Contributions published at Human Resource Management

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The present study investigates how tenure affects the relationship between restructuring and employees` intentions to quit. Based on theoretical work and research results, distinct effects of restructuring on employees` intentions to quit were developed. In a following step, those effects were tested against the background of the influence of tenure. To test the theoretically derived hypotheses, data provided by the Swiss Human-Relations-Barometer 2012 was used. The empirical analysis was able to show the following effects: Restructuring leads to higher levels of employees` intentions to quit. Furthermore, the analysis was able to provide evidence for a connection between restructuring and the break of the psychological contract, but not between restructuring and employee empowerment. Additionally, there exists evidence for ten-ure as a moderator, influencing the relationship between the break of the psychological contract and employees` intentions to quit as well as the relationship between employee empowerment and employees` intentions to quit.

Unternehmer werden oftmals als charismatisch charakterisiert. Überdies gilt das Charisma in praktischen Ratgebern als unternehmerisches Erfolgsrezept. Diese Masterarbeit eruiert, ob Unternehmer gemäss der wissenschaftlichen Literatur charismatische Eigenschaften aufwei-sen und ob stark ausgeprägte charismatische Eigenschaften den unternehmerischen Erfolg positiv beeinflussen. Die erstgenannte Frage wird anhand eines Vergleichs der Eigenschaften der charismatischen Führungsperson mit den Eigenschaften des Unternehmers beantwortet. Dabei wird in der Führungs- und der Unternehmerliteratur recherchiert. Der Vergleich zeigt einen grossen Überlappungsbereich auf, woraus geschlossen wird, dass Unternehmer tatsäch-lich charismatische Eigenschaften aufweisen. Angesichts der unternehmerischen Tätigkeiten und der damit einhergehenden Umweltcharakteristiken werden acht Thesen über den Zusam-menhang aufgestellt, wie charismatische Eigenschaften zum unternehmerischen Erfolg beitra-gen. Somit wird gezeigt, dass stark ausgeprägte charismatische Eigenschaften den Erfolg des Unternehmers positiv beeinflussen.

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When the government and companies invest in childcare, both do it with good intentions. While politicians have the intention of enhancing fertility and well‐being of families, employers expect positive responses from working parents based on the norm of reciprocity. Since industrialized countries increase public family support year by year, the question arises as to whether this may trigger unanticipated consequences. If both the state and companies invest in substitutive services, they might unintentionally spark competition. Therefore, the aim of this study is to examine whether public childcare may “crowd out” the reciprocity effects of corporate childcare on working parents. In Switzerland, state family policies vary among the 26 cantons, so we are able to compare cantons with a high and low number of cantonal childcare services. Using survey data taken from 414 working parents living in different Swiss cantons, we examined whether public childcare affects organizational‐related responses of working parents. First, our results support the expected level of reciprocity: working parents in companies with their own childcare services show higher organizational commitment than parents in companies without this support. Second, we find evidence for a crowding‐out effect: in family‐supportive cantons with numerous public childcare services, working parents’ commitment to companies with their own childcare services is lower than in less family‐friendly cantons. This finding reignites an old economic debate on the crowding out of voluntary private investments due to governmental policies