Karriereerfolg als Ergebnis des Personalmanagements

Strategic human resource management has avoided to evaluate its efforts in relation to employees’ careers. Recent research has investigated a selection of individual human resource management (HRM) practices (e.?g., training and development, mentoring, career development, talent management, performance appraisal) in relation to objective and subjective career success, but failed to study HRM systems or bundles. This paper argues that HRM systems and career success can be connected via human capital theory because human capital is understood as an organizational resource and as an individual antecedent to careers. Based on extant research that relates individual HRM practices to objective or subjective career success, this paper reviews and discusses the relationship between bundles of HRM practices and the individual practices contained therein and career success. The final conclusion suggests that evaluations of HRM systems should take careers into account because organizations rely on employees’ human capital. Future research should focus more intensely on the role of HRM for the development of careers also across organizations.     

BarCamps und frühere partizipatorische Konferenzformate

For the ?news‘ section of the journal ?Gruppe, Interaktion, Organisation (GIO)‘, Janine Klemmt inducts into the functioning of US conference formats, which have long-since spread to European conference landscape. Among them there are formats like BarCamp or the predecessor Open-Space-Technology. These formats increasingly rely on the active participation and involvement of their attendees. Occasionally, the conference content is completely locally determined by the attendees. These participatory conferences have a decentralized structure, which is similar to the way social media works, but cannot be explained by an imitation of contemporary social media formats. Rather by means of decentralization online and conference platforms have a common organizational component, a common denominator, which, especially with cybernetics, has moved into the field of science, has been taken up in societal areas such as technology and business, and thus increasingly found its way into the everyday world.     

Nah der Wissenschaft und fern der Führung in einer Fach‑/Expertenlaufbahn?

In order to motivate and retain technical employees, representatives of strategic career management face the challenge of establishing alternative career paths in addition to the common leadership/management career. Surveying a sample of 629 doctorate holders from the STEM fields, we differentiated between five career paths within and beyond structured career models. Structured career ladders were predominantly present in major enterprises. Female participants less frequently reported to be part of a structured career path. Entering a leadership/management career seems to occur at a later stage compared to other paths. Generally, advancement on a leadership/management path was related to stronger increases in incentives than climbing up the technical/expert or project management ladders. Contrary to our expectations, we did not find members of a technical/expert career to work closer to basic research and their initial qualification than their colleagues on other career paths. Members of leadership/management paths reported to have significantly more leadership responsibility than those working on alternative paths.     

Fragmentierung sozialer Zugehörigkeit in Unternehmen durch Ökonomisierung

This article focuses on unintended consequences of internal-marketisation strategies on employees’ social belonging to companies. By the example of two case studies, it shows that internal marketisation may foster a fragmentation of social belonging, specifically reflected by established-outsider figurations within the workforce. Moreover, case-study results highlight the importance of “third actors”, e.?g. management, for the fragmentation of social belonging at company level. Therefore, competence building of third actors is required to prevent or effectively deal with fragmentation of social belonging at company level.     

Bindung(en) in der Arbeitswelt

Vanishing or decreasing attachment is an indicator for changes within a work-oriented society. This particularly affects employment and our organizational commitment as well as bonds that are established in the context of professional relationships. This text provides a comparative analysis of two attachment-theoretical approaches that have developed simultaneously but independently from one another: commitment research into organizational psychology on the one hand and attachment theory based on developmental psychology on the other. Both are to be examined for their potential, their theoretical and empirical response to current dynamics in the world of work.     

Changing land tenure patterns in Scotland: A time for reform?

Land tenure patterns throughout Britain have changed significantly. The popularity of the traditional agricultural tenancy has declined and in response to legislative and policy developments landowners have become reluctant to enter into long-term tenancy arangements with tenants. The result has been a growth in a number of short term leases. In response, legislative reform took place in England and Wales during 1995 and introduced a farm business tenancy. It provides for greater freedom to negotiate individual agreements. However, Scotland has been excluded. This paper illustrates that Scotland has experienced similar changes to those observed elsewhere and that the main short term lease (limited partnership tenancy) currently popular with Scottish landowners is fraught with legal and administrative difficulties. The limited partnership tenancy is not a suitable alternative to the traditional agricultural tenancy and as such there may be a case for the extension of the farm business tenancy to Scotland.     

A martingale-based test for independence of time to failure and cause of failure for competing risks models

In this article, we introduce a class of tests, using a martingale approach, for testing independence of failure time and cause of failure for competing risks data. Asymptotic distribution of the proposed test statistic is derived. The procedure is illustrated with a real-life data. A simulation study is carried out to assess the level and power of the test.     

Penalised spline estimation for generalised partially linear single-index models

Generalised linear models are frequently used in modeling the relationship of the response variable from the general exponential family with a set of predictor variables, where a linear combination of predictors is linked to the mean of the response variable. We propose a penalised spline (P-spline) estimation for generalised partially linear single-index models, which extend the generalised linear models to include nonlinear effect for some predictors. The proposed models can allow flexible dependence on some predictors while overcome the “curse of dimensionality”. We investigate the P-spline profile likelihood estimation using the readily available R package mgcv, leading to straightforward computation. Simulation studies are considered under various link functions. In addition, we examine different choices of smoothing parameters. Simulation results and real data applications show effectiveness of the proposed approach. Finally, some large sample properties are established.     

Layered adaptive importance sampling

Monte Carlo methods represent the de facto standard for approximating complicated integrals involving multidimensional target distributions. In order to generate random realizations from the target distribution, Monte Carlo techniques use simpler proposal probability densities to draw candidate samples. The performance of any such method is strictly related to the specification of the proposal distribution, such that unfortunate choices easily wreak havoc on the resulting estimators. In this work, we introduce a layered (i.e., hierarchical) procedure to generate samples employed within a Monte Carlo scheme. This approach ensures that an appropriate equivalent proposal density is always obtained automatically (thus eliminating the risk of a catastrophic performance), although at the expense of a moderate increase in the complexity. Furthermore, we provide a general unified importance sampling (IS) framework, where multiple proposal densities are employed and several IS schemes are introduced by applying the so-called deterministic mixture approach. Finally, given these schemes, we also propose a novel class of adaptive importance samplers using a population of proposals, where the adaptation is driven by independent parallel or interacting Markov chain Monte Carlo (MCMC) chains. The resulting algorithms efficiently combine the benefits of both IS and MCMC methods.     

The expected bit complexity of the von Neumann rejection algorithm

In 1952, von Neumann introduced the rejection method for random variate generation. We revisit this algorithm when we have a source of perfect bits at our disposal. In this random bit model, there are universal lower bounds for generating a random variate with a given density to within an accuracy \(\epsilon \) derived by Knuth and Yao, and refined by the authors. In general, von Neumann’s method fails in this model. We propose a modification that insures proper behavior for all Riemann-integrable densities on compact sets, and show that the expected number of random bits needed behaves optimally with respect to universal lower bounds. In particular, we introduce the notion of an oracle that evaluates the supremum and infimum of a function on any rectangle of \({\mathbb {R}}^{d}\), and develop a quadtree-style extension of the classical rejection method.