Publikationsserver der Fachhochschule des BFI Wien
Not a member yet
1438 research outputs found
Sort by
Does responsible leadership influence employees’ intention to leave in Austrian companies?
No full textThe concept of responsible leadership (RL) is gaining recognition as an important part
of organisational studies due to failures in leadership and problems affecting our lives
and the planet. RL is based on stakeholder theory. According to this theory, employees
are considered a primary and critical stakeholder group for a responsible corporation.
Therefore, responsible leadership in this research is being defined and operationalized
from the perspective of employees and their perception on their leaders’ as well as
their firm’s actions. A survey conducted in Austria and including 77 employees was
used to analyse the relationship between responsible leadership, pride in and
satisfaction with the organization and intention to leave. Significant correlations were
explored among responsible leadership consisting of a strong stakeholder culture
that emphasizes ethical and socially responsible behaviour, human resource practices
that are fair and inclusive and lastly positive managerial support in employee
development and intention to leave.Wien, Fachhochschule des BFI Wien, Masterarb., 202
Application of statistical and machine learning models in corporate bankruptcy prediction
No full textBankruptcy prediction is an important topic receiving notable attention. Information about an imminent insolvency threat is a crucial aspect of the decisionmaking process of managers, financial institutions, and government agencies. Therefore, the accuracy of the insolvency prediction emerges as one of the key questions for the purposes of modelling and investment process.
This research aims to estimate how accurate are machine learning algorithms and classical financial distress forecasting techniques in predicting the insolvency of the organizations. Specifically, a traditional Altman’s Z’’-Score model and classifying supervised machine learning methods were applied to an imbalanced dataset that comprises corporate financial health indicators collected from the U.S. market.
The performance of the models was assessed through a confusion matrix, synthetic performance indices and a graphical representation of receiver operator and precision – recall curves. Model application results showed that machine learning classifiers were more powerful in predicting the insolvency than an Altman’s Z’’-Score model due to the number and nature of the features included into the analysis. The linear models performed better than non-linear ones.
These results suggest that for a dataset with a relatively small number of samples and large number of features linear machine learning algorithms such as logistic regression are more accurate in predicting the future corporate bankruptcy.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Sharing Economy : eine Analyse des Verbraucherverhaltens in der Übernachtungsbranche
No full textThe Sharing Economy has experienced a strong upswing in all possible areas and especially in the accommodation industry. Digitalization and other social and economic factors have created a new way of thinking about consumption in our society. The desire to own something is replaced by merely using things. This is possible by sharing, exchanging and borrowing things in the Sharing Economy. The new standards and values have also changed consumer behaviour. The accommodation industry has also undergone a major change. Sharing economy platforms have become indispensable in this sector. The success of large Sharing Economy providers such as Airbnb speaks for itself. Tourism is now strongly influenced by such providers. This paper analyzes the expectations of the Austrian consumers at provider of the Sharing Economy in the accommodation sector which can be helpful to providers in the Sharing Economy.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Wirtschaft und Management : Schriftenreihe zur wirtschaftswissenschaftlichen Forschung und Praxis / Regulierungserfordernisse im digitalen Sektor vor dem Hintergrund ungleicher Wettbewerbsbedingungen auf EU-Ebene
No full textDie COVID-19 Pandemie hat die Dringlichkeit für die Schaffung eines verlässlichen EU-Rechtsrahmens für den digitalen Sektor weiter beschleunigt. In einem Umfeld, in dem sich der Kauf von Waren und Dienstleistungen immer stärker auf Online-Plattformen verlagert, sind Normen erforderlich, die allen beteiligten Akteur*innen die nötige Rechtssicherheit auf den digitalen Marktplätzen geben. Gegenwärtig fehlt es zudem an fairen Wettbewerbsbedingungen – sowohl zwischen den Online-Akteur*innen als auch zwischen dem digitalen und dem stationären Handel. Regelungen fehlen auch hinsichtlich der Beschäftigten. Die Europäische Kommission hat mit Gesetzesvorschlägen zu digitalen Diensten sowie dem digitalen Binnenmarkt nun einen wichtigen Schritt für mehr Sicherheit und Fairness gesetzt. Die Vorschläge sind grundsätzlich positiv zu bewerten, Nachschärfungen sind allerdings nötig. Unverständlich sind die Verzögerungen bei den geplanten Normen zu den Beschäftigten im Online-Bereich und bei der Besteuerung von Digitalkonzernen.With the outbreak of the COVID-19 pandemic, the digital sector has experienced an unprecedented growth spurt. At the same time, it became clear that a legal framework is needed that adequately protects all actors involved in the purchase of goods and services at online platforms. In particular, there is a lack of standards that enable fair competition - between digital providers, but also between digital and stationary traders. With the legal proposals on digital services and the digital single market, the European Commission has taken an important step. However, a number of resharpenings in the text are still necessary. For years, unfair competition has been caused by the evasion of tax payments and the lack of compliance with basic principles of labour law by online platforms. The delays in publishing legal proposals in these two important areas are incomprehensible
Einflüsse der Digitalisierung im Personalmanagement
No full textDie Entwicklung von Digitalisierungs- und Automatisierungsprozessen in Unternehmen deckt neben den positiven Wirkungen auch die Frage der Existenz der MitarbeiterInnen auf. Die Wahrnehmung, ob MitarbeiterInnen in Unternehmen nur als Ressourcen bestehen oder Individuen darstellen, die etwas Wertvolles vollbringen, ist unterschiedlich. Durch den Einsatz neuer Technologien haben sich auch die Beziehungen zwischen menschli-cher und künstlicher Intelligenz sowie das Privat- und Berufsleben neu de-finiert. Der Begriff „Arbeit 4.0“ soll die digitalen Entwicklungen und Trends in der Arbeitswelt widerspiegeln. Der dabei entstehende Wandel von Arbeitsformen wird als Herausforderung für jedes einzelne Individuum betrachtet.
Auch das HRM erlebte mit der Zeit einen Wandel und entwickelte sich durch den Einsatz von professionelle Personalmanagementsystemen wei-ter und erweiterte dadurch seine Funktion als strategischer/strategische AkteurIn. Ein wesentlicher Teilbereich des HRM ist und bleibt die Perso-nalbeschaffung. Auch dieser Bereich erlebte durch digitalisierte Kommu-nikationsmöglichkeiten eine starke Veränderung. Die neuen Interaktions-formen mit potentiellen BewerberInnen prägten die Trends im Recruiting und das neue Bewerberverhalten. Als Ergebnis konnte beobachtet werden, wie sich Machtverhältnisse verschoben haben, indem oft seitens der Be-werberInnen die abschließende Auswahl getroffen werden kann. Nicht nur die sich verändernden Kommunikationsmöglichkeiten, sondern auch der demografische Wandel scheint die neuen Rekrutierungsmethoden von personalsuchenden Unternehmen zu prägen. Aus diesen Gründen werden auch die meist genutzten Rekrutierungskanäle in dieser Arbeit beleuchtet.The development of digitization and automation processes in companies reveals not only the positive effects but also the question of the existence of employees. There are different perceptions of whether employees exist only as a resource or as individuals who aim to accomplish something valuable. The use of new technologies has redefined the relationships be-tween human and artificial intelligence as well as between private and professional life. The term “Work 4.0” is intended to reflect digital devel-opments and trends in the world of work. The resulting change in work is viewed as a challenge for each individual.
HRM also experienced a change and developed further through the use of professional personnel management systems, thereby expanding its func-tion as a strategic actor. Recruitment is an essential part of HRM. This ar-ea also underwent a major change due to digitized communication op-tions. The new forms of interaction with potential applicants shaped the trends in recruiting and the new applicant behaviour. As a result, it could be observed how the power relations have shifted from companies to ap-plicants in a way, that the final selection or decision can be often made by the applicants rather than by the companies. Not only because of the changing communication options, but also the demographic changes seem to have shapen the new recruiting methods of recruiting companies. For this reason, the most frequently used recruitment channels are also exam-ined in this work.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Homeoffice im Projektmanagement : Koordination von virtuellen Projektteams, am Beispiel einer Online-Kreativagentur
No full textDigital innovations have greatly changed the way people live and work. Digitalisation has brought new working models such as the possibility to work virtually. In times of Covid-19, topics such as working remotely and working in virtual teams are more relevant than ever. This study aims to examine the benefits and challenges of virtual project team coordination and what can be done to enhance or minimise them.
As a theoretical basis, extensive secondary research was firstly conducted and relevant scientific literature, studies and research were analysed. As primary research, face-to-face interviews were conducted with project managers and project team members of a digital creative agency.
The results of the primary and secondary research provided a strong approximation to a complete answer of the research question. On the one hand, a higher potential of misunderstandings due to online communication, less social contact due to the physical distance and a more difficult work-life balance were identified as challenges of virtual project team coordination. On the other hand, more intensive documentation of relevant information, easier reachability of project managers and project team members and increased flexibility, self-organisation and trust represent the greatest benefits of virtual project team coordination.
The results of this thesis can help to draw conclusions from the investigated creative agency to companies with similar conditions. After the Covid-19 crisis, working remotely will remain a big factor for businesses of all kinds, including the field of project management. The results can already provide important insights into the benefits and challenges of project team coordination in order to prepare these companies for the future of digital work. Furthermore, not only the strengths and weaknesses of this working environment are shown, but also approaches are given to strengthen or reduce them.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Bias behaviour in recruiting : a study on small and medium-sized enterprises in Austria and their recruiting practices towards candidates with immigrant backgrounds
No full textDie folgende Arbeit untersucht, wie Fortbildungen von Recruitern die Integration von Migranten in die österreichische Arbeitswelt unterstützen können. Studien zur Integration von Zuwanderern haben Unterschiede in den Arbeits- und Bildungsmustern von Personen mit Migrationshintergrund und Einheimischen in Österreich festgestellt. Da dieser Zusammenhang zwischen der Ausbildung von Personalverantwortlichen und der Integration von Migranten in der Literatur nur überschaubar behandelt wird, wurde dieses Thema mit Hilfe eines Fragebogens weiter untersucht. In diesem wurden Daten über die Erfahrungen und Einstellungen von Personalverantwortlichen gegenüber Migranten gesammelt. In Summe nahmen 82 Teilnehmer, welche im Bereich Recruiting bei österreichischen Klein- und Mittelunternehmen (KMUs) beschäftigt sind, an der Umfrage teil.
Die Ergebnisse deuten darauf hin, dass Migranten aus nicht EU-Staaten nicht vollständig in den österreichischen Arbeitsmarkt eingliedert sind. Dies liegt in erster Linie an der Regierungspolitik, die deren sozioökonomische Stellung in Österreich nicht entsprechend berücksichtigt, an den hohen Bildungsstandards in Österreich, die ausländische Qualifikationen nicht anerkennen und an den voreingenommenen Einstellungen in der Gesellschaft gegenüber Einwanderern.
Im Zuge der Arbeit wurde auch festgestellt, dass österreichische Personalvermittler, die in KMUs arbeiten, oft nicht für ihre Rolle bei der Personalbeschaffung geschult sind, was vor allem mit der Größe der Unternehmen zusammenhängt.
Angesichts der großen Vielfalt an Arbeitskräften in Österreich besteht die Hypothese, dass durch eine Änderung der Ausbildung bzw durch angepasste Schulungen der Recruiter die Integration von Migranten verbessert werden kann, um dem Arbeitskräftemangel entgegenzuwirken.
Diese Hypothese wurde durch die Ergebnisse der Umfrage bestätigt, in der ein positiver Zusammenhang zwischen der Ausbildung von Personalverantwortlichen und der Integration von Migranten festgestellt wurde.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Anforderungen an die moderne Führungskraft mit besonderem Fokus auf Remote Leadership in KMU der österreichischen Software und IT Branche
No full textThe digital transformation has an impact on all areas of life. The work environment in particular has experienced a major change in recent years. The requirements of the employees are changing and new, modern values are developing. The relevance of these values can be observed particularly strongly in the IT and software sector. In this sector, people are at the centre and play a decisive role in the success or failure of a company. As a result, leadership must be rethought. Classical management approaches that are controlling, rigid and not people-centred are gradually becoming obsolete.
In the course of this Master thesis, the changes for the business world and the resulting demands for leaders are examined. An attempt is made to define general requirements for leaders of this age. Furthermore, the thesis deals with remote leadership. During the Corona pandemic, the topic of leadership of virtually collaborating teams has become enormously important. While flexible working and home office models already existed in the IT and software industry, many other industries have also involuntarily switched to remote working. The IT industry is known for its agile way of working and its modern organisational forms. Based on the role model function of the IT and software industry, an attempt is made to formulate general recommendations for leaders. In the end, answers are given to the question of how a leader should act in the modern context and what challenges exist in remote leadership. This is explored by conducting theoretical literature research and empirical research through expert interviews.
The key findings of this thesis are the following. First, leadership will increasingly aim to optimally unite the needs and interests of employees and the organisation. Second, a modern leader in the IT and software industry needs a large set of social skills. – Appreciation, authenticity and passion are becoming increasingly important to employees. And third, in the context of remote leadership, employees want their leaders to communicate more clearly and proactively.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Die Zukunft : barrierefreies Leben für mehr Lebensqualität im smarten Wohnbereich in Österreich, Deutschland und der Schweiz
No full textFrom a technical point of view, voice assistants are one of the most successful innovations in the field of artificial intelligence today. They enable the retrieval of in-formation on demand and touchless control of smart home devices. Voice assistants serve as an interface between human-machine interactions and are constantly improving their comprehension capabilities. In addition to voice recognition, voice assistants can also perceive sounds, making them a valuable asset within the fields of security and alarm systems. For the elderly and impaired, voice assistants offer tremendous opportunities for greater independence. Despite their widespread use in private homes, many feel insufficiently informed about the benefits and dangers of voice assistants.
The aim of this work is to show the diverse situations in which voice assistants can be used at home today and which future possibilities arise from the use of voice assistants. In addition to these intentions, the reasons for and against the use of voice assistants are analyzed as well. The data is collected, analyzed and interpreted in this master thesis with a quantitative method. All examples given in this thesis refer to the smart speaker brand Amazon Echo.
The results show that voice assistants present both major benefits and risks when it comes to data protection and privacy. Those concerns are particularly high among non-users. In addition, it appears that they have not yet recognized the potential benefits of voice assistants. When using voice assistants, the actual benefit is valued higher by users than the risk of privacy being violated. The next few years must be used by providers and politicians to solve the problems regarding privacy to inspire further potential users. Thanks to artificial intelligence, voice assistants are constantly learning and will probably be able to predict users' wishes in the future.Masterarbeit Wien, Fachhochschule des BFI Wien 202
Auswirkungen der Digitalen Transformation auf Non-Desk Workers bei der Migros Luzern
No full textDigital transformation is a process that is gaining presence in all areas of our life. An increasing number of companies are dealing with this in order to prepare them-selves for the challenges of the future. One of these companies is Migros Lucerne. In this master's thesis, the effects of digital transformation on non-desk workers are examined and recommendations are made for the development of a transformation strategy and the implementation process. Around three quarters of Migros Lucerne employees are non-desk workers. The problem is that there is no research available that addresses how digital transformation in a company can be approached if the majority of employees do not spend their daily work on desktop devices. The specific effects of digital transformation on this group of employees are not known and have been identified as a research gap. This will be closed as part of the research process for the master's thesis.
Using a combination of quantitative and qualitative methods, knowledge is gained which, together with the theoretical basis, is used to answer the research questions. The analysis is based on the outcome recorded by the online survey and the expert interviews. In addition to the analyzed effects that digital transformation has on non-desk workers, findings are also gained on how a transformation strategy can be developed and how the transformation process should be designed. Furthermore, specific recommendations for action are made with regard to dealing with non-desk workers, as well as for the strategy and the transformation process.Masterarbeit Wien, Fachhochschule des BFI Wien 202