My diploma thesis is dealing with the legal issue of formation and termination of employment in the terms of flexicurity, focusing on the individual expressions of flexibility and employee protection in these legal institutes. The issue of flexibility and employee protection in the scope of formation and termination of employment is often discussed on the national as well as European level. Discussion emerges mostly due to the different preferences when the employer could rather benefit from flexibility, while for the employee the employee protection could be more important. To understand the institute of employment easily, the first chapter of my thesis describes Labour law in general and its subject. It slowly follows with the second chapter which is trying to give an explanation of flexicurity concept as well as a description of individual expressions of flexibility and employee protection. To illustrate the up-to-date and still higher importance of this strategy, including the European level, trends and attempts to integrate the flexicurity model into Member States' legislation are analysed. The third and the fourth are the key chapters of my thesis. The individual expressions of flexibility and employee protection are discussed there. The case of termination of employment provides the greatest...

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Die vorliegende Arbeit greift ein im bibliotheks- und IuK-wissenschaftlichen sowie im fachprofessionellen Diskurs bisher weitgehend vernachlässigtes, aber immer bedeutsameres Thema auf: das vertikale soziale Geschehen in der Arbeitsorganisation ?wissenschaftliche Bibliothek". Die Absicht der Untersuchung lag darin, einen Zusammenhang zwischen dem Interaktionsverhalten der Leitungspersonen einerseits und der Mobilisierung von Leistungs- und Innovationspotentialen bei den Mitarbeiterinnen und Mitarbeitern andererseits auszumachen. Es geht damit genaugenommen um die Funktionsfähigkeit dieses Typs von Informationseinrichtung vor dem Hintergrund eines zunehmenden Wandlungs- und Innovationsdrucks, der gespeist wird durch Reduzierung bei den Zuwendungen und Ressourcen, durch wachsende Kundenansprüche an Leistungsfähigkeit und Dienstleistungsqualität und nicht zuletzt durch den rasanten technologischen Wandel (Stichworte: Digitalisierung und Vernetzung). Wandlung und Innovation werden hier nicht nur als technologische Modernisierung verstanden und auf technische oder lediglich formal-organisatorische Maßnahmen reduziert. In den Blick genommen werden vielmehr die Akteure, deren Umgang und Einstellungen, Verhalten und Wahrnehmungen. Die Nutzung von Forschungsergebnissen aus verschiedenen Fachdisziplinen (voran Betriebs- und Organisationssoziologie, Managementlehre, Arbeitspsychologie und Kommunikationswissenschaften) lieferte den theoretisch-systematischen Zugang zur Deskription und Analyse des innerorganisatorischen Sozialgeschehens. Als dessen Basiskonstituenten konnten für die wissenschaftlichen Bibliotheken Kommunikation, Partizipation, Autonomie, Konflikt sowie Motivation und Kooperation identifiziert werden. Das Betriebsklima bildete - theoretisch wie empirisch hergeleitet - den geeigneten Indikator für die sozio-emotionale Qualität der Interaktionen und den Zusammenhang zwischen Leitungsverhalten, sozialem Geschehen und Erreichen des Organisationszwecks. Eine historische Betrachtung der Fachwissenschaft und -kommunikation ergab: Lediglich einige weitsichtige Vertreter der Profession wie Joachim Stoltzenburg hatten wesentliche Komponenten und Konsequenzen der Entwicklung für das Bibliothekswesen frühzeitig erkannt und aufgegriffen und deren soziale und soziologische Dimension gegen den vorherrschenden Konsens und Zeitgeist in der Fachprofession artikuliert. Ansonsten blendet(e) die - ohnehin spärliche - "Reform"-Diskussion die Interaktionsebene in der Arbeitsorganisation Bibliothek bis heute weitgehend aus. In der empirischen Untersuchung selbst kam ein Methodenmix zum Einsatz, der mehrere Qualitätskriterien sicherstellen sollte: Das gemischt qualitativ-quantitative Erhebungsinstrument diente der breiten Absicherung der Ergebnisse und deren fundierter Interpretation. Das Prinzip von Wahrnehmung und Gegenwahrnehmung in Form der Selbsteinschätzung der Leitungspersonen und deren Fremdeinschätzung seitens der Mitarbeiterschaft zielte auf größtmögliche Wirklichkeitsnähe und Konkretion. Mit dem regionalen Bezugsfeld und dem genau definierten Gegenstandsbereich der Untersuchung wurde nahezu eine repräsentative Vollerhebung für diesen Typus von Bibliotheken im Raum Berlin möglich. Die Einteilung in verschiedene Betriebsklima-Klassen erlaubte schließlich weitreichende komparative Schlüsse. Auf höchstaggregierter Ebene der Datenanalyse zeigte sich eine deutliche Trennlinie zwischen zwei (Arbeits-)Welten: der in den Bibliotheken mit gutem und jener in den Einrichtungen mit durchschnittlichem oder schlechtem Betriebsklima. Für die zentrale Frage, welches Leitungsprofil die Leistungs- und Innovationspotentiale der Beteiligten bestmöglich zu mobilisieren imstande ist, ergab sich: Transparentes, kommunikativ-partizipatives Verhalten der Leitungspersonen,deren fachliche Egalisierungs- und Kooperationsfähigkeit,deren Einhalten der formalen Positionsmacht,deren explizit leistungs- und innovationsorientiertes Verhalten mit entsprechenden Zielvorgaben sowiederen Konfliktsensibilität und -fähigkeit bedingen in hohem Maße das Engagement der Mitarbeiterinnen und Mitarbeiter, ebenso deren Identifikation mit und innovationsorientierte Einstellung gegenüber ?ihrer" Einrichtung. Allgemein - und unabhängig von diesen Befunden mit Bezug zum Betriebsklima - gilt für die Mehrheit aller Mitarbeiterinnen und Mitarbeiter: Ihr Tätigkeitsprofil ist strukturell durch hochgradig segmentierte Werkstückbearbeitung und Innendienstorientierung geprägt. Sie verfügen über ausgesprochen liberale Arbeitsbedingungen, hohe Gestaltungsautonomie innerhalb ihres (eingegrenzten) Arbeitsbereichs und geringe Aufstiegs- oder materielle Gratifikationsmöglichkeiten als Leistungsanreize. Entsprechend hoch ist ihre intrinsische Motivation zu bewerten. Für die Leiter und Leiterinnen gilt unabhängig vom Betriebsklima, daß ihren Handlungsspielräumen strukturell (Stichworte: starre Arbeitsorganisation, öffentlicher Dienst) und budgetär (Stichwort: geringe Investitionsmittel) enge Grenzen gesetzt sind. Im Ergebnis plädiert die Untersuchung für einen Paradigmenwechsel im (Selbst-)Verständnis zeitgemäßer funktionaler Leitungstätigkeit im wissenschaftlichen Bibliothekswesen und verwandten/angrenzenden Dienstleistungsbereichen: Leitungskompetenz ist unabdingbar als eine Mischung aus Fach-, Management- und Sozialkompetenz zu begreifen. Hieraus folgen Konsequenzen für Wissenschaft und Praxis: Professionelle Qualifizierung der sozialen Kompetenzen und Fertigkeiten zur Wahrnehmung und Ausfüllung der Leitungsfunktion ist systematisch zu entwickeln, in die Aus- und Weiterbildung zu implementieren und in der Praxis der Einrichtungen sicherzustellen. / Management and Cooperation in Research Libraries of Berlin The present work addresses an increasingly important-but hitherto largely neglected-topic in library science, in the field of information and communication, and among professional librarians: vertical social interaction in the research library as a work system. The intention behind this study was to find out in what way interaction between managers and their subordinates is linked to the latter group's job performance and innovativeness. With pressure to change and innovate being steadily increased by reduced subsidies, dwindling resources, growing customer demands for efficiency and quality service, and headlong technological change such as digitalization and networking, this dissertation presents an inquiry into the ability of this type of informational facility to function. Change and innovation are not understood in this analysis only as technological modernization and are not reduced to technical or merely formal organizational measures. Instead, the focus is on the actors and their attitudes, social behavior on the job, and perceptions. Research results from a variety of disciplines (especially industrial and organizational sociology, management theory, human-factors engineering, and communication sciences) provided the systematic, theoretical basis for describing and analyzing the social interaction that takes place within an organization. Communication, participation, autonomy, conflict, motivation, and cooperation were identified as the basic constituents of those dynamics in research libraries. Theoretically and empirically, the work climate served as the appropriate indicator of the socioemotional quality of interaction and was the link between managers' behavior, social interaction, and achievement of the organization's purpose. A historical review of library science and communication shows that only a few far-sighted librarians, such as Joachim Stoltzenburg, quickly recognized and discussed key components of development and their implications for library management. Articulating the social and sociological dimension of these facets, such thinkers argued against the Zeitgeist and prevailing consensus of their contemporaries in the profession. Apart from such efforts, however, social interaction in the library as a work system has continued to be a subject largely ignored in discussions of "reform" in this area, an exchange that has been meager in other respects as well. For reasons of quality control, a number of methods were used in the empirical part of the study. The survey itself consisted of both qualitative and quantitative elements in order to lay a broad, solid basis for generating and interpreting results. To ensure that the data was as realistic and well-founded as possible, the principle of comparing subjective and objective perception was observed by having managers assess themselves in addition to having them assessed by their colleagues. The study's regional scope and sharply defined subject of investigation made it possible to conduct a representative survey that included nearly every library of this type in the federal state of Berlin, Germany. At the highest level of aggregation, data analysis showed a distinct demarcation between two worlds of work: one in libraries with an agreeable working atmosphere, the other in libraries with an average or poor working atmosphere. In answer to the central question of which management style is best able to enhance the job performance and innovativeness of the participants, it was found that their commitment to, identification with, and innovativeness on behalf of "their" organization was greatly conditioned by the managers' transparent, communicative, participatory behavior,ability to interact and cooperate as equals with their subordinates in professional matters,observance of their formal authority,explicit meritocratic and innovation-minded behavior when accompanied by appropriate targets, andsensitivity to and ability to deal with conflict. Irrespective of these findings on work climate, it was generally true that most of the nonmanagerial employees in the study performed activities characterized by very segmented processing of materials and an orientation to office work. They had decidedly liberal working conditions and wide latitude to organize their own, albeit narrowly circumscribed, sphere of work, but they had little opportunity for advancement or material gratification. Nevertheless, their intrinsic motivation was high. Regardless of work climate, the scope for action by the managers in the study was severely restricted by structural factors (rigid work systems, public service) and budgetary constraints (low level of investment). Ultimately, the study is a call to change the paradigm of the way in which contemporary functional management activity is understood in the field of research libraries and related service areas. It is essential for managerial competence to be grasped as a blend of technical, managerial, and social expertise. The implications for both research management and practice in libraries in general are that social competencies and skills for perceiving and performing managerial functions should be systematically developed in a professional manner, made part of basic and advanced training, and routinely practiced in research libraries.

Der Bedarf an unselbständiger Literatur hat sich, auch durch die Etablierung der Online-Form, verändert und vergrößert. Aktuelle Versuche dem umfassenden Bedarf des wissenschaftlichen Lesers durch Paketlizenzierung von Subskriptionszeitschriften und Bündelung der Interessen in Konsortien zu begegnen, sind nicht ausreichend. Die Open-Access(OA)-Initiative, mit dem Konzept der freien Veröffentlichung von wissenschaftlichen Publikationen, sollte hier die Lösung sein. Vor diesem Hintergrund wird in der vorliegenden Arbeit geprüft, inwiefern deutsche Wissenschaftliche Bibliotheken OA-Publikationen im Angebot des Zeitschriftenmanagement berücksichtigen. Wesentlicher Gegenstand zur Beantwortung der Forschungsfrage sind die Ergebnisse einer weltweiten Online-Befragung von 358 Mitarbeitern des Zeitschriftenmanagements sowie 18 Verlagsvertretern. Diese erfolgt nach theoretischer Analyse des Marktes der wissenschaftlichen Subskriptionszeitschriften und des (Nullpreis-)Marktes von OA-Publikationen sowie der Strukturen des Zeitschriftenmanagements und der OA-Initiative. Passivität und Unsicherheit prägen im Ergebnis den Umgang von OA-Publikationen im Zeitschriftenmanagement, vor allem in Deutschland. Jedoch wirkt das universitäre Umfeld allgemein und besonders in Nordamerika und Großbritannien deutlich förderlich. Jedoch wird deutlich, dass OA kein Geld spart, sondern die Zugangsentscheidung an Autoren verschiebt, während die Übernahme der finanziellen Verantwortung (noch) unklar bleibt. Um eine umfassende Bedarfsdeckung zu erreichen, sind OA-Publikationen notwendig wie sinnvoll. Für eine weitere Berücksichtigung im Zeitschriftenmanagement Wissenschaftlicher Bibliotheken müsste sowohl dezidierter auf die Publikationskulturen der einzelnen Fachgebiete eingegangen sowie auch interne und einrichtungsübergreifende Prozesse und Standards geschaffen werden. / The need for academic journals and articles changed and increased, amongst other things, due to the successful establishment of online editions. Current attempts to meet the extensive need of the academic reader with bundling journals in packets and interest in consortia, are insufficient. The Open Access (OA) initiative with the concept of free academic publications should have been the solution to the financial limits of the libraries. Given this context the present study identifies if and how German academic libraries consider OA publications in their journal management. One of the key items to answer this research question is the comparative evaluation of a worldwide online survey with 358 library journal managers and 18 representatives of academic publishers. This survey was developed on the basis of a theoretical analysis of the market of academic subscription journals and the (‘zero price’) market of OA publications as well as the structures of journal management and the OA initiative. The key finding of this study are that passivity and uncertainty characterize the handling of OA publications in journal management, especially in Germany. On the other hand university environments in general and particularly in North America and Great Britain are supportive. The gaps in literature supply from readers’ perspective seem not to be big enough to change the established structures interdisciplinary. In addition, it is evident that OA doesn’t save money at all. OA is just switching the access decision from libraries to authors, while the assumption of the financial responsibility stays unclear. OA publications are necessary and useful to satisfy the needs of the academic readers. But for an ongoing consideration in journal management, academic libraries have to analyze the publication culture of the subject disciplines in more detail while at the same time create internal and inter-institutional processes and structures.

Background: The goal for brand building is to build for the long-term profitability and strengthening of brand equity. A way to build brand equity is to implement social media marketing, where so-called influencer marketing can be used. Influencer marketing is adopted as consumers have found ways to avoid advertisements and choose who they would like to follow on social media. For this study, perceived quality and brand loyalty were found to be relevant brand equity dimensions, when studying influencers’ characteristic. Purpose: The purpose of this thesis is to explain the relationship of influencers’ characteristics with perceived quality and brand loyalty. Methodology: This study applied an explanatory purpose with a deductive, quantitative research approach, and cross-sectional research design to test a developed conceptual model based on six hypotheses. The data collection was done through a self-administered questionnaire distributed online, which received 175 valid responses. Findings: The suggested model was found significant, where influencer’s Authenticity explained 16.5% of Perceived Quality and Trustworthiness 13% of Brand Loyalty. However, Trustworthiness and Relatability relationship with Perceived Quality, and Relatability and Authenticity relationship with Brand Loyalty were rejected. Conclusion: The thesis provides a model with the accepted hypotheses and an insight on influencers’ characteristics’ relationship with perceived quality and brand loyalty. Finally, there are implications for the research community and managers about how to utilize the findings and the contribution of these.

Submitted by Programa de P?s-Gradua??o Engenharia El?trica (ppgee@ifpb.edu.br) on 2018-03-27T13:16:45Z No. of bitstreams: 1 36- Giulliana Karla Lacerda Pereira de Queiroz - AN?LISE DIN?MICA N?O LINEAR E AN?LISE DE QUANTIFICA??O DE RECORR?NCIA APLICADAS NA CLASSIFICA??O DE DESVIOS VOCAIS.pdf: 2447855 bytes, checksum: 4d6f1915d45e04e18c97b0d760f5a8ae (MD5) / Approved for entry into archive by Alex Sandro R?go (alex@ifpb.edu.br) on 2018-04-05T19:22:26Z (GMT) No. of bitstreams: 1 36- Giulliana Karla Lacerda Pereira de Queiroz - AN?LISE DIN?MICA N?O LINEAR E AN?LISE DE QUANTIFICA??O DE RECORR?NCIA APLICADAS NA CLASSIFICA??O DE DESVIOS VOCAIS.pdf: 2447855 bytes, checksum: 4d6f1915d45e04e18c97b0d760f5a8ae (MD5) / Made available in DSpace on 2018-04-05T19:22:26Z (GMT). No. of bitstreams: 1 36- Giulliana Karla Lacerda Pereira de Queiroz - AN?LISE DIN?MICA N?O LINEAR E AN?LISE DE QUANTIFICA??O DE RECORR?NCIA APLICADAS NA CLASSIFICA??O DE DESVIOS VOCAIS.pdf: 2447855 bytes, checksum: 4d6f1915d45e04e18c97b0d760f5a8ae (MD5) Previous issue date: 2018-03-27 / PRPIPG - IFPB / Disfonia representa qualquer dificuldade na emiss?o vocal que prejudique a produ??o natural da voz. T?cnicas de processamento digital de sinais v?m sendo empregadas como ferramenta auxiliar na avalia??o de desvios vocais, trazendo maior conforto ao paciente. Algumas medidas n?o lineares, baseadas na teoria do caos, foram empregadas,neste trabalho, em conjunto com medidas de quantifica??o de recorr?ncia para a an?lise discriminativa destes desvios. Dois estudos de caso foram realizados nesta pesquisa. No caso 1 foi feita a discrimina??o de vozes adultas saud?veis e desviadas (rugosidade, soprosidade e tens?o) e no caso 2 foi avaliada a discrimina??o da intensidade dos graus dos desvios vocais de vozes adultas (Grau 1-voz normal, Grau 2 - voz considerada com desvio leve e Grau 3 - voz considerada com desvio moderado). As caracter?sticas da an?lise din?mica n?o linear empregada no processo de classifica??o foram a Dimens?o de Correla??o e o Primeiro M?nimo da Fun??o de Informa??o M?tua. As medidas de quantifica??o empregadas foram o Determinismo, a Entropia de Shannon, o Comprimento M?dio das Linhas Diagonais, o Comprimento M?ximo das Linhas Verticais e a Transitividade. O Passo de Reconstru??o tamb?m foi utilizado no processo de classifica??o. Por meio dos testes estat?sticos, foi avaliado o potencial de cada caracter?stica em discriminar os tipos de sinais de voz considerados. Foi utilizada a rede neural MLP (Multilayer Perceptron), com o algoritmo de aprendizado supervisionado Gradiente Conjugado Escalonado (SCG), no processo de classifica??o. Avaliando o desempenho do classificador utilizando as medidas, de forma individual e combinada, foram obtidos, como melhores resultados, uma acur?cia m?dia de 91,17% na distin??o entre as vozes saud?veis e soprosas com as medidas Transitividade e Passo de reconstru??o. Com rela??o ? discrimina??o entre a intensidade dos graus dos desvios, obteve-se uma acur?cia m?dia de 94,5% entre os Graus 1 e 3, com a combina??o das medidas Determinismo, Entropia, Transitividade, Primeiro M?nimo da Fun??o de Informa??o M?tua e o Comprimento m?ximo das linhas verticais. Os resultados encontrados, nesta pesquisa, indicam que as medidas n?o lineares, baseadas na teoria do caos, com as medidas de quantifica??o de recorr?ncia foram eficientes para detectar a presen?a e o grau dos desvios vocais, podendo ser empregada em m?todos de avalia??o, triagem e monitoramento vocal.

In the theoretical part, the thesis focuses on terms related to the strategy of a company and on possibilities and methods used in the analysis itself. The main goal of the practical part of the thesis is to find, if the sales problems and interconnected decline in revenues in a company KSB, spol. s r. o, are caused by competitors and custormes, which is the opinion of its management. To solve the problem I used Porter's Five forces model, which includes other forces (supliers, new entrants and substitutes), that could also play a part in the aforementioned negative situation.

Background: Influencer marketing is a rather new marketing strategy where companies use influencers to promote their products and services on their own social media platforms. Previous studies have shown that companies use influencer marketing for creating purchase intentions for the consumer, whereas other studies have indicated three different characteristics of an influencer, authenticity, attractiveness and trustworthiness, that are important to possess in order to be able to influence its followers, which is why this study wanted to do a combination of these types of studies. Purpose: The purpose of this study is to explain the relationship between influencers’ characteristics and consumers’ purchase intentions. Methodology: This quantitative study used a deductive approach and had an explanatory purpose, along with a cross-sectional research design. This study also presented a new model, including three hypotheses that assumed a positive relationship between the characteristics of an influencer and consumers’ purchase intentions. In order to collect data, a questionnaire was shared online, both through a convenience sampling technique and a snowball sampling technique, which resulted in 195 responses that passed the qualification questions. Findings: Two of the hypotheses within the proposed model were rejected, which meant that Authenticity and Attractiveness of an influencer did not show to have a positive relationship with consumers’ purchase intentions. Hypothesis 3 (H3) was however accepted, and it was shown that 14,8 % of consumers’ purchase intentions is explained by influencers’ Trustworthiness.   Conclusion: This study contributes with the theoretical implications that there is a relationship between the characteristic Trustworthiness of an influencer and consumers’ purchase intentions, along with the managerial implications which helps companies and marketers to know what characteristics to look for in an influencer when they want to create purchase intentions for consumers. Keywords: Attractiveness of an influencer; authenticity of an influencer; influencer characteristics; influencer marketing; influencers; purchase intentions; social media; trustworthiness on an influencer.

A common method for colleges and universities experiencing a transition between permanent presidents is to employ an interim president. A dominant perspective in related literature discussing the role, organizational value, and practices regarding the employment of an interim president has been based upon specific experiences of an institution or individual who had endured or fulfilled an interim presidency; absent, have been the insights of experienced interim presidents-individuals who have been a permanent president at least once and interim president multiple times at different institutions. Therefore, this research answers the following two questions: (a) what are the perspectives and insights of individuals who have been a permanent president at least once and interim president multiple times at different institutions pertaining to the role, organizational value, and practices regarding the employment of an interim university president, and (b) how do their perspectives and insights complement or differ from common beliefs and practices dominating related literature pertaining to the role, organizational value, and practices regarding the employment of an interim university president?