Forschungsschwerpunkte

Ortlieb, R.; Baumgartner, P.; Palinkas, M.; Eggenhofer-Rehart, P. & Ressi, E. (2024). Employment outcomes of refugee women and men: multiple gender gaps and the importance of high-skill jobs. Journal of Ethnic and Migration Studies, online first, DOI: 10.1080/1369183X.2024.2379945. (free access)

Knappert, L.; Ortlieb, R.; Kornau, A.; Maletzky de García, M. & van Dijk, H. (2023). The ecosystem of managing refugee employment: Complementarity and its microfoundations. Academy of Management Discoveries, 9(3): 339-362.

Ortlieb, R. & Knappert, L. (2023). Labor market integration of refugees: An institutional country-comparative perspective. Journal of International Management, 29(2): 101016. (free access)

Ortlieb, R. & Ressi, E. (2022). From refugee to manager? Organisational socialisation practices, refugees’ experiences and polyrhythmic socialisation. European Management Review, 19(2): 185-206. (free access)

Ortlieb, R.; Glauninger, E. & Weiss, S. (2021). Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees. Organization, 28(2): 266-288. (free access)

Ortlieb, R.; Fasching, M. & Glauninger, E. (2020). Geflüchtete im Betrieb: So gelingt Integration. Praxis-Leitfaden für Arbeitgeber. Graz. (free access)

Ortlieb, R. & Weiss, S. (2020). Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics. German Journal of Human Resource Management, 34(4): 418-442. (free access)

Ortlieb, R.; Eggenhofer-Rehart, P.; Leitner, S.; Hosner, R. & Landesmann, M. (2020). Do Austrian programmes facilitate labour market integration of refugees? International Migration, online first, DOI: 10.1111/imig.12784. (free access)

Bešić, A.; Hirt, C. & Rahimić, Z. (2024). Contextualising employee engagement in crisis: A protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina. Employee Relations: The International Journal, 46(9): 42-59. (free access)

Ressi, E.; Weiss, S. & Ortlieb, R. (2024).  Whose interests matter? The role of participation in inclusive organizational behavior. Journal of Organizational Behavior, online first, DOI: 10.1002/job.2767. (free access)

Bešić, A; Hirt, C. & Rahimić, Z. (2022). "We are quite well prepared" – Developing HR systems in response to the Covid-19 pandemic in Bosnia and Herzegovina. In: Wieczorek-Kosmala, M; Gurkov, I. & Steger, T. (Eds). Challenges of Management in the COVID-19 Reality. Journal of East European Management Studies (JEEMS). Special Issue. Baden-Baden: Nomos: 28-48.

Hirt, C.; Bešić, A. & Đurđević, J. (2022). Telearbeit und Digitalisierung: COVID-19 und die Auswirkungen auf das Personalmanagement. Austrian Management Review, 12: 65-73. (free access)

Ortlieb, R.; Kranzelbinder, A.; Pendl, A.; Schügerl, V.; Schwarzl, A. & Steiner, K. (2022). Videokonferenzen im Arbeitskontext: Stellen sie die traditionelle Geschlechterordnung auf den Kopf? Zeitschrift für Diversitätsforschung und -management, 7(1): 68-72.

Ortlieb, R.; Ressi, E. & Weiss, S. (2021). Was können Arbeitgeber und Beschäftigte aus der Corona-Krise lernen? Zweiter Ergebnisbericht über schriftliche Arbeitgeber-Befragungen und Betriebs-Fallstudien im Rahmen des Forschungsprojekts DIALOG (Digitales Arbeiten: Lernen, organisieren und gestalten). Graz. (free access)

Leschke, J. & Weiss, S. (2023). Labour market hierarchies between intra-EU migrants: Why do mobile workers from the EU-West obtain better jobs and wages than those from the EU-East? Journal of Ethnic and Migration Studies, 49(16): 4092–4119.

Leschke, J. & Weiss, S. (2020). With a little help from my friends: Social-network job search and overqualification among recent intra-EU migrants moving from East to West. Work, Employment and Society, 34(5): 769-788.

Ortlieb, R. & Weiss, S. (2019). How do labor market intermediaries help young Eastern Europeans find work? In: O‘Reilly, J.; Leschke, J.; Ortlieb, R.; Seeleib-Kaiser, M. & Villa, P. (Eds). Youth labor in transition. Inequalities, mobilities, and policies in Europe. New York: Oxford University Press: 443-460.

Hirt, C.; Ortlieb, R.; Winterheller, J.; Bešić, A. & Scheff, J. (2017). Developing international talents: How organisational and individual perspectives interact. European Journal of Training and Development, 41(7). 610-627. (free access)

Winterheller, J. & Hirt, C. (2017). Career patterns of young highly skilled migrants from South-East Europe in Austria. Investigating accumulation and use of career capital. Personnel Review, 46(2): 222-236. 

Ortlieb, R. & Sieben, B. (2013).  Diversity strategies and business logic: Why do companies employ ethnic minorities? Group & Organization Management, 38(4): 480-511. 

Knappert, L.; Cnossen, B. & Ortlieb, R. (2024). Inequality regimes in coworking spaces: How new forms of organising (re)produce inequalities. Work, Employment and Society, online first, DOI: 10.1177/09500170241237188. (free access)

Ortlieb, R.; Baumgartner, P.; Palinkas, M.; Eggenhofer-Rehart, P. & Ressi, E. (2024). Employment outcomes of refugee women and men: multiple gender gaps and the importance of high-skill jobs. Journal of Ethnic and Migration Studies, online first, DOI: 10.1080/1369183X.2024.2379945. (free access)

Bešić, A.; Rahimić, Z.; Hirt, C. & Ortlieb, R. (2022). Gender inequality and the under-representation of women in managerial positions in Bosnia and Herzegovina. In: Klarsfeld, A.; Knappert, L.; Kornau, A.; Ng, E.S. & Ngunjiri, F.W. (Eds). Research handbook on new frontiers of equality and diversity at work. Cheltenham & Northampton, Ma.: Edward Elgar: 54-71.

Ortlieb, R.; Kranzelbinder, A.; Pendl, A.; Schügerl, V.; Schwarzl, A. & Steiner, K. (2022). Videokonferenzen im Arbeitskontext: Stellen sie die traditionelle Geschlechterordnung auf den Kopf? Zeitschrift für Diversitätsforschung und -management, 7(1): 68-72.

O‘Reilly, J.; Leschke, J.; Ortlieb, R.; Seeleib-Kaiser, M. & Villa, P. (Eds) (2019). Youth labor in transition. Inequalities, mobility, and policies in Europe. New York: Oxford University Press. (free access)

Ortlieb, R. & Sieben, B. (2019). Balls, barbecues and boxing: Contesting gender regimes at organizational social events. Organization Studies, 40(1): 115-133. (free access)

Krell, G.; Ortlieb, R. & Sieben, B. (2018). Gender und Diversity in Organisationen. Grundlegendes zur Chancengleichheit durch Personalpolitik. Wiesbaden: Springer Gabler.

Besic, A. & Hirt, C. (2016). Diversity management across borders: The role of the national context. Equality, Diversity and Inclusion, 35(2): 123-135. 

Ortlieb, R. & Sieben, B. (2013).  Diversity strategies and business logic: Why do companies employ ethnic minorities? Group & Organization Management, 38(4): 480-511.

Krell, G.; Ortlieb, R. & Sieben, B. (Hrsg.) (2011). Chancengleichheit durch Personalpolitik. Gleichstellung von Frauen und Männern in Unternehmen und Verwaltungen. Rechtliche Regelungen – Problemanalysen – Lösungen. 6., vollst. überarb. u. erw. Aufl. Wiesbaden: Gabler.

Bešić, A.; Hirt, C. & Rahimić, Z. (2024). Contextualising employee engagement in crisis: A protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina. Employee Relations: The International Journal, 46(9): 42-59. (free access)

Bešić, A; Hirt, C. & Rahimić, Z. (2022). "We are quite well prepared" – Developing HR systems in response to the Covid-19 pandemic in Bosnia and Herzegovina. In: Wieczorek-Kosmala, M; Gurkov, I. & Steger, T. (Eds). Challenges of Management in the COVID-19 Reality. Journal of East European Management Studies (JEEMS). Special Issue. Baden-Baden: Nomos: 28-48.

Bešić, A. & Ortlieb, R. (2019). Expatriates of host-country origin in south eastern Europe: Management rationales in the finance sector. European Management Review, 16(3): 667-681. (free access)

Ortlieb, R.; Rahimic, Z.; Hirt, C.; Besic, A. & Bieber, F. (2019). Diversity and equality in Bosnia and Herzegovina: Limits to legislation, public debate and workplace practices. Equality, Diversity and Inclusion, 38(7): 763-778. (free access)

Besic, A. & Hirt, C. (2016). Diversity management across borders: The role of the national context. Equality, Diversity and Inclusion, 35(2): 123-135. 

Weiss, S. & Ortlieb, R. (2024). Professional–personal boundary work: Individuals torn between integration and segmentation. German Journal of Human Resource Management, online first, DOI: 10.1177/23970022241291503. (free access)

Weiss, S. (2019). Grenze zwischen Berufs- und Privatleben im Wissenschaftsfeld. Eine Bourdieusche Perspektive. Wiesbaden: Springer Gabler Research.

Ortlieb, R. & Weiss, S. (2018). What makes academic careers less insecure? The role of individual-level antecedents. Higher Education. 76(4): 571-587. (free access)