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* | *Dr. Christoph K. StrebFaculty of Economics & BusinessUniversity of Groningen, The NetherlandsWriting a Doctoral Research Paper -A Social Science Perspective
Introductory Meeting
C.K. Streb 2011
* | *
C.K. Streb 2011
* | *Teaching Aims
To provide you with insights about research paper writing from a social science perspective
To provide you with practical suggestions for the writing process
Most importantly, to provide you a forum for discussion and questions
C.K. Streb 2011
* | *Questions Upfront
Who are you and what are you working on?
What do you expect of this brief seminar?
What is a (scientific) research paper?
What is your experience with scientific writing?
C.K. Streb 2011
* | *AgendaAn Introductory Thesis Example
What is Good Research? The `Standards of a Research Paper
Paper Content
Excurs: APA Guidelines, Literature Review and Rankings
Schedule of this Course (How are we going to do this?)
An Alternative Example
C.K. Streb 2011
Introductory Thesis Example * | *
C.K. Streb 2011
What is Good Research?1. Good Research is Clear and Precise.
2. Good Research is Systematic. 3. Good Research is Logical. 4. Good Research is Empirical. 5. Good Research is Replicable.
6. Good Research is Honest. * | *Adapted from ReportBD.com (2011)
C.K. Streb 2011
* | *Paper Content Introduction and Research Gap: What do you want to research and why? Base this strongly on relevant (scientific) literature and sourcesResearch Question: State a precise research question and include proper sub questionsTheoretical Background:Elaborate on the existing literature regarding your topicConceptual Model:What theoretical concepts did you identify relevant for your study, how are they defined and how do they interrelate? Methodology:Identify and decide on the proper methodology to address your research question Data Collection and Analysis:Collect your data, analyse it, state the findings and discuss them in the theoretical contextConclusion:Summarize your findings in a broader scientific context and show, if possible, theoretical and practical implications
C.K. Streb 2011
Excurs: Conceptual Model (Example)* | *Xin, Dolfsma and Streb (2011)
C.K. Streb 2011
Excurs: APA Guidelines * | *
C.K. Streb 2011
Excurs: Literature Review * | *Brereton, Kitchenham, Budgen, Turner and Khalil (2007)
C.K. Streb 2011
Excurs: Literature Review * | *Streb and Gupta (2010)
C.K. Streb 2011
Excurs: Journal Rankings * | *
C.K. Streb 2011
* | *Criteria for evaluating research questionsBe clear (to you and others)Be researchable Connect with established theory and researchSub -questions must be linked to each otherHave potential for making a contribution to knowledgeBe neither too broad nor too narrow Bryman & Bell (2007)
C.K. Streb 2011
* | *What, Why, and How framework Watson (1994)What?What puzzles, intrigues me?What do I want to know more about?Why?Will that be enough to interest others?Is it a contribution to knowledge?How? - ConceptWhat can I bring together for a basic conceptual model to guide my research?How? - PracticalHow can I gain access to (information) sources?Methodology?
C.K. Streb 2011
* | *Questions to ask when evaluating research Is the research gap logical and clear to the non-specialist reader?Is it worth being researched and will add additional knowledge?Is it based on sound theory?Is it precise and focused? Does the research question appropriately address the research gap? (Do the sub-questions follow this logically?)Is the proposed issues, variables, etc. researchable (in terms of constructs, time, effort, )? Does the chosen methodology fit the research goal? Is the approach and the conceptual framework well connected with established theory and research?
C.K. Streb 2011
* | *How are we going to do this?You will work in peer-review teams of 3 people each.It will be your task to critically assess and discuss the research paper drafts of your fellow team mates and to provide honest, critical and constructive written feedback about their work.To do so, you need to organize yourselves in teams and exchange your material. You can prepare your peer-review by yourself, but you should meet at least once before our next meeting and exchange within your group what are the common findings, critics and suggestions. During our next meeting each group should briefly present their results to the overall group.
* | *Your Questions?
C.K. Streb 2011
* | *
C.K. Streb 2011
* | *Aging: Example GermanySource: Statistisches Bundesamt
C.K. Streb 2011
* | *1950197520052050Country -AgeCountry -AgeCountry -AgeCountry -AgeSource: United Nations Secretariat (2005)Germany: 47,41. Austria35.82. Channel Islands35.73. Belgium35.64. Germany35.45. Luxembourg35.06. United Kingdom34.67. France34.58. Sweden34.39. Switzerland33.310.Norway32.71. Germany35.42. Sweden35.33. Latvia34.84. Channel Islands34.65. Luxembourg34.46. Hungary34.27. Belgium34.18. Estonia34.19. Bulgaria34.010.United Kingdom33.9
1. Japan42.92. Italy42.33. Germany42.14. Finland40.95. Switzerland40.86. Belgium40.67. Croatia40.68. Austria40.69. Bulgaria40.610.Slovenia40.2
1. China, Macao54.42. Republic of Korea53.93. Martinique53.04. Italy52.55. Japan 52.36. Singapore52.17. Slovenia51.98. Ukraine51.99. Slovakia51.810.Lithuania51.7
Aging: An International Comparison
C.K. Streb 2011
* | *Aging: The Netherlands Source: http://www.cbs.nl/nl-NL/menu/themas/dossiers/vergrijzing/publicaties/artikelen/archief/2008/2008-085-pb1.htm
C.K. Streb 2011
* | *Aging Workforce Management Study: Background The demographic change in society is affecting the age composition of the available workforce for organizations 01002003004005006007008009001517192123252729313335373941434547495153555759616365PeopleAge
C.K. Streb 2011
* | *20022010PeopleAgeDirect Workforce 39,0 46,5Indirect Workforce 42,3 49,1Employees 43,6 50,3Average. ()40,3 47,5Workforce Mercedes-Benz Plant BremenSource: Daimler BremenAging Workforce Management Study: Daimler AG
Diagramm1
00
00
00
00
90
630
690
660
860
1050
1300
1970
2797.9
31155.3
30960.7
29659
33476.1
37593.4
458114.8
526174.3
614247.4
697276
696275.1
806264.2
851298.4
767335.1
843408.5
691470.1
639548.5
560621.3
526619.8
467718.2
388759.9
380686.2
359753
304619.4
337571.9
302501.3
268472.3
227419.7
207347.8
162342.6
125321.6
114272
68302.9
62272
42241.7
25204.2
26186
100
20
00
2002
2010
AB VChart
Altersstrukturen der aktiven Belegschaft von 2002 und 2010
Bereich: Standort BREMEN
Durchschnittsalter200240.3JahreSimulationsprmissen:
Unterstellt: Fluktuation, Rentenaustritt (63)
Durchschnittsalter201047.5Jahre
Aufsatzpunkt: Jahresendstand 2002
2002neu
2010alt
Standort BREMENBereich
40.28Schnitt 1
47.52Schnitt 2
M:\P\BB_NEU\BB-SC-Team\Aging Workforce\Altersstruktur\Simulationen2002\[W67 2002_2010_ohne Man (Hi).xls]AB VChart37797
AB VChart
00
00
00
00
90
630
690
660
860
1050
1300
1970
2797.9
31155.3
30960.7
29659
33476.1
37593.4
458114.8
526174.3
614247.4
697276
696275.1
806264.2
851298.4
767335.1
843408.5
691470.1
639548.5
560621.3
526619.8
467718.2
388759.9
380686.2
359753
304619.4
337571.9
302501.3
268472.3
227419.7
207347.8
162342.6
125321.6
114272
68302.9
62272
42241.7
25204.2
26186
100
20
00
&L&BDaimler-Benz AG Werk Bremen Vertraulich&B&C&D&RSeite &P
2002
2010
DIR VChart
Altersstrukturen Direkte Arbeiter von 2002 und 2010
Bereich: Standort BREMEN
Durchschnittsalter200239.0JahreSimulationsprmissen:
Unterstellt: Fluktuation, Rentenaustritt (63)
Durchschnittsalter201046.5Jahre
Aufsatzpunkt: Jahresendstand 2002
Parameter
2002alt
2010neu
Standort BREMENBereich
46.52Schnitt 1
39.04Schnitt 2
M:\P\BB_NEU\BB-SC-Team\Aging Workforce\Altersstruktur\Simulationen2002\[W67 2002_2010_ohne Man (Hi).xls]AB VChart37797
2010
2002
Verteilung aktiven Belegschaft pro Lebensalter; Kpfe
DIR VChart
00
00
00
00
80
510
500
420
600
640
980
1580
2327.1
26445.3
25444.4
23037.3
25753.3
27456.8
36687
410140.3
482205.9
566234.4
554225.5
644204.2
654228.1
575243.2
613324.9
483364
431427.9
362502.4
334491.8
271571.7
218580.6
204510.4
193544.2
172428.8
166382.6
154321.4
129296.5
109240.6
95193.5
74181.1
55171.3
43152.7
30147.4
33136.7
17114.5
1296.8
984.3
60
10
00
&L&BDaimler-Benz AG Werk Bremen Vertraulich&B&C&D&RSeite &P
2002
2010
IND VChart
Altersstrukturen Indirekte Arbeiter von 2002 und 2010
Bereich: Standort BREMEN
Durchschnittsalter200242.3JahreSimulationsprmissen:
Unterstellt: Fluktuation, Rentenaustritt (63)
Durchschnittsalter201049.1Jahre
Aufsatzpunkt: Jahresendstand 2002
Parameter
2002alt
2010neu
Standort BREMENBereich
42.28Schnitt 1
49.06Schnitt 2
M:\P\BB_NEU\BB-SC-Team\Aging Workforce\Altersstruktur\Simulationen2002\[W67 2002_2010_ohne Man (Hi).xls]AB VChart37797
2002
2010
Verteilung Direkte Arbeiter pro Lebensalter; Kpfe
2002
2010
IND VChart
00
00
00
00
10
120
150
110
170
220
230
270
290.8
2810
2512.5
279.2
2914.2
4118.3
3719.2
4222.5
4924.2
5523.3
6720.8
7222.5
7924.2
6834.2
9630.8
7335
8340.8
8245.9
6855.9
7360
7165.9
6056.7
7380
5960.9
6969.2
5568.4
5056.7
4760.9
4659.2
3050
2960.9
2849.2
1257.5
1645.9
1041.7
639.2
438.3
10
00
00
&L&BDaimler-Benz AG Werk Bremen Vertraulich&B&C&D&RSeite &P
2002
2010
ANG VChart
Altersstrukturen Angestellte von 2002 und 2010
Bereich: Standort BREMEN
Durchschnittsalter200243.6JahreSimulationsprmissen:
Unterstellt: Fluktuation, Rentenaustritt (63)
Durchschnittsalter201050.3Jahre
Aufsatzpunkt: Jahresendstand 2002
Parameter
2002alt
2010neu
Standort BREMENBereich
43.61Schnitt 1
50.34Schnitt 2
M:\P\BB_NEU\BB-SC-Team\Aging Workforce\Altersstruktur\Simulationen2002\[W67 2002_2010_ohne Man (Hi).xls]AB VChart37797
2002
2010
Verteilung Indirekte Arbeiter pro Lebensalter; Kpfe
2002
2010
ANG VChart
00
00
00
00
00
00
40
130
90
190
90
120
180
190
303.8
3912.5
488.6
6018.3
558.6
7411.5
8317.3
7618.3
7528.8
9037.5
11846.1
12457.7
13452.8
13571.1
12579.8
11673
12472.1
12386.5
99113.4
116119.1
93128.8
73129.7
102120.1
93111.5
89119.1
71118.2
6695.1
58111.5
4189.4
4370.1
2698
1389.4
1585.5
768.2
1363.4
30
10
00
&L&BDaimler-Benz AG Werk Bremen Vertraulich&B&C&D&RSeite &P
2002
2010
2002
2010
Verteilung Angestellte pro Lebensalter; Kpfe
MBD0015FF40.doc
Personal
Personal- und Arbeitspolitik
MBD00181C94.doc
Personal
Personal- und Arbeitspolitik
MBD00182AFA.doc
Personal
Personal- und Arbeitspolitik
MBD00160718.doc
Personal
Personal- und Arbeitspolitik
C.K. Streb 2011
* | *Aging Workforce Management Study: Core Issues
C.K. Streb 2011
* | *More Constrained Workers 01002003004005006007008009001517192123252729313335373941434547495153555759616365PeopleAgeAging Workforce Management Study: Core Issues
C.K. Streb 2011
* | *Exploring aging workforce management and clarifying fundamental conceptsSynthesisFundamental insights and seminal results that provide new potential research streams in the field of aging workforce management
Article ISecondary and empirical research findings on the aging workforce adopting a business management perspective (in theory and practice)Specific Objective Methodology Finding
C.K. Streb 2011
* | *Aging Workforce Management Study: Findings
* | *Succes!
My email:[email protected]
***