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Format: 93 pages : , illustrations ; , 21 × 29.7 cm.

Content: AUTHOR-SUPPLIED ABSTRACT: Abstract: This quantitative research focuses on understanding stress among Higher Educators in Germany and their corresponding motivations/rewards. The study aims to benefit universities, professors, and students by providing insights into the stress levels and motivations of Higher Educators. The research begins with a literature review on stress, including its definition, impact, and specifically in the context of Higher Education. Motivation will also be explored to understand how different employees find motivation in their job-related tasks. The review encompasses international and German-specific literature on stress and education systems. Data will be collected through an online survey distributed to professors in German universities. The collected data will be analyzed using SPSS to identify any notable characteristics related to stress and motivation among different demographic groups in the sample. The results will be discussed in relation to the reviewed literature. In conclusion, this research provides a comprehensive understanding of stress and motivation among Higher Educators in Germany. The findings contribute to the existing literature, enabling universities to make informed policies, helping professors understand stress and motivation in their field, and assisting students in supporting their professors' job satisfaction and overall teaching quality. Keywords: stress, motivation, Higher Educators, Germany, quantitative research, literature review, online survey, SPSS, demographics.

Note: DISSERTATION NOTE: Master of Business Administration thesis, Berlin International University of Applied Sciences, 2022. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents CHAPTER 1: INTRODUCTION............................................................................ 5 CHAPTER 2: LITERATURE REVIEW................................................................. 6 2.1 STRESS.........................................................................................................6 2.1.1 What is stress? ..................................................................................... 6 2.1.2 What are stressors? ............................................................................. 7 2.1.3 Internal vs External Perspective of Stressors ......................................... 7 2.1.4 Stress being Positive or Negative ........................................................... 8 2.1.5 What is Burnout?..................................................................................9 2.2 IMPACT OF STRESS IN THE WORKPLACE...........................................9 2.2.1 On Organizations....................................................................................9 2.2.2 On Employee Commitment and Productivity ...................................... 10 2.2.3 On Well-being ...................................................................................... 11 2.3 HIGHER EDUCATION IN GERMANY ................................................... 12 2.3.1 Universities...........................................................................................12 2.3.2 Fachhochschulen .................................................................................. 12 2.3.3 Private vs Public Universities............................................................... 13 2.3.4 Academic Careers................................................................................. 13 2.3.5 Universities vs Fachhochschulen ......................................................... 14 2.3.6 Female to Male Professor Ratio ........................................................... 15 2.4 STRESS IN THE ACADEME .................................................................... 17 2.4.1 Heavy Workload................................................................................... 18 2.4.2 Classes and Student Engagement ......................................................... 19 2.4.3 Job Security and Management.............................................................. 20 2.4.4 Performance Competition..................................................................... 21 2.5 MEASURING STRESS .............................................................................. 22 2.5.1 The Job Demand-Resource Model ....................................................... 22 2.5.2 The Effort-Reward Imbalance Model .................................................. 23 2.5.3 Rewards ................................................................................................ 23 2.5.4 Overcommitment .................................................................................. 24 2.6 EFFORT-REWARD IMBALANCE MODEL IN THE ACADEME.........24 2.6.1 Intrinsic vs Extrinsic Rewards..............................................................25 2.7 SELF-DETERMINATION THEORY AND MOTIVATION....................26 CHAPTER 3: METHODOLOGY......................................................................... 28 3.1 Introduction .............................................................................................. 28 3.2 PARTICIPANTS ......................................................................................... 28 3.3 MEASURING TOOLS ............................................................................... 30 3.3.1 EFFORT-REWARD IMBALANCE....................................................30 3.3.2 WORK EXTRINSIC AND INTRINSIC MOTIVATION SCALE ..... 35 3.4 Data Analysis............................................................................................... 37 3.5 Ethics ........................................................................................................... 37 3.6 Summary...................................................................................................... 38 CHAPTER 4: RESULTS ...................................................................................... 39 4.1 Intro ............................................................................................................. 39 4.2 Effort............................................................................................................ 39 4.3 Reward.........................................................................................................42 4.4 Overcommitment ......................................................................................... 46 4.5.1 Significance testing of ERI Scores ....................................................... 50 4.5.2 ERI Scores ............................................................................................ 51 4.5.3 ERI and Age ......................................................................................... 51 4.5.4 ERI and Sex .......................................................................................... 52 4.5.5 ERI and Marital Status ......................................................................... 53 4.5.6 ERI and Children .................................................................................. 53 4.5.7 ERI and Contract types......................................................................... 54 4.5.8 ERI and Institution Types..................................................................... 55 4.6 Work Extrinsic and Intrinsic Motivation Scale Types ................................ 57 CHAPTER 5: Discussion ...................................................................................... 63 5.1 Stress and ERI ............................................................................................. 63 5.1.1 Age ....................................................................................................... 63 5.1.2 Sex ........................................................................................................ 64 5.1.3 Marital Status and Children..................................................................66 5.1.4 Teaching Contract................................................................................. 66 5.1.5 Institution Type .................................................................................... 67 5.2 Motivation ................................................................................................... 67 5.3 Limitations................................................................................................... 68 CHAPTER 6: Conclusion...................................................................................... 70

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Format: 35 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract: Executive Summary (Based on the report, this section is written by AI to allow objectiveness) The purpose of this report is to explore contemporary literature on addressing the rising mental health issues through psychological interventions. The focus is on mind-body interventions within the framework of Positive Psychology, specifically in the context of a work setting. The report utilizes thematic analysis and a systematic search to answer the research question regarding the alleviation of mental health strain in healthy adults at work. The assessment reveals evidence on the effectiveness of mindfulness, physical exercise, and mind-body interventions, but highlights the limited understanding and application of these interventions due to the complexity of well-being and the need for more comprehensive guidelines. Overall, the report critiques the current state of well-being intervention research and its limitations in considering external influencing factors. Keywords: mental health, psychological interventions, Positive Psychology, mind-body interventions, work setting, thematic analysis, mindfulness, physical exercise, well-being, research limitations

Note: DISSERTATION NOTE: Bachelor of Arts thesis in Human Resource Management and Leadership, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents statutory Declaration ............................................................................ 3 executive Summary ................................................................................... 3 1. Introduction ......................................................................................... 4 2. Literature Review ................................................................................. 5 2.1 Wellbeing, Quality of Life and Mental Health ................................................... 5 2.2 Positive Psychology .................................................................................. 6 2.2.1 Positive Psychology Interventions (ppis) .................................................. 7 2.3 Mindfulness .............................................................................................. 8 2.3.1 Mind-body and Mindfulness Interventions .................................................. 9 2.4 Theory and Frameworks .............................................................................. 10 2.5 Relevance and Work Context ....................................................................... 11 3. Method .................................................................................................... 12 3.1 Prisma Method (slr) ............................................................................. 12 3.1.1 Search Strategy .................................................................................. 12 3.1.2 Criteria for Inclusion and Study Characteristics .......................................... 13 3.2 Data Extraction and Thematic Analysis .......................................................... 13 4. Results .................................................................................................. 14 4.1 Systematic Search Results ........................................................................ 14 4.2 Thematic Analysis ................................................................................... 15 4.2.1 Specific Intervention Focus, Context, and Aim .......................................... 17 4.2.2 Outcomes and Effectiveness of Interventions .............................................. 18 4.2.3 Moderation and Mediation ..................................................................... 18 4.2.4 Themes .............................................................................................. 19 5. Discussion and Critique ......................................................................... 23 6. Conclusion ............................................................................................ 24 references ................................................................................................. 26 table of Figures ........................................................................................ 31

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Format: 57 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract: The study "Gender Pay Gap from an International Perspective" provides a comprehensive examination of the gender pay gap (GPG) across different countries. The research focuses on understanding the causes of GPG and explores potential solutions to address this persistent issue. By conducting semi-structured interviews with HR representatives and CEOs in India and Germany, the study gathers insights from decision-makers in diverse industries. The study's findings highlight common factors contributing to the GPG, such as cultural and societal biases, underrepresentation of women in lucrative professions, occupational segregation, and barriers to career advancement. Participants acknowledge the existence of the GPG in their respective countries and recognize the need for action. However, interestingly, all HR representatives and CEOs interviewed claim that there is no GPG within their own companies, illustrating a discrepancy between perceived internal quality and the broader societal issue. To reduce GPG, decision-makers emphasize several potential solutions, including conducting pay audits, implementing pay equity policies, promoting women to senior positions, fostering women-friendly policies, and eliminating bias in hiring and promotion processes. The importance of transparency, objective standards for pay determination, and looking beyond wages are also highlighted. The study suggests that decision-makers are vital in addressing the GPG within their organizations. By implementing these measures, organizations can work towards creating more equitable pay structures and promoting gender equality in the workplace. However, the study also underscores the need for further research to deepen our understanding of the GPG, particularly at the organizational level, and to evaluate the effectiveness of interventions in different contexts. Overall, the study sheds light on the complex nature of the GPG from an international perspective, offering insights into its causes and potential solutions. It provides valuable guidance for decision-makers seeking to promote gender equality and reduce the GPG within their organizations. Keywords: gender pay gap, international perspective, India, Germany

Note: DISSERTATION NOTE: Master of Business Administration thesis, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents abstract .............................................................................................................................. Iii 1. Introduction ................................................................................................................. 1 1.1 Gender Pay Gap from an International Perspective .................................................. 1 1.2 Research Aim ............................................................................................................ 4 1.2.1 Research Question..............................................................................................4 1.2.2 Research Objectives ........................................................................................... 4 2. Literature Review........................................................................................................5 2.1 Global Perspective on the Gender Pay Gap .............................................................. 5 2.2 Gender Pay Gap in India ........................................................................................... 9 2.3 Gender Pay Gap in Germany .................................................................................. 12 2.4 Comparative Studies ............................................................................................... 16 3. Method ...................................................................................................................... 18 3.1 Research Design......................................................................................................18 3.2 Study Participants....................................................................................................19 3.3 Sampling Strategy ................................................................................................... 20 3.4 the Research Instrument.........................................................................................21 3.5 Data Collection Process .......................................................................................... 23 3.6 Data Analysis .......................................................................................................... 23 3.7 Ethical Considerations.............................................................................................24 3.8 Limitations .............................................................................................................. 24 4. Results ....................................................................................................................... 25 4.1 the Participants.......................................................................................................25 5. Discussion ................................................................................................................. 27 5.1 Understanding of the Gender Pay Gap (gpg) ........................................................ 27 5.2 Causes of Gpg and Potential Solutions: the Case of India....................................30 5.3 Causes of Gpg and Potential Solutions: the Case of Germany ............................. 31 5.4 Reducing the Gender Pay Gap ................................................................................ 35 5.5 on the Role of Decision-makers.............................................................................37 6. Conclusions ............................................................................................................... 39 7. References ................................................................................................................. 41 8. Appendix ................................................................................................................... 51 8.1 List of Tables............................................................................................................52

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Format: 66 pages : , illustrations ; , 21.59 × 27.94 cm.

Content: AUTHOR-SUPPLIED ABSTRACT: Abstract The study conducted an online survey to investigate female employees' job satisfaction in Berlin-based startups, whether job satisfaction differs from gender, and whether the organisation arrangement in the post-COVID-19 era, namely the "Work from Home" practice has a positive effect on their job satisfaction. Female employees in Berlin-based startups had relatively high job satisfaction, while the major contributing factors are recognition, job nature, and work-life balance. Gender did not play a significant role in participants' job satisfaction. Moreover, participants were more satisfied after introducing the "Work from Home" practice. Since participants were frustrated with the unbalanced value of voices and lack of recognition, the study suggested that startups develop an inclusive workplace and a positive feedback culture. Keywords: job satisfaction, Berlin-based startup, female employee, post-COVID-19 era, inclusive workplace

Note: DISSERTATION NOTE: Bachelor of Arts thesis in Business Administration - International Management and Marketing, Berlin International University of Applied Sciences, 2022. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents Introduction...................................................................................... 1 Literature Review.............................................................................. 2 2.1 Job Satisfaction.............................................................................. 2 2.1.1 The Job Characteristics Model.........................................................3 2.1.2 The Dispositional Approach........................................................... 4 2.1.3 The Value Percept Theory..............................................................4 2.2 Factors Contributing to Job Satisfaction..................................................5 2.2.1 Intrinsic Characteristics in Job Satisfaction..........................................5 2.2.2 Extrinsic Characteristics in Job Satisfaction.........................................5 2.2.3 Individual Characteristics in Job Satisfaction.......................................8 2.2.4 Environmental Changes and Job Satisfaction.......................................9 2.3 The Influence of Job Satisfaction........................................................ 10 2.4 Job Satisfaction Measurement............................................................ 11 2.5 The General Startup Environment in Berlinches........................................... 12 Research Method.............................................................................. 13 3.1 Research Design............................................................................13 3.2 Measurements and Covariates............................................................ 13 3.3 Limitations.................................................................................. 14 3.3.1 Limitations of Exploratory Studies..................................................14 3.3.2 Sample Size Limitations............................................................... 14 3.3.3 Population Validity.....................................................................15 3.3.4 Self-reported Data.....................................................................15 Survey Result...................................................................................15 Analysis Regarding Participants.........................................................16 4.1 Job Satisfaction............................................................................. 21 4.1.1 Job Nature.............................................................................. 21 ii 4.1.2 Remuneration........................................................................... 25 4.1.3 Promotion...............................................................................26 4.1.4 Peers and Colleagues..................................................................27 4.1.5 Supervision............................................................................. 28 4.1.6 Recognition............................................................................. 29 4.1.7 Working Conditions................................................................... 31 4.1.8 Top Leadership.........................................................................34 4.1.9 Benefits and Policies.................................................................35 4.1.10 General Job Satisfaction.............................................................. 36 4.2 Gender as a Facet of Job Satisfaction................................................... 38 4.3 "Work from Home" Practice and Job Satisfaction.....................................42 Discussion....................................................................................... 44 Conclusion...................................................................................... 45 Bibliography.................................................................................... 47 Appendix A: The Survey Questionnaire..................................................57 Appendix B: Representative Quotes...................................................... 60

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Format: 34 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract The purpose of this thesis lies to determine the impact that was left behind on employees in Germany, in which factors such as well-being, has seen to have been influenced by the causes of multiple events. Furthermore, this systematic literature review intents to evaluate the shift in remote and hybrid work models. In total, a combination of the PRISMA framework and a well- thoroughly use of a secondary data analysis was applied and used, which helped understanding the impact left behind on employees at the workplace. Furthermore, the shift and change of the new working environments, has had a detrimental positive as well as negative effects on the well-being of the individuals. Keywords that were applied to conduct the information search were: The new forms of working, remote work, hybrid work, impact of employees after COVID-19 outbreak, well-being, impact of well-being, COVID-19, impact of COVID-19, productivity and job satisfaction at the workplace. Keywords: new forms of working, remote work, hybrid work, employee impact post-COVID-19, well-being, COVID-19 effects, productivity, job satisfaction, PRISMA framework, secondary data analysis.

Note: DISSERTATION NOTE: Bachelor of Arts thesis in International Management and Marketing, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents 1. Introduction .............................................................................................................1 2. Literature Review .......................................................................................................3 2.1 Background ..........................................................................................................3 2.1.1 Remote Work ..............................................................................................5 2.1.2 Hybrid Work ...............................................................................................6 2.1.3 Well-being .................................................................................................7 2.2 Economic Impact of the Pandemic..........................................................................9 2.3 Models and Theories ..........................................................................................11 2.4 Shift of Remote and Hybrid Work Models on Future ..........................................16 3. Methods..................................................................................................................17 3.1 Method of the Literature Review .........................................................................17 3.1.1 Eligibility Criteria ......................................................................................18 3.1.2 Information Sources ..................................................................................19 3.1.3 Search Strategy ........................................................................................19 3.1.4 Selection Process ......................................................................................20 3.1.5 Data Collection Process ............................................................................21 3.1.6 Data Analysis ..........................................................................................21 4. Results ..................................................................................................................22 5. Discussion ...............................................................................................................24 5.1 Summary of Evidence ........................................................................................24 5.2 Limitations ........................................................................................................25 6. Conclusion ..............................................................................................................25 7. References ..............................................................................................................26

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Format: 61 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract: To ensure optimal health and functioning ability for active-duty soldiers and veterans alike it is crucial to sustain their level of emotional and psychological wellbeing. Thus, this qualitative study seeks to explore how members of the US Army maintain such stability while on duty. The investigation will employ semi-structured interviews to capture positive/negative drivers (factors) influencing mental states while separating active-duty personnel from already retired veterans. The data from the interviews were analyzed using advanced qualitative research methods (narrative analysis) to uncover common themes and patterns among both active-duty personnel and veterans. Furthermore, the research focuses on protective factors like social support or personal character traits that facilitate resilient emotions in military members experiencing stressors within severe service environments. The findings of this study provide important insights into the factors that influence the psychological well-being of active-duty soldiers and veterans. Camaraderie and personal growth were identified as key factors that contribute to participants' emotional well-being. However, the study also uncovered challenges such as toxic leadership and difficulties experienced during the process of reintegrating into civilian society. These findings highlight the need for targeted interventions and improvements in leadership practices to effectively address these issues and promote psychological well-being. It is important to acknowledge that this study has limitations, including potential biases in interpreting narratives. Which could affect results derived from lived experiences rather than objective data. Despite these limitations, this research significantly adds to our understanding of the challenges faced by the active-duty personnel and veterans providing insights for policy improvements aimed at improving the quality of life for military personnel. Future research could benefit from larger sample sizes and incorporating quantitative methodologies to further strengthen programs designed to support military personnels psychological well-being. Keywords: psychological well-being, US Army, active-duty soldiers, veterans, qualitative study, narrative analysis, social support, resilience, military stressors, leadership practices.

Note: DISSERTATION NOTE: Bachelor of Arts thesis in International Management and Marketing, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents chapter 1 Introduction........................................................................1 chapter 2.0 Literature Review.................................................................2 2.1 Military Life..............................................................................3 2.1.1 Enlistment Process for Active-duty Soldiers.........................4 2.1.2 Understanding Military Training and Psychological Conditioning...5 2.2 Military Culture, Gender Expectations, and Command Structure...........6 2.2.1 the Impact of Leadership on Psychological Well-being.............7 2.3 Psychological Outcomes of Being a Soldier..................................8 2.3.1 Understanding Stress in Soldiers.......................................8 2.3.2 Gender Dynamics and Unique Stressors: Impact on Military Families and Work Performance................................................9 2.3.3 Post-traumatic Stress Disorder (ptsd).................................10 2.3.4 Depression...............................................................11 2.3.5 Suicide.................................................................12 2.4 Supporting Psychological Well-being During the Transition from Military to Civilian Life.......................................................13 2.5 Purpose of This Study and Research Questions.................................14 chapter 3.0 Method............................................................................15 3.1 Methodological Design...........................................................15 3.2 Sampling Procedure and Participants...........................................16 3.3 Interview Procedure..............................................................16 3.4 Data Collection Procedures......................................................17 3.5 Narrative Analysis...............................................................17 3.6 Researcher's Role.................................................................18 3.7 Pilot Interview..................................................................19 3.8 Coding and Theme Generation in Data Interpretation.........................19 chapter 4.0 Results............................................................................21 4.1 What Positively and Negatively Impacts Psychological Well-being of Active Duty and Veterans Within the Us Army?..................22 4.1.1 Positive Impacts on Psychological Well-being..........................22 4.1.2 Negative Impacts on Psychological Well-being........................23 4.2 How Does Psychological Wellbeing Impact Active Duty and Veterans Within the Us Army?.......................................................24 4.2.1 Positive Impact of Psychological Well-being............................24 4.2.2 Negative Impact of (low) Psychological Well-being.................24 4.3 Do Active Duty and Veterans Have Different Psychological Well-being Experiences?.......................................................25 4.3.1 Personal Growth and Sense of Belonging..............................25 4.3.2 Trauma.................................................................26 chapter 5.0 Discussion........................................................................27 chapter 6.0 Conclusions.....................................................................29 chapter 7.0 References......................................................................31 appendix A.......................................................................................39 appendix B.......................................................................................41 appendix C.......................................................................................42 appendix D.......................................................................................47 appendix E.......................................................................................49 appendix F.......................................................................................51 appendix 2 Thesis Declaration............................................................59

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Format: 93 pages : , illustrations ; , 21 × 29.7 cm.

Content: AUTHOR-SUPPLIED ABSTRACT: Abstract: This quantitative research focuses on understanding stress among Higher Educators in Germany and their corresponding motivations/rewards. The study aims to benefit universities, professors, and students by providing insights into the stress levels and motivations of Higher Educators. The research begins with a literature review on stress, including its definition, impact, and specifically in the context of Higher Education. Motivation will also be explored to understand how different employees find motivation in their job-related tasks. The review encompasses international and German-specific literature on stress and education systems. Data will be collected through an online survey distributed to professors in German universities. The collected data will be analyzed using SPSS to identify any notable characteristics related to stress and motivation among different demographic groups in the sample. The results will be discussed in relation to the reviewed literature. In conclusion, this research provides a comprehensive understanding of stress and motivation among Higher Educators in Germany. The findings contribute to the existing literature, enabling universities to make informed policies, helping professors understand stress and motivation in their field, and assisting students in supporting their professors' job satisfaction and overall teaching quality. Keywords: stress, motivation, Higher Educators, Germany, quantitative research, literature review, online survey, SPSS, demographics.

Note: DISSERTATION NOTE: Master of Business Administration thesis, Berlin International University of Applied Sciences, 2022. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents CHAPTER 1: INTRODUCTION............................................................................ 5 CHAPTER 2: LITERATURE REVIEW................................................................. 6 2.1 STRESS.........................................................................................................6 2.1.1 What is stress? ..................................................................................... 6 2.1.2 What are stressors? ............................................................................. 7 2.1.3 Internal vs External Perspective of Stressors ......................................... 7 2.1.4 Stress being Positive or Negative ........................................................... 8 2.1.5 What is Burnout?..................................................................................9 2.2 IMPACT OF STRESS IN THE WORKPLACE...........................................9 2.2.1 On Organizations....................................................................................9 2.2.2 On Employee Commitment and Productivity ...................................... 10 2.2.3 On Well-being ...................................................................................... 11 2.3 HIGHER EDUCATION IN GERMANY ................................................... 12 2.3.1 Universities...........................................................................................12 2.3.2 Fachhochschulen .................................................................................. 12 2.3.3 Private vs Public Universities............................................................... 13 2.3.4 Academic Careers................................................................................. 13 2.3.5 Universities vs Fachhochschulen ......................................................... 14 2.3.6 Female to Male Professor Ratio ........................................................... 15 2.4 STRESS IN THE ACADEME .................................................................... 17 2.4.1 Heavy Workload................................................................................... 18 2.4.2 Classes and Student Engagement ......................................................... 19 2.4.3 Job Security and Management.............................................................. 20 2.4.4 Performance Competition..................................................................... 21 2.5 MEASURING STRESS .............................................................................. 22 2.5.1 The Job Demand-Resource Model ....................................................... 22 2.5.2 The Effort-Reward Imbalance Model .................................................. 23 2.5.3 Rewards ................................................................................................ 23 2.5.4 Overcommitment .................................................................................. 24 2.6 EFFORT-REWARD IMBALANCE MODEL IN THE ACADEME.........24 2.6.1 Intrinsic vs Extrinsic Rewards..............................................................25 2.7 SELF-DETERMINATION THEORY AND MOTIVATION....................26 CHAPTER 3: METHODOLOGY......................................................................... 28 3.1 Introduction .............................................................................................. 28 3.2 PARTICIPANTS ......................................................................................... 28 3.3 MEASURING TOOLS ............................................................................... 30 3.3.1 EFFORT-REWARD IMBALANCE....................................................30 3.3.2 WORK EXTRINSIC AND INTRINSIC MOTIVATION SCALE ..... 35 3.4 Data Analysis............................................................................................... 37 3.5 Ethics ........................................................................................................... 37 3.6 Summary...................................................................................................... 38 CHAPTER 4: RESULTS ...................................................................................... 39 4.1 Intro ............................................................................................................. 39 4.2 Effort............................................................................................................ 39 4.3 Reward.........................................................................................................42 4.4 Overcommitment ......................................................................................... 46 4.5.1 Significance testing of ERI Scores ....................................................... 50 4.5.2 ERI Scores ............................................................................................ 51 4.5.3 ERI and Age ......................................................................................... 51 4.5.4 ERI and Sex .......................................................................................... 52 4.5.5 ERI and Marital Status ......................................................................... 53 4.5.6 ERI and Children .................................................................................. 53 4.5.7 ERI and Contract types......................................................................... 54 4.5.8 ERI and Institution Types..................................................................... 55 4.6 Work Extrinsic and Intrinsic Motivation Scale Types ................................ 57 CHAPTER 5: Discussion ...................................................................................... 63 5.1 Stress and ERI ............................................................................................. 63 5.1.1 Age ....................................................................................................... 63 5.1.2 Sex ........................................................................................................ 64 5.1.3 Marital Status and Children..................................................................66 5.1.4 Teaching Contract................................................................................. 66 5.1.5 Institution Type .................................................................................... 67 5.2 Motivation ................................................................................................... 67 5.3 Limitations................................................................................................... 68 CHAPTER 6: Conclusion...................................................................................... 70

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Content: AUTHOR-SUPPLIED ABSTRACT: Abstract The study conducted an online survey to investigate female employees’ job satisfaction in Berlin-based startups, whether job satisfaction differs from gender, and whether the organisation arrangement in the post-COVID-19 era, namely the “Work from Home” practice has a positive effect on their job satisfaction. Female employees in Berlin-based startups had relatively high job satisfaction, while the major contributing factors are recognition, job nature, and work-life balance. Gender did not play a significant role in participants’ job satisfaction. Moreover, participants were more satisfied after introducing the “Work from Home” practice. Since participants were frustrated with the unbalanced value of voices and lack of recognition, the study suggested that startups develop an inclusive workplace and a positive feedback culture. Keywords: job satisfaction, Berlin-based startup, female employee, post-COVID-19 era, inclusive workplace

Note: DISSERTATION NOTE: Bachelor of Arts thesis in Business Administration - International Management & Marketing, Berlin International University of Applied Sciences, 2022. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents Introduction...................................................................................... 1 Literature Review.............................................................................. 2 2.1 Job Satisfaction.............................................................................. 2 2.1.1 The Job Characteristics Model.........................................................3 2.1.2 The Dispositional Approach........................................................... 4 2.1.3 The Value Percept Theory..............................................................4 2.2 Factors Contributing to Job Satisfaction..................................................5 2.2.1 Intrinsic Characteristics in Job Satisfaction..........................................5 2.2.2 Extrinsic Characteristics in Job Satisfaction.........................................5 2.2.3 Individual Characteristics in Job Satisfaction.......................................8 2.2.4 Environmental Changes and Job Satisfaction.......................................9 2.3 The Influence of Job Satisfaction........................................................ 10 2.4 Job Satisfaction Measurement............................................................ 11 2.5 The General Startup Environment in Berlin............................................ 12 Research Method.............................................................................. 13 3.1 Research Design............................................................................13 3.2 Measurements and Covariates............................................................ 13 3.3 Limitations.................................................................................. 14 3.3.1 Limitations of Exploratory Studies..................................................14 3.3.2 Sample Size Limitations............................................................... 14 3.3.3 Population Validity.....................................................................15 3.3.4 Self-reported Data.....................................................................15 Survey Result...................................................................................15 Analysis Regarding Participants.........................................................16 4.1 Job Satisfaction............................................................................. 21 4.1.1 Job Nature.............................................................................. 21 ii 4.1.2 Remuneration........................................................................... 25 4.1.3 Promotion...............................................................................26 4.1.4 Peers and Colleagues..................................................................27 4.1.5 Supervision............................................................................. 28 4.1.6 Recognition............................................................................. 29 4.1.7 Working Conditions................................................................... 31 4.1.8 Top Leadership.........................................................................34 4.1.9 Benefits and Policies.................................................................35 4.1.10 General Job Satisfaction.............................................................. 36 4.2 Gender as a Facet of Job Satisfaction................................................... 38 4.3 "Work from Home" Practice and Job Satisfaction.....................................42 Discussion....................................................................................... 44 Conclusion...................................................................................... 45 Bibliography.................................................................................... 47 Appendix A: The Survey Questionnaire..................................................57 Appendix B: Representative Quotes...................................................... 60

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Format: 57 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract: The study “Gender Pay Gap from an International Perspective” provides a comprehensive examination of the gender pay gap (GPG) across different countries. The research focuses on understanding the causes of GPG and explores potential solutions to address this persistent issue. By conducting semi-structured interviews with HR representatives and CEOs in India and Germany, the study gathers insights from decision-makers in diverse industries. The study's findings highlight common factors contributing to the GPG, such as cultural and societal biases, underrepresentation of women in lucrative professions, occupational segregation, and barriers to career advancement. Participants acknowledge the existence of the GPG in their respective countries and recognize the need for action. However, interestingly, all HR representatives and CEOs interviewed claim that there is no GPG within their own companies, illustrating a discrepancy between perceived internal quality and the broader societal issue. To reduce GPG, decision-makers emphasize several potential solutions, including conducting pay audits, implementing pay equity policies, promoting women to senior positions, fostering women-friendly policies, and eliminating bias in hiring and promotion processes. The importance of transparency, objective standards for pay determination, and looking beyond wages are also highlighted. The study suggests that decision-makers are vital in addressing the GPG within their organizations. By implementing these measures, organizations can work towards creating more equitable pay structures and promoting gender equality in the workplace. However, the study also underscores the need for further research to deepen our understanding of the GPG, particularly at the organizational level, and to evaluate the effectiveness of interventions in different contexts. Overall, the study sheds light on the complex nature of the GPG from an international perspective, offering insights into its causes and potential solutions. It provides valuable guidance for decision-makers seeking to promote gender equality and reduce the GPG within their organizations. Keywords: gender pay gap, international perspective, India, Germany

Note: DISSERTATION NOTE: Master of Business Administration thesis, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents abstract .............................................................................................................................. Iii 1. Introduction ................................................................................................................. 1 1.1 Gender Pay Gap from an International Perspective .................................................. 1 1.2 Research Aim ............................................................................................................ 4 1.2.1 Research Question..............................................................................................4 1.2.2 Research Objectives ........................................................................................... 4 2. Literature Review........................................................................................................5 2.1 Global Perspective on the Gender Pay Gap .............................................................. 5 2.2 Gender Pay Gap in India ........................................................................................... 9 2.3 Gender Pay Gap in Germany .................................................................................. 12 2.4 Comparative Studies ............................................................................................... 16 3. Method ...................................................................................................................... 18 3.1 Research Design......................................................................................................18 3.2 Study Participants....................................................................................................19 3.3 Sampling Strategy ................................................................................................... 20 3.4 the Research Instrument.........................................................................................21 3.5 Data Collection Process .......................................................................................... 23 3.6 Data Analysis .......................................................................................................... 23 3.7 Ethical Considerations.............................................................................................24 3.8 Limitations .............................................................................................................. 24 4. Results ....................................................................................................................... 25 4.1 the Participants.......................................................................................................25 5. Discussion ................................................................................................................. 27 5.1 Understanding of the Gender Pay Gap (gpg) ........................................................ 27 5.2 Causes of Gpg and Potential Solutions: the Case of India....................................30 5.3 Causes of Gpg and Potential Solutions: the Case of Germany ............................. 31 5.4 Reducing the Gender Pay Gap ................................................................................ 35 5.5 on the Role of Decision-makers.............................................................................37 6. Conclusions ............................................................................................................... 39 7. References ................................................................................................................. 41 8. Appendix ................................................................................................................... 51 8.1 List of Tables............................................................................................................52

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Keywords: Academic theses

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Format: 34 pages : , illustrations ; , 21 × 29.7 cm.

Content: AI-GENERATED ABSTRACT: Abstract The purpose of this thesis lies to determine the impact that was left behind on employees in Germany, in which factors such as well-being, has seen to have been influenced by the causes of multiple events. Furthermore, this systematic literature review intents to evaluate the shift in remote and hybrid work models. In total, a combination of the PRISMA framework and a well- thoroughly use of a secondary data analysis was applied and used, which helped understanding the impact left behind on employees at the workplace. Furthermore, the shift and change of the new working environments, has had a detrimental positive as well as negative effects on the well-being of the individuals. Keywords that were applied to conduct the information search were: The new forms of working, remote work, hybrid work, impact of employees after COVID-19 outbreak, well-being, impact of well-being, COVID-19, impact of COVID-19, productivity and job satisfaction at the workplace. Keywords: new forms of working, remote work, hybrid work, employee impact post-COVID-19, well-being, COVID-19 effects, productivity, job satisfaction, PRISMA framework, secondary data analysis.

Note: DISSERTATION NOTE: Bachelor of Arts thesis in International Management & Marketing, Berlin International University of Applied Sciences, 2023. , MACHINE-GENERATED CONTENTS NOTE: Table of Contents 1. Introduction .............................................................................................................1 2. Literature Review .......................................................................................................3 2.1 Background ..........................................................................................................3 2.1.1 Remote Work ..............................................................................................5 2.1.2 Hybrid Work ...............................................................................................6 2.1.3 Well-being .................................................................................................7 2.2 Economic Impact of the Pandemic..........................................................................9 2.3 Models and Theories ..........................................................................................11 2.4 Shift of Remote and Hybrid Work Models on Future ..........................................16 3. Methods..................................................................................................................17 3.1 Method of the Literature Review .........................................................................17 3.1.1 Eligibility Criteria ......................................................................................18 3.1.2 Information Sources ..................................................................................19 3.1.3 Search Strategy ........................................................................................19 3.1.4 Selection Process ......................................................................................20 3.1.5 Data Collection Process ............................................................................21 3.1.6 Data Analysis ..........................................................................................21 4. Results ..................................................................................................................22 5. Discussion ...............................................................................................................24 5.1 Summary of Evidence ........................................................................................24 5.2 Limitations ........................................................................................................25 6. Conclusion ..............................................................................................................25 7. References ..............................................................................................................26

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Keywords: Academic theses

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