael Berlemann, Ingwer Borg, Claudia Fantapié-Altobelli, Holger Hinz, Uwe Jirjahn, Bernhard Kittel, Stefan Liebig, Rainer Oesterreich, Jost Reinecke, Kai-Uwe Schnapp, Rainer Schnell, Peter Sedlmeier, Wilfried Seidel, Carolin Strobl, Gerhard Tutz,

Band 9
Rainer Hampp Verlag, München u. Mering 2014, 190 S.,
ISBN 978-3-95710-020-7 (print), € 24.80
ISBN 978-3-95710-120-4 (e-book pdf), € 22.99

Lineare Strukturgleichungsmodelle sind aus der verhaltenswissenschaftlichen Forschung nicht mehr wegzudenken. Sie sind ein nützliches Werkzeug, um Hypothesen über Beziehungen zwischen Variablen zu prüfen und – mehr noch – Implikationen kausaler Strukturen zu testen. In diesem Buch werden Grundlagen, Hintergründe und die Vorgehensweisen bei der Spezifizierung von Kausalmodellen diskutiert. Dies wird an einem empirischen Beispiel und unter Verwendung des lavaan-Pakets innerhalb der Software R illustriert. Der Schwerpunkt des Buchs liegt hierbei weniger auf methodischen und statistischen Aspekten eines Modells, sondern auf der adäquaten Übersetzung der theoretischen Vorstellungen in ein Modell. Ein besonderer Stellenwert wird dem Verständnis der kausalen Implikationen von Modellen, der theoretische Bedeutung von Variablen, der Diagnostik einer Fehlanpassung an die Daten und modernen Konzepten wie dem Instrumentalvariablen-Ansatz aus der Ökonometrie und dem d-separation-Konzept, eingeräumt. Somit bietet das Buch sowohl einen Einstieg für Anfänger/innen als auch interessante Inhalte für Fortschrittene.

Inhaltsverzeichnis

Reinlesen

Schlüsselwörter: Lineare Strukturgleichungsmodelle, Kausalität,
d-separation, Endogenität, Instrumentalvariablen, Lavaan

Holger Steinmetz ist wissenschaftlicher Mitarbeiter am Lehrstuhl für International Business Studies
der Universität Paderborn.

Online-Bestellung

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Call for Papers: Ageing Societies: Comparing HRM Responses to the Career Expectations of Older Employees in Germany and Japan

Special Issue
Ageing Societies: Comparing HRM Responses to the Career Expectations of Older Employees in Germany and Japan

Keith Jackson, SOAS, University of London and Doshisha University, Japan
Philippe Debroux, Soka University and Chuo University, Japan

The emerging demographic context for the research and practice of human resource management (HRM) is unprecedented. Demographic shift in the form of ‘ageing societies’ has become recognised among academics and policy-makers as a growing economic challenge to organisations globally and to those operating from within so-called ‘developed’ economies in particular. Whereas some emerging economies and, by extension, some nationally-defined labour markets such as Turkey and Indonesia are experiencing rapid population growth and lower average ages among their populations, others such as Germany and Japan are experiencing a sharp fall in indigenous birth rates and simultaneously a rapidly ageing working population. In short, demographic shift in the form of ageing societies has become a key challenge to HRM policy-makers and practitioners across organisational, sectoral, regional, and national boundaries.

In this Special Issue we focus attention on two leading global economies, each giving context to historically comparable HRM systems: Germany and Japan. Each nationally defined system is under pressure to maintain equilibrium by seeking alternative working conditions or end-of-career pathways for older employees. At the national level, the response in each case might translate into policies for targeted immigration, increasing employment and career opportunities for women, or the raising of retirement ages in certain sectors. At an organisational level, HRM responses might become manifest in the re-negotiation of company pension and other compensation and benefit systems or the re-designing of work conditions and / or career pathways for older employees.

The emerging situation is both dynamic and, as stated previously, unprecedented. Consequently, organisations in both Germany and Japan are under pressure to formulate and implement innovative HRM strategies in response to the opportunities and threats to productivity that current global demographic trends are creating.

Call for Contributions
In the broader demographic context of ‘ageing societies’, this Management Revue Special Issue represents an attempt to identify and compare patterns of responses among HRM practitioners and policy-makers in German and Japanese organisations operating and competing across a range of business sectors. For the purpose of continuity across contributions we interpret ‘ageing societies’ as segments of nationally defined labour markets comprising current or potential employees at the age of fifty and over. In the specific context of markets for employment and career development so defined in Germany and Japan, we are looking for contributions on the following themes:

  • Responding to the employment and career expectations of employees aged fifty and over in the German manufacturing sector
  • Responding to the employment and career expectations of employees aged fifty and over in the Japanese manufacturing sector
  • Responding to the employment and career expectations of employees aged fifty and over in German public sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in Japanese public sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in German service sector organisations
  • Responding to the employment and career expectations of employees aged fifty and over in Japanese service sector organisations

Notes:
The Editors also welcome expressions of interest from potential contributors offering to write on themes that connect generally with those specified above.

The Editors especially welcome contributions in the form of joint collaborations between German and Japanese HRM researchers and practitioners.

Final contributions will be around 5,000 words in length.

The Editors undertake to provide full editorial support to contributors who are relatively new to preparing contributions for publication in a quality management journal through the medium of international English: initial offers to contribute can be submitted in English, German or Japanese.

Regardless of each contributor’s language of preference, the Editors undertake to engage all contributors in a cross-national dialogue that should both strengthen the cohesion of the discussion across contributions and establish a global network of HRM scholars and practitioners that endures beyond the publication of this Special Issue.

Deadline
Full papers for this Special Edition of ‘Management Revue’ must be with the editors by February 28th, 2015. All submissions will be subject to a double blind review process. Please submit your papers electronically via the online submission system at http://www.management-revue.org/submission/ ‘SI Ageing Societies – HRM’ as article section.

Hoping to hear from you!

Keith Jackson, SOAS, University of London and Doshisha University, Japan
Philippe Debroux, Soka University and Chuo University, Japan

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Graduate School der Uni Hamburg: Estimation and Solution of DSGE Models – Application to Labor Search Models

Institution: Graduate School der Universität Hamburg

Dozent: Dr. Alexander Meyer-Gohde

Datum und Zeitplanung:

  • 06.01.2015 , 14:00 – 18:00 Uhr
  • 13.01.2015 , 16:00 – 18:00 Uhr
  • 20.01.2015 , 14:00 – 18:00 Uhr
  • 27.01.2015 , 14:00 – 18:00 Uhr

Ort: Universität Hamburg, Raum: B 537, VMP 9

Unterrichtssprache: Englisch

Beschreibung:

Die detaillierte Beschreibung zu dem Kursangebot “Estimation and Solution of DSGE Models: Application to Labor Search Models” finden Sie unter dem folgenden Link: DSGE_Course_Handout

Anmeldung:

Anmeldungen sind ab sofort bis zum 19.12.14 über Geventis https://www.geventis.uni-hamburg.de möglich.

 

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Management Revue – Socio-Economic Studies – Vol. 25, Issue 3 (Special Issue: Managing Diversity)

3rd Issue 2014
Management Revue – Socio-Economic Studies, Volume 25

Special Issue
Managing Diversity
edited by Gerd Grözinger & Wenzel Matiaske

Contents

Gerd Grözinger & Wenzel Matiaske
Managing Diversity – Introduction
download as PDF

Doreen Richter
Demographic change and innovation: The ongoing challenge from the diversity of labor fource
download as PDF

Stefanie Seifert & Eva Schlenker
Occupational segregation and organizational characteristics. Empirical evidence for Germany
download abstract as PDF

Marlene Langholz
The management of diversity in U.S. and German higher education
download abstract as PDF

René Krempkow & Ruth Kamm
Can we support diversity by performance measurement of European higher education institutions?
download abstract as PDF

Call for Papers

Perspectives on Sustainable Consumption
edited by Ortrud Leßmann, Torsten Masson, Wenzel Matiaske & Simon Fietze

Ageing Societies: Comparing HRM Responses to the Career Expectations of Older Employees in Germany and Japan
edited by Keith Jackson & Philippe Debroux

Forthcoming Issues

Labour Time – Life Time
edited by Wenzel Matiaske, Simon Fietze, Gerd Grözinger, and Doris Holtmann

Innovation Management & Innovation Networks
edited by Susanne Gretzinger, Simon Fietze, and Wenzel Matiaske

Financial Participation
edited by Wenzel Matiaske, Andrew Pendleton, and Eric Poutsma

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HSU Hamburg: Hochschuldidaktik

Institution: Helmut-Schmidt-Universität Hamburg

Dozent: Stefan Braun

Datum: 02.12. und 03.12.2014

Ort: Helmut-Schmidt-Universität Hamburg, Holstenhofweg 85, 22043 Hamburg

Unterrichtssprache: Deutsch

Beschreibung:
In dieser Grundlagen- und Vertiefungsveranstaltung erfahren Sie welche Handlungsfelder Sie als Lehrende berücksichtigen sollten, um eine effektive Lehr- bzw. Lernveranstaltung zu konzipieren und durchzuführen. Im Mittelpunkt des Kurses steht die Handlungskompetenz, d.h. der versierte Umgang mit dem organisatorischen Ablauf einer akademischen Veranstaltung und der spielerische Umgang mit den relevanten Themen- und Handlungsfeldern der Lehre.

Ziele:
Dieses Training versetzt die Teilnehmer in die Lage,

  • Lehrveranstaltung richtig vorzubereiten, durchzuführen und auszuwerten
  • eigene Lehr- und Lernvorstellungen und -erfahrungen zu reflektieren
  • die eigene Rolle im Lehrkontext zu klären
  • Grundlagen der Lernpsychologie zu erkennen
  • Lernziele für eigene Lehrveranstaltungen zu definieren
  • Neue Unterrichtsmethoden kennen zu lernen und zu verstehen
  • Eigene innovative Lehrkonzepte zu entwickeln

Inhalte:

  • Didaktischer Kontext/Didaktische Handlungsfelder
  • Umgang mit den Adressaten der anvisierten Lehrveranstaltung – Was braucht es zum erfolgreichen Lernen?
  • Lernpsychologische Grundlagen
  • Formen der Organisation und Kommunikation innerhalb der Lehrveranstaltung
  • Lernmotivation
  • Lernziele/Leistungsnachweis: Constructive Alignement
  • Stoffauswahl/Stoffreduktion
  • Methoden zur Aktivierung im Präsenzunterricht und Selbststudium

Zeitplanung und Anmeldung:
Der Workshop findet wie folgt statt:
02.12.2014, 09:00 – 17:00 Uhr
03.12.2014, 09:00 – 17:00 Uhr

Detaillierte Informationen zur Anmeldung erhalten Sie unter diesem Link.

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Call for Papers: Sustainable HRM and Human Factors for Innovation

Call for Papers

Sustainable HRM and Human Factors for Innovation

15th Annual EURAM Conference, Track Sustainable HRM 
17.-20.6.2015; Warsaw

Ina Ehnert; Sugumar Mariappanadar; Klaus Zink; Andrew Imada

Organizational strategies that rely on technology to gain competitive advantage are dependent upon successfully integrating humans into the solution. This track focusses on research that deals with human factors (HF) and human resource management (HRM) to harmonize human, social, ecological, and economic resources to realize competitive and sustainable success.

The objective of this track is to encourage work on Sustainable HRM and to increase our understanding of the role of HF/HRM in developing more sustainable business organisations. Consequently we call for full papers that provide new theoretical perspectives on and/or empirical insights into HF/HRM and Sustainable Development.

Deadline for submission of full papers: 13.1.2015

Further Information

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Call for Papers: Dynamic Capabilities for Strategic Change in Practice

Call for Papers

Dynamic Capabilities for Strategic Change in Practice

 31th EGOS Colloquium, Sub-theme
2.-4. Juli 2015; Athens, Greece

Convenors: Wolfgang H. Güttel, Patrick Cohendet, Uta Wilkens

Uncovering the sources of (sustained) competitive advantage can be regarded as the „Holy Grail“ of strategic management research (Helfat & Peteraf, 2009). In search of an explanation of adaptive firm behavior, researchers have developed the concept of dynamic capabilities as “the capacity of an organization to purposefully create, extend or modify its resource base” (Helfat et al., 2007: 4). Dynamic capabilities have taken center stage in explaining organizational change processes in certain dimensions including innovation, entrepreneurial behavior, organizational transformation or coping with crises (see e.g. Ambrosini & Bowman, 2009; Easterby-Smith et al., 2009, Vogel & Güttel 2013). The dynamic capabilities view (DCV) is designed to give a theoretical framework for specifying routinized adaptation processes as well as actors’ influences on renewal (Eisenhardt & Martin, 2000; Teece et al., 1997; Zollo & Winter, 2002; Teece, 2007).

With respect to future research it is an important question how exactly the organizational and the individual level interact and reflect the broader institutional environment in order to practice change. It is the aim of this sub-theme to bridge research from strategic management with organization studies and to give emphasize to practices of strategic change reflecting institutional, organizational and individual actors’ influences and interactions from a dynamic capability perspective.

Contributions on a theoretical-conceptual and an empirical basis that try to uncover dynamic capabilities for practicing change in general and/or that specify context factors are invited and encouraged.

Deadline for the submission of short papers: 12.1.2015

Further information

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Call for Papers: Explicating the Multi-Level-Perspective of Dynamic Capability Research

COMPETENCE-BASED STRATEGIC MANAGEMENT –
STRATEGISCHES KOMPETENZMANAGEMENT
9th SKM Symposium

Call for Papers
Explicating the Multi-Level-Perspective of Dynamic Capability Research
21./22.9.2015; Bochum

Program comittee: Jörg Freiling, Martin Gersch, Wolfgang Güttel, Jochen Koch, Birgit Renzl, Uta Wilkens

The 9th SKM Symposium aims to further explicate the multi-level perspective in dynamic capability research. In this regard, various fields could be discussed in depth, for example routinized action of organizational renewal, group dynamics for enhancing actors’ contributions to organizational change, leadership behavior as a moderator between the individual’s competences and organizational capabil-ities, the role of regional actors and institutions, or the relevance of particular projects that shape organizational dynamic capabilities. Since introducing more and more variables to the field of research seems not helpful to clarify the issues mentioned, it is essential to further elaborate a consistent the-oretical basis that combines the individual and the organizational level, respectively the organizational and the institutional level. Moreover, empirical analyses are appreciated in order to focus variables of clearly strategic impact. Therefore, we invite and encourage theoretical and/or empirical contributions that further elaborate on dynamic capabilities by facing institutions, organizational structures, pro-cesses, projects or individuals’ and managerial action and interaction.

Deadline for submission of abstracts: 31.3.2015

Further Information

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Call for Papers: 11th International Young Scholar German Socio-Economic Panel Symposium (extended Nov. 30)

March 12-13, 2015
Delmenhorst (Bremen), Germany

We are pleased to announce the 11th International Young Scholar German Socio-Economic Panel Symposium. The symposium provides an opportunity for doctoral students and young postdoctoral researchers of all relevant disciplines (e.g. economics, demography, psychology, sociology, public health, geography) to present empirical research in progress – carried out with panel data (especially SOEP data). Each accepted paper will be discussed by a leading senior researcher, giving participants the unique opportunity to receive thorough and individual feedback on their research project.

Moreover, we will award the Joachim-Frick Memorial Prize for the most innovative, best written and best presented symposium paper. The award comes with € 200 prize money.

We encourage interested young scholars to submit a preliminary paper or an extended abstract (about 350 words in English) before November 21, 2014 (extended to November 30, 2014). We will inform you whether your proposal has been accepted by December 19, 2014. The deadline for submission of the full paper is February 10, 2015.

All accepted papers will be made accessible to commentators one month prior to the symposium. During the symposium, each presenter will have about 20 minutes for the presentation, 10 minutes for commentary by a senior researcher and 15 minutes for plenary discussion. The official language of the symposium is English.

Catering as well as accommodation will be provided. The conference fee is € 25.

The symposium is organized by the Bremen International Graduate School of Social Sciences (BIGSSS) of the University of Bremen and Jacobs University in collaboration with the German Socio-Economic Panel Study (SOEP) and the Hanse Institute for Advanced Study (HWK).

Please send your applications to SOEP-symposium11@bigsss.uni-bremen.de.

For further inquiries, please contact:

Katharina Klug
Bremen International Graduate School of Social Sciences
Wiener Straße/Ecke Celsiusstraße
28359 Bremen
Tel.: +49(0) 421 218-66366
Email: kklug@bigsss.uni-bremen.de

Ulrike Ehrlich
Bremen International Graduate School of Social Sciences
Wiener Straße/Ecke Celsiusstraße
28359 Bremen
Tel.: +49(0) 421 218-66434
Email: uehrlich@bigsss.uni-bremen.de

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