WORK IN PROGRESS

Prominent Sources

  • 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 exploited as the basic structure for the thesis (see the outline and pages 9 and 10), with modifications. It is also the source for numerous, extensive passages and illustrations that have been translated word-for-word and are included mostly without reference. However, 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 does reference Ruthus 2013 explicitly as the source for the adapted questionnaire that was used to investigate a different group of respondents.

Prominent Findings

  • As mentioned above, the main source is the master's thesis Ruthus 2013. Out of a total of 92 plagiarized text passages, 64 are largely verbatim translations from this thesis.
    • For 54 of these verbatim translations, the true source is not mentioned at all. Eight of these fragments extend to an entire page: 36, 41, 42, 43, 44, 45, 56, 79.
    • In the other 10 of these text passages, the source is mentioned. However, it is not made clear to what extent the text has been taken, and thus the fragments are categorized as Bauernopfer, pawn sacrifices. One of these fragments, 34, extends to the entire page.
  • Out of 21 sources identified, 13 are not mentioned in the thesis at all.

Other issues

  • 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':
  • 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.These include:

  • 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.

-> 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.

Illustration WIP

The following chart illustrates the amount and the distribution of the text parallel findings. The colours show the type of plagiarism diagnosed:
(grau=Komplettplagiat (copy and paste plagiarism), rot=Verschleierung (disguised plagiarism), blau=Übersetzungsplagiat (translation plagiarism), gelb=Bauernopfer (pawn sacrifice))


Sai col.png

(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

Nutzung von Community-Inhalten gemäß CC-BY-SA, sofern nicht anders angegeben.