Jamie Lee Gloor, Tyler Okimoto, Anja Feierabend, Bruno Staffelbach, Young women are risky business? The “Maybe Baby” effect in employment decisions, In: Academy of Management. 2015. (Conference Presentation)
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Martin Guidali, Vetternwirtschaft (Nepotismus) in Familienunternhemen , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
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Julia Lötscher, Einfluss von kollektiven Kündigungn auf verbleibende Mitarbeiter, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
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 Anja Gähwiler, Employer Branding , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
The purpose of this bachelor thesis is to analyse the importance of the two concepts
internal and external perception of the employer brand. KMPG serves as an example for this
analysis. In the first part, the functions of the employer brand and especially the relationship
between internal and external perception of the brand within the concept of identity-oriented
brand management will be examined by doing literature research. Results emphasise the
match of internally experienced employer brand and employer image to allure new employees
and to keep them. In the second part, the internal and the external perception of KPMG as an
employer is empirically analysed with the help of data from surveys as well as interviews.
This thesis shows that the internal experienced employer brand and employer image of
KPMG as an employer overlap in many areas. Furthermore, KPMG differs only little from its
closest competitors. Based on this analysis, practical follow-up action is recommended for
strengthening KPMG’s employer brand concerning strengths, differences between internal
perception and employer brand and chances to differentiate.
Key Words: Employer Branding, Identity-oriented Brand Management, HR Marketing,
Employer Brand, Employer Image, KPMG Switzerland |
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Natascha Moser, Schlafenzug und Schlafprobleme: Betriebliche Konsequenzen und Gegenmassnahmen , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
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Sandra Rothenfluh, Women and Workplace Incivility, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
Incivility, disrespectful and uncivil behaviour at work has considerably increased over the last years. Research found that already mild forms of misbehaviour negatively influence the organisation and its employees. Furthermore, research revealed that specific social groups such as women and minorities are often confronted with uncivil behaviour. Within the scope of this bachelor thesis a review of literature on the so called “selective incivility” will be summarised. Initially, a general understanding of incivility is provided in order to further describe detailed gender specific aspects of incivility. Against this background, the interpersonal phenomenon at work will be presented and involved parties will be analysed. Subsequently, consequences of incivility for the organisation and in particular for female employees will be presented. Finally, strategies to curtail incivility in a proactive and in a reactive way and how to create a comfortable work environment will be suggested. |
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Livia Zehner, Kultur als Einflussfaktor auf die Karriereorientierung, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
Directing one’s individual occupational career can be considered as an important step of a
professional life. There are a lot of different aspects which influence an individual’s career
direction, one of the most influential being the national culture. However, in the field of career
research, there has not been done much research about the impact of national culture on
career orientation. Therefore, the aim of this paper is to establish a research model in order to
analyse how national culture affects a person’s career orientation. Based on a theory from the
field of cultural research, a research design will be developed, different cultures will be compared
with each other and the impact of culture on career orientation will be analysed. Furthermore,
career orientation for western and eastern Europe will be defined. This paper focuses
on two main career orientations; the traditional and the new career orientation. With regards
to the new career orientation, the protean career will be chosen and be set opposite to
the traditional career.
Keywords: career orientation, traditional career, protean career, national culture, cultural
value orientation |
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Matthias Keller, , Internes und externes Employer Branding von VETtrust - Ansätze zur Verbesserung der Mitarbeiterzufriedenheit und der Attraktivität auf dem Arbeitsmarkt , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Master's Thesis)
As a result of the increasing competition for qualified human resources employer branding has become an important issue for economic research and business practice. Em-ployer branding focuses on increasing the attractiveness of a firm as an employer in order to improve employee recruitment and retention. In this master thesis, employer branding and its interdependencies have been explained by using theories on employer signaling, psychologi-cal contract and social identity. Using the example of a small Swiss veterinary medicine com-pany called VETtrust, an employer branding survey has been conducted with potential and current employees of the firm. Based on the results, this master thesis provides an approach, how VETtrust can enhance its employer satisfaction and its attractiveness on the labour mar-ket by improving its work related offerings, by developing a clear employer brand and through communication of its strength as an employer. |
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Anika Berens, The effect of organizational support and leadership on employees’ well-being, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
This thesis examines the influence of perceived organizational support (POS) and leadership
on employees’ well-being and additionally the interrelation of the two constructs regarding
their well-being.
High POS was found to be positively related to employees’ well-being, whereas leadership
showed mixed results depending on definition. High perceived supervisor support, Leader-
Member-Exchange relationships and transformational leadership style affects employees’
well-being positively, whereas transactional leadership is mostly experienced negatively by
employees. However transactional leadership shows a positive relation to employees’ wellbeing.
Laissez-faire leadership has been found to have no relation and bad leadership a
negative relation with employees’ well-being. Moreover researchers found a positive
interrelation between POS and leadership and evidence for potential substitute effects.
As research about the interrelation of POS and leadership lacks depth, it should be further
explored. In practice organizations should invest more energy in the dominating source of
support depending on the output they intend to enhance.
Keywords: organizational support, leadership, supervisor support, leader-member-exchange,
well-being |
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Fabian Meier, Der Einfluss von Leistungsprämien auf das organisationale Commitment und die Rolle von Neid, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
This thesis is concerned with the influence of pay for performance (PFP) on the organizational
commitment and the role of envy. To allow the development of envy, a social comparison has to
yield a negative result. As PFP necessarily leads to one side winning while the other one loses, it
constitutes ideal conditions for the growth of envy. The outcome then differs depending on the
subject’s expectations for the future – a positive outlook will give rise to benign, a negative one to
malicious envy. Malicious envy has been shown to reduce organizational commitment. The consequences
of benign envy, on the other hand, have not yet been researched. Several studies have
concluded that the absence of PFP is directly linked to a decrease in organizational commitment,
others, however, indicate that this decrease only occurs if prospects for the future are damaged.
Furthermore, the paper addresses the factors that influence the effects of PFP on organizational
commitment if all staff is being analyzed. In the last part, we examine different recommendations
on how to increase organizational commitment.
Keywords: Pay for performance, organizational commitment, envy, social comparison. |
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Alexandra Chillag, Vetternwirtschaft bestmöglich nutzen: Zur Wirkung von HR-Praktiken auf die Beziehung zwischen Vetternwirtschaft und Performance von Familienunternehmen , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
In several European countries family businesses account for over half of all companies. Nepotism
plays a crucial role for these family firms, since without this practice families would lose
control over their own businesses. Unfortunately nepotism also carries negative connotations
and the few statements of science are across-the-board. This paper tries to examine the effect
of nepotism on firm performance based on three theories: principal-agent-theory, transaction
cost theory and social capital theory, which results in more differentiated findings. For small
family businesses in an industry that is not knowledge-intensive (little importance of industry
specific knowledge) nepotism has predominantly positive effects on performance. However
family businesses in whose respective industry tacit knowledge is of less importance won’t
profit as much. HR-practices play an important role in this context, as they can influence the
effect of nepotism on the performance of family businesses. At the end of this paper specific
suggestions for suitable HR-practices concerning nepotism are presented. |
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Salome Zellweger, Training und Mitarbeiterfluktuation: Eine empirische Studie mittels CRANET Datensatz, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
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Seraina Albrecht, Positive und negative Effekte des Talent Management auf nicht-nominierte Mitarbeitende, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
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Sara Fallegger, Talent Pool als Talent Schmiede? Tücken und Chancen der Mitarbeiterentwicklung in Talent Management Programmen, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
Talent Management does not only increasingly gain attention in companies but also in science. In the context of Talent Management, employees are trained to meet the demand for outstanding employees, the so called talents, to increase firm performance and create competi-tive advantage. For this purpose, many companies build up a talent pool without knowing its potential effects on the development of the employees. Science has not yet explored these ei-ther. Therefore, this present thesis pursues the question about the effect from the talent pool on the employee development in form of a literature review. Several theories and concepts from the field of social psychology offer a profound insight in the possible impacts of talent pools. The thesis deals with self-fulfilling prophecies, with social comparisons and exchanges as well as with social capital and information flow. From this it follows that various effects, both pos-itive and negative, from the talent pool on the employee development are possible. To test the established hypotheses, this thesis presents a research design.
Keywords: Talent Management, talent pool, employee development |
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Manuela Christina Morf, Anja Feierabend, Bruno Staffelbach, Unintended Effects of Removing Tasks: Linking task variety to counterproductive work behavior., In: Annual 15th European Academy of Management Conference,. 2015. (Conference Presentation)
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Anna Sender-Jedrzejewska, Bruno Staffelbach, When colleagues leave: A multi-level study on individual job embeddedness and innovative work behavior , In: 2015 European Academy of Management Conference. 2015. (Conference Presentation)
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Laura Coccia, Money vs. Morals: Effectiveness of Strategies to Increase Gender Diversity in Leadership, University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
Leadership positions in companies are still occupied mainly by men. This unbalanced distribution between men and women is a hot discussed topic not only in academic literature but also in daily newspapers, magazines and journals. The present thesis investigates strategies to convince organizations and their leaders to increase gender diversity in leadership. Two main strategies are defined. The first strategy, called the business case, states that enhancing the share of women in leadership leads to better firm performance. The moral case, the second strategy, is an argument of justice by stating that hiring more women in order to equalize society is the morally correct thing to do. Legal requirements such as imposed quotas by the state and forced disclosure of gender relevant data are also considered a way to make companies enhance the share of women in leadership. This is an argument to interpret them as a third case. Some economically significant organizations are analysed in regard to the cases being used. The effectiveness of the three cases is investigated and it is concluded that the effectiveness cannot be determined absolutely but depends on different circumstances. Further it is argued why the third case finally is not considered a proper case on its own, but if it were, it would be the most effective one.
Keywords: gender diversity, leadership, business case, moral case |
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Lea Aebischer, Soziale Unterstützung als Einflussfaktor auf den Erfolg des Talents , University of Zurich, Faculty of Economics, Business Administration and Information Technology, 2015. (Bachelor's Thesis)
The present bachelor thesis researches the influence of social support on the success of a talent.
A variety of theories and theoretical and empirical findings have been consulted to extrapolate
hypotheses. These hypotheses have been analyzed through three interviews from
practice.
It was found that the support of the superior has an important influence on the success of a
talent. The importance of the superior support is shown by the increased support of the employees,
which have an additional effect on the talents achievement. Literature and practice
agree on the significance of the co-workers’ encouragement toward the success of a talent.
Furthermore recommendations have been developed explaining how to implement correct
forms of support. Thereby it is important to pay attention to working atmosphere. Other components
such as communication, time and form of support are essential.
Keywords: Talent Management, superior support, co-worker support, success |
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Anna Sender-Jedrzejewska, Das Geschlecht beeinflusst die Lohnpräferenz, HR-Today (6), 2015. (Journal Article)
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Andreas Schmid, Heidi Bodenmann, Nepotism in Family Businesses: Boon or Bane? The Moderating Role of Nepotism in the Relationship Between Social Capital and Family Business Performance., In: 11th Workshop on Family Firm Management Research. 2015. (Conference Presentation)
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