3,007 research outputs found
aE Journal 2015/2016: aE/INTECTURE innovating architecture
No full textThe graduation studio of Architectural Engineering focuses on the integration of (new) technology in architecture. For this purpose, the name aE/ INTECTURE® was devised, which will be developed further as a brand in the coming years. Students start with a technical fascination and translate this into an architectural concept, finally being able to implement this within the environment in a responsible way. ‘If technology is the answer, what is the question?‘ Under the guidance of a team of enthusiastic (guest) lecturers, students search for the dot on the horizon that is necessary for coming up with solutions that improve the quality of the built environment and make it more sustainable. In addition, either the ‘making‘ (make) or ‘the energy and material flow’ (flow) is used and applied as a basis in different contexts.Architectural Engineerin
Predicting Abusive Supervision
No full textAbusive supervision – defined as the “sustained display of hostile verbal or non-verbal behaviors, excluding physical contact” (Tepper, 2000, p. 178) – is related to a range of negative attitudinal, behavioural, and health outcomes. In terms of attitudinal outcomes, Tepper (2000) reported that abusive supervision is associated with perceived injustice, which in turn is related to lower job satisfaction, life satisfaction, and organizational commitment, higher work–family and family–work conflict, and intentions to leave the organization. With respect to behavioural consequences, research has found that abusive supervision results in deviance targeted at both the organization and the supervisor (Mitchell & Ambrose, 2007; Tepper et al., 2009), reduces the display of organizational citizenship behaviors (Rafferty & Restubog, in press), and results in lower job performance (Harris, Kacmar & Zivnuska, 2007). Finally, abusive supervision also affects employee well-being. For example, Rafferty, Restubog and Jimmieson (2010) found that abusive supervision was associated with psychological distress, which in turn is related to sleep loss for targets of abuse. Meta-analytic research suggests that among different sources of workplace mistreatment (supervisors, co-workers, and members of the public), abusive supervision has the strongest negative effects across a range of outcomes (Hershcovis & Barling, 2010).No Full Tex
aE Journal 2017/2018: aE/Intecture innovating architecture
No full textDriven by the need to think differently about resources, energy, power generation, the choice of materials, and user involvement, we see the built environment in a new perspective. The program, Architectural Engineering, seeks for innovative and inspiring architectural solutions for social and environmental issues throughout all scales.To achieve this, innovation of the architectural challenge is high on our agenda. Innovation is more than just a technical improvement. How do you implement new current issues in modern architecture? We anticipate new energy, materials, and circularity. We also use the current environment of the metropolis and the countryside. We add new buildings, strengthen existing stock, and work on new components of buildings. From high to low tech. From digital to traditional, looking carefully to the context.Architectural Engineerin
Dimensions of transformational leadership: Conceptual and empirical extensions
No full textThis study identified aspects of transformational leadership theory that have resulted in a lack of empirical support for the hypothesized factor structure of the model, and very strong relationships among the leadership components. We proposed five more focused subdimensions of transformational leadership including vision, inspirational communication, intellectual stimulation, supportive leadership, and personal recognition. Confirmatory factor analyses provided support for the hypothesized factor structure of the measures selected to assess these subdimensions, and also provided support for the discriminant validity of the subdimensions with each other. After controlling for the effects of common method variance, a number of the subdimensions of transformational leadership demonstrated significant unique relationships with a range of outcomes. Results provided initial support for the five subdimensions of transformational leadership that were identified. (C) 2004 Elsevier Inc. All rights reserved
Human resource management system strength in times of crisis
No full textIn times of crisis, employees turn to their managers for information and guidance. When managers share distinctive, consistent, and consensual information (also known as human resource management [HRM] system strength), it is easier for employees to make sense of the information and understand what is expected from them. To date, research has mainly focused on the outcomes of HRM system strength but has remained silent on its antecedents. Thus, we know little about the factors that influence managers when sharing information with their employees. Drawing on insights from research on HRM system strength, attribution, and cross-cultural fields, we suggest that the interaction between managers’ motivation (i.e., the severity of a crisis and an organization's reputation) and their general beliefs (i.e., national cultural values: uncertainty avoidance and power distance) can explain HRM system strength in times of crisis. To test our hypotheses, we used HLM to analyze a three-level sample of 368 bi-weekly observations nested in 34 universities within 15 countries. Results show that the positive effects of crisis severity and an organization's reputation on the employment of HRM system strength were stronger in high uncertainty avoidance countries, but weaker in high power distance countries. Theoretical and practical implications are discussed.Full Tex
Main motifs in the prose of the leftist author Kang Kyŏng-ae
No full textThe subject of this bachelor thesis is the life and work of the Korean writer Kang Kyǒng-ae, with a focus on her short prose. The aim of this thesis is an analysis of two works - Salt and Darkness - with attention to the context of the author's time. Nowadays, Kang Kyǒng-ae is considered a significant author of the 1930s and her works reflect the phenomenon of Korean emigrants in Manchuria. For a long time, leftist tendencies caused her prose to be neglected, which resulted in a considerably limited number of studies concerned with her work, in comparison to the number of studies about other writers. There are virtually no Czech studies of her work. The text of the thesis initially presents the timeframe of Kang's authorship and then analyzes select works of hers. The analysis of the works focuses on recurring motifs, which are put into a historical and social context. Keywords Kang Kyǒng-ae, Korean 1930s literature, leftist literature, Sogǔm, Ǒdu
Biographical Romance, or The Wonders of ihe Life of An Émigrée of Choice: Fryderyk Járosy (1889–1960) – the Author of Unwritten Memoirs of Life Among the Polish Diaspora in London
No full textEnglish version. Original issue: “Archiwum Emigracji” 2009, no. 1 (10)https://apcz.umk.pl/AE/article/view/AE.2009.01
An examination of the antecedents of readiness for fine-tuning and corporate transformation changes
No full textThis study examined employee readiness for fine-tuning changes and for corporate transformation changes. It was proposed that employees would report different degrees of readiness for these two types of change and that different variables would be associated with readiness for the two types of change. Results of regression analyses indicated that trust in peers and logistics and system support displayed strong positive relationships with readiness for fine-tuning changes, while trust in senior leaders and self-efficacy displayed strong positive relationships with readiness for corporate transformation changes. The implications of this study focus on the appropriateness of traditional change management strategies in light of findings that multiple change readiness attitudes exist within an organization
Autour du Nepos d'Alburnus, Maior, Panes, fils de Bizo (AE, 20081167=AE, 2007, 1201) : petit-fils ou neveu
No full textInternational audienceIn this article, the author studies again the inscription on a stone of a nepos from Alburnus Maior: Panes, son of Bizo (AE, 2008, 1167 = AE,2007, 1201). If the word nepos very often means « grandson », there are cases where it means « nephew ». The author pays special attention to the Latin kinship terminology in this inscription because names and lines are not Roman but peregrine. So, there is ambiguity as we cannot exactly know the relations between all these names. Now, between a grandfather and his grandson or an uncle and his nephew, there is the same number of generations. It is necessary for one to compare these to other inscriptions and words in addition to nepos (auia, auus, nurus, gener, pater, mater) or only with nepos in Rhenodanubian provinces (Raetia, Pannoniae, Moesiae, Dacia): these 67 inscriptions are in an appendix.The author concludes that the these two possibilities exist here
Refining individualized consideration: Distinguishing developmental leadership and supportive leadership
No full textThis study explores the theoretical and empirical distinction between developmental leadership and supportive leadership, which are currently encompassed in a single sub dimension of transformational leadership, individualized consideration. Items were selected to assess these constructs, and hypotheses regarding the differential effects of developmental and supportive leadership were proposed. Confirmatory factor analyses provided support for the proposed distinction between developmental and supportive leadership, although these leadership factors were very strongly associated. Structural equation modelling and multi-level modelling results indicated that both developmental leadership and supportive leadership displayed unique relationships with theoretically selected outcome measures. Developmental leadership displayed significantly stronger relationships with job satisfaction, career certainty, affective commitment to the organization and role breadth self-efficacy than did supportive leadership. Results provide initial evidence in support of the discriminant validity of these two types of leadership. Discussion focuses on the need to further examine the construct of developmental leadership
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