The dissertation examines the self-concept of Indian religious women in German care institutions. For the analysis, the method of grounded theory was selected from empirical social research. The investigation field interviewed 26 Indian religious women and 5 employers. The theoretical foundations of mission history were the standard of the missionary ministry, the expression of the German and Indian concept of care, the concept of culture in its structural conditionality of dimensions and models with reference to the organization "religious community". The direct relation to the research question was served by the hierarchical self-concept model according to Shalveson and another model by Bracken, which was used to interpret the empirical results. In the five core categories and their subcategories, the main motive was "being a missionary". Indian religious women refer to themselves as "European missionaries" and want to bring the love of Christ to the sick, the needy and the elderly through their care and nursing work. In order for the Indian religious women to be able to work even more optimally in their self-concept in Germany, it is advisable to develop a requirement profile, to consider certain framework conditions in advance and to design new models of life.

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Immer häufiger kommt es zum Einsatz von Servicepersonal in Krankenhäusern und anderen pflegerischen Einrichtungen um dem Fachkräftemangel in der Pflege zu kompensieren. Die vorliegende Arbeit zeigt eine Kompatibilität von Tätigkeiten von Servicepersonal und Professionstheorien der Pflege, sowie einen Lernbedarf für Servicepersonal im Setting der stationären Pflege im Krankenhaus. Pflegeexperten sind der Meinung, dass ein Einsatz von Servicepersonal, das in der Lage ist, durch definierte Tätigkeiten und Anforderungen Pflegepersonal zu unterstützen, notwendig ist. Zur Entwicklung von Handlungskompetenz für ausgewählte Tätigkeiten bietet ein situatives, tätigkeitsbezogenes Anforderungsprofil, gegliedert nach dem Kompetenzmodell in persönliche, soziale, methodische und fachliche Kompetenz, eine Grundlage für eine Bildungsmaßnahme für Servicepersonal. Die Erkenntnisse dieser Arbeit tragen einen Teil dazu bei, den gegenwärtigen und künftigen Herausforderungen der Pflege gewachsen zu sein.

Demographic change forces companies in the social sector, which already face more difficulties recruiting from the primary labor market and keep qualified workers committed then other enterprises, to deal with the increase of employees satisfaction. This research paper analyses the context of dialogic management in the relation between the manager and her staff and satisfaction of employees. It measures the personal preferences of leaders and staff from the employee perception. The following personal preferences are distinguished: Harmony-seeking relation preference versus dominant autonomy preferencern Thrill-seeking stimulant preference versus controlling balance preference according to Riemann, 1999 und Pashen Dihsmaier 2011. The empiric research was done with help of a survey at the Samaritan institution Fürstenwalde with a 364 out of 560 employees´ participation. It finds significant correlation between the satisfaction of the employees with their managers and their dialogic expertise as well as with their skill to create confidence and spread appreciation. It determines differences in job satisfication of employees between the perceived psychological preferences of the staff and the perceived preference of their managers. It can be proved that relationship-oriented leaders show a higher degree of willingness for dialogue then autonomy-oriented managers. The satisfaction of employees with these leaders is clearly higher then with managers who are perceived as autonomy- oriented. A higher degree of correlation between the contentment and dialogic behavior of management could be determined with stimulant- and relationship-oriented employee against employees with a preference for autonomy or balance. The highest value of contentment could be reached by relationship- oriented workers, who perceive their management also relationship-oriented. The foundation of dialogic thought and behavior based on trust and appreciation must be developed upon managers and employees, first, before dialogic management can be introduced to a company. In this context the relationship-oriented management approaches should be taken into consideration when recruiting managers and should also have a high priority in the human resources development.