Suchergebnisse

Das Buch ist eine leicht verständliche und praxisnahe Darstellung der prüfungsrelevanten Grundlagen für das Bachelorstudium. Ziel ist, die statistischen Verfahren ebenso wie die zum Verständnis notwendigen Formeln anschaulich zu erklären. Dazu werden zahlreiche Beispiele aus den verschiedenen Bereichen der Sozialwissenschaften verwendet. Übungsaufgaben zur Verständniskontrolle, zum Rechnen und zur Durchführung der Berechnung mit Statistiksoftware runden das Buchkonzept ab

Cover -- Titel -- Impressum -- Vorwort -- Geleitwort des Bundes der Steuerzahler in Bayern e.V. und des Europäischen Steuerzahlerbundes (TAE) -- Inhaltsverzeichnis -- Verzeichnis der Abbildungen -- I. Grundlagen zum Subventionsbetrug in Deutschland -- 1. Subventionen in Deutschland, Subventionsbegriff und hier relevantes Zahlenwerk -- a) Die volkswirtschaftliche Dimension direkter Subventionen -- b) Wirtschaftliche, strafrechtsdogmatische und kriminologische Subventionsbegriffe und der Begriff der Subventionskriminalität -- c) Hier relevantes Zahlenwerk: 16 Milliarden € Wirtschaftssubventionen durch Bund, Länder und Gemeinden -- d) Beispielhaft: 543 Millionen für das Zentrale Innovationsprogramm Mittelstand (ZIM) -- 2. Ziele der Studie: Eine Phänomenologie der Subventionskriminalität in Deutschland und Postulate zur Kriminalitätsprävention -- 3. Grundlage und Gegenstand der Studie -- a) Grundkonzeption und Aufbau der Studie -- b) Empirisch-kriminologische Herangehensweise -- c) Bisherige kriminologische Erkenntnisse -- aa) Die Untersuchung von Tiedemann, Subventionskriminalität in der Bundesrepublik, 1974 -- bb) Das BdSt-Gutachten von Schünemann (2011) -- cc) Offizielle Kriminalitätsbewertung -- II. Zur allgemeinen Phänomenologie des Subventionskriminalität -- 1. Zum allgemeinen Phänomen des Subventions"betrugs" -- a) Der klassische Subventions"betrug" -- b) Die rechtswidrige Subventionsabsprache -- c) Die Subventions"korruption" und verwandte nicht strafbare Varianten -- 2. Insbesondere das Täuschungsverhalten im Einzelnen -- a) Täuschung beim Subventionsantrag -- aa) Täuschung über den Verwendungszweck -- bb) Verdeckte Zahlungsrückflüsse (Kick-backs) -- cc) Offensichtlich rechtswidrige oder erschlichene Grundlagenbescheide anderer Verwaltungen -- dd) Scheinrechnungen und überhöhte Vorauskalkulationen.

People from marginalized groups are often discriminated against in traditional recruitment processes. Yet as companies faced with skill shortages change their recruitment strategies, the question arises as to whether modern recruitment trends such as the use of professional social network sites, active sourcing, and recruitment assignment to external agencies are affected by implicit or explicit discrimination. In our mixed-method study, we first conducted expert interviews with different types of recruiters to explore the potential for discrimination in the modern recruitment process. We then analyzed panel data from the Institute for Employment Research (IAB) in Germany to see whether there is quantitative evidence of discrimination in modern recruitment. A content analysis of the interviews shows that active sourcing and assignment of recruitment to private agencies are potentially affected by explicit discrimination. We identified three sources of discrimination in personnel selection: recruiters' own attitudes, explicit instructions from managers, and the recruiters' assumptions regarding companies' preferred candidates. The results of mixed multilevel analyses with the company as a second level resonate with the qualitative findings: companies actively approach female employees, older employees, and employees who are born in Southern/Eastern Europe less often and offer women jobs less often. The effects for gender were still significant when we included far-right voting as a moderator variable on the employee level, but the interactions were not significant. Effects for gender and older people in active sourcing were also significant and robust when controlling for income, number of children, level of school completion, and educational background. Our findings suggest that current legislation may be insufficient to protect candidates who belong to marginalized groups from discrimination in modern recruitment.

People from marginalized groups are often discriminated against in traditional recruitment processes. Yet as companies faced with skill shortages change their recruitment strategies, the question arises as to whether modern recruitment trends such as the use of professional social network sites, active sourcing, and recruitment assignment to external agencies are affected by implicit or explicit discrimination. In our mixed-method study, we first conducted expert interviews with different types of recruiters to explore the potential for discrimination in the modern recruitment process. We then analyzed panel data from the Institute for Employment Research (IAB) in Germany to see whether there is quantitative evidence of discrimination in modern recruitment. A content analysis of the interviews shows that active sourcing and assignment of recruitment to private agencies are potentially affected by explicit discrimination. We identified three sources of discrimination in personnel selection: recruiters' own attitudes, explicit instructions from managers, and the recruiters' assumptions regarding companies' preferred candidates. The results of mixed multilevel analyses with the company as a second level resonate with the qualitative findings: companies actively approach female employees, older employees, and employees who are born in Southern/Eastern Europe less often and offer women jobs less often. The effects for gender were still significant when we included far-right voting as a moderator variable on the employee level, but the interactions were not significant. Effects for gender and older people in active sourcing were also significant and robust when controlling for income, number of children, level of school completion, and educational background. Our findings suggest that current legislation may be insufficient to protect candidates who belong to marginalized groups from discrimination in modern recruitment. ; Peer Reviewed

People from marginalized groups are often discriminated against in traditional recruitment processes. Yet as companies faced with skill shortages change their recruitment strategies, the question arises as to whether modern recruitment trends such as the use of professional social network sites, active sourcing, and recruitment assignment to external agencies are affected by implicit or explicit discrimination. In our mixed-method study, we first conducted expert interviews with different types of recruiters to explore the potential for discrimination in the modern recruitment process. We then analyzed panel data from the Institute for Employment Research (IAB) in Germany to see whether there is quantitative evidence of discrimination in modern recruitment. A content analysis of the interviews shows that active sourcing and assignment of recruitment to private agencies are potentially affected by explicit discrimination. We identified three sources of discrimination in personnel selection: recruiters' own attitudes, explicit instructions from managers, and the recruiters' assumptions regarding companies' preferred candidates. The results of mixed multilevel analyses with the company as a second level resonate with the qualitative findings: companies actively approach female employees, older employees, and employees who are born in Southern/Eastern Europe less often and offer women jobs less often. The effects for gender were still significant when we included far-right voting as a moderator variable on the employee level, but the interactions were not significant. Effects for gender and older people in active sourcing were also significant and robust when controlling for income, number of children, level of school completion, and educational background. Our findings suggest that current legislation may be insufficient to protect candidates who belong to marginalized groups from discrimination in modern recruitment.

People from marginalized groups are often discriminated against in traditional recruitment processes. Yet as companies faced with skill shortages change their recruitment strategies, the question arises as to whether modern recruitment trends such as the use of professional social network sites, active sourcing, and recruitment assignment to external agencies are affected by implicit or explicit discrimination. In our mixed-method study, we first conducted expert interviews with different types of recruiters to explore the potential for discrimination in the modern recruitment process. We then analyzed panel data from the Institute for Employment Research (IAB) in Germany to see whether there is quantitative evidence of discrimination in modern recruitment. A content analysis of the interviews shows that active sourcing and assignment of recruitment to private agencies are potentially affected by explicit discrimination. We identified three sources of discrimination in personnel selection: recruiters' own attitudes, explicit instructions from managers, and the recruiters' assumptions regarding companies' preferred candidates. The results of mixed multilevel analyses with the company as a second level resonate with the qualitative findings: companies actively approach female employees, older employees, and employees who are born in Southern/Eastern Europe less often and offer women jobs less often. The effects for gender were still significant when we included far-right voting as a moderator variable on the employee level, but the interactions were not significant. Effects for gender and older people in active sourcing were also significant and robust when controlling for income, number of children, level of school completion, and educational background. Our findings suggest that current legislation may be insufficient to protect candidates who belong to marginalized groups from discrimination in modern recruitment.

Vocational interests are traditionally conceived as stable preferences for different activities. However, recent theorizing suggests their intraindividual variability. This preregistered experience sampling study examined intraindividual variation in selected vocational interests states and related situation and person factors (N = 237). Results indicate that the three interest dimensions Investigative, Artistic, and Social interests did vary intraindividually but less so than other phenomena's dimensions (e.g., personality and happiness). At the within-person level, the focused interest states were related to specific situation characteristics, also after controlling for related personality dimensions and happiness. These relations were either specified a priori, based on the concept of congruence or person-environment fit, and tested in a strictly confirmatory manner, or identified using a more exploratory approach. Furthermore, aggregated states of the three selected interest dimensions mainly varied below their corresponding trait levels. This suggests that interest trait levels could represent an upper limit for aggregated interest states that could be due to method-related or construct-related reasons. The results demonstrate the situational character of interests and provide novel approaches for studying vocational interest in daily life. ; Peer Reviewed

Many test constructions show a lack of awareness concerning the comprehensibility of items, specifically in personality tests. However, this lack of awareness can have implications for psychometric quality. Frequently, it is simply assumed that respondents' understanding of a test item matches the meaning implied by the test developer. It is, however, rarely ever tested whether all respondents of the targeted population actually understand the test items correctly and in a similar way. As pointed out in the last editorial (Ziegler, 2014), item content should be precisely tuned to the needs of every potential respondent in a population targeted by a newly developed test. More specifically, person variables such as age, gender, and education (Rammstedt & Kemper, 2011) have to be taken into account when constructing test items in order to assure that each potential respondent fully understands the meaning and may respond accordingly. If these person variables are neglected in the process of test construction, the psychometric quality of a test may be substantially affected by fuzzy concepts. The goal of this editorial is to raise awareness for the detrimental effects fuzzy concepts can have in test development and possible remedies. (author's abstract)

Recent contributions propose to integrate a state perspective into the conceptualization of vocational interests. Such integration addresses in-the-moment expressions of interests and allows to track relations to distal outcomes of vocational interests more closely. To further the trait-state integration of vocational interests, insights into the nomological network of state vocational interests are necessary. In this preregistered experience sampling study of 217 university students, we studied state investigative interest in daily life and the relations with theory-derived person- and situation-related constructs. Results from 5631 observations across 3.5 weeks showed that specific situation characteristics, openness, happiness, and current social student role were associated with state investigative interest. Furthermore, person-aggregated state investigative interest and the reactivity of investigative interest in situations related with their academic studies predicted individuals' overall academic engagement in some cases. Generally, the relations in the nomological network were stronger when state investigative interest and hypothesized constructs were more closely aligned. Overall, the results underline the systematic nature and psychological relevance of state vocational interests. We discuss how integrating a state perspective into research on vocational interests implies novel approaches for capitalizing on the power of vocational interests.

The present study examined the nomological network of the Short Dark Tetrad scale (SD4). The SD4 measures narcissism, psychopathy, Machiavellianism, and sadism. We translated the original English SD4 into German and used an online sample (N = 594, 77% women) to investigate its nomological network with regard to the Big Five, honesty-humility, maladaptive personality traits, impulsivity, aggression, motives, values, sociosexual orientation, the octants of the interpersonal circumplex model, and self-esteem. The overall profile similarities between the observed and hypothesized nomological networks were very high. Few correlations differed concerning direction or magnitude. Hence, our study extends the nomological network of the Dark Tetrad in a meaningful way and suggests that the SD4 can be validly interpreted and used for the assessment of narcissism, psychopathy, Machiavellianism, and sadism.