Arbeitssituation und Arbeitsklima für Deutsche in Österreich

Von 2002 bis Anfang 2015 hat sich die Zahl der in Österreich lebenden Deutschen auf 170.457 mehr als verdoppelt. Seit 2007 sind die Deutschen die größte Ausländergruppe in Österreich (Statistik_Austria, 2016a), wobei, anders als bei der Einwanderung aus den Nachfolgestaaten Jugoslawiens und aus der Türkei, Einbürgerungen keine Rolle bei der Entwicklung dieser Zahlen spielen (Statistik_Austria, 2016b). Umgekehrt lebten Ende 2014 179.772 ÖsterreicherInnen in Deutschland (Statistisches_Bundesamt, 2016). Obwohl viele der in Österreich lebenden Deutschen mit recht stabilen Ressentiments und damit verbundenen Anfeindungen konfrontiert sind - die teilweise sehr offen vorgebracht werden und teilweise eher unterschwellig ablaufen - ist der im Land weit verbreitete Anti-Germanismus aus der Migrations-, Rassismus- und Diversity-Forschung in Österreich bisher komplett ausgeblendet worden. Dem soll durch das diesem Ergebnisbericht zugrundeliegende Forschungsprojekt entgegengetreten werden. (author's abstract

Ergebnisbericht - Arbeitssituation und Arbeitsklima für Deutsche in der Schweiz

Die Situation von in der Schweiz lebenden Deutschen ist bisher noch nie wissenschaftlich-systematisch erfasst worden. Vor diesem Hintergrund hat die vorliegende Studie das Ziel, die klimatischen Bedingungen für Deutsche in der Schweiz sowohl am Arbeitsplatz als auch im Alltag näher zu analysieren. Dieser Bericht enthält einige deskriptive Ergebnisse der Studie. (author's abstract

What Makes a Good Diversity Manager? A Virtue-Based Perspective

The prevalent rule-based perspective on diversity management renders most diversity initiatives more or less uniform, and it therefore also renders the individual(s) in charge of these initiatives replaceable. Against this background, this article argues that an ethical realignment towards a virtue-based perspective, focusing on the diversity manager him- or herself, could help rethink diversity management, and to refashion it into a more impactful shape. The virtue in question is the Aristotelian notion of the virtue of practical wisdom (phrónēsis). Making their practical wisdom a selection criterion for the recruitment process is a first step in the direction of upgrading the concept of diversity management. However, it is also important to adjust their working conditions, the design of their role, as well as their autonomy and performance evaluations in a way that allows them to develop, maintain, and practice this phrónēsis

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work: An intersectional perspective

Purpose : The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach : Based on data taken from a cross-sectional survey of 1308 gay and lesbian employees working in Germany, four regression models are proposed. The means of managing one's homosexuality at work was measured by the 31 items containing WSIMM from Anderson et al. (2001). Findings : Results indicate that being in a relationship is related to increased openness about one's homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one's sexual orientation, whereas personal mobility within the country is not related to the way one manages one's sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications : The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications : The study's findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension "sexual orientation" it can be shown that the impact each dimension has for an employee's everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity, can only be understood in terms of its interplay with other dimensions of diversity. Theoretical implications : The intersectional perspective on employees' stigma-related minority stress allows a deeper and more comprehensive understanding of the experiences of individuals in workplace settings. This theoretical framework proposed in this article can therefore be a connecting point for theoretically framing future studies on workforce diversity and diversity management. Originality/value : It is shown that manifestations of demographic factors that tend to broaden the individual's coping resources for stigma-relevant stressors, lead to more openness about one's homosexuality in the workplace. (author's abstract

Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people

Purpose: This article aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this article critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail. Design/methodology/approach: A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars. Findings: The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes. Originality/value: This article foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this article breaks the silence that has enwrapped intersex issues in gender and management scholarship There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace, and problematising the sex and gender binaries that sustain it

When stakeholders claim differently for diversity management: Adopting lesbian, gay and bisexual-inclusive practices in Italy

In the United States, the adoption of lesbian, gay and bisexual (LGB)-inclusive practices by companies is triggered primarily by pressures from activists who base their claims on a business case rationale for diversity; this has been studied mainly from a social movement perspective. In Europe, by contrast, diverse actors—not necessarily constituting a unified social movement—make a variety of arguments for more inclusion, based on a spectrum of rationales. To account for this variety, this article adopts a stakeholder approach, identifying two processes through which 14 ‘pioneering’ Italian business organizations have adopted such practices: a business-driven process and an equality-driven process. This article demonstrates how these processes are mutually exclusive, and how they differ in terms of rationales, actors involved and outcomes achieved

Acting Out of Compassion, Egoism, and Malice: a Schopenhauerian View on the Moral Worth of CSR and Diversity Management Practices

In both their external and internal communications, organizations tend to present diversity management (DM) approaches and corporate social responsibility initiatives as a kind of morally ‘good’ organizational practice. With regard to the treatment of employees, both concepts largely assume equality to be an indicator (as well as a goal) of organizational ‘goodness’, e.g. in terms of equal treatment, or affording equal opportunities. Additionally, research on this issue predominantly refers to prescriptive and imperative moralities that address the initiatives themselves, and values them morally. Schopenhauer opposes these moralities by conceptualizing morality as exclusively being based on the incentives of acting instead of the actions themselves. He identifies egoism, compassion, and malice as the sole incentives for every human action, whereby only those actions solely motivated by compassion can be ascribed genuine moral worth. In this context, this article shows that from a Schopenhauerian perspective, CSR and DM initiatives only have a genuine moral worth in so far as the individuals who have initiated or supported their implementation were exclusively motivated by compassion. Stressing the narrative of a business case, if utilized as a façade for true compassion that attaches economic legitimacy to these initiatives, does not necessarily harm their moral worth. The approach and the findings developed in this paper contribute to the discourse on the ethical behavior of organizations, as well as to the discourse on CSR and DM

Challenging cisnormativity, gender binarism and sex binarism in management research

Purpose. This paper aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this paper critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail. Design/methodology/approach. A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars. Findings. The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes. Originality/value. This paper foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this paper breaks the silence that has enwrapped intersex issues in gender and management scholarship. There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace and problematising the sex and gender binaries that sustain it

Do “one-size” employment policies fit all young workers? Heterogeneity in work attribute preferences among the Millennial generation

There has been a stream of research that explores how the present generation of workers (i.e., Millennials) may be different from previous generations (e.g., Baby Boomers and Gen Xers). This line of research often considers Millennials as homogeneous and concludes any differences to be “generational effects.” However, it is unlikely for a generation, which spans almost 20 years, to be uniformly homogeneous with respect to their work values and attitudes. Findings on generational differences conducted in the United States are also often generalized to other countries, ignoring the potential for national influences. In this regard, we apply a multi-method approach using three samples to demonstrate that there are differences within the Millennial generation that affect work values, preferences for work/life balance, and attraction to employer attributes. Specifically, we focus on the heterogeneity resulting from differences in age, gender, relationship status, and nationality. Our results suggest that Millennials are not as homogeneous as we assumed, and this can limit the effectiveness of managerial policies designed to improve individual and work outcomes for an entire generation of workers. Our study demonstrates that it is important for us to understand how individual, relational, and contextual factors may contribute to the heterogeneity within a generation