Suchergebnisse

In der Wissensökonomie spielt die Produktion von Wissen und Innovationen eine zentrale Rolle für Wachstum, Entwicklung und technischen Fortschritt. Die empirische Forschung zur Wissensökonomie nutzt seit vielen Jahren erfolgreich Patentdaten um die sozioökonomischen Prozesse und Verhaltensweisen der am Innovationsprozess beteiligten Akteure zu erforschen. Zu den Individuen, deren Ideen, (berufliche) Ausbildung und Verhalten im Zusammenspiel mit betrieblichen oder regionalen Faktoren letztendlich zu Erfindungen führen, ist der Informationsgehalt von Patentdaten jedoch nur gering.
Die verknüpften Erfinderbiografiedaten (INV-BIO ADIAB 8014*) des Instituts für Arbeitsmarkt- und Berufsforschung sowie des Max-Planck-Instituts für Innovation und Wettbewerb setzen an dieser Forschungs- und Datenlücke an indem Synergien zwischen Patent- und in der Arbeitsmarktforschung verwendeten Erwebsbiografiedaten genutzt werden.
Verknüpft auf der Personenebene enthalten die INV-BIO ADIAB Daten zu mehr als 150,000 Erfindern in Deutschland tagesgenaue Informationen zu Erwerbskarrieren aus IAB Datenbeständen, sowie eine Historie von Patenten, die am Europäischen Patentamt bzw. Deutschen Patent- und Markenamt registriert wurden. Alle in den Daten enthaltenen Erfinder haben mindestens ein Patent beim Europäischen Patentamt in den Jahren 1999 bis 2011 angemeldet und wurden als Beschäftigte in den administrativen Arbeitsmarktdaten des IAB identifiziert und disambiguiert mit einer Kombination aus Record Linkage und Machine Learning Methoden.
Mit den INV-BIO ADIAB Daten lassen sich erfinderische Aktivitäten im deutschen Arbeitsmarkt auf der Ebene einzelner Erfinder sowie in deren unmittelbaren Erwerbskontext umfassend analysieren.
*Die Erstellung der Forschungsdaten wurde von der DFG (Projektnr. 329144242) gefördert.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Existing research on the relationship between work and identity under conditions of increasing work flexibility has provided equivocal results on the threats and challenges for personal identity development within less continuous professional careers. New types of employment-related behaviour have been demanded, such as self-control, self-economisation, and self-rationalisation contained in the concept of "entreployee", in order to conform to requirements stemming from less stable, but also more autonomy-oriented, employment relationships. Some evidence for this new type of employee behaviour has been found, with questions arising about positive and negative effects for the individual having to handle employment risk more, while at the same time also being able to more autonomously organize work and life. Similarly, research on psychological contracts - as direct expression of the reciprocal expectations and obligations by employee and employer - in firms with high work flexibility has shown that employees only partially can gain from offers of competence development and delegation of responsibilities for their own personal development in compensation for increased job insecurity. Interestingly, it seems that those employees can gain more who conform to a traditional, i.e. very continuous, model of work biography and identity. This seeming inconsistency motivates the proposed study, in which hypotheses about different fits between more and less fluid identities in more and less traditional work settings will be explored in a longitudinal investigation. Also, individuals with a higher vs. lower level of personal resources in term of socio-economic status and qualification will be included in the sample in order to further test the assumption that work flexibility might mainly bear opportunities for those with high levels of personal resources for coping with instability and employment risk. A sample of about 250 individuals, equally distributed across these three factors (continuity-oriented vs. non-continuity-oriented identity; employment in one organization with medium to high level of flexibility vs. patchwork employment; low socio-economic status/very little formal vocational training vs. medium socio-economic status/formal vocation or professional training) will be studied in three waves by means of a questionnaire comprising questions on personal identity (biographical continuity, ecological consistency, control orientation, self-esteem), work biography, competence development, and psychological contract. The questions on personal identity will be used to assign the individuals to the two identity types "continuity-oriented" vs. "non-continuity-oriented", which are based on previous own research. Additionally, background information on the organizations, in which the individuals are employed, will be collected in order to determine the degree of flexibility, elements of the psychological contract from the employer's perspective, and measures for competence development undertaken in the companies. The longitudinal approach will permit to form and test predictions about coping patterns by different groups in the sample in view of demands arising from work flexibility, leading to a better understanding of personal, organizational and societal prerequisites for a sound personal identity development.

Many children and young people become school dropouts in mathematics during their school years - often with relatively good intelligence and relatively low difficulties in the other subjects. The research situation on this topic is poor. The few available studies show that the pupils affected by such difficulties at the end of their school years at best master the school material of the first six school years and often also show massive gaps there.
In an empirical study of pupils with arithmetic impairment in the fifth and eighth school years, the following questions are investigated: What mathematical skills can be demonstrated in these students? To what extent do they meet the expectations set out in the curricula of the elementary school? Is the level of learning of the fifth graders different from that of the eighth graders, or has the weakness in arithmetic led to an early standstill in the acquisition of mathematical skills? Can typical hurdles empirically be proven which the pupils concerned have not overcome in their mathematical learning biography or are there similar difficulties to be observed with regard to missing or wrong ideas of mathematical operations?
A survey of as representative a sample as possible from school classes in German-speaking Switzerland will answer research questions and provide information on preventive and didactic measures.

Many children and young people become school dropouts in mathematics during their school years - often with relatively good intelligence and relatively low difficulties in the other subjects. The research situation on this topic is poor. The few available studies show that the pupils affected by such difficulties at the end of their school years at best master the school material of the first six school years and often also show massive gaps there.
In an empirical study of pupils with arithmetic impairment in the fifth and eighth school years, the following questions are investigated: What mathematical skills can be demonstrated in these students? To what extent do they meet the expectations set out in the curricula of the elementary school? Is the level of learning of the fifth graders different from that of the eighth graders, or has the weakness in arithmetic led to an early standstill in the acquisition of mathematical skills? Can typical hurdles empirically be proven which the pupils concerned have not overcome in their mathematical learning biography or are there similar difficulties to be observed with regard to missing or wrong ideas of mathematical operations?
A survey of as representative a sample as possible from school classes in German-speaking Switzerland will answer research questions and provide information on preventive and didactic measures.

The objective of this project (part of the National Research Programme 43, "Education and Employment") is to shed light on the relationship between work and identity under the condition of current changes in labour relations. On the one hand, it examines how identities change when continuity in employment in a profession is no longer given and learning becomes a permanent requirement for people. On the other hand, it must be determined what role identity plays in the process of acquiring new qualifications in in-company training or as a formal qualification, embarking on a new professional direction or opening up a new field within the current occupation.
In this context, education is addressed through personal educational history, job-related qualification requirements and further professional training. The project proceeds in three methodological steps. In the first phase, biographical interviews will be conducted with 59 people who have had a continuous or discontinuous career. The analysis focuses on the individual constructions of professional biography and identity. In the second stage, expert interviews and document analyses on personnel policy, further training and work organisation will be conducted in 14 companies, which provide varying degrees of flexibility in their work. In addition, employees are interviewed in writing; the questions are derived from the types established in the first phase and the organization-specific conditions. The evaluations serve to examine types of interrelationships between professional development and identity development and to concretise company measures to support an identity-promoting approach to work flexibilisation. In the third phase, measures are developed in cooperation with the studied companies with the aim of negotiating a fair "psychological contract". In the interest of active knowledge transfer, contact with educational institutions is sought at an early stage so that possible consequences can be discussed with them on an ongoing basis. In addition to practical orientation, the theoretical goal is to discuss the existing criticism of the research area of work and identity, e.g. the assumption of the stability of both work and identity as well as the neglect of the ecological perspective, and to integrate it into an expanded concept.

The 2015 study consists of three main complementary components: The Post-election survey, the Panel / Rolling Cross-Section survey, and the Candidate survey. The main difference compared to previous studies relates to the mode of data collection; the main emphasis was now moved towards web interviews. The other main innovation was the addition of a four-wave panel survey. As in 2011, novel thematic modules of particular salience to researchers were included in the different surveys, while keeping the necessary continuity in the core questionnaire of the Post-election survey for comparison with previous waves.

Post-election survey:
The post-election survey consists of 5,337 web and telephone interviews. The survey was done in a sequential mixed mode with web offered as the first option: 82% responded in this way, while 18% responded by telephone. The sampling was based on a representative sample of 2'600 Swiss citizens with an oversampling of small cantons to have at least 80 interviews per canton. An additional oversampling was done in the cantons of Zurich, Geneva, and Ticino.

Panel / Rolling cross-section (RCS):
New for the 2015 study is a panel survey that studies the evolution of opinion and vote intention/choice during the different phases of the election cycle. Four waves were conducted: the first before the main campaign period, the second during the campaign, the third after the elections, and the fourth after the election of the Federal Council. 11'073 individuals responded to the first wave and 6'552 responded to the first three waves. The second wave was conducted as a Rolling cross-section, where around 120 individuals were interviewed daily during 61 days.
A media analysis was also conducted in the context of this survey.

Candidate survey:
The candidate survey was carried out among all candidates for the National Council and the Council of States in the framework of the Comparative Candidate Survey (CCS) project, based on the Round II questionnaire. The survey collects data on the biography, campaign activities, and policy position of the candidates. Among others, the information gathered makes possible the study of underlying factors of candidates' electoral success, as well as of issues of representation and linkage between voters and elites.

The 2015 study consists of three main complementary components: The Post-election survey, the Panel / Rolling Cross-Section survey, and the Candidate survey. The main difference compared to previous studies relates to the mode of data collection; the main emphasis was now moved towards web interviews. The other main innovation was the addition of a four-wave panel survey. As in 2011, novel thematic modules of particular salience to researchers were included in the different surveys, while keeping the necessary continuity in the core questionnaire of the Post-election survey for comparison with previous waves.

Post-election survey:
The post-election survey consists of 5,337 web and telephone interviews. The survey was done in a sequential mixed mode with web offered as the first option: 82% responded in this way, while 18% responded by telephone. The sampling was based on a representative sample of 2'600 Swiss citizens with an oversampling of small cantons to have at least 80 interviews per canton. An additional oversampling was done in the cantons of Zurich, Geneva, and Ticino.

Panel / Rolling cross-section (RCS):
New for the 2015 study is a panel survey that studies the evolution of opinion and vote intention/choice during the different phases of the election cycle. Four waves were conducted: the first before the main campaign period, the second during the campaign, the third after the elections, and the fourth after the election of the Federal Council. 11'073 individuals responded to the first wave and 6'552 responded to the first three waves. The second wave was conducted as a Rolling cross-section, where around 120 individuals were interviewed daily during 61 days.
A media analysis was also conducted in the context of this survey.

Candidate survey:
The candidate survey was carried out among all candidates for the National Council and the Council of States in the framework of the Comparative Candidate Survey (CCS) project, based on the Round II questionnaire. The survey collects data on the biography, campaign activities, and policy position of the candidates. Among others, the information gathered makes possible the study of underlying factors of candidates' electoral success, as well as of issues of representation and linkage between voters and elites.

The 2015 study consists of three main complementary components: The Post-election survey, the Panel / Rolling Cross-Section survey, and the Candidate survey. The main difference compared to previous studies relates to the mode of data collection; the main emphasis was now moved towards web interviews. The other main innovation was the addition of a four-wave panel survey. As in 2011, novel thematic modules of particular salience to researchers were included in the different surveys, while keeping the necessary continuity in the core questionnaire of the Post-election survey for comparison with previous waves.

Post-election survey:
The post-election survey consists of 5,337 web and telephone interviews. The survey was done in a sequential mixed mode with web offered as the first option: 82% responded in this way, while 18% responded by telephone. The sampling was based on a representative sample of 2'600 Swiss citizens with an oversampling of small cantons to have at least 80 interviews per canton. An additional oversampling was done in the cantons of Zurich, Geneva, and Ticino.

Panel / Rolling cross-section (RCS):
New for the 2015 study is a panel survey that studies the evolution of opinion and vote intention/choice during the different phases of the election cycle. Four waves were conducted: the first before the main campaign period, the second during the campaign, the third after the elections, and the fourth after the election of the Federal Council. 11'073 individuals responded to the first wave and 6'552 responded to the first three waves. The second wave was conducted as a Rolling cross-section, where around 120 individuals were interviewed daily during 61 days.
A media analysis was also conducted in the context of this survey.

Candidate survey:
The candidate survey was carried out among all candidates for the National Council and the Council of States in the framework of the Comparative Candidate Survey (CCS) project, based on the Round II questionnaire. The survey collects data on the biography, campaign activities, and policy position of the candidates. Among others, the information gathered makes possible the study of underlying factors of candidates' electoral success, as well as of issues of representation and linkage between voters and elites.

The 2015 study consists of three main complementary components: The Post-election survey, the Panel / Rolling Cross-Section survey, and the Candidate survey. The main difference compared to previous studies relates to the mode of data collection; the main emphasis was now moved towards web interviews. The other main innovation was the addition of a four-wave panel survey. As in 2011, novel thematic modules of particular salience to researchers were included in the different surveys, while keeping the necessary continuity in the core questionnaire of the Post-election survey for comparison with previous waves.

Post-election survey:
The post-election survey consists of 5,337 web and telephone interviews. The survey was done in a sequential mixed mode with web offered as the first option: 82% responded in this way, while 18% responded by telephone. The sampling was based on a representative sample of 2'600 Swiss citizens with an oversampling of small cantons to have at least 80 interviews per canton. An additional oversampling was done in the cantons of Zurich, Geneva, and Ticino.

Panel / Rolling cross-section (RCS):
New for the 2015 study is a panel survey that studies the evolution of opinion and vote intention/choice during the different phases of the election cycle. Four waves were conducted: the first before the main campaign period, the second during the campaign, the third after the elections, and the fourth after the election of the Federal Council. 11'073 individuals responded to the first wave and 6'552 responded to the first three waves. The second wave was conducted as a Rolling cross-section, where around 120 individuals were interviewed daily during 61 days.
A media analysis was also conducted in the context of this survey.

Candidate survey:
The candidate survey was carried out among all candidates for the National Council and the Council of States in the framework of the Comparative Candidate Survey (CCS) project, based on the Round II questionnaire. The survey collects data on the biography, campaign activities, and policy position of the candidates. Among others, the information gathered makes possible the study of underlying factors of candidates' electoral success, as well as of issues of representation and linkage between voters and elites.

The Swiss Election Study (Selects) 2019 consists of four complementary components: The Post-Election Survey (PES), the Panel Survey, the Candidate Survey, and the (Social) Media Analysis. The main difference compared to previous studies relates to the mode of data collection; the main emphasis was moved towards web questionnaires. The mode for the Post-Election Survey 2019 was web/paper whereas in 2015, it was web/telephone. As in previous election studies, novel thematic modules of particular salience to researchers were included in the different surveys, while keeping the necessary continuity in the core questionnaire of the Post-Election Survey for comparison with previous waves.

Post-Election Survey (PES):
The Post-Election Survey consists of 6664 respondents. The survey was conducted in a sequential mixed mode with web offered as the first option: 82% responded in this way, while 18% responded by returning the paper questionnaire that was sent out later to those not having completed the web questionnaire. The sampling was based on a representative sample of around 2'600 Swiss citizens with an oversampling of small cantons to have at least 50 respondents in every canton. An additional oversampling was done in the cantons of Zurich, Geneva, and Ticino thanks to additional funding from these cantons.

Panel Survey:
The Panel Survey studies the evolution of opinion and vote intention/choice during the different phases of the election cycle. In 2019, three waves were conducted: the first before the main campaign period (Mai/June), the second during the election campaign (September/October), and the third after the elections (October-December). 7939 individuals responded to the first wave, 5577 to the second wave, and 5125 to the third wave. 4654 individuals responded to all three waves.

Candidate Survey:
The Candidate Survey was carried out among all candidates for the National Council and the Council of States in the framework of the international Comparative Candidate Survey (CCS) project, based on the Round III questionnaire. The survey collects data on the biography, campaign activities, and policy position of the candidates. Among others, the information gathered makes possible the study of underlying factors of candidates' electoral success, as well as of issues of representation and linkage between voters and elites. In 2019, 2158 out of 4736 candidates participated in the Candidate Survey. This survey was conducted by Politools.net on behalf of Selects.

(Social) Media Analysis:
On behalf of Selects, the Digital Democracy Lab of the University of Zurich conducted a Media Analysis. The Media Analysis is a supplement to the Panel Survey and makes it possible to analyse the election campaign in the media and its influence on the formation of voters' opinions. In addition to the content analysis of the coverage of traditional media (print and online), which has been carried out in the context of Selects since 2003, the Media Analysis 2019 also includes, for the first time, the election campaign communication of parties and candidates on social media. For this Social Media Analysis, the Twitter accounts of 1284 candidates, parties and organizations were taken into account, as well as the Facebook pages of 261 candidates.