188,377 research outputs found
SCAD-zbMATH-01 Open Access Data Set for Author Name Disambiguation (AND) (Enhanced Version)
No full text<p>This data set contains disambiguated publication data from zbMATH (www.zbmath.org) for use in author name disambiguation (AND). It covers 28321 publications with 33810 authorship records, authored by 2946 distinct authors. Authorship records have been manually annotated with author identifiers.</p>
<p>This download includes additional data sets for advanced, selective disambiguation.</p>
<p>For details, see "Mark-Christoph Müller, Florian Reitz, and Nicolas Roy (2017): Data Sets for Author Name Disambiguation: An Empirical Analysis and a New Resource", Scientometrics, doi:10.1007/s11192-017-2363-5.</p>
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SCAD-zbMATH-01 Open Access Data Set for Author Name Disambiguation (AND)
No full text<p> </p>
<p><strong>Note: This data set is <em>deprecated</em>. Please use the enhanced, open access version available at https://doi.org/10.5281/zenodo.161333</strong><strong> !</strong></p>
<p> </p>
<p>This data set contains disambiguated publication data from zbMATH (www.zbmath.org) for use in author name disambiguation (AND). </p>
<p>It covers 28321 publications with 33810 authorship records, authored by 2946 distinct authors. Authorship records have been manually annotated with author identifiers. </p>
<p>For details, see "Data Sets for Author Name Disambiguation: An Empirical Analysis and a New Resource", Mark-Christoph Müller, Florian Reitz, and Nicolas Roy, 2016, submitted to Scientometrics.</p>
N. J. Roets Collection index
No full textThis index describes the N. J. Roets collection and is the verbatim report of Nicolaas Johannes Roets on his
experience as young boy in the Great Trek and later prisoner of war in India during the South African War. It was taken down by Colonel Deneys Reitz in 1911 on Weltevreden, a farm in the Heilbron district. 1 folio book (17 p.) : 32 cm + photocopy
Plano de viabilidade de abertura e operacionalização de uma empresa de consultoria empresarial em licitações
No full textTCC (graduação) - Universidade Federal de Santa Catarina, Centro Sócio Econômico, Curso de Administração.O empreendedorismo é uma área que amplia o interesse de jovens brasileiros a cada ano, e alinhada com o mercado de consultoria empresarial e às compras públicas brasileiras, criam um campo pouco ou nada explorado no cenário nacional atualmente # o de consultoria empresarial em licitações. Com expectativas no âmbito do empreendedorismo e com o intuito de explorar este novo horizonte, o seguinte estudo visa analisar a viabilidade de abertura e operacionalização da Reitz- Meintanis Consultoria, através de um plano de negócios. O mesmo auxiliará o empreendedor a entender melhor o mercado que deseja inserir o seu negócio, concorrentes, fornecedores, parceiros, estratégias, além de analisar a sua viabilidade mercadológica e financeira. Para realização do estudo, foi realizada uma pesquisa de caráter qualitativo e quantitativo e foram aplicados questionários com as empresas que farão parte do estudo mercadológico. A pesquisa realizada utilizou fontes primárias e secundárias. Como resultado, verificou-se que existe um déficit de empresas e profissionais especializados em consultoria empresarial no ramo de licitações. Além disso, concluiu-se que é viável abrir e operacionalizar a empresa de consultoria empresarial em licitações, a partir de 2010, na região da Grande Florianópolis, SC. No que tange o estudo econômico-financeiro, o negócio se mostrou economicamente viável, de baixo investimento inicial e baixo custo operacional. Ao final foram colocadas ainda sugestões de melhorias para o sistema de licitações brasileiro na modalidade pregão eletrônico, a qual representa mais de 80% das licitações realizadas pelo Governo Federal atualmente e que, talvez por ser um novo modelo de compras, careça de melhorias
That\u27s Not Funny
No full textDoug Reitz (That\u27s Not Funny, p. 28) attended DePauw from 1982-85 as a Music Composition major. He is now a Comparative Literature major at Indiana University and he is from Midland, MI
A qualitative exploration of the Reitz reconciliation process as an exercise in restorative justice
No full textIn 2008 South Africa and the world were shocked by the public dissemination of the ‘Reitz video.’ The video depicted five black University of the Free State workers re-enacting a number of humiliating residence initiation rituals at the instruction of four white male university students. The video was narrated as a parody of the proposed racial integration of university residences, and it led to a criminal court case followed by civil proceedings and most importantly for the purpose of this study, a restorative justice process titled the Reitz Reconciliation Process. This study explores the Reitz Reconciliation Process through a restorative justice lens, from a social constructionist theoretical standpoint. The aim of the study is to critically engage the meaning that the students and workers assigned to their experiences of this restorative justice process, so as to gain insight into why they did or did not experience the process as restorative. In-depth qualitative interviews were conducted with the students and workers to gather data for this study, and the data was then analysed using a thematic approach. What the researcher found was that in the students’ refusal to accept the wrongfulness of their actions, they persistently emphasised their own victimisation over that of the workers and their offer of apology was plagued by denial. This was all found to be underpinned by an intergenerationally transmitted system of prejudicial beliefs and values that do not align with the values and rights entrenched in the South African Constitution. In contrast, the workers constructed the Reitz Reconciliation Process as an experience of forgiveness, healing and restoration. The researcher found that at the core of their process of meaning construction was the ethic of Ubuntu, which is underpinned by a very similar set of values to those of restorative justice. The complexities and implications of these findings are teased out in this study with the intention of gaining a deeper understanding of the possibilities for restorative justice practice in a contemporary South African context
Modification and elaboration of the original Smuts (2011) explanatory intention to quit structural model and empirical testing of the modified and elaborated Reitz model
No full textThesis (MCom)--Stellenbosch University, 2019.ENGLISH SUMMARY : Today’s business environment has become very competitive and the retention of skilled, high-performing employees has therefore also become a major concern to managers worldwide. It has become crucial to recruit talented, smart and capable people and also to keep these top talent employees out of the hands of other companies.
Organisations invest large amounts of money time and energy each year to recruit, select and develop talented employees. Organisations also need to invest resources to retain these talented employees. At the same time, however, they also find themselves reluctant to spend too much money on talented employees, because of the possibility of losing their best employees to competitors.
Voluntary turnover of employees occurs when an employee voluntarily leaves his/her job and has to be replaced by someone else (Samuel & Chipunza, 2009). Retention, represents an integrated set of interventions developed by organisations aimed at retaining talented employees and rooted in the reasons for the intention to quit under their (high-performing) employees. Thus, the primary goal of interventions aimed at retaining talented employees is to try and minimise the outflow of high-performing employees. The loss of its high-performing employees holds serious have negative consequences for organisations’ productivity and service delivery.
The strength of the intention to quit varies across employees. The differences in the strength of the turnover intention across employees is not the outcome of a chance phenomenon, but rather the result of specific latent variables that define the employee and his/her working environment. It is consequently important to validly understand the identity of these determining variables.
Smuts (2011) argued that the psychological mechanism that regulates the performance level that line managers achieve on the talent management competencies affect the strength of their subordinates’ turnover intention, is more intricate than is acknowledged by the Oehley (2007) structural model. Oehley (2007) has developed the first integrated structural model aimed at describing the psychological mechanism that regulates employees’ intention to quit. Smuts (2011) has formally acknowledged the importance of cumulative research by proposing extensions to the Oehley (2007) intention to quit model, but, however, failed to test her full model. The strength of employees’ intention to quit is complexly determined.
A need therefore exists to re-attempt to fit the comprehensive Smuts (2011) model that she originally proposed. Therefore, the primary aim of the current study is to expand (and to modify if necessary) the original Smuts (2010) explanatory intention to quit structural model and to empirically test the modified and expanded model. The present study further elaborated and integrated the work done by Oehley (2007), Smuts (2011) and Bezuidenhout (2013).
The overarching substantive research hypothesis was dissected into fifteen more detailed, path-specific substantive research hypotheses. The Reitz measurement model showed good fit (RMSEA=.02). The comprehensive LISREL Reitz intention to quit model showed reasonable fit according to the goodness of fit statistics (RMSEA=.063, p>.05). Support was found for one of the fifteen path-specific substantive hypotheses and partial support was obtained for nine of the fifteen path-specific substantive hypotheses.
Practical managerial implications are discussed. Recommendations for future research are made.AFRIKAANSE OPSOMMING : Vandag se besigheidsomgewing het baie mededingend geword en die behoud van geskoolde, hoog-presterende werknemers het dus ook wêreldwyd 'n groot bekommernis vir bestuurders geword. Dit het noodsaaklik geraak om talentvolle, slim en bevoegde mense te werf en ook om hierdie top talentvolle werknemers uit die hande van ander maatskappye te hou.
Organisasies spandeer jaarliks groot hoeveelhede finansiële en ander hulpbronne in 'n poging om talentvolle werknemers te lok, te ontwikkel en te behou, maar terselfdertyd vind hulle hulself ook huiwerig om té groot hoeveelhede geld aan talentvolle werknemers te spandeer, weens die moontlikheid om hulle beste werknemers te verloor aan mededingers.
Vrywillige omset van werknemers vind plaas wanneer 'n werknemer vrywillig sy/haar werk verlaat en deur iemand anders vervang moet word (Samuel & Chipunza, 2009). Behoud, verteenwoordig 'n geïntegreerde stel intervensies wat deur organisasies ontwikkel is, wat daarop gemik is om talentvolle werknemers te behou en wat gewortel is in die redes vir die voorneme onder hul (hoog-presterende) werknemers om hul werk te verlaat. Die primêre doel van behoud is dus om die verlies van hul bevoegde werknemers te voorkom, aangesien dit die produktiwiteit en dienslewering van die organisasie negatief kan beïnvloed.
Die sterkte van die voorneme om werk te verlaat wissel tussen werknemers. Die verskille in die sterkte van die omsetvoorneme oor werknemers is nie die gevolg van 'n ewekansige gebeurtenis nie, maar eerder die gevolg van sommige bepalende veranderlikes wat die werknemer en sy/haar werksomgewing karakteriseer. Dit is dus belangrik om die identiteit van hierdie bepalende veranderlikes geldig te verstaan.
Smuts (2011) het geargumenteer dat die sielkundige meganisme waardeur die vlak van bevoegdheid wat lynbestuurders op die talentbestuursbevoegdhede bereik, die sterkte van hul volgelinge se voorneme om op te hou werk affekteer, meer ingewikkeld is as wat die Oehley (2007) struktuele model erken. Oehley (2007) het 'n waardevolle verklarende model van werknemeromset-voorneme voorgestel. Smuts (2011) het die belangrikheid van kumulatiewe navorsing formeel erken deur uitbreidings aan die Oehley (2007) model aan te bring, maar het nie daarin geslaag om haar volle model te toets nie. Die sterkte van werknemers se voorneme om op te hou werk is kompleks gedetermineer.
Daar bestaan dus 'n behoefte om die omvattende Smuts (2011) model wat sy oorspronklik voorgestel het, weer te evalueer en te probeer pas. Daarom is die primêre doel van hierdie navorsingsinisiatief om die oorspronklike Smuts (2010) se verklarende werknemeromset-struktuele model aan te pas en uit te brei en om dan die uitgebreide model empiries te evalueer. Die huidige studie het ook verder uitgebrei en geïntegreer op die werk wat deur Oehley (2007), Smuts (2011) en Bezuidenhout (2013) gedoen is. Die huidige studie beoog dus om die verklarende Oehley - Smuts - Bezuidenhout - Reitz talentbestuursvaardigheidsmodel te toets.
Die oorkoepelende substantiewe navorsingshipotese is in vyftien meer gedetailleerde, baanspesifieke substantiewe navorsingshipoteses dissekteer. Die Reitz metings model het goeie pasgehalte getoon (RMSEA=.02). Die omvattende LISREL Reitz werknemeromset-voorneme model het volgens die pasgehalte statistieke redelike pasgehalte getoon (RMSEA=.063, p>.05). Steun is gevind vir een van die vyftien baanspesifieke substantiewe navorsingshipoteses en gedeeltelike steun is gevind vir nege van die vyftien baanspesifieke substantiewe navorsingshipoteses.
Praktiese bestuurs-implikasies word bespreek. Aanbevelings vir verdere navorsing word gemaak.Master
Dance in light: A career documentation of choreographer Dana Reitz
No full textThis thesis seeks to establish that choreographer Dana Reitz is one of the most innovative voices in the recent history of modern dance, particularly in her work concerning structured improvisation and the relationship between light and movement. A systematic study of Reitz's artistic development is conducted to demonstrate that this originality is based on her investigation into a series of narrowly focused questions that seek to discover the nature of perception in relation to movement. Research consisted of interviews with Reitz, as well as of unrestricted access to Reitz's personal archive which included reviews, articles, correspondences, itineraries, press releases, photographs, drawings, videotapes, and other primary documents. A review of the general and specialized literature was also conducted. These materials were analyzed to conclude that Reitz's work, particularly her collaborations with lighting designer Jennifer Tipton, is so innovative as to constitute an entirely new mode of performance.</p
Geiz
No full textSchützeichel R. Geiz. In: Müller H-P, Reitz T, eds. Simmel-Handbuch. Suhrkamp Taschenbuch Wissenschaft. Vol 2251. Berlin: Suhrkamp; 2018: 218-224
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