Das „Hochstaplersyndrom“ in der Wissenschaft

Real impostors are people who obtain their academic degrees by fraud. On the contrary, the qualifications of those who suffer from the impostor syndrome are authentic and legally acquired. Nevertheless, they feel they are not worthy of their certificates and are afraid their feeling of inferiority will be “exposed”. After a summary of psychological findings, it is explained by means of different aspects to what extent the impostor syndrome thrives at higher education institutions and why many (female) academics feel like impostors. Subsequently, the significance of this syndrome in the field of coaching (female) academics is made clear and suggestions of methods to be used in order to successfully cope with the impostor syndrome are given.     

Das Reflektierende Team als Methode des „Peer-Coaching“

The Reflecting Team as method of ?peer coaching“ Presented is the employment of coaching in leadership training to grant for the participants a ?peer coaching“ method (collegial case study) for the day by day operations. The scope is the expansion for the problem solving capability. As methodical procedure is a ?reflecting team“, which originally was developped in the systemic psychotherapy and is applied as well as supervisory tool in a modified form. Application possibilities and methodical procedures as frame conditions are described. The feed back by the participants refering to usefullness and practical results are in general of positiv relevance.     

Das Konzept Work-Life-Balance eingebettet in die beiden Hauptlebensbereiche „Arbeit“ und „Freizeit“

The concept of Work-Life-Balance embedded into the two main areas of life “work” and “spare time”Work-life-balance is a complicated subject in the scientific dispute. In order to deal with this balance, nevertheless, it is necessary to start with basic considerations to the two main areas of life, “work” and “spare time”. These considerations make clear, on the one hand, the difficulty to live a work-life-balance within the scope of social and economic development of our time. On the other hand, it is important to attain an insight about the relation between work and spare time which enables to develop concepts to work-life-balance in another perspective.     

Die „4-Level-Evaluation“: Messen der Ergebnis- und Prozessqualität im Coaching

“4-Level-Evaluation”: Measuring coaching success. Introducing a general and valid evaluation methodology, the “4-level-evaluation”, which will secure measuring coaching success and coaching process –without any limitation in terms of special tools or methods – and which every client will understand and appreciate. How to create a realistic evaluation bottom line, how to manage expectations to avoid perhaps disappointments, how to define possible coaching goals and how to eventually evaluate grades of achievement are explained and applied to a practical coaching case.     

E-Coaching: Prozess- und Ergebnisevaluation des„Virtuellen Zielerreichungscoachings“

The authors present the design and first results of an ongoing research project. The main emphasis of the research lies on observable and mental processes of the coach and the coachee in and between coaching sessions as well as for the coachee after the coaching. The research is based on a particular e-coaching format named “virtual goal attainment coaching”, consisting of telephone-based coaching sessions combined with by internet mediated questions that the coachee answers with support of the coach. The ambition of this particular type of coaching, since based on empirical findings of coaching success factors and combined with modern media, is to generate excellent results within a short amount of time. Preliminary findings confirm the efficiency and effectiveness of this blended coaching program.     

Das Zürcher Ressourcen Modell und die Theorie der Persönlichkeits-System-Interaktionen in der Laufbahnberatung

Requirements to employees rise because of the changes in the working environment during the last decades. Thus, topics like flexibility, openness and adaptability are to be facilitated more and more in the career counseling. It isn’t sufficient to advise and to find a fitting profession. Often the work with the Personality Systems Interaction Theory und the Zurich Resource Model (ZRM) is than advisable. This article illustrates with a case study the work with self-monitoring competencies during a career counseling process.     

Die Definition in der betriebswirtschaftlichen Forschung — Reflexionen und empirischer Befund

Zusammenfassung  Definitionen geh?ren zum Handwerkszeug eines jeden Wissenschaftlers. Durch sie muss — speziell in den Realwissenschaften — den Adressaten wissenschaftlicher Erkenntnis laufend der Rückschluss von der sprachlichen Darstellung auf den behandelten in der Wirklichkeit vorhandenen Gegenstand erm?glicht werden. Dieser Beitrag hat zum Ziel, Funktion und alternative Formen der Definition zu verdeutlichen und zu beurteilen. Eine empirische Untersuchung über den Gebrauch der Definition in der Betriebswirtschaftslehre versucht die Konvention zu erheben, damit eigene Definitionen auf „festen Grund“ gestellt werden k?nnen.

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On the use of definitions in business research — thoughts and empirical findings

Summary  Definitions are among the most basic tools of every scientist. Especially in the social sciences, they constitute an essential means for the addressee of the scientific insight, in order to infer from the linguistic term to the actual object in reality. The aim of this article is to explain and assess functions and alternative forms of definitions. By an empirical study on the use of definitions in business science literature, we identify linguistic conventions which assist in laying the foundation for subsequent definitions.

     

Bilanzmanipulation und Managementpräferenzen bezüglich der Strenge des Systems der Rechnungslegungsregulierung

The present paper analyses the political economy of accounting regulation. It develops a game theoretic model of earnings management in a capital market context. Various forms of information asymmetry are examined. The analysis shows that the preferences of managers over the strictness of accounting regulation depend on the nature of the information asymmetry. In a number of instances, managers prefer to be subject to strict regulation. This result contradicts the often heard assertion that managers prefer lax regulation and has implications for regulatory competition.     

Wertschöpfungs- und Werteinforderungsnormen im Rahmen der „Plural Form Governance“: Ein empirischer Test in Key-Account- und Nicht-Key-Account-Dyaden

In order to secure against uncertainty in vertical business relationships, actors dispose of different mechanisms. This article focuses on the influence of contracts, specific investments, value-creating norms, value-claiming norms, and trust on customer satisfaction and commitment. An empirical study lead to the result that governance mechanisms have high explanatory power for the outcome variables. Value-creating norms and trust play a key role. In addition, the article differentiates between key account and non key account relationships. It shows that only value-creating norms contribute to the explanation of both outcome variables across both types of relationships.     

„Er ist als Wissenschaftler eine Niete und hat sich deshalb der Universitätspolitik verschrieben“

In the university three cultures are converging, as illustrated in the film “The Campus”: the “old” culture of the savant who is interested in truth, painted in a idealized manner; the “new” culture of the politicized group university, painted in a satirical manner, and the culture of neutral rules of law, represented in the administration. Science, politics and law could inspire each other, but for it a power would be needed which could connect them with their properties. Because of the absence of this power, a continuous politicization of the university develops which loses their identity as organization of science and his cultural core.     

Die Kultur der scheinbaren Schamlosigkeit und ihre Bedeutung für eine Fehlerkultur

The culture of a seeming shamelessness and its significance for an error cultureThe author describes the culture of the seeming shamelessness and its significance for organization cultures in general and particularly for an error culture. He discusses the thesis of a new social character in the contemporary world and then he delineates the difficulties of the pioneer phase in organizations. The effects of a seeming shamelessness on organization cultures and especially on error cultures are discussed.     

Organisationale Einflussfaktoren des Allianzerfolgs – Eine empirische Analyse auf Basis des „resource-based view“

Strategic alliances have become an essential part of business strategy and a central source of competitive advantage for almost any firm. Existing research has mainly focused on the isolated analysis of single alliances. This paper addresses the gap in the literature by analyzing organizational-level determinants of alliances success. Based on survey data from 302 firms, four organizational success factors of alliance management are identified and integrated in a structural model.     

Determinanten des Informationsgehalts von Managementprognosen – eine empirische Untersuchung anhand der DAX und MDAX-Unternehmen

In this article the characteristics and determinants of the information content of management earnings forecasts of the German DAX and MDAX companies between 2002 and 2005 are analyzed. As proxy for the information content I use the precision of the wording of a forecast. I can show that the forecasts of MDAX companies are more precisely formulated than those of DAX companies. Furthermore forecasts are formulated more precisely, when companies have, (1) a lower percentage of intangible assets, (2) lower market capitalization, (3) lower volatility of earnings and (4) a higher need for external financing.     

Konfliktcoaching und Mediation, Ergänzung oder „Konkurrenz“?

Conflict-coaching and mediation: complement or competition? The author illustrates mediation and conflict-coaching as methods of conflict management of particular importance. Mediation acts as current conflict management in organization, conflict coaching performs more an advisory function. Additional increases coaching as method of personnel development the competence of conflict management of executives. The lines between mediation and coaching are often blurred.