Ruthus 2013 referenced in Sai
The source Ruthus 2013 accounts for 64 out of 92 text parallels documented for Sai's thesis. The table below documents all mentions of Ruthus 2013 in Sai. It is clear that these mentions do not inform the reader that large parts of the dissertation were translated verbatim from Ruthus. Clicking on the respective page number in the table below leads to the documentation of the text parallels on the corresponding page.
|4||Through the last years there is a growing amount of literature on increasing employer attractiveness (Buckesfeld, 2012). Also the employer attractiveness from the perspective of Generation Y is treated (Ruthus, 2013). In general the demographic change and employer attractiveness is an issue in literature (Holste,2012).|
|34||On the one hand, this may be due to the experience and sense of Millennial reality in today's job insecurity and, on the other hand, to the internalization of the need to acquire a long-term employability that is much more relevant on the Arbits market today than it has been in previous years Times was the case (Ruthus, 2013).|
|47||The questionnaire was bilingual in German and English written, so that even not German natives (which are also working in the health care sector) were able to fully understand the questionnair. It was based on an existing questionnaire from Ruthus (2013) and was adapted especially to the health care sector. Redundant or items which were difficult to understand have been eliminated.|
|48||Based on this evaluation the online questionnaire from Ruthus (2013) has been adopted. In the online questionnaire mainly closed questions were formulated. This allowes the possibility to verify the research hypotheses by means of later data analysis.|
|49||The diverse sources of employer attractiveness are roughly broken down into three areas: Academic literature and facsimiles, current circulation and studies, and corporate websites and job advertisements (Ruthus, 2013). In this way a scientific reference, a relation to the target group of potential applicants and to the practice can be established (Holste, 2012). Looking at several studies and rankings on employer attractiveness, it can be seen that the queried dimensieon of each study is often very similar (Ruthus, 2013). Summarizing related terms and related topics, the following dimensions can be identified as influential factors on employer attractiveness: Structural characteristics of the organisation, corporate culture and communication, supervisor, work task and work environment as well as development and remuneration (ibid). The individual dimensions and indicators from the Ruthus questionnaire were compiled on the basis of extensive discussions with the three areas of science, studies and practice on the current state of employer attractiveness research and supplemented by the relevant human resources literature on Generation Y.|
|51||Fig. °15 Dimensions, indicators and items for questionnaire development |
Source: Own illustration following Ruthus, 2013
[...] The non-use of the seven-level Likert scale is used because the gain in knowledge seems negligible (Ruthus, 2013) and many probands are unlikely to be able to accurately differentiate their answers.
|52||The review of the need for generation-specific alignment of personnel activities was also realized by means of group comparisons. Questions about the informational behavior test subjects in relation to a potential employer should provide information on whether a generation-specific orientation of the recruitment activities or their marketing and recruitment activities is justified (Ruthus, 2013). [...] In order to check in general the adaptability of the questionnaire of Ruthus (2013) to the field of health care sector, nine expert interviews were conducted with professionals.|
|53||The questionnaire from Ruthus (2013) was adapted to the health car sector. 3 new items have been added, 1 item has been completely deleted. A further five items were adapted to health care issues and a further four items were adapted linguistically to the health care sector. In addition to these adjustments, an item was then added, which deals with the four basic fears of Riemann (1999).|
|75||In the present study, a large number of items was measured to record the needs classes to be examined and the underlying construct "employer orientation". These data were grouped analogously to Ruthus (2013) to facilitate further analysis on scales (see questionnair in Appendix 1). The reliability of the questionnaire has already been checked by Ruthus (2013) and is given.|
|94||The existing generation related studies also show that general studies did not prove the expected effects (Ruthus, 2013) and health care sector specific studies are more helpful but rarely available.|
|96||In further studies, it would also be interesting to carry out these in extremly different industries and explore whether there are different factors that are specific to the particular industry and also influence the employer attractiveness regardless of generational affiliation. Ruthus (2013) did her research regarding Generation Y in general for various branches and could not find that significant results as expected before.|
|98||The online survey adapted from Ruthus (2013) was attended by 1,650 participants. Response rate of this study was 83%. Thus, 1,346 fully usable datasets were available for the statistical analysis.|