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303 Ergebnisse, ab 281
  • Externe Monographien

    A Critique and Reframing of Personality in Labour Market Theory: Locus of Control and Labour Market Outcomes

    Bonn: IZA, 2011, 50 S.
    (Discussion Paper Series / Forschungsinstitut zur Zukunft der Arbeit ; 6090)
    | Eileen Trzcinski, Elke Holst
  • DIW Economic Bulletin 5 / 2011

    Child Care Choices in Western Germany Also Correlated with Mother's Personality

    The expansion of formal child care, particularly for children under the age of three, has resulted in more and more children from this age group attending day care facilities. This formal child care setting is frequently combined with care provided by grandparents or other individuals. The combination and number of child care settings made use of is influenced by a variety of socio-economic factors ...

    2011| Liv Bjerre, Frauke H. Peter, C. Katharina Spieß
  • SOEPpapers 388 / 2011

    Arbeitszufriedenheit und Persönlichkeit: "Wer schaffen will, muss fröhlich sein!"

    The research on job satisfaction has a long history and is one of the most intensively studied subjects - not only in the field of industrial and organizational psychology. The various studies can roughly be classified into situational, dispositional, and hybrid approaches, depending on whether working conditions, personality traits or their interaction are emphasized as determinants. So far, only ...

    2011| Simon Fietze
  • SOEPpapers 343 / 2010

    Personality Traits, Self-Employment, and Professions

    We investigate the effect of broad personality traits - the Big Five - on an individual's decision to become self-employed. In particular, we test an overall indicator of the entrepreneurial personality. Since we find that the level of selfemployment varies considerably across professions, we also perform the analysis for different types of professions, namely, those classified as being in the "creative ...

    2010| Michael Fritsch, Alina Rusakova
  • Externe Monographien

    Economic Preferences and Attitudes of the Unemployed: Are Natives and Second Generation Migrants Alike?

    Bonn: IZA, 2010, 27 S.
    (Discussion Paper Series / Forschungsinstitut zur Zukunft der Arbeit ; 5380)
    | Amelie F. Constant, Annabelle Krause, Ulf Rinne, Klaus F. Zimmermann
  • Diskussionspapiere 1088 / 2010

    Economic Preferences and Attitudes of the Unemployed: Are Natives and Second Generation Migrants Alike?

    In this paper we study the economic effects of risk attitudes, time preferences, trust and reciprocity while we compare natives and second generation migrants. We analyze an inflow sample into unemployment in Germany, and find differences between the two groups mainly in terms of risk attitudes and positive reciprocity. Second generation migrants have a significantly higher willingness to take risks ...

    2010| Amelie F. Constant, Annabelle Krause, Ulf Rinne, Klaus F. Zimmermann
  • SOEPpapers 250 / 2009

    Personality and Career: She's Got What It Takes

    The female share in management positions is quite low in Germany. The higher the hierarchical level, the fewer women there are in such positions. Men have numerous role models to follow whereas women lack this opportunity: In the executive boards of the top 200 private companies in Germany, only 2.5 percent of members are female. Many studies have focused on the influence of human capital and other ...

    2009| Simon Fietze, Elke Holst, Verena Tobsch
  • Diskussionspapiere 955 / 2009

    Personality and Career: She's Got What It Takes

    The female share in management positions is quite low in Germany. The higher the hierarchical level, the fewer women there are in such positions. Men have numerous role models to follow whereas women lack this opportunity: In the executive boards of the top 200 private companies in Germany, only 2.5 percent of members are female. Many studies have focused on the influence of human capital and other ...

    2009| Simon Fietze, Elke Holst, Verena Tobsch
  • SOEPpapers 220 / 2009

    Persönlichkeit und Karriere: She's Got What it Takes

    In Deutschland sind Frauen in Führungspositionen unterrepräsentiert. Je höher die Hierarchiestufe desto geringer ist ihr Anteil unter den Führungskräften. Nur 2,5 Prozent der Vorstandsmitglieder der Top-200 Wirtschaftsunternehmen in Deutschland sind weiblich. Zahlreiche Studien untersuchen Einflussfaktoren auf die Karriere in Abhängigkeit z.B. von Humankapital und anderen "objektiven" Faktoren. Unsere ...

    2009| Simon Fietze, Elke Holst, Verena Tobsch
  • Weitere externe Aufsätze

    Weiterbildung, Betriebszugehörigkeit und Löhne: ökonomische Effekte des "timings" von Investitionen in die berufliche Weiterbildung

    In: Friedhelm Pfeiffer, Winfried Pohlmeier (Hrsg.) , Qualifikation, Weiterbildung und Arbeitsmarkterfolg
    Baden-Baden : Nomos
    S. 257-278
    ZEW-Wirtschaftsanalysen ; 31
    | Markus Pannenberg
303 Ergebnisse, ab 281
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