Suchergebnisse

With the intention of the German, French and Polish foreign ministers to bring their countries closer together after the fall of the Iron Curtain, the Weimar Triangle was founded in 1991. This setting has enabled an institutionalised regional cooperation on the governmental level as well as between the respective civil societies. However today, in a Europe of permanent crises and protracted uncertainty, a risky divergence between Germany, France and Poland seems to emerge. Since the Polish national elections in October 2015 has brought the right‑wing, nationalist Law‑and‑Justice‑party (PiS) into power, we are also witnessing a rising relevance of domestic political determinants for mutual contacts. Facing this new period of tension, where more closeness and trust would be required, discursive attitudes and strategies of 'othering' might gain ground and lead to increasing alienation. Based on the assumption that the portrayal of a country could be both the first step towards creating and obtaining a more inclusive or exclusive identity, this paper aims to find out the following: in how far are German and French media about to pre‑cook patterns of asymmetry and alienation? Or follow they rather an inclusive and comprehensible approach towards Poland? These questions are exemplified by the biggest centre‑left and centre‑right German and French daily newspapers Süddeutsche Zeitung, Frankfurter Allgemeine Zeitung, Le Monde and Le Figaro, whereas the corpus of data is limited to the period of the year 2016. By making use of the critical discourse analysis, this paper provides information about to what extent Poland is considered to be a close and indispensable partner as well as to where we can identify mechanisms of putting the country aside as a significant other.

PurposeThe purpose of this paper is to investigate the ways in which social media content via social contagion may affect the job behaviors of employed individuals. Specifically, by integrating the unfolding model of voluntary turnover and social comparison theory, this paper explores whether receiving an update about a peer's career advancement on professional social networking sites (SNSs) increases an individual's propensity to engage in job search.Design/methodology/approachIn this analysis, the authors matched individuals' survey data (n=125) with information received from a recruiting agency on employees' subsequent job search behavior (i.e., sending a resume to the agency).FindingsThe results indicate that the relationship between career advancement updates on SNSs and job search behavior was stronger for employees with higher perceived employability and, contrary to our hypothesis, for those more embedded within the organization.Practical implicationsMore employable and more embedded individuals perceive social cues from social media, and these cues positively relate to their job search behaviors. To address this trend, organizations could develop a social media strategy and implement retention measures to prevent the job search (and thus potential turnover) of employable and embedded individuals.Originality/valueThis research contributes to the job search literature by examining the role of professional SNSs in driving job search behavior among employed individuals.

Due to external pressures organizations are confronted with the need to increase pay transparency and communication. However, there is limited research that has looked at when organizations are more likely to open up about pay. This study explores whether organizations report different levels of pay transparency depending on the characteristics of their variable pay systems. Using data from HR professionals at 400 organizations collected in a multi-country study, we investigated how proportion of variable pay, existence of group-level variable pay and use of objective and absolute performance criteria are associated with procedural variable pay transparency (i.e., transparency about how pay is determined), distributive variable pay transparency (i.e., transparency about actual pay levels) and variable pay communication restriction (i.e., discouraging employees from discussing pay among themselves). Overall, our results point to both external factors (i.e., country) and internal factors (i.e., variable pay system characteristics) that are associated with variable pay transparency.