bluuebunny/crossref_metadata_2025 huggingface dataset:
Health-Relevant Leadership Behaviour: A Comparison of Leadership Constructs
Authors: Gregersen Sabine , Vincent-Höper Sylvie , Nienhaus Albert
Published: February 2016

There is empirical evidence that leadership behaviour is related to employee well-being. Most studies have analysed the relation between individual leadership constructs and indicators of employee well-being. There has been no systematic comparison of different leadership constructs with respect to their impact on different indicators of employee well-being within the same sample. The aim of our study was therefore to compare different leadership constructs with respect to their relation with indicators of positive and negative employee well-being. The sample consists of 1,045 health care workers. We conducted relative weight analyses and hierarchical regression analyses in order to identify the best leadership predictor for employee well-being. Our analyses reveal that leader-member exchange best predicts most of the well-being indicators and that the other leadership constructs fail to add substantial additional variance. Our findings advance the understanding of how leaders can enhance employee well-being and provide implications for research and practice.
The Impact of Health-Oriented Leadership on Follower Health: Development and Test of a New Instrument Measuring Health-Promoting Leadership
Authors: Franke Franziska , Felfe Jörg , Pundt Alexander
Published: February 2016

Based on previous research on leadership and follower health, three questions need to be answered or clarified. These questions refer to what health-specific leadership behavior is, whether motivational and cognitive aspects provide information beyond such behavior, and what role followers play in the leadership-health link. We introduce a new concept and measure of Health-oriented Leadership (HoL). This concept combines leaders' health-specific orientation towards followers (StaffCare; i.e., health behavior, health awareness, and value of health) and followers' health-specific attributes toward themselves (SelfCare). We present tests of construct and criterion validity from two field studies. The findings of Study 1 (N = 535) provide evidence for the construct validity of the HoL instrument. Study 2 (N = 383) examined the impact of StaffCare and SelfCare on follower health. As hypothesized, StaffCare as health-specific leadership is related to followers' state of health, irritation, health complaints, and work–family conflicts. These effects were shown independently from transformational leadership indicating incremental validity. Moreover, the relationship between StaffCare and these outcomes is mediated by followers' SelfCare. The findings contribute to a more comprehensive picture of ways in which leaders can promote follower health by (a) engaging in StaffCare and (b) fostering followers' SelfCare.
Processes through Which Transformational Leaders Affect Employee Psychological Health
Authors: Walsh Megan , Dupré Kathryne , Arnold Kara A.
Published: February 2016

This study investigates the processes through which transformational leaders influence employee psychological health. The results indicate that employees' perceptions of justice of the organization and psychological empowerment mediate the positive relationship between transformational leadership and psychological health. This study supports the notion that transformational leadership influences individuals' perceptions of organizations, as well as individuals' perceptions of themselves, which ultimately has implications for individual well-being.
Strategische Orientierung und Gehaltsstrukturen von Personalleitenden
Authors: Armbrüster Thomas , Schüller Katharina
Published: February 2016

Seit etwa einem Jahrzehnt wird von einem Wandel im Tätigkeitsfeld Personalmanagement in Richtung eines zunehmenden strategischen Einflusses in Organisationen gesprochen. Als Berufsfeld ist Personalmanagement jedoch noch empirisch wenig erkundet. Aus humankapitaltheoretischer Sicht sind zur Analyse eines Berufsfelds insbesondere solche Untersuchungen von Bedeutung, die individuen- und betriebsspezifische Einflüsse auf Gehälter analysieren. In diesem Artikel untersuchen wir einen dafür geeigneten Datensatz, der im Rahmen einer Online-Befragung von Personalmanagern erhoben wurde. Auf theoretischer Ebene argumentieren wir, dass in Anbetracht des Wandels im Tätigkeitsfeld Personalmanagement außer individuen- und betriebsspezifischen Einflussfaktoren auch die Tätigkeitsauffassung (strategisch versus operativ) zu berücksichtigen ist. Empirisch zeigt sich mittels einer Dekomposition der Lohngleichungen, dass sich Gehaltsdifferenzen zwischen strategischen und operativen Tätigkeitsauffassungen teilweise auf unterschiedliche Humankapitalausstattungen, mehr jedoch auf betriebsspezifische Merkmale zurückführen lassen. Wir diskutieren diese Ergebnisse im Lichte der Humankapitaltheorie und bisheriger empirischer Studien und formulieren Empfehlungen für die Praxis.
Interpretationen und Rekonstruktionen einer Arbeitgebermarke durch unternehmensexterne Stakeholder: Eine explorative Studie
Authors: Auer Manfred , Edlinger Gabriela , Mölk Andreas
Published: February 2016

Im vorliegenden Beitrag untersuchen wir die organisationsexternen Deutungen einer Arbeitgebermarke vor dem Hintergrund eines interpretativen, relationalen Verständnisses von Branding. In einer explorativen Studie auf der Basis von 16 semistrukturierten Interviews mit potentiellen BewerberInnen und Employer Branding-ExpertInnen zu den Arbeitgebermaterialien von Daimler leiten wir folgende zentrale Rekonstruktionen ab: Arbeitgebermarke als wirksames HRM-Steuerungsinstrument, als bewerberseitiger Vorselektionsprozess, als Residualkategorie und als legitimierendes HRM- und Marketinginstrument. Diese Rekonstruktionen sind das Produkt eines komplexen Zusammenspiels von Employer Branding-Materialien, individuellen Merkmalen, gesellschaftlichen und organisationalen Diskursen sowie unterschiedlichen Informationskanäle. Insgesamt zeigt sich, dass Employer Branding nicht als ein funktionaler Darstellungs- und Bestimmungsvorgang, sondern als ein interaktiver, mehrdeutiger und ambivalenter Konstruktions- und Kommunikationsprozess des Images eines Arbeitgebers zu verstehen ist.
Instrumental Leadership: Extending the Transformational-Transactional Leadership Paradigm
Authors: Rowold Jens
Published: February 2016

Although the transformational-transactional leadership paradigm is successful in explaining considerable portions of variance in organizationally relevant outcome criteria, recent critiques emphasized that this paradigm might be incomplete. Thus, Antonakis and House (2002) suggested that instrumental leadership might extend the transformational-transactional leadership paradigm and allow for a more detailed and realistic description of the leadership phenomenon. The present study is the first to test – among basic aspects of construct validity – the prognostic validity of instrumental leadership with regard to performance and job satisfaction. Results from three independent empirical studies revealed that four dimensions of instrumental leadership (i.e., Environmental Monitoring, Strategy Formulation, Path-Goal Facilitation, and Outcome Monitoring) can be distinguished. As for concurrent validity, Environmental Monitoring and Path-Goal Facilitation were related to job satisfaction. This result was obtained while controlling for transformational, transactional, and laissez-faire leadership, lending support for the incremental validity of instrumental leadership. With regard to the predictive validity, Environmental Monitoring, Strategy Formulation, and Path-Goal Facilitation (assessed at T1) were related to subsequent objective performance (assessed at T2) in a second study. Finally, in a third study, Path-Goal Facilitation (T1) was associated with subsequent job satisfaction and affective commitment (both T2). Overall, these results demonstrate that potentially, instrumental leadership is a valid extension to the transformational-transactional leadership paradigm.
Greedy and Selfish? Differences in Fairness Preferences of Prospective Lawyers and Managers
Authors: Mertins Vanessa , Warning Susanne
Published: February 2016

The question of whether lawyers and managers behave selfishly or fairly has inspired discussion for a long time. Empirical evidence, however, is sparse. Using data from an experiment with 359 law and business administration students, we investigate this question empirically and provide first evidence. Our results suggest that law students and business students behave reciprocally, but the degree of reciprocity is higher for lawyers. Surprisingly, it is not university education that makes business students more selfish: candidates seem to undergo a self-selection process before they begin their studies.
Coping with Demographic Change in Job Markets: How Age Diversity Management Contributes to Organisational Performance
Authors: Bieling Gisela , Stock Ruth Maria , Dorozalla Florian
Published: February 2016

Demographic shifts are altering job markets in developed countries. A steady increase in the average age of employees and a decline in the number of young, qualified workers have intensified the war for talent, resulting in highly competitive and dynamic job markets. Using resource dependence theory, this study investigates how organisations respond to such challenges. An investigation of a sample of 153 German companies provides support for the hypotheses that HR managers implement age diversity management in both appraisal and compensation practices as a response to competitive job markets which, in turn, contributes to organisational performance.
Human Resource Management in Professional Services Firms: Too Good to Be True? Transcending Conflicting Institutional Logics
Authors: Bévort Frans , Poulfelt Flemming
Published: February 2016

Why is it that HR specialists appear to have difficulty applying their knowledge, systems and techniques in a systematic way when it comes to professional services firms (PSFs) – particularly when the drivers for developing powerful HRM practices within such businesses seem more pressing than ever? This paper analyzes the ways HR specialists and PSF managers/partners differ in their understanding of organizations and their management. The analysis supports the argument that, while HR specialists and the discipline of HRM are governed by bureaucratic logic in their approach to management, PSF managers by contrast are driven by professional logic. This creates a number of subtle as well as explicit tensions and disconnects that will have to be tackled if the practices of HRM are to prevail in PSFs. This paper contributes to HRM literature as well as institutional theory, by applying an analysis of institutional logics to HRM practice in PSFs. The paper builds on interviews with five HR managers who have held positions in PSFs, as well as a longitudinal case study of PSF managers in one of the ‘Big Four’ accounting firms. The paper offers a number of tentative proposals around how HRM and PSFs might transcend the described gulf between the two approaches to management.
Managing Knowledge Integration: Balancing Professional and Managerial Logics in an Engineering Consulting firm
Authors: Ollila Susanne , Styhre Alexander , Werr Andreas
Published: February 2016

Integrating professional expertise in professional service firms (PSFs) is a key strategic challenge in the contemporary economy and individual firms. Previous research has pointed out that the governance of key aspects of PSFs, including knowledge integration, is shifting from a professional to a managerial logic, a shift that is often pictured as conflict laden based on the incompatibility of the two logics. Based on a study of knowledge integration in an engineering consulting firm, the current paper shows how managerial and professional logics interplay in shaping knowledge integration practices. We identify both aspects in which the logics reinforce each other in enabling knowledge integration and tensions that threaten knowledge integration. We conclude that the professional logic is a key driver of knowledge integration, but that the managerial logic, including its formal HR practices, may support knowledge integration through secondary effects if applied in a thoughtful way.
Herding Cats – Future Professionals' Expectations of Attractive Employers
Authors: Bullinger Bernadette , Treisch Corinna
Published: February 2016

Professionals, like business consultants, have been described as crucial for modern knowledge-intensive organizations, but they are not always thought to be easy to manage or to attract. This might be due to a need for autonomy and commitment that is aimed more at the profession than at their employer. For their recruitment it is thus important for modern organizations like professional service firms (PSFs) to know what expectations applicants who are future professionals have regarding human resource (HR) principles and programmes. We refer to the institutional logics perspective to gain insights whether, in the context of PSFs, applicants' expectations are associated with the logic of the profession, the corporation or the family. This article describes a discrete choice experiment conducted to analyse the influence of HR attributes in job advertisements used by PSFs to attract business management students. We use a hierarchical Bayesian analysis to carry out the conjoint analysis, as it enabled us to measure the relative importance of attributes on an individual level. The results show that first required job-related attitudes and then company and job description are the most important features of a job advertisement. Our study also indicates that future professionals simultaneously draw on different institutional logics when deciding which employer is attractive.
State-of-the-Art and Future Directions for HRM from a Paradox Perspective: Introduction to the Special Issue
Authors: Aust Ina , Brandl Julia , Keegan Anne
Published: February 2016

Managing HRM related tensions is a matter of practical and theoretical significance. Despite increasing interest among HRM scholars in understanding the nature of tensions in managing the employment relationship, attempts to explore these tensions that go beyond the mapping of dualities or naming of the negative aspects of tensions are somewhat rare. Furthermore, discussions on managing HRM tensions tend to be of limited value for practitioners due to their overly abstract nature contributing to what several commentators lament is a growing theory-practice gap in HRM research. This Special Issue aims to advance the discussion on tensions in HRM by drawing on a recent paradox perspective from organization theory. Along with the contributors to the Special Issue, we explore how a paradox perspective can support HRM researchers in a more systematic analysis of types of HRM paradoxes and tensions and in deepening awareness of practical strategies for coping actively and constructively with tensions. In this introduction to the Special Issue, we first provide a synthesis of the features of a paradox perspective and contrast it with previous research on tensions in organization theory and HRM. Next, we illustrate how a paradox perspective can be applied to analyzing HRM tensions presenting key examples of such analysis. We then introduce the contributions to this Special Issue all of which draw, albeit in different ways, on a paradox perspective on HRM. Finally, we explore opportunities for future research. In particular, we focus on the need to move from a duality perspective to a paradox perspective on HRM, on opportunities to explore the links between HRM, paradox and organizational sustainability and on the skills and capabilities needed for coping with HRM paradoxes both at individual and organizational/HRM levels.
The Right Strategy? Examining the Business Partner Model's Functionality for Resolving Human Resource Management Tensions and Discussing Alternative Directions
Authors: Gerpott Fabiola H.
Published: February 2016

A large number of organizations restructured their Human Resource Management (HRM) departments according to their interpretation of Ulrich's (1997) business partner model into strategic business partners, centers of expertise and shared service centers. I argue that this approach could gain widespread acceptance in organizational practice because of its functionality in addressing tensions inherent in HRM. I relate to paradox research and categorize contradictory HRM demands into tensions of (1) identity, (2) learning, (3) performing and (4) organizing. The implementation of the business partner model resolves these tensions in the short-term by addressing the opposing forces separately. Yet, these resolution strategies are not sustainable and threaten the long-term impact of HRM. I discuss the shortcomings of the business partner model and explore how organizational actors can reframe HRM work to embrace the multifaceted nature of HRM.
Delegating HR Work to the Line: Emerging Tensions and insights from a Paradox Perspective
Authors: Link Karin , Müller Barbara
Published: February 2016

Ambiguities and tensions are at the core of HR work. The successful management of tensions seems to be one of the key challenges in HRM, one that has moved even more to the forefront through ongoing processes of devolution where HR responsibilities are shifted to and beyond the line. Our qualitative case study in a retailing company aims at identifying tensions that emerge from delegated HR activities and decentralized responsibilities that are assigned to line managers. Our results reveal that line managers are confronted with tensions that emerge from a struggle between strict rules and regulations on the one hand and self-directed learning and performing of HR work on the other hand. Based on these results we examine the consequences of avoiding, ignoring, and suppressing possible conflict and tensions. These defensive responses reinforce tensions line managers have to deal with and lead to a deprofessionalization of HR work. By building on a paradox perspective the discussion of our results contributes to enhancing the understanding of the multifaceted issues with regard to line managers and the HR work they have to learn and to perform. Practical implications call for emphasizing training and development of HR expertise for line managers and for taking a more proactive approach towards tensions and paradox.
Lost in translation? The role of supervisors in lean production
Authors: Ingvaldsen Jonas A. , Benders Jos
Published: February 2016

Lean production is commonly associated with a small number of hierarchical layers – the lean organization is supposedly a flat one. The belief that ‘flatter is better’ appears to have become a truism in many academic and managerial circles. However, several empirical studies point to a completely different conclusion – namely that the prototypical supervisory hierarchy under lean production is characterized by narrow spans of control. This article reviews the empirical literature on the lean supervisors, and based on that, offers a functional analysis of the prototypical supervisory hierarchy. Findings suggest that narrow control spans support core practices of lean production, such as just-in-time, multi-skilling and, particularly, continuous improvement. Managers who implement lean production are discouraged from simultaneously pursuing de-layering of the supervisory hierarchy. Alternatively, they need to develop functional equivalents to fulfil ‘supervisory’ functions.
Works councils, quits and dismissals in Germany
Authors: Grund Christian , Martin Johannes , Schmitt Andreas
Published: February 2016

We examine the relationship between works councils and two different types of employment separation – dismissals by the firm and voluntary quits by employees. On the basis of representative data from the German Socio-Economic Panel, we find a negative relationship between works councils and both kinds of separation. This is particularly true for skilled blue collar as well as qualified white collar workers compared with employees in other job categories.
Der Einfluss von Unternehmensleitbildern auf die Arbeitgeberattraktivität: Eine Experimentalstudie
Authors: Ewerlin Denise , Köllges Julia , Ruhle Sascha , Süß Stefan
Published: February 2016

Studien zu den Einflussfaktoren der Arbeitgeberattraktivität zeigen, dass Bewerber zunehmend nicht-monetäre Aspekte bei der Beurteilung von potenziellen Arbeitgebern berücksichtigen. Nicht-monetäre Aspekte sollen unter anderem durch ein Unternehmensleitbild transportiert werden. Allerdings sind die Auswirkungen von Unternehmensleitbildern auf die Arbeitgeberattraktivität und die Bewerbungsabsicht bislang noch nicht untersucht worden. Der Beitrag reduziert diese Forschungslücke, indem auf Basis der Signaling-Theorie und des Person-Organization-Fit-Konzepts Hypothesen formuliert und experimentell geprüft werden. Es zeigt sich, dass Unternehmensleitbilder die Arbeitgeberattraktivität und die Bewerbungsabsicht beeinflussen, wobei vor allem kulturorientierte Komponenten von Leitbildern wirken. Der subjektiv empfundene Person-Organization-Fit mediiert die positive Wirkung des kulturellen Unternehmensleitbildes auf die Bewerbungsabsicht.
Der Zusammenhang zwischen betrieblichen Partizipationsmustern und dem werkvertraglichen Fremdpersonaleinsatz als personalwirtschaftlichem Flexibilisierungsinstrument
Authors: Herrmann Ralf
Published: February 2016

Der Fremdpersonaleinsatz auf der Basis von Werkverträgen ist ein verbreitetes Instrument einer arbeitsorganisatorischen Flexibilisierung und einer Externalisierung personalwirtschaftlicher Risiken. Der folgende Beitrag erläutert, inwiefern sich betriebliche Partizipationsmuster im Betrieb des Werkbestellers auf die Nutzung des werkvertraglichen Fremdpersonaleinsatzes auswirken. Die empirische Basis stützt sich auf insgesamt 33 offene Leitfadeninterviews mit personalpolitischen Entscheidungsträgern von 12 Unternehmungen unterschiedlicher Branchen in Deutschland. Dabei werden Ergebnisse aus der sozialwissenschaftlichen Forschung integriert. Es wird aufgezeigt, daß die Betriebsratstypologie nach Kotthoff auf das Problem des werkvertraglichen Fremdpersonaleinsatzes nicht anwendbar ist. Das Nutzungsmuster und die Dynamik des Fremdpersonaleinsatzes werden im wesentlichen von der Akzeptanz personalpolitischer Entscheidungsträger sowie von der Art der Konflikthandhabung zwischen Management und Betriebsrat neben rechtlichen und ökonomischen Rahmenbedingungen geprägt.
Men, Masculinities, Managements and Organisational Culture
Authors: Hearn Jeff , Collinson David L.
Published: February 2016

The social position of men, the critical study of management, and the theoretical and practical significance of organisational culture have all been the subject of extensive debates in recent years. In this article we review four main conceptual and theoretical ways of linking 'men' and 'masculinities' to debates on 'managerial and organisational culture'. These approaches are not mutually exclusive; rather they are ways of building up a more complex understanding of that relationship. Each is a commentary on both particular types of managerial and organisational cultures and particular analyses of managerial and organisational culture. The four approaches are as follows: taken-for-granted men's cultures; men's explicit domination of organisational cultures; men's domination of subtexts of organisational cultures; and the deconstruction of 'men and organisational culture'. The second of these approaches is focussed on in more detail drawing on empirical ethnographic research on personnel selection processes in UK private sector organisations. The article concludes with a brief discussion of the implications of this approach for future theory and practice.
Messung und Erfolgswirksamkeit transformationaler Führung
Authors: Geyer Alois , Steyrer Johannes
Published: February 2016

Diese empirische Studie untersucht die Beziehung zwischen transformationaler und transaktionaler Führung und deren langfristige bzw. kurzfristige Erfolgswirksamkeit. Das Führungsverhalten wird anhand des Multifactor Leadership Questionnaires (MLQ) gemessen, dessen psychometrische Qualität überprüft wird. Wir verwenden objektive Erfolgsindikatoren von Bankbetrieben, bei deren Herleitung situative Einflußfaktoren berücksichtigt werden. Wir finden Unterstützung dafür, daß die Erfolgswirksamkeit transformationaler über jene transaktionaler Führung hinausgeht. Transformationale Führung in Form eines freundlichen, individuell wertschätzenden Führungsverhaltens ist positiv mit kurzfristigem und negativ mit langfristigem Erfolg assoziiert.
Wider die Datenpraxeologie Ein Kommentar zu Susanne Boerner, Florian Schramm: Fluktuationsneigung in den neunziger Jahren. In: ZfP 12 (1), 1998, S. 79–97
Authors: Martin Albert
Published: February 2016

Ich möchte abschließend nochmals auf das Unbehagen zurückkommen, das ich bei der Lektüre der letzten Seiten des Aufsatzes von Boerner/Schramm empfunden habe. Mir scheinen die beiden Autoren etwas oberflächlich mit weitreichenden Fragen umgegangen zu sein. Aus der Analyse von Umfragedaten sollten nicht ohne weiteres irgendwelche „Praxisempfehlungen” abgeleitet werden. Man sollte sich zuvor auf Empfehlungen unserer Profession besinnen, z.B. auf die Regel, die eigenen Überlegungen durch die Konfrontation mit alternativen Interpretationen zu disziplinieren. Dieser Maxime sind Boerner/Schramm nur unzureichend gefolgt – und daher mein Kommentar. Möglicherweise haben Boerner/Schramm auch ihre Handlungsempfehlungen viel harmloser gemeint, als sie mir erscheinen. Sie sind zumindest mißverständlich, und Boerner/Schramm hätten diese Unklarheit vermieden, wenn sie ihre theoretischen und wertbezogenen Prämissen reflektiert hätten. Mein Kommentar sollte jedenfalls zeigen, daß die Prämissen des Empirikers seine Dateninterpretation maßgeblich prägen.

Zusammenfassend seien meine wesentlichen Kritikpunkte nochmals genannt:

Die Hypothesen von Boerner/Schramm sind unvollständig. Sie unterstellen einen bestimmten Selektionsmechanismus, der wenig plausibel ist, und dessen Gültigkeit sie nicht überprüfen. Die Schlußfolgerungen, die sie aus den ermittelten Ergebnis sen ziehen, sind daher fragwürdig. Aus „Seinsaussagen” lassen sich keine „Sollensaussagen” ableiten. Die praktischen Ratschläge von Boerner/Schramm basieren auf Wertprämissen, die sie nicht offen diskutieren. Die empirischen „Fakten” sind Interpretationen, die auch anders gelesen werden können.

Boerner/Schramm unterstellen nach meinem Eindruck ein ökonomistisches Menschenbild. Jedenfalls verzichten sie auf eine Reflektion ihres Menschenbildes und dessen motivationstheoretische Gültigkeit. Unterstellt man aber ein anderes Menschenbild, dann wird man aus den Daten andere Schlüsse ziehen als Boerner/Schramm.
Zur Erfassbarkeit von Personalinvestitionen im internen Rechnungswesen
Authors: Fischer Hajo
Published: February 2016

Ausgangspunkt der Fragestellung ist die Beobachtung, dass investive Ausgaben für Personal im betrieblichen Rechnungswesen anders behandelt werden als die üblichen Sachinvestitionen, indem sie faktisch wie periodengleicher Aufwand verrechnet werden. Aus einer Analyse der Begründungen, die hierfür häufig genannt und als wesentlich erachtet werden, ergibt sich, dass zumindest im Hinblick auf die bilanzielle Erfassung von Personalinvestitionen der Praxis des internen Rechnungswesens ein systematischer Fehler zugrunde liegt. Dieser Fehler wird besonders offensichtlich bei der Bilanzierung von selbständigen Unternehmensbereichen und vor allem Profitcentern. Eine darüber hinausgehende systematische Erfassung von ertragsbezogenen Werten des Humanvermögens scheint dagegen nicht möglich zu sein. Hier wird daher ein bilanzielles Periodenabrechnungssystem vorgestellt, das es ermöglichen soll, investive Ausgaben für Personalbeschaffung, -entwicklung und -erhaltung im internen Rechnungswesen auf eine Art und Weise zu erfassen, die derjenigen zur Bilanzierung von Sachinvestitionen weitestgehend entspricht. Darauf aufbauend lassen sich sogar konkrete Möglichkeiten für eine partielle Realisierung der Gestaltungsvorschläge im Rahmen der handelsrechtlichen Jahresabschlussvorschriften durch den Gesetzgeber aufzeigen.
Berufliche Wertorientierungen des potenziellen akademischen Führungsnachwuchses als Grundlage für personalwirtschaftliche Entscheide. Ein Vergleich zwischen polnischen und deutschen Examenskandidaten
Authors: Scherm Martin , Autenrieth Christine , Domsch Michel E. , Bledowski Piotr
Published: February 2016

Die vorliegende Studie stellt die beruflichen Wertorientierungen von polnischen und deutschen Examenskandidaten in den Mittelpunkt einer empirischen Untersuchung. Die Diagnose beruflicher Wertorientierungen ist besonders vor Projekten wie etwa gemeinsamen deutschpolnischen Joint Ventures nützlich, um die jeweils zueinander passenden Personen in Teams zu entsenden und so Prozessverluste zu vermeiden. Auf der Basis eines Zweistichprobenvergleichs nahmen insgesamt N=104 polnische und N=90 deutsche Examenskandidaten der Fachrichtungen Wirtschafts- und Organisationswissenschaften an der Befragung teil. Es wurden u.a. die Karrieremotivation und elementare berufsbezogene Wertorientierungen erfasst. Hinsichtlich der Karrieremotivation zeigt sich, dass sich rund ein Drittel sowohl der polnischen als auch der deutschen Examenskandidaten als karriereorientiert beschreibt. Demgegenüber definieren die deutschen Examenskandidaten den anvisierten beruflichen Erfolg stärker über soziales Prestige. Es wird schließlich die Auffassung vertreten, die Forschungsbemühungen zur Identifikation von Mustern erfolgreicher interkultureller Zusammenarbeit zu intensivieren.
Trans-basement membrane migration of eosinophils induced by LPS-stimulated neutrophils from human peripheral bloodin vitro
Authors: Nishihara Fuyumi , Nakagome Kazuyuki , Kobayashi Takehito , Noguchi Toru , Araki Ryuichiro , Uchida Yoshitaka , Soma Tomoyuki , Nagata Makoto
Published: February 2016

In the airways of severe asthmatics, an increase of neutrophils and eosinophils is often observed despite high-dose corticosteroid therapy. We previously reported that interleukin-8-stimulated neutrophils induced trans-basement membrane migration (TBM) of eosinophils, suggesting the link between neutrophils and eosinophils. Concentrations of lipopolysaccharide (LPS) in the airway increase in severe asthma. As neutrophils express Toll-like receptor (TLR)4 and can release chemoattractants for eosinophils, we investigated whether LPS-stimulated neutrophils modify eosinophil TBM.

Neutrophils and eosinophils were isolated from peripheral blood of healthy volunteers and severe asthmatics. Eosinophil TBM was examined using a modified Boyden's chamber technique. Eosinophils were added to the upper compartment, and neutrophils and LPS were added to the lower compartment. Migrated eosinophils were measured by eosinophil peroxidase assays.

LPS-stimulated neutrophils induced eosinophil TBM (about 10-fold increase), although LPS or neutrophils alone did not. A leukotriene B4receptor antagonist, a platelet-activating factor receptor antagonist or an anti-TLR4 antibody decreased eosinophil TBM enhanced by LPS-stimulated neutrophils by almost half. Neutrophils from severe asthmatics induced eosinophil TBM and lower concentrations of LPS augmented neutrophil-induced eosinophil TBM.

These results suggest that the combination of neutrophils and LPS leads eosinophils to accumulate in the airways, possibly involved the pathogenesis of severe asthma.
An effective approach for annotation of protein families with low sequence similarity and conserved motifs: identifying GDSL hydrolases across the plant kingdom
Authors: Vujaklija Ivan , Bielen Ana , Paradžik Tina , Biđin Siniša , Goldstein Pavle , Vujaklija Dušica
Published: February 2016

Background

The massive accumulation of protein sequences arising from the rapid development of high-throughput sequencing, coupled with automatic annotation, results in high levels of incorrect annotations. In this study, we describe an approach to decrease annotation errors of protein families characterized by low overall sequence similarity. The GDSL lipolytic family comprises proteins with multifunctional properties and high potential for pharmaceutical and industrial applications. The number of proteins assigned to this family has increased rapidly over the last few years. In particular, the natural abundance of GDSL enzymes reported recently in plants indicates that they could be a good source of novel GDSL enzymes. We noticed that a significant proportion of annotated sequences lack specific GDSL motif(s) or catalytic residue(s). Here, we applied motif-based sequence analyses to identify enzymes possessing conserved GDSL motifs in selected proteomes across the plant kingdom.

Results

Motif-based HMM scanning (Viterbi decoding-VD and posterior decoding-PD) and the here described PD/VD protocol were successfully applied on 12 selected plant proteomes to identify sequences with GDSL motifs. A significant number of identified GDSL sequences were novel. Moreover, our scanning approach successfully detected protein sequences lacking at least one of the essential motifs (171/820) annotated by Pfam profile search (PfamA) as GDSL. Based on these analyses we provide a curated list of GDSL enzymes from the selected plants. CLANS clustering and phylogenetic analysis helped us to gain a better insight into the evolutionary relationship of all identified GDSL sequences. Three novel GDSL subfamilies as well as unreported variations in GDSL motifs were discovered in this study. In addition, analyses of selected proteomes showed a remarkable expansion of GDSL enzymes in the lycophyte, Selaginella moellendorffii. Finally, we provide a general motif-HMM scanner which is easily accessible through the graphical user interface (http://compbio.math.hr/).

Conclusions

Our results show that scanning with a carefully parameterized motif-HMM is an effective approach for annotation of protein families with low sequence similarity and conserved motifs. The results of this study expand current knowledge and provide new insights into the evolution of the large GDSL-lipase family in land plants.
Applications for Detection of Acute Kidney Injury Using Electronic Medical Records and Clinical Information Systems: Workgroup Statements from the 15th ADQI Consensus Conference
Authors: James Matthew T. , Hobson Charles E. , Darmon Michael , Mohan Sumit , Hudson Darren , Goldstein Stuart L. , Ronco Claudio , Kellum John A. , Bagshaw Sean M. ,   For the Acute Dialysis Quality Initiative (ADQI) Consensus Group
Published: February 2016

Electronic medical records and clinical information systems are increasingly used in hospitals and can be leveraged to improve recognition and care for acute kidney injury. This Acute Dialysis Quality Initiative (ADQI) workgroup was convened to develop consensus around principles for the design of automated AKI detection systems to produce real-time AKI alerts using electronic systems. AKI alerts were recognized by the workgroup as an opportunity to prompt earlier clinical evaluation, further testing and ultimately intervention, rather than as a diagnostic label. Workgroup members agreed with designing AKI alert systems to align with the existing KDIGO classification system, but recommended future work to further refine the appropriateness of AKI alerts and to link these alerts to actionable recommendations for AKI care. The consensus statements developed in this review can be used as a roadmap for development of future electronic applications for automated detection and reporting of AKI.
Real-time event location using model-based estimation of arrival times and back azimuths of seismic phases
Authors: Hirabayashi Nobuyasu
Published: February 2016

I have devised a real-time procedure for locating events using an estimation method that analyzes arrival times and back azimuths of phases. The new procedure is applicable to data acquired by local array receivers, such as those used in single-well monitoring as well as by dense receiver networks, and also to noisy waveforms, such as those observed in hydraulic fracturing monitoring if the signal-to-noise ratio is greater than approximately 6 dB. The new procedure uses coalescence microseismic mapping to obtain predictions of arrival times. Based on these predictions, arrival times were estimated by picking the maximum of the ratio of the short-term average to the long-term average of a characteristic function computed for waveforms in an appropriate time window. The estimated arrival times were used in a probabilistic location method, and the probability density function (PDF) of the event location was generated. To locate events for a local array of receivers, the PDFs of event back azimuths obtained using polarizations were combined with the traveltime data to remove directional ambiguities. I have developed this method to generate the PDF of event back azimuths using the average of polarization misfits, which are the differences of the measured and computed polarizations for trial event locations, weighted by the signal-to-noise ratio. Synthetic and field data examples of single-well monitoring of hydraulic fracturing, which required the estimation of event back azimuths in addition to arrival times, were evaluated to determine the effectiveness of the new procedure.
Amplitude variation with angle inversion using the exact Zoeppritz equations — Theory and methodology
Authors: Zhi Lixia , Chen Shuangquan , Li Xiang-yang
Published: February 2016

To overcome the weaknesses of conventional prestack amplitude variation with angle inversion based on various linear or quasi-linear approximations, we have conducted a nonlinear inversion method using the exact Zoeppritz matrix (EZAI). However, the inversion using the exact Zoeppritz matrix was highly nonlinear and often unstable, if not properly treated. To tackle these issues, we have used an iteratively regularizing Levenberg-Marquardt scheme (IRLM), which regularizes the inversion problem within an algorithm that minimizes the misfit between the observed and the modeled data at the same time by incorporating the Tikhonov regularization method. As a result, the new EZAI method solved using the IRLM scheme is feasible for seismic data sets with large incidence angles, even up to or beyond the critical angle as well as strong parameter contrasts. Single and multilayered synthetic examples were used to test these features. These tests also showed that EZAI is robust on noisy gathers for parameter extraction and has weak dependence on the initial model. For the influence of inaccurate amplitudes, dominant frequencies, and phase angles, we found that EZAI is less sensitive to the variation in amplitude and phase shifts than to the dominant frequencies. Specifically, the inversion results of EZAI for P- and S-wave velocities and density were reliable if the inaccurate range for the amplitude was within 20% or the angle of the phase shift was no more than 20°. The superiority of EZAI makes it a very promising method for the estimation of subsurface elastic parameters.
Calibration of a local magnitude relationship for microseismic events using earthquake data
Authors: Paap Bob , Steeghs Philippe
Published: February 2016

Calibration of local seismic arrays is crucial to quantify the magnitude of local microseismic events. This is traditionally done by performing a site survey consisting of calibration shots at known locations with known strength. However, when a calibration survey cannot be conducted, alternative calibration methods are required. We have demonstrated the feasibility of magnitude estimation of microseismic events recorded at the [Formula: see text] storage site at Ketzin (Germany), by analyzing earthquake signals that have been recorded on the noncalibrated geophone array and on standardized seismometers of a regional seismological network. We estimated a linear calibration relation by fitting three different signal attributes for 10 distant earthquakes. Through extrapolation of the linear fit toward lower magnitudes, we estimated the local magnitude of weak local seismic events. Reported magnitudes of the distant earthquakes show significant variation because there are different methods and constants used to calculate a magnitude estimate from recordings on multiple seismometers. As a consequence, there was a considerable spread in our magnitude estimates for the Ketzin events. We found magnitude values in the range between [Formula: see text] and [Formula: see text] for two local events recorded at the Ketzin site. We expect that by incorporating additional distant earthquake data, the uncertainty in this estimate can be further reduced.
Effect of thermal maturity on elastic properties of kerogen
Authors: Zargari Saeed , Wilkinson Taylor M. , Packard Corinne E. , Prasad Manika
Published: February 2016

We have performed spatially continuous nanodynamic mechanical analysis on four organic-rich shale samples with different thermal maturities to extract the elastic modulus of the kerogen particles. Aliquots were rigorously prepared, and three scans were acquired from each aliquot. Subcritical nitrogen adsorption pore characterization was performed to determine the abundance of kerogen-hosted porosity. To fully characterize the pore system of samples from the oil window, toluene and then chloroform extraction were performed to remove the pore-filling hydrocarbons prior to nitrogen adsorption. The statistical distribution of the measured modulus values was analyzed to extract the properties of the shale particles. In mature samples from the peak oil generation or gas window, the kerogen porosity was the dominant pore morphology. We found that significant lowering of the kerogen particle modulus resulted from intraparticle kerogen porosity. The kerogen particle modulus in mature samples was measured as being lower (7–12 GPa) than the immature sample (15–20 GPa) due to gas- or bitumen-filled pores.
Joint inversion of source location and focal mechanism of microseismicity
Authors: Liang Chuntao , Yu Yangyang , Yang Yihai , Kang Liang , Yin Chen , Wu Furong
Published: February 2016

The seismic focal mechanism (FM) is an effective property to indicate source physics, as well as stress and strain distribution in regional, local, and microscales. We have developed an algorithm to jointly invert for the FM and source locations. For a given velocity structure, all possible combinations of source locations ([Formula: see text], [Formula: see text], and [Formula: see text]) and FM (strike, dip, and rake) were used to compute traveltimes and polarities of waveforms. Correcting normal moveout times and polarities and stacking all waveforms, the ([Formula: see text], [Formula: see text], [Formula: see text], strike, dip, and rake) combination that gave the strongest stacking power was identified as the optimal solution. Compared with the traditional source scanning algorithm (SSA) that only scanned source locations, this algorithm was thereby called the joint source scanning algorithm (jSSA). The jSSA method was tested rigorously, and it was applied to a hydraulic fracturing data set. Our work determined several advantages against the SSA method: (1) The jSSA method could identify many shear sources that could not be detected by the SSA method due to polarity variation; (2) the jSSA almost always yielded more events than the SSA method, and the added events could often provide much better characterization of the hydraulic fracturing; (3) the statistics of source mechanisms could provide additional knowledge on the orientation of fractures, as well as the local and regional stress and strain field; and (4) for those events that were detected by both methods, the stacking power of jSSA was always higher than that obtained in SSA.
Mineral substitution: Separating the effects of fluids, minerals, and microstructure on P- and S-wave velocities
Authors: Saxena Nishank , Mavko Gary , Hofmann Ronny , Dolan Sean , Bryndzia L. Taras
Published: February 2016

We have developed a new technique of mineral substitution that accurately predicts the change in rock stiffness upon changes in the elastic properties of the rock mineral frame, assuming no changes in the microstructure or mineral volume fraction. The method is rigorous, the results are realizable, and the predictions are always within bounds. We have applied mineral substitution to separate the effects of composition (mineralogy and pore fill) on the rock stiffness from the effects of microstructure, i.e., porosity and pore shape. Application of mineral substitution on laboratory measured data sets of effective moduli (sandstones, limestones, and dolomites) revealed that if the original minerals making up the frame of sandstones (predominantly quartz) were replaced (or substituted) with calcite mineral properties, the newly predicted P- ([Formula: see text]) and S-wave velocity ([Formula: see text]) trends for the modified sandstones were very similar to the previously observed quadratic [Formula: see text]-[Formula: see text] empirical trends for limestones. Similarly, the [Formula: see text]-[Formula: see text] trends for modified limestones, with original minerals replaced by quartz mineral properties, were very similar to the observed linear [Formula: see text]-[Formula: see text] empirical trends for sandstones. The remaining minor differences between the modified and previously observed [Formula: see text]-[Formula: see text] trends might be attributed to the differences in rock microstructure. These findings are striking and suggest that [Formula: see text]-[Formula: see text] trends of natural rocks are dominated by mineralogy and the effects of microstructure are minor. We also found new [Formula: see text]-[Formula: see text] trends for rocks composed of various minerals, including zeolite, feldspar, pyrite, alpha-cristobalite, and halite.
Postrift depositional evolution and sequence stratigraphy from offshore subsurface data of the Kribi-Campo subbasin (Cameroon, West African margin)
Authors: Iboum Kissaaka Joseph Bertrand , Ntamak-Nida Joseph Marie , Mvondo François , Fowe Kwetche Paul Gustave , Djomeni Nitcheu Adrien Lamire , Abolo Guy Martin
Published: February 2016

Using 2D seismic data and well logs from the Kribi-Campo subbasin in the south Cameroon margin, we have analyzed the postrift succession with the aim of deriving a chronostratigraphic chart and identifying stratigraphic traps. The Kribi-Campo subbasin related to the rifting between Africa and South America could be divided into a structurally complex eastern depocenter and a relatively less disturbed western depocenter in which a break-up unconformity approximately 107.5 Ma underlined the beginning of postrift history. We have used the modern concepts of sequence stratigraphy to identify and characterize seven second-order (SS1, SS2, SS3, SS4, SS5, SS6, and SS7) sequences and one third-order (SS8) sequences grouped into three megasequences (A, B, and C) from Albian to Recent. Sequence 1 (Albian-Cenomanian) was characterized by a retrogradation overlying a lowstand progradational pattern. The SS2 (Campanian-Maastrichtian) and SS3 (Maastrichtian) sequences were deposited during a highstand normal regression. From Paleocene to Eocene, the deposition of sequences SS4–SS5 was controlled by the development of submarine fan turbiditic system related to a forced regression of coastline. From the Middle Miocene to Recent age, the SS6, SS7, and SS8 sequences have been characterized by the development of sigmoidal-oblique clinoforms of a deltaic system well observed in the northern part of the study area. We have studied a new undocumented phase of forced regression of Mio-Pliocene in age within the postrift sequence SS7. The forced regression phases are associated with the Paleogene and Neogene uplift. Relative sea-level curves were constructed and compared with the existing published curves. The processes involved in the formation of these sequences were interpreted as a combination of tectonics, sediment supply, and sea-level changes. Potential reservoirs embedded within the sequences include channel fill, shingled turbidites, slope fan, and basin-floor fan complex.