2,539 research outputs found
Amor, Vehementer Quidem Flagrans; Artificiose Tamen Celatus, De Pantalonis Custodiaque Triumphans, Intentato Certamine Prudentum Stultorum. Sive Arlechin Viva Pictura Ridiculusque Cupido. = Die zwar hefftig entflammte/ doch aber künstlich verborgene und über Pantalons Aufsicht Thriumphirende Amor, bey angestelltem Wett-Streit kluger Phantasten. Oder Arlechin das lebendige Gemählde und lächerliche Cupido. / [Zeichner: Johann Jacob Schübler]. [Stecher: Johann Balthasar Probst]
No full textAMOR, VEHEMENTER QUIDEM FLAGRANS; ARTIFICIOSE TAMEN CELATUS, DE PANTALONIS CUSTODIAQUE TRIUMPHANS, INTENTATO CERTAMINE PRUDENTUM STULTORUM. SIVE ARLECHIN VIVA PICTURA RIDICULUSQUE CUPIDO. = DIE ZWAR HEFFTIG ENTFLAMMTE/ DOCH ABER KÜNSTLICH VERBORGENE UND ÜBER PANTALONS AUFSICHT THRIUMPHIRENDE AMOR, BEY ANGESTELLTEM WETT-STREIT KLUGER PHANTASTEN. ODER ARLECHIN DAS LEBENDIGE GEMÄHLDE UND LÄCHERLICHE CUPIDO. / [ZEICHNER: JOHANN JACOB SCHÜBLER]. [STECHER: JOHANN BALTHASAR PROBST]
Amor, Vehementer Quidem Flagrans; Artificiose Tamen Celatus, De Pantalonis Custodiaque Triumphans, Intentato Certamine Prudentum Stultorum. Sive Arlechin Viva Pictura Ridiculusque Cupido. = Die zwar hefftig entflammte/ doch aber künstlich verborgene und über Pantalons Aufsicht Thriumphirende Amor, bey angestelltem Wett-Streit kluger Phantasten. Oder Arlechin das lebendige Gemählde und lächerliche Cupido. / [Zeichner: Johann Jacob Schübler]. [Stecher: Johann Balthasar Probst] (1)
Cover (1)
Titelblatt (6)
I. Weilen Pantalon nicht zugeben wollen ... (8)
II. Wie nun Arlechin seine vermeinte Klugheit ... (10)
III. Mittler Zeit der Abend heran genahet ... (12)
IV. Weil Arlechin über dem lügen Capitain vor dißmahl triumphiret ... (14)
V. Pantalon, welcher über den entstandenen Aufzug in seiner Behausung ... (16)
VI. Obschon Mezetin einer der listigsten Phantasten ist ... (18)
VII. Nachdem in Pantalons Hauß alles wider in Ordnung gebracht ... (20)
VIII. So bald Pantalon gewahr wird ... (22)
IX. Pantalon hatte nicht so bald von dieser Betrügerey ... (24)
X. Indem aber Pantalon und Doctor nebst Pierot einen anderen Weg ... (26)
XI. Eben da Cynthio die entführte Isabella will durch seinen Garten ... (28)
XII. So bald der Capitain wieder in Freyheit gekommen ... (30
Comparing different culture models in predicting employee job satisfaction and turnover intentions.
No full textDespite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how
insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health,
no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and
negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature
shortcoming.
In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004),
Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ;
Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being.
Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (SD = 1.5). Participants
returned an anonymous self-report questionnaire measuring: JS (Smith, Kendall, & Hulin, 1969); TI (Firth, Mellor, Moore, & Loquet,
2004); INDCOL; IS-OCQ, which measured autocratic, bureaucratic, clan-patronage, technocratic, and cooperative culture typologies;
and GLOBE Values and Practices.Despite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how
insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health,
no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and
negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature
shortcoming.
In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004),
Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ;
Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being.
Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (
George E. Probst Papers
No full textGeorge E. Probst (1917-1986) held many positions in both broadcasting and education from 1944 to 1983: Executive Director, Office of Radio and Television, University of Chicago (1944-1954); Founder, director and Producer, University of Chicago Roundtable (NBC) (1944-1954); Chairman, committee that presented before the Federal Communications Commission (FCC) the case for assigning television channels for education (1949-1950): Chairman, finance committee, Joint Committee on Educational Television (JCET) (1950-1952); Chairman, Committee of all educational institutions, Chicago Metropolitan Area Educational Television (1951-1953; Chairman, Adult Education Committee administering Fund for Adult Education grant for production of radio series The Jefferson Heritage (co-author), Ways of Mankind, People Under Communism, Voice of Europe(1951-1953); Director, radio and television programming, WGBH (Boston, MA) (1954); Co-founder, President, Broadcast Foundation of America (1955-1983); Producer, director, writer,Democracy in America, a series based on Alexis de Tocqueville's observations of American life and politics (1958); Director, National Educational Television and Radio Center (1960-1966); Executive Director, National Commission for Cooperative Education (1966-1976); Consultant, U.S. Office of Education (1968-1976). The collection documents Probst's participation in National Conference on Citizens Rights in Broadcasting, October 1970 as well as the public television programms: Tocqueville's America and The University of Chicago Roundtable
On the Complexity of the (Approximate) Nearest Colored Node Problem
No full textGiven a graph G=(V,E) where each vertex is assigned a color from the set C={c_1, c_2, .., c_sigma}. In the (approximate) nearest colored node problem, we want to query, given v in V and c in C, for the (approximate) distance dist^(v, c) from v to the nearest node of color c. For any integer 1 <= k <= log n, we present a Color Distance Oracle (also often referred to as Vertex-label Distance Oracle) of stretch 4k-5 using space O(kn sigma^{1/k}) and query time O(log{k}). This improves the query time from O(k) to O(log{k}) over the best known Color Distance Oracle by Chechik [Chechik, 2012].
We then prove a lower bound in the cell probe model showing that even for unweighted undirected paths any static data structure that uses space S requires at least Omega (log (log{sigma} / log(S/n)+log log{n})) query time to give a distance estimate of stretch O(polylog(n)). This implies for the important case when sigma = Theta(n^{epsilon}) for some constant 0 < epsilon < 1, that our Color Distance Oracle has asymptotically optimal query time in regard to k, and that recent Color Distance Oracles for trees [Tsur, 2018] and planar graphs [Mozes and Skop, 2018] achieve asymptotically optimal query time in regard to n.
We also investigate the setting where the data structure additionally has to support color-reassignments. We present the first Color Distance Oracle that achieves query times matching our lower bound from the static setting for large stretch yielding an exponential improvement over the best known query time [Chechik, 2014]. Finally, we give new conditional lower bounds proving the hardness of answering queries if edge insertions and deletion are allowed that strictly improve over recent bounds in time and generality
Vorstellung eines masquierten Ball
No full textGeorg Balthasar Probst, excud. A. V.Bildbeschriftung: "VUE D’UNE MASCARADE. [spiegelverkehrt], "132.", "Praesentatio conventûs larvatorum. Representation d’une Mascarade.", "Rappresentazione d’una Mascheràta. Vorstellung eines Masquierten Ball.", "Med: Folo. No. 35.", "Cum Gratia et Privilegio Sac: Caes. Majestatis."Herstellungsangabe: "Georg Balthasar Probst, excud. A. V.
Therates pseudoprobsti Probst and Wiesner 1994
No full text40. Therates pseudoprobsti Probst and Wiesner (Fig. 306) Therates pseudoprobsti Probst and Wiesner 1994b: 95 - 99, f. 6, 14 - 16. Therates pseudoprobsti. Naviaux and Pinratana 2004: 63, T. 17, f. 15, 16, T. 41, f. 1, T. 58, f. 4; Cassola 2005: 16. Type depository. Holotype male in JWGC, paratypes in JWGC, RNFC and ZSMC. Type status. Holotype male! Type labels: “NW THAI 7-14.V., DOI SUTHEP PUI, 1300-1500m 1992, leg. P. Pacholatko ” [printed, white with yellow borders]; “ THERATES pseudoprobsti PROBST and WIESNER, det. J. Wiesner 1994” [printed, white]; “HOLOTYPUS” [printed, red, with double black borders]. Paratypes! Type labels: “NW THAI 7-14.V., DOI SUTHEP PUI, 1300-1500m 1992, leg. P. Pacholatko ” [printed, white with yellow borders]; “ THERATES pseudoprobsti PROBST and WIESNER, det. J. Wiesner 1994” [printed, white]; “PARATYPUS” [printed, red, with double black borders]; “THAILANDE, Doi Pui, Chiang Mai prov. 2.V.87 RN” [printed, with black borders]; “ PARATYPUS ” [printed, red]; “ THERATES pseudoprobst PROBST and WIESNER, det. J. Wiesner 1994” [printed]; “THAILANDE, Doi Inthanon, Chiang Mai prov. 15.V.86 RN” [printed, with black borders]; “ PARATYPUS ” [printed, red]; “ THERATES pseudoprobst PROBST and WIESNER, det. J. Wiesner 1994” [printed]; “THAI 24-29.IV.1993, DOI SUTHEP, Pacholatko and, and Dembicky leg.” [printed]; “ THERATES pseudoprobsti PROBST and WIESNER, det. J. Wiesner 1994“ [printed]; “ PARATYPUS “ [printed, red, with black borders]. Diagnosis. Distinguished by the combination of elongated basal dot and elytral apex which is transparent dark brown or has a narrow brownish suture. Re-description. Size: Total length (without labrum) 7.2 mm- 8.7 mm, (mean= 7.8 mm, n=13). Head: Shining greenish black. Mandibles yellowish, brownish distally in females, teeth brownish marginally. Labrum (male Fig. 312, female Fig. 313) as wide as long, yellowish, with six apical teeth and one lateral tooth. Labial and maxillary palpi yellowish. Antennae lanceolate, extending posteriorally behind elytral shoulders in the males, somewhat shorter in the females, scape with a single apical bristle, antennomeres 2 to 5 glabrous, antennomeres 6 to 11 finely and evenly pubescent; scape yellowish above, black on underside, antennomeres 2 to 5 brownish, blackish distally, the other antennal segments blackish. Clypeus glabrous. Frons smooth with two shallow bumps in the posterior part of the orbital plates. Thorax: Pronotum shining greenish black, as long as wide, constricted in front and at back, transverse furrows strong, middle line and lateral lines nearly obsolete. Elytra: Shining black, with basal and apical humps, distinctly punctate in front, shallower in apical half (Fig. 307), elytral apex transparent brown, suture yellow in variable extension. Apex with rounded lateral corner and tiny sutural tooth, nearly straight between. Maculation composed of a slender brownish yellow humeral lunule, which is somewhat enlarged distally, long brownish yellow basal dot, and large roundish brownish yellow central dot (Figs. 308-310). Ventral aspect: Venter black. Legs yellowish, tibiae and tarsomeres somewhat darkened distally. Aedeagus: (Fig. 311) stout and straight, with broad knobbed tip, total length 1.9 mm. Distribution. Thailand (Chiang Mai, Tak, Loei). Localities. THAILAND, Chiang Mai, Doi Suthep to Doi Pui, 19.-23.iv.1991 (RNFC), Doi Suthep, 24.- 29.iv.1993 (ZSMC), Doi Pui mt., 26.iv.-9.v.1996, 1000-1600 m (ZSMC), Doi Pui mt., 2.-6.v.1996, 1600 m (JMCC).Published as part of Wiesner, Jürgen, 2013, The chennelli group of the Genus Therates Latreille (Coleoptera: Cicindelidae) 114. Contribution towards the knowledge of Cicindelidae, pp. 1-86 in Insecta Mundi 2013 (315) on page 42, DOI: 10.5281/zenodo.517698
Happytime Series #24
No full textThis booklet presents two irregularities or anomalies. First, it is missing four pages at its center. WL seems just to have ended, and we find ourselves suddenly on the last page of The Wolf Who Became a Shepherd. The second anomaly grows out of the fact that this edition acknowledges that it is a translation by arrangement with Librairie Hachette. The book in question seems to be La Fontaine: Fables from Hachette in 1953. Three of that book's four stories are presented here, including the exact same pictures. The anomaly is that that book proclaims Imagées par Romain Simon, while this has Pictures by Pierre Probst. The texts for what we have here follow La Fontaine's versions. As I say concerning that book, of the simple, lively colored illustrations, two stand out for me. Both illustrate MSA. The former, on the title-page, shows a disgruntled father with a happy child as both sit on the beast. The latter, on the last page, pictures the two flanking the beast and walking arm-in-arm with it. Now all three are happy!Traduit du Latin par E. Panckouck
Organizational culture, moral disengagement, and employees’ silence on work accidents
No full textMoral disengagement (MD) was first introduced by Bandura (1990) to explain the psychosocial mechanisms by which individuals mitigate the moral consequences of harmful behaviors. Such mechanisms allow people to misbehave without feeling obliged to any kind of reparation in spite of the individuals’ moral standards that would normally serve to guide human conduct. Furthermore, these mechanisms are internalized during the socialization process that regulate moral standards of an individual. As such, MD is embedded and co-determined by culture norms (Bandura).
Despite the flourishing literature on moral disengagement, to our knowledge, no study has yet explored the role of organizational culture as a predictor of moral disengagement mechanisms, which in turn enable conduct that is detrimental for safety at work, such as accident under-reporting behaviors.
The present study seeks to address the problem of accident under-reporting, i.e., the silence of employees in reporting safety incidents and accidents to their organization. In particular, this study seeks to explore the role of organizational culture as a predictor of moral disengagement mechanisms that may precede under-reporting. Toward these ends, we tested a structural model positing organizational culture typologies as predictors of moral disengagement, which in turn was expected to predict accident under-reporting. In doing so, we also assessed the psychometric properties of a newly developed organizational safety culture scale, the Job Safety - Intensity & Strength Organizational Culture Questionnaire (JS-ISOCQ), and a Job Safety Moral Disengagement scale (JS-MD),
Method. Participants (N=1108) were recruited from numerous Italian industry sector organizations, which were at average or above risk of employee injuries; 75% were men. The average age was 41 (SD= 10.43). Each participant completed an anonymous self-report questionnaire and was guaranteed confidentiality.
The 20-item self-report JS-ISOCQ measured five cultural typologies with regard to workplace safety. The scale is a new combined typing and profiling measure of organizational culture (Petitta, Barbaranelli, & Probst, 2012), developed in line with (a) Schein’s (1985) theory; (b) Enriquez’s (1970) typology of organizational cultures (autocratic, bureaucratic, clan-patronage, technocratic, and cooperative); and (c) Payne’s (2000) multidimensional model of cultural intensity. The response scale measured both cultural intensity and strength by having respondents indicate for each statement how many people from their organization: 1) manifest a positive attitude towards the situation, 2) engage in behavior that is in line with the situation, 3) attribute importance to the situation, and 4) consider the situation so fundamental as to take it for granted. A sample item is “With respect to strictly adhering to the rules and security procedures proposed by the organization” and response options ranged from 1=almost no one to 4=almost everyone.
Moral disengagement in the application of workplace safety norms was measured by 12 item selected from the Job Safety Moral Disengagement scale (JS-MD; Barbaranelli & Perna, 2005). The scale is unidimensional and includes six MD mechanisms (moral justification; advantageous comparison; displacement of responsibility; diffusion of responsibility; distorting consequences; attribution of blame). A sample item is “Safety checks are useless, because most machines will eventually malfunction” and response options ranged from 1=strongly disagree to 5=strongly agree.
Unreported accidents and experienced accidents were measured using open-ended items adapted from Smecko and Hayes (1999), i.e., “How many accidents did you experience and NOT report to your employer in the past 12 months?” Accident under-reporting was then operationalized as the proportion of the total number of experienced accidents that went unreported to the organization. To avoid zeros in the denominator a very small constant (.00001) was added to the denominator. Due to high skewness and kurtosis, this variable was transformed using the reciprocal method (see Tabachnick & Fidell, 2007). Although this transformation reduced the non-normality of the variable, skewness and kurtosis remained high being respectively 3 and 9. This variable was then considered as “censored” in the following analyses. Although the workplace accident variables were self-report in nature, previous studies do indicate that self-report measures of accidents and unsafe behaviors are related to independent observations of these variables (Lusk, Ronis, & Baer, 1995).
Results and discussion. A preliminary Confirmatory Factor Analysis examined the factorial validity of JS-ISOCQ and JS-MD with 6 latent variables (i.e., 5 cultural typologies and moral disengagement) measured by 32 observed variables. The CFA showed excellent indices: 2 (409, N=1108)=1,466, p<.001, RMSEA = 0.048 (.046; .051), CFI=0.95, TLI=0.94.
A full Structural Equation Model was then performed, testing the aforementioned research hypotheses. The WLSMV method of estimation was used, which produces correct parameter estimates and goodness of fit indices in presence of censored variables. No direct effects were posited among the five culture variables and accidents underreporting. We posited then that all the effect of safety cultures on accidents underreporting was carried by moral disengagement. Mediation effects were estimated with bootstrap method. The model showed an adequate fit to the data: 2 (440, N=1108)=959, p<.001, RMSEA = 0.033 (0.030; .035), CFI=0.92, TLI=0.91. Technocratic Safety Culture exerted a significant and positive effect of .31 (p<.001) on MD, while Bureaucratic Safety Culture exerted a significant but negative effect of -.15 (p<.05). All other effects on MD were not statistically significant. MD exerted a positive significant effect of .29 (p<.001) on accident under-reporting. No indirect effect of safety cultures typologies on accident under-reporting were statistically significant with the exception of Technocratic Safety Culture, whose indirect effect was 0.09 (p<.01). Overall, the model explained the 14% of moral disengagement variance and the 9% of accident under-reporting variance.
Together, the results support the validity of the JS-ISOCQ and JS-MD. Furthermore, the disentangling of five different cultural typologies demonstrated how distinct shared patterns of behavior (i.e., culture) shape MD and subsequent organizational outcomes. In particular, a context pervaded by bureaucratic norms (i.e., bureaucratic culture) discourages mechanisms of disengagement. Conversely, a technocratic culture wherein safety practices are followed only if they do not impede progress toward the achievement of desired production outcomes appears to be related to higher MD, and in turn an increase in employees’ silence in reporting of accidents. Implications for practice include managerial suggestions on how to mitigate these unwanted effects of production pressure and simultaneously encourage accurate accident reporting.Moral disengagement (MD) was first introduced by Bandura (1990) to explain the psychosocial mechanisms by which individuals mitigate the moral consequences of harmful behaviors. Such mechanisms allow people to misbehave without feeling obliged to any kind of reparation in spite of the individuals’ moral standards that would normally serve to guide human conduct. Furthermore, these mechanisms are internalized during the socialization process that regulate moral standards of an individual. As such, MD is embedded and co-determined by culture norms (Bandura).
Despite the flourishing literature on moral disengagement, to our knowledge, no study has yet explored the role of organizational culture as a predictor of moral disengagement mechanisms, which in turn enable conduct that is detrimental for safety at work, such as accident under-reporting behaviors.
The present study seeks to address the problem of accident under-reporting, i.e., the silence of employees in reporting safety incid
Personaleinführung für Universitätsprofessoren
No full textBecker FG, Probst H. Personaleinführung für Universitätsprofessoren. In: Personalentwicklung und universitärer Wandel: Programm - Aufgaben - Gestaltung. Hrsg. v. St. Laske/T. Scheytt/ C. Meister-Scheytt. Universität und Gesellschaft: Schriften zur Universitätsentwicklung. Vol 3. München, Mering: Hampp; 2004: 251-274
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