Drittmittel als Performanzindikator der Wissenschaftlichen Forschung

Resources within and between higher education and research institutions are increasingly allocated according to scientific performance. Evaluation exercises and the measurement of research performance take on a new role in this context. Third party research income is a performance indicator which is rather easy to measure and is used in most of the new performance-based evaluation procedures. This paper sets out to scrutinize the meaning and validity of third party research income. We studied research teams from three different research fields with a mixed quantitative / qualitative approach. The focus is on the causal relations between institutional / input indicators, third party research income as another input indicator, and a variety of output indicators of scientific production. An important result is that third party money has a positive effect on performance only below a certain and discipline-specific threshold. Further analysis shows that output performance is to a great extent field-specific. The context conditions for scientific production differ greatly, so that comparative performance assessments are only valid within homogeneous research fields. Another important result is that output performance is multidimensional and cannot be measured by bibliometric indicators only. These findings have implications for the rationality of the evaluation assessment exercises as well as for the funding decisions of science foundations, ministries of science and — increasingly, the heads of universities and departments. These topics are discussed in the last chapter as well as the implications for further research.     

The Effects of Calibration Target,Screen Location,and Movement Type on Infant Eye‐Tracking Data Quality

During infant eye‐tracking, fussiness caused by the repetition of calibration stimuli and body movements during testing are frequent constraints on measurement quality. Here, we systematically investigated these constraints with infants and adults using EyeLink 1000 Plus. We compared looking time and dispersion of gaze points elicited by stimuli resembling commonly used calibration animations. The adult group additionally performed body movements during gaze recording that were equivalent to movements infants spontaneously produce during testing. In our results, infants’ preference for a particular calibration target did not predict data quality elicited by that stimulus, but targets exhibiting the strongest contrasts in their center or targets with globally distributed complexity resulted in the highest accuracy. Our gaze measures from the adult movement tasks were differentially affected by the type of movement as well as the location where the target appeared on the screen. These heterogeneous effects of movement on measures should be taken into account when planning infant eye‐tracking experiments. Additionally, to improve data quality, infants’ tolerance for repeated calibrations can be facilitated by alternating between precise calibration targets.     

„Unkündbar und nun?“ Lebensziel oder Schicksalsschlag – Chancen für eine faire Trennungskultur in der öffentlichen Verwaltung

Job security is seen as a very high value by employees regarding their professional objectives. Especially for employees in public service that secure professional status is one of their main reasons for working in public servance. Therefore, any dismissal may have severe negative effects on health of the employees and also negative effects on the image of the employer. From their perspective, an outplacement program could be an expedient element within the employee-life-cycle (recruiting—retention—exit/outplacement). A fair culture of separation in the organizational context in public sector which is accompanied by an outplacement program can give new perspectives to the employees and strengthen the image of the employer. An interview study with clients of an outplacement consultation will be mentioned. The participants were asked about their expectations and experiences with the consultation. Basically, the results clearly show that the consultant has a tremendous importance and is thus one of the most important success factors. If he or she meets the needs of the client, he or she works up the separation and promotes the confidence of his clients, nothing stands in the way of a successful consultation.