Eine neuer Weg zur Beschreibung beruflicher Leistung: Eigenverantwortung

Self-responsible behavior is introduced as a new part of work performance. It is defined as an organizational behavior, which should be well adapted to a difficult and extra-ordinary situation lacking a well-defined task. A decreasing frequency of clearly defined tasks and roles is observable because of changes due to general restructuring, cutting off hierarchy levels and out-sourcing of major organizational functions. Employees acting in a self-responsible manner face these situations by defining their tasks on their own risk. Other new theories of extra-role behavior (e.g. organizational citizenship behavior, contextual performance or whistle blowing) are classified as either self-responsible or as “carrying out one′s duty” regarding the criteria ‘usefulness for the organization’ and ‘gratuitousness of acts’.     

Entwicklung beruflicher Ressourcen durch Supervision — Eine Untersuchung im ambulanten psychiatrischen Bereich-

Based on stress-and resource-theories in a questionnaire study (N = 110) the effects of supervision on the development of job-related resources, perceived control and self-efficacy against job-strains are examined at employees of ambulant psychiatric institutions. The results show perceived improvements by supervision especially for the factors “professional resources” and “social support by colleagues/management”. Specific relationships between these factors and characteristics of the setting as well as the supervisors and the subjects are evident. Above all, perceived improvements of “professional resources” correlate with higher supervision-satisfaction, improvements of the job-situation, control and self-efficacy. On the other hand, the factor “social support by colleagues/management” plays a smaller role. The assumed positive correlation between indicators of health and the factors “control” and “self-efficacy against job-stress” could not be confirmed.     

Aus der Praxis: Interkulturelle Kompetenz in der betrieblichen Weiterbildung

The article analyses various aspects of intercultural trainings from the perspective of the author’s experience in the field. A special emphasis lies on customer expectations from intercultural trainings. The paper concludes with thoughts describing possible future evolution directions of intercultural trainings.