Sai/Befunde

Findings

• More than 73% of the pages of the dissertation's main text contain plagiarized passages. A total of 92 text passages were documented.
  • Almost all of these text fragments (90 ot of 92) are suspected cases of translation plagiarism.
  • In the context of this documentation these text fragments are divided into two categories. Text fragments are referred to as Übersetzungsplagiat (translation plagiarism, 71 cases) when text has been taken from a German-language source and translated into English without any reference to the source. Text fragments in which no sufficient reference to the source is given, i.e. the source is mentioned but it is not made clear how much has been taken, are referred to as Bauernopfer (pawn sacrifice, 19 cases).

• The 21 sources identified for documented text parallels are mostly available on the open internet.

• One source, Ruthus 2013, a German master's thesis by Julia Ruthus, which was published in 2013 with the title "Employer of Choice of Generation Y" in particular stands out:
  • The structure of the thesis and large parts of the text show considerable overlap with Ruthus 2013. The thesis is using a questionnaire from this source for investigating a different group of respondents. The source is mentioned a few times in the thesis. (An overview of the mentions of Ruthus 2013 in Sai can be found here.) However, it is not made clear that large parts of the thesis are simple word-for-word translations from this source.
    • The overlaps between the text structures are illustrated in this table.
    • 64 out of 92 documented text passages are largely verbatim translations from this master's thesis.
    • For 54 of these verbatim translations, the true source is not mentioned at all.
    • In 10 of the text passages that can be attributed to the source Ruthus 2013 the source is mentioned but it is not made clear how much has been taken.
    • The following are entire pages translated from Ruthus 2013 without any reference to the true source: 36, 41, 42, 43, 44, 45, 56, 79
    • Another entire page is translated from Ruthus 2013 without proper reference to the true source: 34

• In addition to Ruthus 2013 20 other sources of reviewed text parallels could be identified. For each of these sources, significantly fewer text parallels could be documented. From 3 sources, 3 text parallels each could be documented. From 5 of sources, 2 text parallels each were documented. Only one text parallel was documented from each of the remaining 12 sources. These include, for example:
  • A bachelor thesis from Wagner 2015:
    • Section "3.4.2.1 Veterans" on page 30 is translated word-for-word from Wagner 2015, without any reference to the true source.
  • Wikipedia
    • Wikipedia Generation Z 2016: 10 lines on page 31
    • Wikipedia Generation Z 2018: 29 lines on page 32
    • Wikipedia Gesundheitsfachberuf 2019: 15 lines on page 34

Source issues

• Out of 21 sources identified for documented text parallels 13 are not mentioned in the thesis at all.
• There are several phantom references, in-text references that are not elaborated in the reference section.
  See, for example, the following documented text sections, which include 'phantom references':
  • Fragment 034 01: (Iyengar & Lepper, 2000), (IBE, 2013)
  • Fragment 037 01: (Meinert, 2010), (Wang, 2010)
  • Fragment 038 03: (Klaffke 2011)
  • Fragment 042 01: (Drumm, 2008).

• There are some in-text references found in the text of the dissertation that do not actually correspond with what is being asserted in the previous sentence or paragraph. These can be referred to as garnish references, they are used to give the impression of scholarship without correctly attributing a statement or summary to the true source. See, for example, the following documented text sections:
  • Fragment 001 02 is referenced as coming from (Institute of German Economic, 2016) (available online). None of the information given in the documented sentence can be taken from there. The beginning of the sentence is translated word-for-word from iwd.de 2017, the sentence was shortend a little in the end compared to the actual source.
  • Fragment 014 14: There is no information about the "German Constitution Law Article 109 (2)" in (Heise, 2005).
  • Fragment 030 22: One sentece is referenced as coming from (Watkins, 2012). While (Watkins, 2012) deals with a related topic, the information given in this sentence is not found there, the text is, however, an alomost verbatim translation of the text found in (Ruthus, 2013).
  • Fragment 031 20: This section is referenced as coming from (Nagy et al., 2017). Even though (Nagy et al., 2017) deals with a related topic and some of the information given in the section might be derrived from there it is very clear that the text is taken from Wikipedia Generation Z 2016 almost verbatim.
  • Fragment 038 03: Lindner-Lohmann et al., 2016) is arbitrarily given as the source for a sentence, which is translated word-for-word from (Ruthus 2013).
• There are two reference list entries with identical author and publication year: Abbassi, S. (2017). There are two in-text citations with the same author publication year combination (see pages 11 and 29).

Other observations

Other aspects concerning this thesis were documented.This includes:

• Information on regulations governing the doctoral programme and examinations at Mendel University in Brno
• Critical receptions of the thesis by supervisor and the opponents
• Short summary reports regarding two papers by [Sai] published during her doctoral studies and suspected to be serious plagiarisms

-> Sai/Befunde/Misc

Statistics

• Currently there are 92 reviewed fragments documented that are considered to be violations of citation rules. For 73 of them there is no reference given to the source used („Übersetzungsplagiate“, „Verschleierungen“ and „Komplettplagiate“). For 19 fragments the source is given, but the extent of the used text is not made clear („Bauernopfer“).
• The publication has 99 pages that have been analyzed. On a total of 73 of these pages violations of citation rules have been documented. This represents a percentage of 73.7%. The 99 analyzed pages break down with respect to the amount of text parallels encountered as follows:

Percentage text parallels	Number of pages
No text parallels documented	26
0%-50% text parallels	18
50%-75% text parallels	15
75%-100% text parallels	40

From these statistics an extrapolation of the amount of text of the publication under investigation that has been documented as problematic can be estimated (conservatively) as about 42% of the main part of the publication.

• In all, text was taken from 22 sources.

• Documented and reviewed fragments of categories „Übersetzungsplagiate“, „Verschleierungen“ and „Bauernopfer“ are taken from 20 sources.
• From 2 sources only fragments in the category of "Keine Wertung" (not evaluated) are documented:
  • Yusuf (2018)
  • kraus-und-partner.de (n.d.).

Illustration

The following chart illustrates the amount and the distribution of the text parallel findings. The colours show the type of plagiarism diagnosed:

• [...]

(state of analysis: XXX)

Comparison of Outlines: Sai vs. main source

Ruthus 2013 is exploited as the basic structure for the thesis.

The table below compares the outline of Sai's work (left side) with the one of the main source Ruthus 2013 from which a total of 64 documented text passages were taken.

Clicking on the respective page number in the table below leads to the documentation of the text parallels on the corresponding page. Only pages that show parallels to Ruthus 2013 are linked here.

Comparison of Outlines [Sai 2019] vs. Ruthus 2013

	Sai 2019	p.		Ruthus 2013	p.
1	Introduction	1, 2, 3	1	Einführung	1
1.1	Initial situation and defining the problem	4, 5, 7, 8	1.1	Problemstellung und Ausgangssituation	1
1.2	Structure of the dissertation	9, 10	1.3	Aufbau der Arbeit	4
2	Objective of the dissertation	11, 12	1.2	Ziel der Arbeit und Abgrenzung des Untersuchungsfeldes	2
3	Theoretical foundation	14	2	Theoretische Grundlagen	7
3.1	Keynesian Theorie [sic]	14
3.2	Theories of management	17
3.2.1	Classical management theories	17
3.2.2	Post classical management theories	18
3.3	Demographic change and its implication of HR management	21	2.1	Demographischer Wandel und seine Implikationen für das Personalmanagement	7
3.3.1	The demographic development in Germany	21, 22	2.1.1	Die demographische Entwicklung in Deutschland	8
3.3.2	Effects of demographic change in the health care market	23	2.1.2	Auswirkungen des demographischen Wandels auf den Arbeitsmarkt	9
3.3.3	Attempts to explain the scarcity of sought-after qualifications	24	2.1.3	Erklärungsversuche für die Verknappung gesuchter Qualifikationen	11
3.4	Human image of generations in working life	25	2.2	Generationsbilder im Arbeitsleben	14
3.4.1	Generation-specific values and needs at a glance	25, 26, 27, 28	2.2.1	Arbeitnehmergenerationen und generationsspezifische Werte sowie Bedürfnisse im Überblick	14
3.4.2	Limitation and demarcration [sic] of Gerneration [sic] Y	29	2.2.2	Ein- und Abgrenzung der Generation Y	17
3.4.2.1	Veterans	30
3.4.2.2	Baby Boomers	30	2.2.2.1	Baby Boomers	17
3.4.2.3	Generation X	31	2.2.2.2	Generation X	18
3.4.3	Characteristics of Generation Z	31
3.4.4	Characteristics of Generation Y	32, 33	2.2.3	Charakterisierung der Generation Y	18
			2.2.3.1	Persönliche Ebene	20
	Self-esteem and parents:	34		Selbstbewusstsein und Eltern	20
	Disorientation:	34		Orientierungslosigkeit	20
	Need for security:	34		Sicherheitsbedürfnis	21
	Search for sense:	34		Sinnsuche	23
	Development:	35		Weiterentwicklung	22
	Flexibility:	35		Flexibilität	24
	Relationships:	35, 36		Beziehungen	25
		36	2.2.3.2	Gesellschaftliche Ebene	25
		36		Globalisierung	26
		36, 37		Internet und Telekommunikation	26
				Mediales Angebot	27
		37		Konsumentensouveränität	27
		37		Arbeitsmarkt	28
3.5	Specifically HR Management to increase employer attractiveness	38	2.3	Gezieltes Personalmanagement zur Steigerung der Arbeitgeberattraktivität	29
3.5.1	The concept of personnel management	38	2.3.1	Zum Begriff Personalmanagement	29
			2.3.1.1	Personalgewinnung und Employer Branding	30
			2.3.1.2	Personalentwicklung	32
			2.3.1.3	Personalbindung	33
			2.3.1.4	Übersicht des Zusammenhangs der personalwirtschaftlichen Funktionen	35
3.5.2	The term health professional	39	2.3.2	Zum Begriff Hochqualifizierte und High Potentials	36
3.5.3	The concept of employer attractiveness	39, 40	2.3.3	Zum Begriff Arbeitgeberattraktivität	37
3.6	Influencing factors on employer attractiveness	41	2.4	Einflussfaktoren auf die Arbeitgeberattraktivität	38
3.6.1	Meeting occupational needs as a prerequisite for employer attractiveness	41, 42	2.4.1	Erfüllung berufsbezogener Bedürfnisse als Voraussetzung für Arbeitgeberattraktivität	39
3.6.2	Employer attractiveness factors of Generation Y	43, 44, 45	2.4.2	Arbeitgeberattraktivitätsfaktoren der Generation Y	42
4	Methodology	46	3	Empirische Befragung: Employer of Choice der Generation Y	47
4.1	Questions of research and differentiation of hypotheses	46	3.1	Untersuchungsfragestellung und Hypothesenableitung	47
4.2	Research design and type of examination	47, 48	3.2	Forschungsdesign und Untersuchungsform	49
4.3	Objective of investigation	48, 49	3.3	Ziel der Untersuchung	50
4.4	Operationalizing the term employer attractiveness	49	3.4	Operationalisierung des Konstrukts Arbeitgeberattraktivität	50
4.4.1	Questionnaire design for recording the attractiveness factors	50	3.4.1	Fragebogenkonstruktion zur Erfassung der Attraktivitätsfaktoren	53
4.4.2	Recording of the generation differences regarding influencing factors on employer attractiveness	51	3.4.2	Erfassung der Generationsunterschiede zu Einflussgrößen auf die Arbeitgeberattraktivität	55
4.4.3	Assessment of the need for generation-specific alignment of personnel activities	52	3.4.3	Erfassung der Notwendigkeit zur generationsspezifischen Ausrichtung der Personalaktivitäten	55
4.4.4	Recording the non-fulfillment of job-related needs and resulting change intentions	52	3.4.4	Erfassung der Nichterfüllung berufsbezogener Bedürfnisse und resultierender Wechselabsichten	56
4.5	Framework and approach	52	3.5	Rahmenbedingungen und Vorgehen	56
4.5.1	Expert interviews	52
4.5.2	Pre-Test	53	3.5.1	Pre-Test	56
4.5.3	Sampling method	53, 55	3.5.2	Gewinnung der Stichprobe	57
4.5.4	Data analysis	55, 56	3.5.3	Datenauswertung	58
5	Results	57	4	Wunschprofil potenzieller Bewerber – Ergebnisse der empirischen Untersuchung	61
5.1	Descriptive analysis of items	57	4.1	Deskriptive Analysen	61
5.1.1	Region of workplace	57	4.1.1	Beschreibung der gewonnenen Stichproben	61
5.1.2	Generation division	58	4.1.1.1	Generationseinteilung	61
5.1.3	Highest level of education	60	4.1.1.2	Höchster Bildungsabschluss	62
5.1.4	Current position within the organisation	62	4.1.1.3	Derzeitige Position im Unternehmen	63
5.1.5	Relevant work experience	64	4.1.1.4	Einschlägige Berufserfahrung	64
5.1.6	Size of organisation	65	4.1.1.5	Unternehmensgröße	65
5.1.7	Least bearable situation	67
5.2	Descriptive analysis of dependent and independent variables	68
5.2.1	Description of dependent variables	68	4.1.2	Beschreibung der abhängigen Variablen	67
	Employee satisfaction	68	4.1.2.1	Mitarbeiterzufriedenheit	67
	Period of employment	69	4.1.2.2	Unternehmenszugehörigkeit	67
	Opportunity for advancement	70	4.1.2.3	Aufstiegsmöglichkeiten	68
	Intention to change employer	70	4.1.2.4	Wechselwunsch des Unternehmens	68
5.2.2	Description of independent variables	71	4.1.3	Beschreibung der unabhängigen Variablen	69
	Dimension information behaviour	71	4.1.3.1	Dimension: Informationsverhalten	69
	Dimension work-related basic needs	72	4.1.3.2	Dimension: Berufsbezogene Basisbedürfnisse	70
	Dimension work-related social needs	73	4.1.3.3	Dimension: Berufsbezogene Soziale Bedürfnisse	71
	Dimension work-related growth needs	74	4.1.3.4	Dimension: Berufsbezogene Wachstumsbedürfnisse	73
5.2.3	Presentation of the results of the open question	74	4.1.4	Darstellung der Ergebnisse der offenen Frage	74
5.3	Aggregation of data	75	4.2	Datenaggregation	75
5.3.1	Description of the scale values	75	4.2.1	Beschreibung der Skalenwerte	75
5.3.2	Factor analysis	75	4.2.2	Faktorenanalyse	75
			4.2.2.1	Vorhergehende Überlegungen	75
			4.2.2.2	Vorgehen bei der Faktorenanalyse	76
			4.2.2.3	Faktorenanalyse – Dimension berufsbezogene Basisbedürfnisse	77
			4.2.2.4	Faktorenanalyse – Dimension berufsbezogene soziale Bedürfnisse	78
			4.2.2.5	Faktorenanalyse – Dimension berufsbezogene Wachstumsbedürfnisse	79
			4.2.2.6	Retransformation der Faktoren- in Skalenwerte zur weiterführenden Auswertung	79
5.3.3	Summary of the desired employer Generation Y	77	4.2.3	Zusammenfassende Darstellung des Employers of Choice der Generation Y	80
5.4	Inferential statistic analysis: Results of research on basis of hypotheses	79	4.3	Ergebnisdarstellung nach Forschungshypothesen	82
5.4.1	Influence of the generation affiliation on information gathering	79	4.3.1	Einfluss der Generationszugehörigkeit auf das Informationsbeschaffungsverhalten	82
5.4.2	Influence of generational affiliation on job-related needs	83	4.3.2	Einfluss der Generationszugehörigkeit auf berufsbezogene Bedürfnisse	84
			4.3.3	Einfluss des Bildungsniveaus, der Unternehmensgröße, der Arbeitserfahrung und der Personalverantwortung auf berufsbezogene Bedürfnisse	85
			4.3.4	Intergruppen-Unterschiede hinsichtlich berufsbezogener Bedürfnisse bezogen auf die Generation Y	89
			4.3.5	Zusammenhang berufsbezogener Bedürfnisse auf die Mitarbeiterzufriedenheit	91
			4.3.6	Einfluss der Mitarbeiterzufriedenheit auf die Wechselabsichten des Unternehmens der Generation Y	93
5.4.3	Influence of non-fulfillment of job-related needs and the workers´ intention to change the employer with regard to Generation Y	85	4.3.7	Einfluss der Nicht-Erfüllung berufsbezogener Bedürfnisse auf die Wechselabsichten des Unternehmens der Generation Y	94
			5	Diskussion und Grenzen der Untersuchung	97
6	Discussion of findings	88	5.2	Interpretation und Einordnung der Ergebnisse	101
6.1	Discussion of generation specific orientation of personnel management	88
6.2	Discussion of employer attractiveness from the point of view of the preferable Generation Y	89
6.3	Discussion of the desired profile of a Generation Y employer of choice	89
			5.3	Personalwirtschaftliche Handlungsfelder zur Erhöhung der Arbeitgeberattraktivität	110
			5.3.1	Mitarbeitergewinnung und Employer Branding	111
			5.3.2	Mitarbeiterentwicklung	113
			5.3.3	Mitarbeiterbindung	116
			5.3.1	Mitarbeitergewinnung und Employer Branding	111
			5.4	Fazit und Ausblick auf Grundlage der Erkenntnisse	118
6.4	Recommendations	90
6.5	Contributions to Theory	93
6.6	Contributions to Managerial Practice	94
6.7	Contributions to Pedagogical Practice	95
6.8	Limitations and suggestions for future research	95, 96	5.1	Diskussion von Konzept und Methode der Arbeit	97
7	Conclusion	98