Marginalisierte Leiblichkeiten und Atmosphären in Jugendstrafanstalten - Resozialisierung im Medium von Körper und Leib am Beispiel von Capoeira

Selbst für Menschen, die nie ein Gefängnis betreten haben, deutet dieses Zitat eines Inhaftierten atmosphärisch an, was mitunter das Quälende am Leben in einer Strafanstalt ist. Wie kaum ein anderes heraus, welche Bedeutung der Sport für die Jugendlichen innehaben kann. Insbesondere um den Haftalltag auszublenden, zu vergessen, wo man ist und Zuflucht zu finden. Vielmehr verdeutlicht das Zitat, dass der Inhaftierte sich durch seine Situation bedroht fühlt. Seine Realität ist für ihn ein Schlag ins Gesicht und sein Ausweg daraus ist der Sport, der Ausweg für einen Moment. Die Bedeutung der Zumutungen (auf Grund biografischer Erfahrungen) in der aktuellen Lebenssituation Haft sowie die Bewältigungsstrategien, die die Jugendlichen an den Tag legen um diesen Schwierigkeiten zu begegnen, sollen das Thema der vorliegenden Thesis sein. Weitergehend wird auf der Grundlage von diesbezüglichen theoretischen Erkenntnissen sowie vertiefenden Interviews mit den Inhaftierten gefragt, wie diese Strategien, die über den Körper und den Leib ein besseres, sicheres Gefühl vermitteln, in die Strafvollzugskonzeption eingebunden werden können um andere Strategien, wie den Gebrauch von Drogen oder das Ausleben von Aggression durch Gewalt, zu ersetzen und das Resozialisierungsziel somit zu ermöglichen. Auf der Suche nach Theorien, die die Bedeutung des Leibes für die Bewältigung des Alltages von Jugendlichen fokussieren, ist ein Desiderat in den Vordergrund getreten, welches nicht nur offen legt, dass das Verständnis um das Handeln der Jugendlichen durch die De-thematisierung des Leibes sehr begrenzt ist, sondern welches ebenso Vermutungen laut werden lässt, woran die Konzepte zur Resozialisierung mehrheitlich scheitern. Dementsprechend wurde nicht nur die Leibphänomenologie von Hermann Schmitz ausführlich vorgestellt, sondern die relevanten sozialarbeitswissenschaftlichen Theorien über die Bewältigungsstrategien von Jugendlichen um die Dimension des Leibes systematisch ergänzt. Aus diesem Blickwinkel heraus wurden die üblichen Interventionen zur Resozialisierung betrachtet und problematisiert um dann – im Rahmen der vorliegenden Forschung – ein Capoeira Projekt als Möglichkeit leiblicher Bewältigung innerhalb kollektiver Atmosphären zu untersuchen. Um zu verstehen, wie die Jugendlichen die Lebenssituation Haft erleben, welche leiblichen Zumutungen damit einhergehen und welche Atmosphären aus diesen Umständen hervorgehen war es notwendig, die eigene emotionale Involviertheit als Schlüssel zur Analyse zu nutzen. Dementsprechend wurde sich dem Feld anhand ausgewählter, systematisch interpretierter Skizzen autoethnografisch genähert, um so exemplarisch nachzuzeichnen, wie die Atmosphären in der Anstalt sowie die Strafvollzugskonzeption die Resozialisierung verunmöglichen

Reducing Friction and Leakage by Means of Microstructured Sealing Surfaces – Example Mechanical Face Seal

By defined structuring of sliding surfaces at dynamic contact seals friction and leakage can be reduced. Compared to macro-structures, micro-structures have the advantage of a quasi-homogeneous influence on the fluid behavior in the sealing gap. The development of suitable microstructures based on prototypes, whose properties are studied on the test bench, is very expensive and time-consuming due to the challenging manufacturing process and measuring technologies, which are necessary to investigate the complex rheological behavior within the sealing gap. A simulation-based development of microstructured sealing surfaces offers a cost- and time-saving alternative. This paper presents a method for simulative design and optimization of microstructured sealing surfaces at the example of a microstructured mechanical face seal

Асинхронный электропривод подъемного механизма

Асинхронный электропривод главного подъема крюка крана КМ-20/10. В процессе работы проводились расчеты мощности двигателя и выбор его по каталогу, естественных характеристик электродвигателя, механических и электромеханических характеристик системы преобразователь частоты – двигатель, параметров системы управления электропривода. Полученными результатами являются: переходные характеристики асинхронного двигателя с частотным преобразователем.Asynchronous electric main lifting crane hook KM-20/10. In the course of work, calculations were made of the engine power and its selection according to the catalog, the natural characteristics of the electric motor, the mechanical and electromechanical characteristics of the frequency converter system — the engine, and the parameters of the electric drive control system. The results obtained are: transient characteristics of an asynchronous motor with a frequency converter

Eigentumsgefühle von Finanzmanagern : drei Aufsätze zu Vorläufereffekten und Konsequenzen

In recent decades, the organizational and work environment has undergone significant changes due to various factors, including globalization, increased competition, digitalization, the development of artificial intelligence, as well as the financial crisis and the Covid-19 pandemic. These developments have created an environment that could be described as volatile, uncertain, complex, and ambiguous, which may pose challenges for both organizations and employees (Schermuly, 2021). In this evolving landscape, employees’ work environment and organizations’ success will depend on the adaptive responses of employees and organizations to these challenges (Kraus et al., 2023). This in mind, two diverging tendencies are emergent: on the one hand, companies that are increasingly reliant on their key personnel in order to remain competitive; on the other hand, as a result of changing work conditions, employees that are more and more distancing themselves from their employing company. For example, due to the aforementioned developments, technical and economic complexity has risen, business processes have become more dynamic and integrated, and markets have become international (Bernhard, 2011). Thus, economic pressures have considerably risen, creating a more and more competitive environment. Although some companies are downsizing, pushing employees into short-term contracts or outsourcing them to private agencies to cut costs and to increase profitability in response to growing global competition (Bernhard, 2011; Cavanaugh and Noe, 1999; Rousseau, 1998), it is well acknowledged that the success of an organization increasingly depends on its key employees (Coyle-Shapiro and Shore, 2007; Herrera and Heras-Rosas, 2021; Riketta and van Dick, 2004; Rousseau, 1998; Santana and Cobo, 2020; Schermuly, 2021). Thus, modern organizations, “where focus shifts from production to intangible-, knowledge- and creativity-intensive, service-sector oriented businesses, face heightened dependency on motivated organizational members as key factor for success” (Bernhard, 2011, p. 3; cf. Kraus et al., 2023; Schermuly, 2021). Moreover, dealing with the challenges of a volatile, uncertain, complex and ambiguous environment, amongst others, may require flat hierarchies, decentralized organizational structures and high connectivity (Bernhard, 2011; Malhotra, 2021; Schermuly, 2021), which in turn require personnel responsibility of and a strong bond between employees and their employer (Meyer et al., 2008). These organizational changing to the evolving business environment may also affect the work environment of employees, which is captured by e.g., the concepts of ‘future of work’ and the ‘new psychological contract’. While the ‘future of work’ (Kraus et al., 2023; Malhotra, 2021) deals with work designs regarding the aforementioned developments (e.g., digitalization or hybrid/remote work as consequence of the Covid-19 pandemic), the ‘new psychological contract’ describes employees’ perceptions regarding their employee-organization-relationship (Braganza et al., 2021; Cavanaugh and Noe, 1999). For example, artificial intelligence and machines may take over routine tasks, resulting in job losses for employees or changing job roles, which in turn requires employees to attain new skills to handle new technologies or nonroutine, creative tasks (Bernhard, 2011; Braganza et al., 2021; Malhotra, 2021; Schermuly, 2021). Additionally, mainly driven by the Covid-19 pandemic, knowledge-based work increasingly will be and is performed remote or hybrid, turning employees into “independent agents” often working outside the organization in virtual and multiple teams across the globe (Malhorta, 2021, p. 1092; cf. Kraus et al., 2023). These exemplarily ‘future of work’ characteristics and practices are accompanied by an increased delegation of autonomy and responsibility to employees, which are covered by the ‘new psychological contract’ (Bernhard, 2011; Braganza et al., 2021; Cavanaugh and Noe 1999; Malhotra, 2021; Schermuly, 2021). The ‘new psychological contract’ defines employee-organization relationships in which long-term employment is of minor importance and in which employees are responsible for their own career development (Cavanaugh and Noe, 1999). One the one hand, the described work environments above could provide opportunities for employees to acquire new competencies and to develop their career. On the other hand, they could also create the pressure for employees to stay flexible and adaptable, while facing the uncertainty of potential job losses when not met (Bernhard, 2011). As a result, these developments may erode and complicate employees’ attachment to their employing company, while also potentially transforming them into independent agents pursuing their own interests in the context of the new psychological contract (Bernhard, 2011; Bagranza et al., 2021; Cavanaugh and Noe, 1999; Malhotra, 2021). As organizations increasingly rely on key employees and their attachment, a critical tension field arises due to the potential decline of two typical forms of employee organizational attachment in such environments: organizational commitment and identification (Baruch, 1998; Cohen, 1993; Feeney et al., 2018; Riketta and van Dick, 2005; Yip et al., 2018). In this context alternative forms of employee attachment might be important to bond independent agents to their employing company. However, research focusing on how employees (psychologically) bond to their employing organization is far from new. While prior research on organizational attachment examines for example employees’ organizational commitment towards or their identification with their employing organization or both (e.g., Feeney et al., 2018; Riketta and van Dick, 2005; Reichers, 1985; Yip et al., 2018), recent studies suggest an additional form of employee attachment to organizations, that is psychological ownership (Zhang et al., 2020). While employee’s commitment toward the organization “refers to a positive evaluation of the organization along with a desire to remain a member of the organization”, organizational identification refers to “a general perception of belongingness or a link between one’s self image and their employer” (Feeney et al., 2020, p. 113). In contrast, psychological ownership is defined as that “state in which individuals feel as though the target of ownership or a piece of that target is “theirs” (i.e., “It is mine!”)”, and thus describes what becomes part of ones extended self (Pierce et al., 2003, p. 86). Thereby, psychological ownership might allow independent agents to turn into psychological principals (Sieger et al., 2013). Although commitment, identification, and psychological ownership are similar in that they describe how employees psychologically bond to their employing organization, they are distinct regarding their conceptual core and their motivational basis (Pierce et al., 2001). While employee’s commitment and identification have been extensively studied (for overviews see Ashforth et al., 2008; Riketta and van Dick, 2005; Sidorenkov et al., 2023; Yip et al., 2008), scholarly interest in the emerging construct of psychological ownership has increased over the last thirty years (Dawkins et al., 2017; Kim et al., 2023; Renz and Posthuma, 2022; Zhang et al., 2021). Organizations are likely to be interested in developing their employees’ psychological sense of ownership in order to strengthen their bonds with their employer, but also because feelings of ownership can lead to pro-organizational and work-related perceptions, attitudes and behaviors (Dawkins et al., 2017; Zhang et al., 2021). For example, with regard to the outcomes of psychological ownership, prior research has identified its positive effects on attitudes such as job satisfaction, work engagement, and organization-based self-esteem (Liu et al., 2012; Peng and Pierce, 2015; Ramos et al., 2014; Sieger et al., 2011; Van Dyne and Pierce, 2004), pro-organizational behaviors such as knowledge sharing, stewardship, and voice behavior (Han et al., 2010; Henssen and Koiranen, 2021; Henssen et al., 2014; Mayhew et al., 2007; O’Driscoll et al., 2006; Peng and Pierce, 2015), as well as other outcomes such as its negative relation to employee burnout (Kaur et al., 2013). Nonetheless, little is known about the boundary conditions that may moderate the relationship between psychological ownership and its outcomes (Dawkins et al., 2017). This raises the question regarding the circumstances under which psychological ownership might have stronger or weaker effects on its outcomes. Due to these various pro-organizational outcomes, companies might engage in factors and mechanisms that allow their employees to develop, enhance and/or foster their psychological ownership. In this vein, numerous studies have examined the antecedents of psychological ownership. Amongst others, prior research has identified employee’s participation in decision-making (Chi and Han, 2008; Liu et al., 2012), the provision of stock ownership and profit-sharing (Chi and Han, 2008; Chiu et al., 2007), the degree of autonomy (Henssen et al., 2014; Mayhew et al., 2007), or the role of organizational leaders (Avey et al., 2012; Bernhard and O’Driscoll, 2011) as predictors of psychological ownership. However, like on the outcome side, little is known about the boundary conditions under which such predictors might create stronger or weaker ownership feelings. Additionally, as several of these predictors could coexist within an organization, they might interact with each other (Pierce et al., 2003, 2001). Yet, little is known about the potential interplay between these different factors. This dissertation aims to address these shortcomings, by (1) examining selected boundary conditions that affect the emergence of behavioral consequences resulting of feelings of ownership, by (2) shedding light on the interplay between different predictors of psychological ownership, and (3) by explaining how the relationship between certain predictors and outcomes of psychological ownership works

Termination kinetics of free-radical homo- and copolymerisations up to high degrees of monomer conversion

Die Terminierungskinetik radikalischer Homo- und Copolymerisationen wurde mit der SP-PLP-Technik (Single Pulse-Pulsed Laser Polymerization) bis zu hohen Monomerumsätzen untersucht. Bei dieser Methode wird durch Anregung eines Photoinitiators mittels eines kurzen Laserpulses eine Radikalpopulation erzeugt und anschließend die Abnahme der Monomerkonzentration NIR-spektroskopisch mit einer Zeitauflösung im Mikrosekunden-bereich verfolgt. Aus der Analyse der Signale lässt sich der Terminierungsgeschwindigkeitskoeffizient bei bekanntem Wachstumsgeschwindigkeitskoeffizienten ermitteln.Für Methylmethacrylat konnte durch Hinzufügen einer Vorpolymerisation der Bereich, in dem SP-PLP-Messungen durchgeführt werden können, auf bis etwa 60% Monomerumsatz erweitert und die Reaktionsdiffusionskonstante bestimmt werden. Bei Copolymerisationen der Systeme Methylmethacrylat-Dodecylacrylat und Dodecylmethacrylat-Methylacrylat lassen sich die Terminierungsgeschwindigkeitskoeffizienten mit einem vereinfachten penultimate Modell beschreiben. Bei der Analyse der Messdaten sind die stark unterschiedlichen Copolymerisationsparameter der beiden Monomere und damit eine Abhängigkeit des Wachstumsgeschwindigkeitskoeffizienten vom Umsatz zu berücksichtigen.Durch den Einsatz des Photoinitiators alpha-Methyl-4-(methyl-mercapto)-alpha-morpholino-propiophenon (MMMP) konnte die Kettenlängenabhängigkeit des Terminierungsgeschwindigkeitskoeffizienten für verschiedene Monomere bis zu höheren Monomerumsätzen modellabhängig aus einzelnen Messsignalen bestimmt werden. Dabei zeigt sich bei Acrylaten eine größerer Bedeutung der Monomerstruktur als bei Methacrylaten. Die Ergebnisse deuten auf einen signifikanten Einfluss von Transferreaktionen bei der Polymerisation von Acrylaten hin