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Frauen und Führung in der österreichischen Bundesverwaltung
No full textThere are still differences between women and men in work environments. Women make up almost half of the workforce in Austria. More than half of the university graduates are female. Nevertheless, women continue to be underrepresented in management in Austria. Top management in particular continues to be dominated by men.
For civil service exists different legal framework. The civil service is setting a best practice example with a legal obligation to promote women. There are lots of women in the top management positions (Directors General) in civil service.
This Master Thesis deals with the current situation of female Directors General in civil service. It is necessary to find measures to promote women in breaking through the “glass ceiling”. This Master Thesis is divided in two parts. The first part comprises the theoretical study of literature. The second part analyses seven interviews with female Directors General. These are women who have reached the top management in civil service.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Test of the Fama French Six Factor Model in the Austrian market
No full textDas Ziel dieser Arbeit ist es festzustellen, ob das Fama French Sechs Faktor Modell sich auf dem österreichischen Markt besser eignet als das Fama French Drei Faktor Modell oder das Capital Asset Pricing Model und ob sich die für den österreichischen Markt konstruierten Faktoren von den europäischen Faktoren oder den ursprünglichen amerikanischen Faktoren unterscheiden. Eine grafische Analyse der Faktoren, faktorspannende Regressionen, eine lineare Regressionsanalyse mit den Firmen im Austrian Traded Index und ein GRS-test wurden durchgeführt. Die Studie kommt zu dem Schluss, dass sich die österreichischen Faktoren nicht grundlegend von den internationalen Faktoren unterscheiden und das Fama French Sechs Faktor Modell keine signifikante Verbesserung gegenüber den weniger komplexen Modellen auf dem österreichischen Markt zeigt.The goal of this thesis is to evaluate, if the Fama French Six Factor Model performs better than the Fama French Three Factor Model or the Capital Asset Pricing Model in the Austrian market and if the factors established for the Austrian market differ from the factors set up for Europe or the original factors set up in the USA. A graphical analysis of the factors, factor spanning regressions, linear regression analysis with the firms in the Austrian Traded Index, and a GRS-test was performed. The study concludes that the Austrian factors are not fundamentally different from the international factors and the Fama French Six Factor Model does not show a significant improvement in performance over the less complex models in the Austrian Market.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Diversität in Twinning-Projekten durchgeführt vom Bundeskriminalamt
No full textDer Trend des Diversitätsmanagements findet in den letzten zehn Jahren auch immer stärkere Beachtung im öffentlichen Sektor, wobei gerade Verwaltungsbereiche wie die Kriminalbehörden aufgrund der streng hierarchischen Struktur und der Grundidee der Uniformität der MitarbeiterInnen eine Herausforderung für dieses Instrument der Führungsebene darstellen. In diesem Bereich existiert erst sehr wenig an Forschungsarbeit, da es sich um einen noch recht jungen Themenkomplex handelt.
Die Masterarbeit widmet sich nun der Fragestellung, ob die im öffentlichen Sektor, insbesondere im international operierendem Bundeskriminalamt, getroffenen Maßnahmen zur Sensibilisierung auf diesen Themenkomplex im Bereich der Twinning-Projekte, zu einer Wahrnehmung eines Einflusses der Diversitätsdimensionen gender, Alter, ethnische Herkunft und Ausbildungsgrad geführt haben. Neben einer Literarturrecherche sind zur Beantwortung der Frage auch 13 qualitative Interviews mit ExpertInnen aus Twinning-Projekten mit Kroatien und der Türkei durchgeführt vom Bundeskriminalamt geführt worden. Während die ExpertInnen aufgrund von zahlreicher Auslandserfahrung bereits eine hohe Sensibilisierung der Diversitätsdimensionen Alter und Ausbildungsgrad in Kombination mit ethnischer Herkunft vorweisen, stellt sich die Auswahl der ExpertInnen von Twinning-Projekten des Bundeskriminalamts als wenig divers heraus. Die Bestrebungen des Bundeskriminalamtes für eine diverse MitarbeiterInnenstruktur hat bereits zu ersten Erfolgen im Bereich Sensibilisierung jener geführt, es werden jedoch noch weitere Bemühungen als notwendig erachtet.Over the last ten years, the trend of diversity management has also received increasing attention in the public sector. Administrative areas such as criminal authorities represent a challenge to this instrument of the management level due to the strictly hierarchical structure and the basic idea of uniformity of employees. Very little research has been done in this area, as it is a relatively young subject area.
The master's thesis now addresses the question of whether the measures taken in the public sector, especially in the internationally operating Criminal Intelligence Service Austria, to raise awareness of these topics in the area of twinning projects have led to a perception of an influence of the diversity dimensions gender, age, ethnic origin and level of education. In addition to a literature search, 13 qualitative interviews with experts from Twinning projects with Croatia and Turkey implemented by the Criminal Intelligence Service Austria has been conducted to answer the question. While the experts have already demonstrated a high level of awareness of the diversity dimensions of age and educational level in combination with ethnic origin due to their numerous experiences abroad, the selection of experts from Twinning projects of the Criminal Intelligence Service Austria turns out to be less diverse. The efforts of the Criminal Intelligence Service Austria to create a diverse staff structure have already led to initial successes in raising awareness among those involved, but further efforts are considered necessary.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Reward Systems und ihre Aktualität und Wirksamkeit in der Wiener IT-Branche
No full textThis work aims to find out how Rewards Systems are established within the Viennese IT industry and what sort of impact they have on the economic outcome and on an employee’s motivation. The author, therefore, seeks to lay a foundation for the understanding of motivation 3.0 according to Daniel Pink. Additionally, this study attempts to display the current challenges that the modern economy and society face regarding dynamics in the modern workplace.
The interdependence of an individual and the organisation determines a highly complicated relation. One must understand the several layers of personality, as well as Systemic Theory and Organisational Design. Further, the binding elements of the human nature and the organisation’s organism must be considered. When these elements meet in the three dimensions of role, function and position, management it is getting quite complicated. Nowadays we additionally operate with the background music of constant change (in our VUCA World) and the corresponding and lout background vocals of the general outcry for New Work.
This master thesis seeks to capture sufficient substance for the theoretical layer of the major concerning topics, such as motivation and purpose, to later navigate through the dynamic waters of leadership and organisational design to reveal the practical layer of the topic.
The method chosen to investigate the above-mentioned topic is the problem centred interview according to Witzel. The analysis of the expert interviews will be carried out following the qualitative content analysis according to Mayring. The research design consists of a questionnaire with 20 items conducted in four parts. Eight experts will be interviewed personally by the author in order to receive a view from inside of organisations. After conducting the interviews, the external views of this topic will additionally be discussed with three local experts, mostly regarding the future outcome the current challenges regarding Rewards Systems.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Der Einfluss von Arbeitszeitflexibilisierung am Beispiel von unlimitiertem Urlaub auf die MitarbeiterInnenmotivation in der Informationstechnologiebranche
No full textThe aim of this study is to examine the relationship between unlimited vacation policies as a form of flexible working arrangements and performance motivation of employees in the IT industry. In this study, the Job Characteristics Model is used to examine especially the effect of autonomy on performance motivation. It is sup-posed that an employee’s “autonomy” is positively related to performance motivation.
Although unlimited vacation policies are a rising trend, especially among tech companies, only a few studies have been carried out on this subject.
This study focused on three main questions: (1) How does unlimited vacation policies in the context of flexible working hours influence the motivation of employees in the information technology industry? and (2) What other aspects of flexible working hours have an impact on employee motivation in the information technology in-dustry? as well as (3) To what extent does autonomy experienced by the free choice over the duration of the vacation affect the performance motivation of employees in the information technology industry?. In a qualitative study, eight employees working in an IT company were interviewed on five indicators.
This study revealed that the unlimited vacation policies as a form of flexible working arrangement have an indirect impact on performance motivation. Flexible working arrangements, autonomy and trust are positively related to performance motivation.
Future research is proposed as well as investigating the role of unlimited vacation policies connected to other factors.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Kompetenzprofil Führungskräfte in der VUCA-Welt : eine qualitativ-explorative Studie in einem Unternehmen des pharmazeutischen Großhandels
No full textA qualitative-exploratory study within the particular field of a company of pharmaceutical wholesale with regard to requested competencies of managers in the VUCA world
This master thesis has its focus on the requested competencies of managers in the particular field of a pharmaceutical company that are needed to be successful within the VUCA world. This has on one hand a certain personal relevance to the author as the actual employer is in focus and on the other hand a very actual relevance due to Covid-19 pandemic that the whole world is facing in these days.
First of all this master thesis gives an overview and a certain definition of VUCA world and its consequences for companies and managers and their changed tasks. Furthermore it is to be stated that literature shows a great variety of different explanations and meanings about management that have been shown by different examples. To get a clear picture about the content of this master thesis, a specific definition about management, managers and the tasks managers have to fulfil has been provided. Following this, five interviews with experts from management have been conducted. Content analysis was used to sort out behavioural themes in the interviews to match them against the KODE®X competency framework. As a conclusion this outcome was summarized to the competency model for managers in the VUCA world, especially within a company of pharmaceutical wholesale. This competency model is underlaid with respective features of the research as well as findings for further practical use of the result is part of this thesis.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Quantification of structural liquidity risk in banks
No full textUnder Pillar 2 of the Basel Accords an assessment and quantification of all material risks is required. The corresponding process is called Internal Capital Adequacy Assessment Process (ICAAP) and it determines the amount of risk-bearing capacity the financial institution requires. Structural liquidity risk is a material risk resulting from the core banking business of taking in short-term deposits and lending out long-term loans, thus allowing a maturity mismatch between assets and liabilities. At some point the long-term loans will require refinancing and the institution is at risk of an adverse development of refinancing costs.
This thesis proposes a model for the quantification of structural liquidity risk. The institution’s credit spread is identified as sole source of risk and its future development is modelled using Monte Carlo simulation. The underlying process of the credit spread evolution is a jump-diffusion process. The 99.9% quantile of the simulated distribution of terminal values is added on top of the swap rates to represent the stressed refinancing costs. The change in present value between closing open liquidity positions under stressed refinancing costs compared to current costs is the calculated impact on risk-bearing capacity.
The proposed model provides the basis for a more sophisticated model to quantify structural liquidity risk by mitigating identified weaknesses and implementing suggested improvements.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Das Spannungsfeld zwischen der Autonomie der öffentlichen österreichischen Universitäten und deren Steuerung durch die Leistungsvereinbarungen mit der Republik Österreich
No full textDas Ziel der vorliegenden Masterarbeit ist es, das Spannungsfeld zwischen der Autonomie der öffentlichen österreichischen Universitäten und ihrer Steuerung durch die Leistungsvereinbarungen mit der Republik Österreich zu beleuchten.
Dabei soll die Frage beantwortet werden, ob die Leistungsvereinbarungen zwischen den beiden Parteien ein geeignetes Instrument zur universitären Steuerung durch die öffentliche Verwaltung sind und ob dies einen Eingriff in die Autonomie der Universitäten darstellt.
Durch die umfassende Reform des Universitätsgesetzes im Jahr 2002 wurden die Universitäten in die Autonomie entlassen und sind seither als juristische Personen des öffentlichen Rechts voll handlungsfähig. Seit 2007 schließen sie mit dem Bund, vertreten durch das Bundesministerium für Bildung, Wissenschaft und Forschung, Leistungsvereinbarungen ab. Diese Steuerung folgt der Prämisse des New Public Management.
Um die dargelegten Forschungsfragen zu beantworten, wurde ein qualitativ-empirisches Forschungsdesign gewählt. Nach einem auf der Grundlage einer umfassenden Literaturanalyse entwickelten Interviewleitfadens wurden Interviews mit sechs Expert/inn/en in diesem Fachgebiet geführt. Drei Interviews wurden mit Universitätsvertreter/inne/n und drei mit Vertreter/inne/n des Bundesministeriums geführt. Die Auswertung der Interviews erfolgte nach der zusammenfassenden qualitativen Inhaltsanalyse nach Mayring.
Die empirische Studie stimmt weitgehend mit den theoretischen Ansätzen überein. Es wurde von beiden Seiten bestätigt, dass die Leistungsvereinbarungen ein geeignetes und adäquates Steuerungsinstrument sind. Beide Parteien stehen sich als gleichberechtigte Partner gegenüber. Die Leistungsvereinbarung stellt das geeignete Bindeglied zwischen der autonomen Universität und dem Bund dar. Die befragten Vertreter/innen der Universität sehen in der rechtlichen Ausgestaltung des Instruments keinen unangemessenen Eingriff in die Autonomie. Die gelebte Praxis sieht hier jedoch häufig anders aus. Besonders auf der Seite des Ministeriums wird zu Mikromanagement tendiert. In der laufenden Leistungsvereinbarungsperiode (2019 - 2021) wurde ein neues Finanzierungssystem implementiert. Die befragten Universitätsvertreter/innen stehen diesem neuen System kritisch gegenüber, da sie befürchten, dass es ihre Autonomie beeinträchtigen könnte.
Die Leistungsvereinbarungen werden von beiden Seiten auch als zukünftiges zentrales Instrument zur Steuerung der Universitäten gesehen, da sie für beide Seiten viele Vorteile bringen.The aim of this master thesis is to shed light on the tension between the autonomy of Austrian public universities and their control through the performance agreements with the Republic of Austria.
The purpose is to answer the questions whether the performance agreements between the two parties are a suitable instrument for the governance of the universities by the public administration and whether this represents an interference with the autonomy of the universities.
As a result of the comprehensive reform of the University Act in 2002, the universities were released into autonomy and are fully capable of acting as legal entities under public law. Since 2007, they enter into performance agreements with the state represented by the Federal Ministry of Education, Science and Research. This control follows the premise of New Public Management.
In order to answer the outlined research questions, a qualitative-empirical research design was chosen. In accordance with an interview guideline developed on the basis of a comprehensive literature analysis, interviews were conducted with six experts in this subject area. Three interviews were conducted with university representatives and three with representatives of the Federal Ministry. The evaluation of the interviews was based on a qualitative content analysis according to Mayring.
The empirical study is largely consistent with the theoretical approaches. It was confirmed by both sides that performance agreements are a suitable and adequate steering instrument. Both parties face each other as equal partners. Performance agreements provide the appropriate link between the autonomous universities and the federal government. The interviewed university representatives do not see an inappropriate interference with autonomy in the legal design of the instrument. In practice, however, in some cases this takes the form of attempted micromanagement. In the current performance agreement period (2019 - 2021) a new financing system was implemented. The interviewed university representatives are quite critical of this new instrument, as they are concerned it will influence their autonomy.
When looking into the future, performance agreements are furthermore seen as the central instrument for steering universities, as they certainly bring many advantages to both sides.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Welchen Einfluss hat Migration auf die Arbeitslosigkeit und das Lohnniveau am Beispiel des österreichischen Arbeitsmarktes?
No full textMigration is of great importance to Austria and the local labour market is particularly affected by it. In this thesis the influence of migration on unemployment and wage are being examined. There is an increasing shortage of skilled workers on the Austrian labour market, which can be covered by qualified immigration. In addition, the demographic ageing of the population will increase the need for migration. The perception of migration has changed throughout the course of time. There was a change from the so-called guest worker to family reunion and permanent settlement. Over time, the legal conditions for migrants have improved as well as their status. For the position on the labour market the qualifications are crucial. Due to the fact, that the recognition of these qualifications is mostly not carried out adequately or in a sufficiently matter, migrants are often faced with overqualification.
The quantitative analysis of the Austrian labour market data shows that migrants have a higher unemployment rate because of their focus on sectors which do not require a high qualification and are volatile to the economy. Furthermore, the wage level of migrants is on average lower than the one of Austrian workers.
The impact of migration on unemployment and wage is low and depends on the extent to which migrants are a substitute for the domestic labour force. As most migrants have a low qualification structure, they have a higher impact on those Austrian workers, who also have a low skill level.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Employer-Branding-Maßnahmen für kleine und mittlere Unternehmen in Zeiten des Fachkräftemangels
No full textThe demographic development in Austria forecasts a rather negative development for the near future. It is predicted that in 2030, the working population in almost all nine states will decrease by five to twenty percent. At the same time, due to this generation change, there will also be a fundamental change in requests, requirements and demands of employees towards their future employers and the working world. Additionally, due to the constant digitization, numerous organizations and companies of all industries, sizes and sectors are increasingly struggling with a shortage of skilled junior workers.
This leads companies to woo these young talents predominantly of the generations Y and Z. Young people have already recognized this trend. They know that the job market has developed from an employer market to an employee market and that they can now choose their future employers. As a result, companies’ current standards have to be reconsidered and, if necessary, revised, because the generations differ significantly in their values, ideas and attitudes from the other generations before. It is important for organizations and companies to start looking for these young people at an early stage and to respond to their requirements and ideas.
Considering these facts, the importance of employer attractiveness increases significantly, especially for small and medium-sized companies that lack the availability of well-known employer brands. If a company fails to successfully draw young people's attention or win them and bind them to the organization in the long term, its success on the job market could be endangered.
In order to be able to meet the increasing demand for motivated, innovative and qualified junior staff in the future, employers have to adapt and rewrite their strategies in the race for these essential junior staff. In this paper I argue that a well-thought-out, continuous and exact employer branding strategy that is specifically aimed at the target group can ensure that companies reach, recruit and bind these young talents constantly to the company.Masterarbeit Wien, Fachhochschule des BFI Wien 202