L’intérêt quant à l'habilitation des employés persiste étant donné les nombreux avantages associés à un personnel habilité. Les recherches empiriques démontrent que les employés psychologiquement habilités sont plus performants (Ahearne et al., 2005), s'engagent à des comportements extra- roles (Den Hartog & De Hoogh, 2009; Raub & Robert, 2010), sont plus satisfaits (Vecchio et al., 2010), sont plus intrinsèquement motivés (Chen et al., 2011; Zhang & Bartol, 2010), et sont plus engagés envers leur travail (Hassan et al., 2012; Konczak et al., 2000; Mare, 2007; Tuckey et al., 2012). Malgré les résultats positifs de l’habilitation des employés, les interventions ne parviennent pas à atteindre les résultats attendus. De plus, rares sont les recherches qui examinent l’habilitation du point de vue des leaders. Donc, employant la perspective des leaders, cette étude tente de combler cette lacune en élucidant les facteurs qui contribuent à mieux comprendre pourquoi certains dirigeants habilitent les employés tandis que d’autres ne le font pas. À cette fin, les facteurs relationnels et de personnalité des leaders, ainsi que contextuels au travail et leur relation avec les practiques d’habilitation ont été examinés sur un échantillon de dirigeants au sein de sept ministères gouvernementales d'une province canadienne. Il a été constaté que plus le leader se définit par un concept de soi inclusive dans ses relations au travail, plus il/elle a tendance à habiliter ses subordonnés. Les attributs de personnalité, soit de l'honnêteté-humilité (positivement), d’identité morale (positivement) et le désir de dominer (négativement) ont également servi à prédire le comportement d'habilitation du leader. L'insécurité positionnelle s’est avéré prévoir négativement les comportements d’habilitation des leaders. En outre, il a été constaté que les dirigeants avec un sens de pouvoir plus élevé sont plus susceptibles d’habiliter leurs employés, contrairement à ce que prédit la littérature sur le pouvoir, perçu comme une force corruptrice (Kipnis, 1972; Maner & Mead, 2007). À l'inverse aux attentes, le trait d’implication de la culture organisationnelle s'est avéré non lié au comportement d’habilitation des leaders. Cette constatation correspond aux recherches sur le pouvoir et sa suppression des influences contextuels en faveur des traits internes du leader (Galinsky et al., 2003). En effet, le sentiment de puissance et le concept de soi collectif sont apparus comme les deux variables étudiés les plus importantes pour prédire le comportement d’habilitation des leaders. Cette étude a des implications considérables pour le domaine du leadership. Pour une main d’oeuvre plus habilitée, il est recommandé que les programmes de leadership tentent à développer un concept de soi plus inclusive chez leurs leaders, pour ensuite leur céder accès au pouvoir. / Interest in employee empowerment persists given the wide range of positive individual and organizational outcomes associated with an empowered workforce. Psychologically empowered employees perform better (Ahearne et al., 2005), undertake extra-role behaviour (Den Hartog & De Hoogh, 2009; Raub & Robert, 2010), are more satisfied (Vecchio et al., 2010), are more intrinsically motivated (Chen et al., 2011; Zhang & Bartol, 2010), are more committed (Hassan et al., 2012; Konczak et al., 2000; Mare, 2007), and are more engaged (Tuckey et al., 2012). Despite these positive outcomes communicated to leaders, interventions fail to reach the expected results. Yet, existing research rarely examine empowerment from the view of the leader. This study attempts to fill this gap by elucidating on factors that contribute to our understanding of why certain leaders empower whereas others don’t. To that end, relational, personality and situational variables and their relationship with leader empowering behaviour were examined on a sample of leaders within seven ministries of a Canadian provincial government. It was found that the more inclusive the leader self-defines in his/her relationships at work, the more likely he/she is to empower subordinates. The personality attributes of honesty-humility (positively), moral identity (positively), and desire for dominance (negatively) were also found to be associated to leader empowering behaviour. Positional insecurity was found to negatively predict leader empowering behaviour. Furthermore, results reveal that leaders with a higher sense of power are more likely to empower, in divergence with the literature on power as a corrupting force (Kipnis, 1972; Maner & Mead, 2007). Also, contrary to expectation, the involvement trait of organizational culture was found to be unrelated to leader empowering behaviour. This finding is consistent with the research on power and it’s suppressing of contextual influences in favour of more internal traits to the leader (Galinsky et al., 2003). Leader sense of power and collective self-concept emerged as the two most important variables predicting leader empowering behaviour. This study has significant implications for the field of leadership. For a more empowering organization, it is recommended that leadership programs work to develop a more inclusive self-concept in their leaders, following which, they can be entrusted with more power.

Wasser ist eine der wichtigsten Ressourcen. Jedoch schätzt man, dass sich das globale Wasserdefizit schon im Jahr 2030 auf ca. 40 Prozent belaufen wird. Klimawandel, veränderte Lebensweisen, und Bevölkerungswachstum verstärken das Nachfrage-Angebot-Defizit. Als Konsequenz leiden immer mehr Regionen unter Wasserknappheit. Eine reduzierte Wassernachfrage bedingt durch verstärktes Wassersparen kann das Problem verringern. Das Ziel dieser Dissertation ist es daher, zu einem besseren Verständnis der sozio-demographischen und psychologischen Determinanten von Wassersparverhalten beizutragen. Basierend auf drei Datensätzen aus Deutschland und Jordanien wurden die verschiedenen Facetten von Wassersparverhalten und deren Determinanten beleuchtet. Das Verhältnis zwischen Wassersparen und Umwelteinstellung, einem latenten Konstrukt, das kooperative, prosoziale und sogar moralische Tendenzen widerspiegelt, wurde konzeptionell untersucht. Zusätzlich wurde Wassersparen in Deutschland als ein Repräsentant für moralisches Verhalten verwendet. In diesem Zusammenhang wurden Umwelteinstellung und der Persönlichkeitsfaktor Ehrlichkeit-Bescheidenheit auf ihr Vermögen hin verglichen, moralisches Verhalten vorherzusehen. Eine ausführliche Analyse zur Bewertung einer Kampagne zur Förderung des Wassersparbewusstseins hat detaillierte Informationen zu ihren tatsächlichen Effekten gezeigt. Eine weitere Analyse hat sich auf die Determinanten von Wassersparverhalten in Jordanien konzentriert. Die Ergebnisse zeigen, dass Wassersparverhalten nicht durch Alter, Bildungsgrad und Einkommen beeinflusst wird, sondern eher durch die Ausprägung der Umwelteinstellung. Diese Dissertation liefert wertvolle Informationen für Forscher und Politiker. Die detaillierte Untersuchung von verschiedenen Wasserspardeterminanten birgt großes Potenzial für ein verbessertes Wassermanagement. / Water is one of the most important resources. However, the global water deficit was estimated to reach about 40% by 2030. Climate change, changing lifestyles, and population growth increase the supply and demand gap further. As a consequence, more and more regions experience water scarcity. In that context, reduced household water demand due to enhanced water conservation could alleviate the problem or, at least, reduce the pressure on water resources. Thus, this thesis aims to contribute to a better understanding of the socio-demographic and psychological determinants of water conservation behavior. Based on three distinct datasets from Germany and Jordan, the manifold facets of water conservation and its determinants were examined. From a conceptual perspective, the relationship between water conservation and environmental attitude, a latent construct representing cooperative, prosocial, and even moral tendencies, were investigated. Furthermore, water conservation in Germany was used as a proxy for moral behavior. In that respect, environmental attitude and the personality factor Honesty-Humility were compared in order to determine, which factor constitutes the better predictor of moral behavior. Using original data from Jordan, a comprehensive impact evaluation of a water conservation awareness campaign revealed detailed information on its actual effects. Another analysis focused on a wide variety of water conservation determinants in Jordan. The results indicate that water conservation does not differ with respect to age, education, and income, but rather with different levels of environmental attitude. This thesis provides valuable information for researchers and policy makers alike. The detailed examination of various water conservation determinants offer a great potential for an improved management of household water demand.

This dissertation engages with contemporary interpretations of Nietzsche and Heidegger on the issue of self-knowing with respect to the notions of honesty and authenticity. Accounting for the two philosophers' developing conceptions of these notions allows a response to interpreters who conceive the activity of self-knowing as a primarily personal problem. The alternative accounts proposed take as a point of departure transitional texts that reveal both thinkers to be engaged in processes of revision. The reading of honesty in Chapters 1 and 2 revolves around Nietzsche's groundwork on prejudice in Morgenröthe (1880-81), where he first problematizes the moral-historical forces entailed in actuating the 'will to truth'. The reading of authenticity in Chapters 3 and 4 revolves around Heidegger's lectures on what motivates one's thinking in Was heißt Denken? (1951-52). The lectures call into question his previous formal suppositions on what calls forth one's 'will-to-have-a-conscience', in an interpretation of Parmenides on the issue of thought's linguistic determination, discussed further in the context of Unterwegs zur Sprache (1950-59). Chapter 5 shows how Heidegger's confrontation with Nietzsche contributed to his ongoing revisions to the notion of authenticity, and to the attending conceptions of critique and its authority. Particular attention is given to the specific purposes to which distinct Nietzschean foils are put near the confrontation's beginning--in Heidegger's lectures on Nietzsche's second Unzeitgemässe Betrachtung (1938), and in the monograph entitled Besinnung (1939) which they prepare--and near its end, in the interpretation of Also Sprach Zarathustra (1883-85) presented in the first half of Was heißt Denken? Chapter 6 recapitulates the developments traced from the vantage point of the retrospective texts Die Zollikoner Seminare (1959-72) and the fifth Book of Die fröhliche Wissenschaft (1887). Closing remarks are made in relation to recent empirical research on the socio-environmental structures involved in determining self-identity.

This thesis talks about different ways of dealing with people who find themselves in unfavourable social situations. It shows, based on casuistic cases and examples, the importance of a loving approach to the client. It describes particular ways of work with people who seem to be optimal from theoretical and practical point of view. It examines a conversation with a client in more detail. It tries to find an internal source of positive adjustment of the helping worker towards people. This adjustment is found not in set rules and instrumental method, but in a Christian approach to the person. A person, as an image of God is my fellowman and I am responsible for him/her. The source of a loving and optimistic approach to people comes from Christian culture, solidarity and respect for people, which is included in the Gospels. Christian approach to people is very much needed and should be part of social work within the middle of Europe.