Leistungsträger im Mittelstand: Mit Coaching die Besten halten

Employee retention is getting more important and urgent because of the high skill shortages. Studies and practical experiences show that in this area there are still many deficits in medium-sized companies. For them, at the same time, the departure of top performers is hard to cope. A first step towards binding valuable employees is that medium-sized companies become aware of their attractiveness especially for the younger generation of employees. Furthermore, the top performers in the company should be identified and their values and potentials should be worked out in an individual coaching process. Customized individual coaching is the best long term solution to keep top performers in medium-sized companies and to deploy them in the right position.     

Subjective Well-Being in the European Union during the 90ies

Social Indicators Research -     

Decades of research on market entry modes: What do we really know about external antecedents of entry mode choice?

The choice of a mode of market entry is a critical component of the internationalization strategy, and numerous empirical studies have focused on this topic. Prior research, however, has provided mixed empirical evidence and thus, is difficult to interpret and review.This study examines the external antecedents of the choice of entry mode by meta-analyzing data from 72 independent primary studies. We focus on the decision between wholly owned subsidiaries and cooperative entry modes. For each variable, hypotheses about the theoretically expected direction of effect are posited and tested.We find a strong positive relationship between power distance as a cultural trait of the firm's home country and the propensity to establish a wholly owned subsidiary. On the other hand, we find a negative association between country risk, legal restrictions, market growth, and market size and the preference for wholly owned subsidiaries. We extensively discuss the implications of the meta-analytical results and investigate moderating effects of industry type and the time of the study. The relationship between income level of the host country and entry mode depends, to some degree, on the industry type. Service companies exhibit a negative relationship between income level and wholly owned subsidiaries, while manufacturing companies show a positive relationship.     

Finding your way into employment against all odds? Successful job search of refugees in Austria

Labour market entry poses enormous challenges for recently arrived refugees, ranging from language barriers, devaluation of human capital, unfamiliarity with customs of the job search process to outright discrimination. How can refugees overcome these challenges and quickly enter gainful employment? In this paper, we draw on interviews with 26 male and female refugees from Syria, Afghanistan, Iraq and Iran, conducted in 2017 and 2018, who came to Austria in 2015 and 2014 and who have successfully entered employment. We depict refugees’ own perspectives on and strategies for fast job entry and integration. Personal agency and a proactive approach of seeking and seizing opportunities are key for overcoming initial barriers and entering upon positive integration pathways. At the same time, refugees’ personal agency is essential for establishing social ties to the host society, which also play a crucial role in early labour market integration. Finally, institutions of the Austrian labour market (the ‘apprenticeship’-system) interact with refugees’ agency in most intricate ways, both setting up nearly insurmountable barriers but also providing specific opportunities for refugees.