Prominent Findings
- The main source is Ruthus 2013, a master's thesis in German from the SRH Fernhochschule – The Mobile University in Riedlingen. It was published by SpringerGabler as part of the BestMasters book series. Ruthus 2013 is used as the basic structure for the thesis (see THE TABLE and pages 9 and 010|10), with modifications but without reference. It is also the source for numerous, extensive passages and illustrations that have been translated word-for-word and are included without reference. Some passages are referenced and the master's thesis is listed in the reference section. But the broad extent of the translation is not made clear at all. The thesis also references Ruthus 2013 as the source for the adapted questionnaire that was used to investigate a different group of respondents.
- The text parallels extend from the first page, which is a collage from three sources, to the discussion of the findings.
- There is also text adapted from the 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
Dummy
- 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.
- 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.
- A bachelor thesis from Wagner 2015:
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
- Although VroniPlag Wiki is usually restricted to the documentation of plagiarism, some problematic observations concerning the results section of the thesis were additionally recorded.
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:
- 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:
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.
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 |