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Golembiewski, Billingsly, and Yeager (1976) conceptualized three distinct types of change that might result from development interventions, called alpha, beta, and gamma change. Recent research has found that beta and gamma change do occur as hypothesized, but the phenomena are somewhat infrequent and the precise conditions under which they occur have not been established. This study used confirmatory factor analysis and item response theory to identify gamma and beta change on a multidimensional, multisource managerial performance appraisal instrument and to examine relations among the change types, training program content, and raters' implicit theories of performance. Results suggested that coverage in training was a necessary but not sufficient condition for beta and gamma change to occur. Further, although gamma change was detected only in the trainee group, beta change was detected in self-ratings from trainees and in ratings collected from their superiors. Because trainees' superiors were involved in post-training follow-up, this finding was interpreted as a possible diffusion of treatments effect (Campbell & Stanley, 1963). Contrary to expectations, there were no interpretable relations between raters' implicit theories of performance and either of the change types. Perhaps relatedly, more implicit theory change was detected among individuals providing observer ratings than in the trainees themselves. The implications of these findings for future research on plural change were discussed. / Ph. D.

The factors that hinder or help the development of emotionally competent behaviour in leaders appear to be varied and complex. The role of personality variables such as personality preferences and self-esteem in influencing the development and demonstration of emotional competent behaviour has not yet been well researched. The general aim of this research was to investigate whether a relationship exists between personality preferences, self-esteem and emotional competence, and to determine whether the variables personality preferences and self-esteem can predict the demonstration of emotional competence. Personality preferences were studied from the Analytical Psychology paradigm. Jung's Psychological Types and the Myers-Briggs Type Indicator theory of Personality Types provided a theoretical understanding of individual differences in emotional response behaviour. Based on the Humanistic and Social Psychology paradigms, the construct self-esteem was explored from a multi-dimensional perspective with particular emphasis on individuals' self-evaluative views and feelings of self-worth, self-acceptance, sense of belonging and sense of psychological well-being within the particular socio-cultural domain in which these aspects manifest themselves. Emotional competence was studied from the paradigmatic perspectives of the Cognitive Social Learning theories. Emotional competence was viewed as the workplace application of emotional intelligence abilities, which are developable and can be learned. In this regard, emotional competence was described as the demonstration of self-efficacious behaviour in emotion-eliciting social transactions. Emotional competence implies a sense of psychological well-being (a positive inner state of being) and an ability to skillfully, creatively and confidently adapt in an uncertain, unstructured and changing socio-cultural environment. An empirical investigation was conducted to analyse the responses of a randomly selected sample of 107 South African leaders in the manufacturing industry to measures of these three constructs. The Myers-Briggs Type Indicator (MBTI), the Culture-free Self-esteem Inventories for Adults (CFSEI-AD), and the 360° Emotional Competency Profiler (ECP) were administered. The MBTI extraverted-thinking and extraverted-intuitive personality preferences were associated with the CFSEI-AD social, general and total self-esteem scales. In terms of the ECP emotional competence self-evaluations, self-motivation was associated with the MBTI extraverted-judging, extraverted-thinking and extraverted-intuitive preferences, while interpersonal relations was associated with the extraverted-intuitive and extraverted-feeling preferences. The MBTI introverted-sensing, introverted-judging and introverted-thinking preferences were associated with the ECP emotional literacy scale, and the introverted-judging, introverted-sensing and introverted-thinking preferences were associated with interpersonal relations in terms of the emotional competence other evaluations. The MBTI introverted-thinking preference was associated with the ECP self-esteem/self-regard other evaluations and the CFSEI-AD personal self-esteem scale. The ECP total emotional competence scale was associated with the MBTI extraverted-intuitive preference (in terms of the self-evaluations) and the introverted-judging and introverted-thinking preferences in terms of total emotional competence other evaluations. The CFSEI-AD general, personal and total self-esteem scales were associated with the ECP change resilience, self-motivation, self-esteem/self-regard, interpersonal relations and total emotional competence scales. Furthermore, the findings suggest that the ECP emotional competence construct is closely related to the affective component of the CFSEI-AD self-esteem construct, particularly one's sense of psychological well-being which is related to feelings of self-worth. The empirical results confirmed the effect of self-esteem on the self-evaluations of raters exposed to multi-rater assessments such as the 360° Emotional Competency Profiler, namely that self-raters with very high self-esteem may tend to over-inflate their self-evaluations. The CFSEI-AD total self-esteem scale also appears to be a more reliable predictor of emotional competence than the MBTI personality preferences. The results contributed new knowledge about the relationship between individuals' self-esteem, personality preferences and emotional competence and added perspective on the interpretation of individuals' self-ratings, particularly with regard to 360° emotional competence assessments. Recommendations for Industrial and Organisational Psychology practices regarding leader development are formulated, as well as recommendations for future research in the field. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

面對多元化、國際化及全球競爭的壓力，私人企業莫不採行新的績效管理制度，來創造員工、管理者及組織三贏之局面。公部門面對資源相對有限，民眾要求與日俱增之窘況，欲改進績效管理並縮小顧客不滿意之缺口，應透過全方位回饋訊息之蒐集，將民意轉化為施政知識，鼓勵人力資源管理能創新改革，以建構人力資源組織的策略地圖，因此，接受多元評估已是無法避免之趨勢。 本研究擬透過文獻分析法、問卷調查法及質化訪談法，從臺北市政府員工認知之觀點，來探究360度回饋模式在臺北市政府實施之可行性，進一步提出臺北市政府實施該模式之構想與建議。 本文計分為五章，第一章說明研究動機、目的及相關概念之界定；第二章為相關文獻之檢視，萃取國內外實證研究中影響360度回饋模式實施之相關因素，以建構第三章問卷設計及質化訪談內容；第四章則從員工認知觀點對「不同評估來源」及「360度回饋模式實施可行性」，進行知覺、差異及相關性之實證分析；第五章則針對研究發現，提出實務上的改進建議及後續研究者未來思考的新方向。 經由本研究發現，在量化問卷部分：（一）不同評估來源方面：員工認為透過不同評估來源者所提供之評估訊息，確實能提高信任感、改善彼此關係及提昇工作效率。（二）360度回饋模式實施之可行性方面：高達66.4%的受訪者支持在臺北市政府實施該模式；選擇由誰擔任評估者較適合，則以其它（視業務相關的利害關係人而定或核稿的其他長官）、自己及外部顧客（民眾）居多；以及不同評估者所提供的回饋訊息應有不同權重之限制。在質化問卷部分：八位受訪者中有五位（占63%）認為該模式在公部門應屬可行，能補充現行由上而下考核制度之不足，並針對可能遭遇的阻礙及每一類別評估者的考評分數應否有一定權重限制等，提出諸多寶貴建議。 最後，根據以上的研究發現，筆者提出對政策、組織及實務操作等三種層面的建議，在臺北市政府推動行政變革作為改進組織績效時，不妨擷取360度全方位回饋模式之精髓，並參考國外政府及企業界實行該模式之成功經驗，設計一套可補充或替換目前績效評估方式不足的評估方法。 關鍵詞：人力資源管理、績效管理、績效評估、傳統績效評估方式、360度回饋模式 / Facing the pressure of diversity, nationalization and global competition, enterprises have been adopting new performance management systems to create the win-win situation between employees and organizations. For public sector, the resources are relatively limited, and the demand of citizens is gradually growing. In order to improve the performance management and minimize the gap of customer dissatisfaction, government should collect the over-all feedback message, translate public opinions into policy context, encourage innovative human resource management. Therefore, it’s necessary to implement multi-source assessment in public sector. This study is aimed at exploring the feasibility of 360° feedback model in Taipei City Government (TCG) from the employees’ perspectives, and offering the suggestion about how to implemented this model in TCG in the future. The research methods in this study include: literature review, questionnaire survey and interview method. This study consists of 5 chapters. In Chapter 1, the motives and objectives of the study are mentioned, and the definitions of relative concepts are clarified. In Chapter 2, the relative literatures are reviewed and the factors that will influence the implementation of 360°feedback model are abstracted from domestic and foreign studies, in order to construct the quantitative and qualitative questionnaires in Chapter3 . Chapter 4 is about the positive analysis on “different evaluation sources” and “the feasibility of implementing 360°feedback model” from employee’s perspective. Based on the research findings, some suggestions and recommendations of practice and further research are offered in Chapter 5. The research findings include two parts. First, in the part of quantitative questionnaire, some conclusions have inducted: 1) about different rater sources: employees do believe that multi-source evaluation indeed could increase trust, improve relationship, and enhance efficiency. 2) about the feasibility of 360° feedback model: (A)Over 66.4% responders agree to implement 360° feedback model in TCG; (B) Majority of responders would choice the item “others” (stakeholders related with business or other superiors charged with official papers), “myself” and external customers (citizens) as the proper evaluators; (C) The feedback messages from different evaluators should be given certain limitation in weight. Second, in the part of qualitative interview, 5 of 8 (63%) interviewees thought 360°feedback model is feasible in public sector, and can compensate the shortcomings of current top-down performance system. They also offered many precious opinions and suggestions in themes such as: how to overcome the possible obstacles, and if we should limit the weights of scores from different evaluators. Ultimately, according to the research findings above, this study presents many helpful suggestions from the aspects of policy, organization and practice. If the officials of TCG would like improve the performance through administrative reform, they can adopt the spirit and essence of 360°feedback model, and learn the successful foreign experiences both from public and private sectors, then develop a performance assessment model that can compensate or even replace the current one. Key words: Human Resource Management, Performance Management, Performance Assessment, Traditional Performance Assessment Model, 360°Feedback Model.

Die vorliegende Studie zum Thema „geschlechternormen–inkonforme Körperinszenierungen“ ist die theoretisch fundierte, empirische Überprüfung der These von Judith Butler, daß eine mögliche Verbindung zwischen queer Praxen und der Subversion der herrschenden Geschlechterordnung bestehe. Die Arbeit untersucht die Beziehung zwischen Körperpraxen und anderen Praxen, insbesondere Arbeit und politischer Praxis. Der Begriff „geschlechternormen-inkonforme Körperinszenierungen“ bezieht sich auf drei Praktiken bzw. drei Arten des Verhaltens von Personen in Bezug auf deren eigenen Körper: Er bezieht sich erstens auf Transsexuelle, die ihren Körper mit medizinischen Mitteln haben verändern lassen; zweitens auf transgender Personen, die zeitweise oder permanent cross dressing praktizieren ohne physische Veränderungen an ihrem Körper vorgenommen zu haben; und drittens auf drag kings und drag queens, die auf der Bühne ein anderes Geschlecht als im Alltag darstellen. Alle Personen inszenieren eine geschlechternormen-inkonforme Geschlechtlichkeit, d. h. eine Geschlechtlichkeit, die nach hegemonialen Kriterien nicht mit dem ‚wahren’ oder ‚ursprünglichen’ Geschlecht dieser Person übereinstimmt. Die Methode des empirischen Teils der Studie besteht aus der Datengewinnung durch das „Problemzentrierte Interview“ nach Witzel und der Datenanalyse durch die „Qualitative Inhaltsanalyse“ nach Mayring. Die Studie geht davon, daß die Überwindung der Herrschaft das Verschwinden der sozialen Gruppen (hier: Männer und Frauen), zwischen denen eine Herrschaftsbeziehung besteht, einschließt, denn diese Gruppen sind die Produkte der Praktizierung von Herrschaft. Die Studie zeigt, daß im interviewten sample – statt einer Subversion von Herrschaft – eine kontinuierliche Reproduktion von Geschlechtern und Geschlechterhierarchien stattfindet. Die .pdf-Datei mit der vollständigen Arbeit enthält Zusammenfassungen in englischer, französischer, kastilischer und deutscher Sprache, die länger als das vorliegende abstract sind. / The present study dealing with the topic ‘geschlechternormen-inkonforme Körperinszenierungen’ (approximately: body styling / body formation which is contrary to the hegemonic gender rules) is a theoretically based, empirical scrutiny of Judith Butler’s thesis, that there exists a possible connection between queer practices and the subversion of existing gender hierarchy. The thesis explores the relationship between body practices and other practices, especially labour and political practice. The term ‘geschlechternormen-inkonforme Körperinszenierungen’ refers to three practices or three different ways of a person’s behaviour towards his or her own body: it refers firstly to transsexuals, who changed their body physically; secondly it refers to transgender people, who occasionally or permanently do cross dressing in everyday life without having changed their bodies physically; and thirdly on drag kings and drag queens who show a different sex on stage than in everyday life. All people stage a ‘geschlechternormen-inkonforme Geschlechtlichkeit’, that means a gender that doesn’t coincides with their “true” or “natural” sex due to hegemonic criteria. The method of the empirical part of the study consists of obtaining data through the ‘Problemzentriertes Interview’ (problem-focussed interview) invented by Witzel, and the analysis of the data through the ‘Qualitative Inhaltsanalyse’ (qualitative content analysis) invented by Mayring. The study assumes that the deconstruction of domination includes the disappearance of the social groups (in the case at issue: men and women), between whom exists a relation of domination, because that groups are products of the practices of domination. The study shows, that – far from this – there happens within the interviewed sample a permanent reproduction of genders and gender hierarchies. The .pdf-file of the entire thesis consists summaries in English, French, Castilian, and German language longer than the present abstract.

本研究之主要目的在於探討影響主管人員對於360度回饋態度以及行為改變意圖的相關因素，這些因素包括回饋預期一致性、程序公平、組織支持、個人特質（內外控及成就動機）等。 本研究樣本為國內某建築業之主管，其中初階主管23人，中階主管51人，高階主管5人，共計79位主管。研究結果發現，程序公平、組織支持、與360度回饋態度、及行為改變意圖之間皆具有顯著的正相關；內外控與360度回饋態度及行為改變意圖之間皆不具有顯著正相關；成就動機與行為改變意圖之間具有顯著正相關，但與360度回饋態度之間並不具有顯著的正相關。變異數分析結果顯示，不同回饋預期一致性的受評者，其在360度回饋態度方面有顯著差異存在，然而在行為改變意圖上卻並未有顯著差異。此外，逐步迴歸分析結果顯示，以程序公平對於360度回饋態度的解釋變異量為最高（41%），而以360度回饋態度對於行為改變意圖的變異解釋量為最高（21％）。 本研究並進一步指出研究之限制，以及後續研究可以針對影響行為改變之相關因素、與組織文化等議題進行更深入的探討；此外，對於有意推行360度回饋之企業組織，本研究亦提供多項具體實務上的建議。

The factors that hinder or help the development of emotionally competent behaviour in leaders appear to be varied and complex. The role of personality variables such as personality preferences and self-esteem in influencing the development and demonstration of emotional competent behaviour has not yet been well researched. The general aim of this research was to investigate whether a relationship exists between personality preferences, self-esteem and emotional competence, and to determine whether the variables personality preferences and self-esteem can predict the demonstration of emotional competence. Personality preferences were studied from the Analytical Psychology paradigm. Jung's Psychological Types and the Myers-Briggs Type Indicator theory of Personality Types provided a theoretical understanding of individual differences in emotional response behaviour. Based on the Humanistic and Social Psychology paradigms, the construct self-esteem was explored from a multi-dimensional perspective with particular emphasis on individuals' self-evaluative views and feelings of self-worth, self-acceptance, sense of belonging and sense of psychological well-being within the particular socio-cultural domain in which these aspects manifest themselves. Emotional competence was studied from the paradigmatic perspectives of the Cognitive Social Learning theories. Emotional competence was viewed as the workplace application of emotional intelligence abilities, which are developable and can be learned. In this regard, emotional competence was described as the demonstration of self-efficacious behaviour in emotion-eliciting social transactions. Emotional competence implies a sense of psychological well-being (a positive inner state of being) and an ability to skillfully, creatively and confidently adapt in an uncertain, unstructured and changing socio-cultural environment. An empirical investigation was conducted to analyse the responses of a randomly selected sample of 107 South African leaders in the manufacturing industry to measures of these three constructs. The Myers-Briggs Type Indicator (MBTI), the Culture-free Self-esteem Inventories for Adults (CFSEI-AD), and the 360° Emotional Competency Profiler (ECP) were administered. The MBTI extraverted-thinking and extraverted-intuitive personality preferences were associated with the CFSEI-AD social, general and total self-esteem scales. In terms of the ECP emotional competence self-evaluations, self-motivation was associated with the MBTI extraverted-judging, extraverted-thinking and extraverted-intuitive preferences, while interpersonal relations was associated with the extraverted-intuitive and extraverted-feeling preferences. The MBTI introverted-sensing, introverted-judging and introverted-thinking preferences were associated with the ECP emotional literacy scale, and the introverted-judging, introverted-sensing and introverted-thinking preferences were associated with interpersonal relations in terms of the emotional competence other evaluations. The MBTI introverted-thinking preference was associated with the ECP self-esteem/self-regard other evaluations and the CFSEI-AD personal self-esteem scale. The ECP total emotional competence scale was associated with the MBTI extraverted-intuitive preference (in terms of the self-evaluations) and the introverted-judging and introverted-thinking preferences in terms of total emotional competence other evaluations. The CFSEI-AD general, personal and total self-esteem scales were associated with the ECP change resilience, self-motivation, self-esteem/self-regard, interpersonal relations and total emotional competence scales. Furthermore, the findings suggest that the ECP emotional competence construct is closely related to the affective component of the CFSEI-AD self-esteem construct, particularly one's sense of psychological well-being which is related to feelings of self-worth. The empirical results confirmed the effect of self-esteem on the self-evaluations of raters exposed to multi-rater assessments such as the 360° Emotional Competency Profiler, namely that self-raters with very high self-esteem may tend to over-inflate their self-evaluations. The CFSEI-AD total self-esteem scale also appears to be a more reliable predictor of emotional competence than the MBTI personality preferences. The results contributed new knowledge about the relationship between individuals' self-esteem, personality preferences and emotional competence and added perspective on the interpretation of individuals' self-ratings, particularly with regard to 360° emotional competence assessments. Recommendations for Industrial and Organisational Psychology practices regarding leader development are formulated, as well as recommendations for future research in the field. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

This thesis is about product and process development. The thesis has been done at ABB Robotics AB in Västerås under 20 weeks with half study pace, which is equivalent to 15 higher education credits (15hp). Thesis purpose was to improve an assembly station for assembling of robot IRB 360. Problems at the assembly station are that there are some non-value-creating activities and assembling methods which correspond to low safety factor for workers. The focus of thesis was to investigate opportunities and to produce solid proposals for how to eliminate these problems. After a written contract with ABB AB, the work started with the planning with the company supervisor and Gantt Schema was created to schedule all steps for this project, to ensure during the process. The project has followed the methods described in the book "Produktutveckling konstruktion och design " by Karl T Ulrich & Steven D Eppinger. Product development tools like Quality function deployment (QFD), functional analysis, specification of requirement and Pugh's analysis matrix have been used in the development process. In the first phase of the project, observation and investigation has been performed to identify and analyse problems. In the later phases, ideas and concepts has created to solve the problems and achieve successful results. The result of the project is an improved material flow at assembling stations which eliminates nonvalue-creating activities and leads to better safety for workers. Another result of the project is an elimination of hand hammering at assembling station and for this purpose a new pressing tool has been developed for pressing down a seals around radial shaft in assembling process. The software Solidworks has been used to create a new 3D layout for the existing assembly station to understand and find the better solution for material flow. Solidworks is also used for doing Finite element method (FEM) analysis to validate the new developed pressing tool. / Detta examensarbete handlar om produkt och processutveckling. Arbetet utfördes hos ABB Robotics AB i Västerås och bedrivs under 20 veckor långt på halvfart vilket motsvarar 15 högskolepoäng. Uppdraget är att förbättra en monteringsstation för plockningsrobot IRB360 FlexPicker. Problem på monteringsstation är att det sker icke värdeskapande aktiviteter, och monteringsprocess som leder till arbetsmiljöproblem. Arbetet fokus var att undersöka möjligheter och ta fram konkreta förslag att hur man kan eliminera dessa problem. Efter skriftligt kontrakt med ABB AB, arbetet började med planeringen med företaget handledare och skapades Gantt Schema. Projektet har följt metoderna som beskrivs i boken ”Produktutveckling konstruktion och design” av författare Karl T Ulrich & Steven D Eppinger. I utvecklingsprocessen har använt produktutvecklingsverktyg, några av dessa är QFD, funktionsanalys, kravspecifikation och Pughs analysmatris. I första fas av projekt gjorde undersökning och observation för att hitta och analysera problem. I senare faserna genererade koncepter för åtgärden och sedan vidare utvecklades utvalda koncept för nå framgångsrikt resultat. Resultatet av arbetet blev förbättrad materialflöde som eliminerar icke värdeskapande aktiviteter. Dessutom utvecklades fram ett nytt pressverktyg som eliminerar arbetsmiljöproblem. Mjukvaran Solidworks har använt för att skapa en ny layout för monteringsstation. Med hjälp av Solidworks gjordes FEM -analys (Finita elementmetoden) för att validera den nya pressverktyg

This dissertation analyses the relationship between social work and social policy in Europe from a comparative historical perspective. Central to this analysis is the dynamic interplay of forces which led to the consolidation of the European nation state as a welfare state, including the current crisis of the welfare consensus. The role of social work emerges as central to the project of national cultural integration, a perspective which frequently gets overlooked from a purely national perspective. Social works enmeshment with this nation state project is revealed in the current transformation of the welfare states in the light of neo-liberal principles and in the context of globalization. This perspective underlines the need for the development of intercultural communicative competences and in particular a consistent anti-racist approach in social work. At the same time the particular position in relation to social policy requires the development of research methods specific to the discipline in the light of its hermeneutic tasks. / Die Arbeit behandelt die Beziehung zwischen Sozialer Arbeit und Sozialpolitik in Europa aus vergleichender historischer Perspektive. Untersucht wird die Dynamik des Nationalstaats und seine Konsolidierung als Wohlfahrtsstaat bis zur gegenwärtigen Krise des Wohlfahrtskonsenses. Dabei gewinnt die Rolle der Sozialen Arbeit in der Aufgabe kultureller Integration besondere Bedeutung, da dies aus rein nationaler Sicht oft nicht zu erkennen ist. Ihre Verkoppelung mit dem Nationalstaat wird besonders deutlich in der gegenwärtigen Transformation durch neo-liberale Prinzipien im Kontext der Globalisierung. Hieraus ergeben sich neue Aufgaben für die Soziale Arbeit, insbesondere in Bezug auf die Entwicklung interkultureller kommunikativer Kompetenzen und eines konsistenten antirassistischen Ansatzes. Gleichzeitig erfordert die besondere sozialpolitische Position die Entwicklung disziplinspezifischer Forschungsansätze im Lichte der hermeneutischen Bedeutung der Sozialen Arbeit.

Die Arbeit wurde mit dem Förderpreis für herausragende Abschlussarbeiten auf dem Gebiet der Sozialen Arbeit 2013 des Deutschen Berufsverbandes Soziale Arbeit (DBSH) und des Fachbereichstages Soziale Arbeit (FBTS) ausgezeichnet. Die Verfasserin bearbeitet in dieser Arbeit die relevante Frage nach Anredeformen von Professionellen in der Sozialen Arbeit am Beispiel der Sozialpädagogischen Familienhilfe (SPFH). Durch eine kleine qualitative Untersuchung subjektiver Sichtweisen von MitarbeiterInnen aus dem Arbeitsfeld SPFH nimmt sie zudem eine bislang kaum beachtete Forschungslücke auf. Die Arbeit führt konzentriert, umfassend und schlüssig in den komplexen Kontext des Forschungsfeldes ein. Neben der Darstellung relevanter und neuer empirischer Ergebnisse führt die sie zusätzlich eine theoretische Abstraktion der Ergebnisse sowie eine überzeugende Schlussbetrachtung durch. In der Einleitung nimmt Frau Sehm-Schurig zunächst einen inhaltlich substanziellen Auftakt vor, um die hier eingebrachten Aspekte zum Thema in den folgenden Kapiteln theoretisch zu klären bzw. zu vertiefen. Zunächst wird die Leserin / der Leser u.a. im Rückgriff auf Ergebnisse aus der Linguistik über unterschiedliche Dimensionen des Themas „Anrede“ informiert. Im Anschluss daran werden wesentliche (Struktur-)Merkmale des Arbeitsfeldes „Sozialpädagogische Familienhilfe“ aufgeführt. Der „Forschungsstand“ im Kapitel 3 verweist auf empirische Ergebnisse aus Studien mit ähnlichen Schwerpunkten und arbeitet ansonsten die Forschungslücke zur o.g. Fragstellung deutlich heraus. Die Ergebnisdarstellung im Kapitel 5 ist aufgrund von Belegzitaten aus den geführten Interviews schlüssig und nachvollziehbar aufgeführt. Besonders ergiebig erweist sich der von Sehm-Schurig eingebrachte Begriff des Regulativs, um die intentionale Verwendung von Anrede zu kennzeichnen. Das Kapitel 5 ist wegen der hohen empirischen Dichte und der begleitenden Interpretation sowohl für Theoretiker als auch für Praktiker der Sozialen Arbeit besonders lesenswert und führt zu einer hohen Sensibilisierung zur Frage von Anredeformen. Für die Diskussion der Ergebnisse im Kapitel 6 führt die Autorin Schaubilder ein, um die zumeist theoretisch geführte Abstraktion sehr gut zu veranschaulichen. Dieser Teil der Arbeit ist gefüllt mit zahlreichen bemerkenswerten Aussagen, die im Punkt 6.4. „Zusammenfassung und Fazit“ hervorragend gebündelt werden. Dieser Abschnitt endet mit empirisch gestützten Hypothesen aus dem Forschungsprozess der Arbeit.:1 Einleitung 2 2 Theoretischer Rahmen 3 2.1 Anrede 3 2.1.1 Funktion von Anrede 5 2.1.2 Modell der Macht/Status- und Solidaritätssemantik 6 2.1.3 Theorie der Standard-Anreden 10 2.1.4 Standardanreden als Möglichkeitsraum 13 2.1.5 Missverständnisse 14 2.1.6 Implizites Wissen 16 2.2 Sozialpädagogische Familienhilfe 18 2.2.1 Symmetrie und Asymmetrie 21 2.2.2 Nähe und Distanz 22 2.2.3 Das Arbeitsbündnis 24 2.2.4 Intervention 25 3 Forschungsstand 28 3.1 Gesprächsstrategien in der Sozialpädagogischen Familienhilfe 29 3.2 Interventionsstrategien in der Sozialpädagogischen Familienhilfe 31 3.3 Der institutionelle Kontext von Sozialpädagogischer Familienhilfe 32 3.4 Die Anrede in der Pflege 34 3.5 Zusammenfassung 35 4 Dokumentation des Forschungsprozesses 36 4.1 Forschungsanliegen 36 4.2 Vorannahmen 36 4.3 Forschungsfrage 37 4.4 Praxisrelevanz 37 4.5 Weiterführendes Forschungsinteresse 38 4.6 Methodologie 39 4.6.1 Das Problemzentrierte Interview 39 4.6.1.1 Kurzfragebogen 41 4.6.1.2 Leitfaden 41 4.6.1.3 „Anredepraxis als Möglichkeitsraum“ - ein Instrument 42 4.6.1.4 Die Sozialpädagogischen Familienhilfe als untersuchtes Handlungsfel 42 4.6.2 Die Wahl der InterviewpartnerInnen 43 4.7 Datenerhebung 43 4.7.1 Kontaktaufnahme 43 4.7.2 Durchführung der Interviews 44 4.7.3 Auswertung der Interviews 45 4.7.4 Validierung 45 5 Darstellung der Ergebnisse 46 5.1 Fallporträts 46 5.1.1 AM1: „Ich bin anders“ 46 5.1.2 AW2: „Ich hab so die strukturierende Rolle“ 47 5.2 Ergebnisse 48 5.2.1 Anrede als Regulativ für Distanz 49 5.2.1.1 Charakterisierung von KlientInnen und pädagogische Intention 49 5.2.1.2 Abstand, um arbeiten zu können 49 5.2.1.3 Anrede zur distanzierenden Rollenklärung 50 5.2.1.4 Anredewechsel als Distanzregulierung 50 5.2.2 Anrede als Regulativ für Nähe 52 5.2.3 Verhinderung von Nähe 53 5.2.4 Anrede zur Vergewisserung und Darstellung einer Rolle 54 5.2.4.1 Respektiert werden wollen 54 5.2.4.2 Verbünden wollen 55 5.2.5 Anrede als Produkt von Gemeinsamkeit 56 5.2.6 Anrede im institutionellen Raum 57 5.2.7 Persönliche und berufliche Erfahrungen mit Anrede 58 5.2.7.1 Familie 58 5.2.7.2 Anrede zwischen Hierarchie und Beziehung 58 5.2.7.3 Handlungsfeld und Haltung 59 6 Diskussion 61 6.1 Interpretationen von Anredeverwendung - ein Möglichkeitsraum 61 6.2 Der Anredewunsch 62 6.3 Der Anredewechsel 63 6.3.1 Verbünden wollen 65 6.3.2 Konflikte 65 6.3.3 Besondere Anredekonstellationen und Interpretationen 66 6.4 Zusammenfassung und Fazit 67 Literaturverzeichnis 71