Dissertations / Theses on the topic 'Industrial organization – social aspects'
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Phillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.
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Patnaik, Ashok. "A comparison of the equity-supportiveness of organizational cultures of (public) NHS organizations and (private) Social Enterprise (SE) providers." Thesis, University of Huddersfield, 2017. http://eprints.hud.ac.uk/id/eprint/31550/.
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Title: A Comparison of the Equity-supportiveness of Organizational Cultures of (Public) NHS Organizations and (Private) Social Enterprise (SE) Providers Theory: New Public Management (NPM) has been the most influential paradigm in public administration in the last three decades. NPM-driven ideas such as provider competition, privatisation and patient choice have resulted in increased interest from recent UK governments in Social Enterprises (SEs) for delivering public health services. NPM-based changes have been criticized for creating inequitable provision of healthcare and increasing unjust health inequalities. It is worth asking whether equity for patients is promoted equally effectively by public (NHS) organizations and SE providers. Research Aims and Methodology: A mixed methods approach was employed. The quantitative strand used a survey to compare the equity-supportiveness of NHS and SE organizational cultures [124 respondents (68 NHS and 56 SE staff) from 21 organizations (12 NHS and 9 SEs)]. The qualitative strand used semi-structured interviews with 27 SE staff members to examine organizational changes in SEs and the impact of these changes on equity in service provision. Findings: By achieving better alignment with organizational values, reducing bureaucracy, speeding up decision-making, giving staff more autonomy and responsibility, encouraging initiative, risk-taking and innovation, involving staff more actively in strategic decision-making, and making better use of technology, Social Enterprises are promoting equity to an equal or greater degree than public (NHS) organizations. Implications: However, the SE model (currently limited to community healthcare services) remains unclear and problematic, suggesting caution in its use by larger NHS acute Trusts. More research is needed before a policy to support the adoption of the SE model in public service delivery is mainstreamed.
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Wood, John Vincent. "An understanding of moral philosophy classifications and social risk in relation to decision-making." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1979.
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The purpose of this study was to look at the relationships between moral philosophy classification and elements of risk, which in turn effect overall decision-making processes. Specifically, two moral philosophy classification were examined: utilitarian and egoism.
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Crimaldi, Christie Lynn. "Organizational policies, organizational social support, and work-family conflict: The mediating role of motivation orientation." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3303.
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The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.
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Zhou, Peilin. "The effect of social support on job satisfaction at the varying levels of job stress and task structure." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/466.
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Van, Dyck Sarah Elizabeth. "Horizontal Workplace Aggression and Coworker Social Support Related to Work-Family Conflict and Turnover Intentions." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/652.
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Horizontal workplace aggression is a workplace stressor that can have serious negative outcomes for employees and organizations. In the current study, hierarchical regression analyses were used to investigate the hypotheses that horizontal workplace aggression has a relationship with turnover intentions, work-to-family conflict and family-to-work conflict. Coworker social support was investigated as a potential moderator in these relationships. Surveys measuring these constructs were administered to a group of 156 direct-care workers (specifically, certified nursing assistants, or CNAs) in a long-term assisted living facility corporation in the Northwestern United States. Results indicated that horizontal workplace aggression had a significant and positive relationship with work-to-family conflict, family-to-work conflict, and turnover intentions, and that coworker social support significantly moderated the relationship between horizontal workplace aggression and work-to-family conflict, though not in the hypothesized direction. No other hypothesized moderations were significant. Potential explanations, practical implications and directions for future research are discussed.
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Crain, Tori Laurelle. "Investigating Relationships among Work, Family, and Sleep: Cross-Sectional, Daily, and Intervention Effects." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2327.
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Few studies to date have investigated associations among work, family, and sleep outcomes. The following dissertation includes three studies that attempt to further understanding of such relationships by utilizing data from information technology workers within the Work, Family, and Health Network study. In Study 1, which is published in the Journal of Occupational Health Psychology, associations between work-to-family conflict, family-to-work conflict, family-supportive supervisor behaviors, and sleep outcomes, measured both subjectively and objectively, are examined in a cross-sectional sample. Study 2 investigates associations among work-to-family conflict, family-supportive supervisor behaviors, and subjective sleep outcomes within a seven-day daily diary framework. Furthermore, workplace characteristics are examined as moderators of these relationships. Study 3 explores the effect of a work-family intervention on sleep outcomes at the 18-month follow-up time point, in addition to mediators of the intervention effect on sleep outcomes over time.
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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.
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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Daniels, Rachel Jane. "Workplace Cognitive Failure as a Mediator between Work-Family Conflict and Safety Performance." PDXScholar, 2007. https://pdxscholar.library.pdx.edu/open_access_etds/1674.
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The main goal of this thesis was to examine the effects of family-to-work conflict on safety performance. Data were collected from a sample of 134 employees, consisting primarily of construction workers. Results found that levels of conflict from the family role to the work role negatively affected participants' workplace cognitive failure, or cognitively based errors that occur during the performance of a task that the person is normally successful in executing. Workplace cognitive failure, in turn, was a significant predictor of levels ofsafety performance, both employees' compliance with safety procedures and the extent to which they participated in discretionary safety-related activities. Although family-to-work conflict did not significantly predict levels of safety performance, results suggest that it is a practical antecedent of workplace cognitive failure, which is an important predictor of safety behaviors. Future research should explore further antecedents to workplace cognitive failure.
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Clippert, Courtney A. "Potential Factors That Influence Team Identification: A Desire to be Similar or Different?" TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/148.
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The purpose of the current study is to determine whether eliciting the need for assimilation or the need for differentiation influences individuals’ identification with a given team. Team identification is defined as a fan’s psychological connection to a team; that is, the extent to which the fan views the team as an extension of him or herself (Wann, Melnick, Russell, & Pease, 2001). It is important to understand potential factors that may motivate and potentially increase one’s identification with a particular team.
The sample consisted of 106 participants attending Western Kentucky University. The participants completed the Sport Fandom Questionnaire (SFQ) and the Need for Affiliation (nAff) scale. Participants were presented with one of three randomly assigned scenarios, and were asked to transcribe two memories, dependent upon the previously assigned scenario. Following this, the gambling scenario was described. Participants rated how identified they were with both the underdog and favored team, regardless of their choice. It was hypothesized that those who are primed to experience the feelings of assimilation will wager more money on and be more highly identified with a team that is a prohibitive favorite. Also, it was hypothesized that those who are primed to experience the feelings of differentiation will wager more money on and be more highly identified with a team that is a large underdog.
Results indicated that the hypotheses were not supported; however, significance was approached, as participants who were primed for feelings of differentiation tended to choose the underdog football team. Regardless of condition, participants tended to wager more money on the favorite football team, as opposed to the underdog football team.
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Krueger, Paula Kay. "China and the USA: An analysis of intercultural training methods in the corporate environment." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2563.
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This project presents the cultural significance of establishing and maintaining business relationships with Chinese counterparts. It includes sample training modules to provide intercultural training for all firms engaged in business with China.
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Gruchala, Lauren Cathryn. "Fan Perception of Justice in Team Disciplinary Decisions." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/78.
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The present study examined procedural and distributive justice outcomes of discipline in an athletic team setting. A 2 (Consistency of Punishment: consistent vs. conditional) x 2 (Violation Severity: moderate vs. severe) x 2 (Punishment Severity: moderate vs. severe) x 2 (Decision Maker: head coach vs. team captains) factorial design was used. Participants responded to four of the 16 hypothetical scenarios resulting from the design. Participants included 354 fans in attendance at a several university athletic events and students in psychology courses. The results indicated that consistent punishment was perceived as more fair to the punished athlete, teammates, and fans than was conditional punishment. Consistent punishment was perceived as more likely than conditional punishment to deter future misconduct by the punished athlete and teammates. The findings of the importance of consistency to fairness perceptions are consistent with the organizational justice literature and suggest that principles derived in traditional organizations may apply in athletic team settings. However, the current study did not find that severe punishment was more likely than moderately severe punishment to deter future misconduct by the punished athlete and teammates, which was inconsistent with the research literature on punishment. The present research indicated that inconsistencies in applying punishment based on status likely will have a negative effect on fairness perceptions in an athletic setting just as it does in an organizational setting. Intercollegiate athletics are unique in the sense that there are many outside observers, most notably fans, who pay close attention to athlete misconduct and its subsequent outcome. According to the present results, if coaches are interested in fan perceptions of fairness, punishment should be consistently applied according to team rules for all players regardless of their status on the team.
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Ellis, Allison Marie. "Building Resources at Home and at Work: Day-Level Relationships between Job Crafting, Recovery Experiences, and Work Engagement." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2320.
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Work engagement is an increasingly popular construct in organizational and occupational health psychology. However, despite substantial advances in our understanding of work engagement at the between-person level, scholars have argued for increased investigation into what drives engagement on a daily level for individual employees. In the current study, a within-person, day-level design was employed to examine the relationships between nonwork mastery experiences, job crafting behaviors, and daily work engagement. Drawing on Conservation of Resources (Hobfoll, 1989) theory, nonwork mastery experiences and job crafting were operationalized as employee-driven, resource-building strategies that assist employees in generating important psychological and job resources that can be drawn upon in order to maintain high levels of work engagement during the day. Moreover, a reciprocal relationship between work engagement during the day and nonwork mastery experiences the same evening was tested. Employees from a U.S. technology firm provided responses in the morning, at lunchtime, and after work each day for five working days. Multilevel structural equation modeling was used to test the hypotheses in the current study. Findings revealed no support for the hypothesized model at the within-person level of analysis; however, ancillary analyses suggested support for an indirect relationship between job crafting and work engagement via increased positive affect. Moreover, nearly all the proposed relationships emerged at the between-person level of analysis providing some insight into the effects of resource building strategies and work engagement across participants. Finally, seeking structural resources was identified as a person-level factor that explained variance in employees' initial levels of work engagement at the start of the week, as well as the trajectory of engagement over the course of the week. The current findings contribute to our understanding of bottom-up, employee-driven behaviors that help to sustain engagement over time. Suggestions for future research and implications for practice are discussed.
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Crain, Tori Laurelle. "The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/895.
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The majority of literature on the work-family interface has focused on, and provided evidence of, the conflict associated with engagement in both work and family roles (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). Research examining the positive aspects of work and family participation remains limited. The current study investigated how work-family positive spillover is transferred between members of the supervisor-employee dyad and subsequently how this affects employee sleep outcomes. It was hypothesized that work-to-family affective positive spillover experienced by supervisors would crossover to employees and increase their experiences of work-to-family affective positive spillover. In turn, this would allow for better employee sleep. It was also proposed that these relationships would depend on the level of employee perceptions of family-supportive supervisor behaviors (FSSB), such that higher levels of FSSB would result in higher levels of employee positive spillover and better employee sleep. As part of a larger study, survey data were collected in a sample of 696 workers supervised by 180 managers in the information technology sector. Contrary to expectations, results indicated that supervisor positive spillover was negatively related to employee positive spillover. Furthermore, FSSB moderated the association between supervisor positive spillover and employee sleep duration, such that the relationship between supervisor positive spillover and employee sleep duration was positive under high levels of FSSB, but negative under low levels of FSSB. Again, this finding was contrary to expectations. Alternative explanations are discussed.
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Guros, Frankie. "Emotion Regulation and Strain in Corrections Officers: Examining the Role of Recovery Experiences and Coping Mechanisms." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/1121.
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Research has begun to identify recovery experiences during nonwork time as an important mechanism explaining the relationship between job characteristics and strain (Geurts & Sonnentag, 2006; Kinnunen, Feldt, Siltaloppi, Sonnentag, 2011). Corrections officers face challenges unique to their occupation (Armstrong & Griffin, 2004) that may contribute to the high levels of strain that currently characterize their occupation (i.e., short life expectancy, high suicide rates; Spinaris & Denhof, 2011; Stack & Tsoudis, 1997). Though previous research has not examined emotion regulation, recovery experiences, and coping within corrections officers, these constructs may be of particular importance to an occupation that requires employees to navigate the complex demands of managing an incarcerated population of individuals. Emotion regulation - managing one's emotions - is an important aspect of many jobs, and has been linked with employee strain, such as burnout, psychological strain, and psychosomatic complaints (Hülshege & Schewe, 2011). However, research only begun to assess nonwork recovery and its relationship with emotion regulation strategies at work, and additionally the influence of individual coping strategies has not been considered in past studies. I offered that recovery experiences (i.e., psychological detachment, relaxation, and mastery) mediated the relationship between emotion regulation at work (i.e., reappraisal and suppression) and strain (i.e., disengagement, emotional exhaustion, and psychological distress). I further offered, based on the matching hypothesis (de Jonge & Dormann, 2006), that emotion-focused coping strategies (i.e., emotional social support and venting emotions) moderated the relationships between emotion regulation, recovery experiences, and strain. To examine these hypotheses, data were collected via a survey of corrections officers in Oregon (N = 1317). Results indicated that emotion regulation at work was associated with strain, and this relationship was partially mediated by recovery experiences. The results further suggested that the coping strategies examined in this study did not appear to moderate relationships between the study variables. These findings are discussed in the context of the present sample, and implications for future research are considered.
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Campbell, Arthur (Arthur Donald). "Social networks in industrial organization." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/49714.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Economics, 2009.Includes bibliographical references (p. 141-145).
Chapter 1 studies the optimal strategies of a monopolist selling a good to consumers who engage in word of mouth communication. The monopolist uses the price it charges to influence both the proportion of the population that is willing to purchase the good and the pattern of communication that takes place within the social network. I find a number of results: (i) demand is more elastic in the presence of word of mouth; (ii) the monopolist reduces the price to induce additional word of mouth for regular goods, however for goods whose valuation is greater for well connected individuals the price may, in fact, be greater; (iii) the optimal pattern of diffusion involves introductory prices which vary up and down; and (iv) exclusive (high priced) products will optimally target advertising towards individuals with many friends whereas common (low priced) products will target individuals with fewer friends. Chapter 2 presents a model of friendship formation in a social network. During each period a new player enters the social network, this player searches for and forms friendships with the existing population and all individuals play a prisoner's dilemma game with each of their friends. The set of friendships a player forms reveals some information to a friend about how likely she is to subsequently cooperate. Cooperative types are able to separate themselves from uncooperative types by becoming friends with people who know one another.
(cont.) The threat of communication amongst people who know one another prevents an uncooperative type mimicking a cooperative type. Chapter 3 analyzes the effects of policies which support electricity generation from intermittent technologies (wind, solar). I find that intermittent generation is a substitute for baseload technologies but may be complementary or substitutable for peaking/intermediate technologies. I characterize the long run implications of this for carbon emissions.
by Arthur Campbell.
Ph.D.
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Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.
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The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
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Vanin, Paolo. "Industrial organization, trade and social capital." Doctoral thesis, Universitat Pompeu Fabra, 2007. http://hdl.handle.net/10803/7355.
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Esta tesis aplica herramientas de teoría de juegos a la investigación de los efectos dinámicos de distintas formas de externalidades, debidas a interacción localizada. Se compone de tres capítulos. El primero, "Competencia y reputación", estudia la interacción entre oligopolistas en mercados con información asimétrica. El segundo, "Política comercial y estructura industrial", se enfoca en la interacción entre empresas en competencia monopolística, expuestas a la competencia internacional, y en sus externalidades de aprendizaje. El tercero, "Crecimiento económico y desarrollo social", investiga los procesos de acumulación de capital privado y de capital social, que emergen de las decisiones individuales, en un contexto marcado por externalidades de interacción social.This thesis applies game theoretic tools to the investigation of the dynamic effects of several forms of local interaction externalities. It consists of three chapters. The first, "Competition and Reputation", is devoted to study repeated interaction among oligopolits in markets with asymmetric information. The second, "Trade Policy and Industrial Structure", focuses on interaction among monopolistic competitors facing foreign competition, and on their learning externalities. The third, "Economic Growth and Social Development", investigates the patterns of private and social capital accumulation, arising from individual choices in an environment with social interaction externalities.
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Domenech, Aparisi T. A. "Social aspects of industrial symbiosis networks." Thesis, University College London (University of London), 2010. http://discovery.ucl.ac.uk/762629/.
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The field of industrial ecology aims to transform industry into cyclical systems so that the “waste of one process can be used as resource for another process” (Frosch and Galloupoulos, 1989). Within this field, Industrial Symbiosis (IS) has emerged as a set of exchange structures to advance to a more eco-efficient industrial system, by establishing inter-organisational networks of waste material and energy exchanges. Even though the area has attracted much academic attention and has been reported to lead to economic and environmental benefits (Chertow and Lombardi, 2005), initially, most of the contributions focused on the engineering and technical feasibility of the exchanges, whereas social elements remained mostly unaddressed. Although relevant literature has partly addressed this gap and recognized the role played by social aspects, there is still little understanding of how social mechanisms work; how they affect the emergence and operation of IS networks and, most importantly, there is a lack of comprehensive frameworks for the analysis of the soft elements of IS. This research has been designed to contribute to these areas, by exploring the social aspects surrounding IS networks and providing a framework for their analysis. The framework provided covers the material, social and discursive dimensions of IS networks and focus on the dynamic analysis of the interaction between them. The research design relies on the cross-comparison of a number of IS networks: Kalundborg (Denmark), Sagunto (Spain) and NISP (UK). Social Network Analysis and Discourse Analysis have been used as main methodological approaches. Findings of the research cover two key areas: 1) the formulation of a comprehensive analytical framework that addresses the social dimension of IS initiatives in a systematic and integrative way and 2) empirical learning on the main social processes affecting the operation of IS networks.
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Mohammad, Khidhir Ali Samir, and Anand Santhanam. "The Role of Social Network within Industrial Organization." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Informatik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18710.
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This research paper aims to investigate the role of enterprise social network to address these concerns such as knowledge sharing and collaboration. The authors have considered a case study based research approach as it is the best method to answer the research question. The leading multinational Bus and truck manufacture Scania was considered for our case study. The study has been done by researching the impact of enterprise social network tools such as Yammer and Lync and their attempt to answer these challenges in the organization. The paper concludes with the analysis based on the empirical findings and theoretical frame of reference. Suggestions and recommendations for further research in this area have also been mentioned in the concluding part of the thesis.
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Muleya, Cedrick. "Interorganizational relationship management: managing across hierachies, markets and networks." University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_1931_1189593862.
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This study focused on understanding inter-organizational relationships (IOR) of a dynamic nature. A dynamic process that has repetitive sequences of negotiation, commitment, and execution stages is central to inter-organizational relationships. The dynamic process is a tool that is used by management through collaboration, co-operation, and coordination to engender formation, governance, and performance of inter-organizational relationships. This report looked into how the resource-dependency theory gives insight into the formation of an inter-organizational relationships and how the transaction-cost theory contributes to the understanding ofinter-organizational relationships governance.
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Jones, Alan Meirion. "Creating a learning organization." Thesis, University of Warwick, 1994. http://wrap.warwick.ac.uk/36107/.
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This thesis reviews and critically reflects on 'learning organization' theory and practice. Specifically, it reviews and assesses relevant theories of adult learning and links those theories to the learning organization literature. Using existing literature and practice, empirical research work was undertaken in two organizations to validate, or otherwise, key elements of learning organization theory and practice and to identify patterns in the content and process of creating a learning organization. A learning-in-organizations model is then developed which combines learning organization theory and practice, adult learning theory, and the management of change literature. The multi-layered character of the learning-in-organizations model synthesizes key aspects of the learning processes in the organizations studied. The model also provides a framework (a) for research purposes to systematically define and evaluate learning in organizations, and (b) for management, groups, and individuals to use as a prompt or aide-memoire to develop and evaluate learning activity in their organizations. Key questions guiding the research include: What is meant by 'learning'? How can the complexity of learning be revealed? How can learning in organizations be evaluated? How do responses to the above questions change our understanding of what constitutes a 'learning organization'? The research is qualitative to reveal more of the subtleties of the learning process at the individual and group levels in organizations. The research process comprises four main activities: a review of existing learning organization literature and practice to identify key proposed characteristics of a learning organization; a documentary search in the two research sites; in-depth interviews in the two research sites; and the writing of case studies and their comparison to reveal learning patterns and processes. The research shows that much of current learning organization description remains anecdotal and rhetorical. Confusion exists regarding how learning in organizations is developed and assessed. Key learning organization hallmarks and characteristics are often flawed. In addition, defining and evaluating learning in organizations is often carried out in a rudimentary fashion. This research contributes to learning organization theory and practice: (a) by providing a synthesis and critical analysis of existing learning organization literature, (b) by providing some of the first empirical data on the creation of a learning organization, (c) by linking theories of adult learning to thinking on learning in organizations, and (d) develops a new model for evaluating learning in an organization by linking learning organization theory to andragogy and the management of change literature using qualitative rather than quantitative criteria.
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Weinberg, Lisa Ellen. "Seeing through organization : the experience of social relations as constitutive /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-171002/.
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Stegenga, Paul William. "Postsurgical recovery care : spatial organization and social relationships." Thesis, Georgia Institute of Technology, 1990. http://hdl.handle.net/1853/22979.
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Leung, Lai-yue Ciris, and 梁麗榆. "The social organization of a Cantonese opera performance." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B29751093.
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Snyderman, Ellen Ruth 1961. "The social organization of managerial definitions of unethical behavior." Thesis, The University of Arizona, 1990. http://hdl.handle.net/10150/277860.
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This investigation attempted to ascertain whether managerial perceptions of potentially unethical business conduct, and recommendations for social control, vary according to the social characteristics of the employee committing the behavior. Subjects consisted of management personnel from a variety of industries. Data was gathered via instruments developed for this research. Instruments consisted of (1) a description of an employee; (2) a description of a potentially unethical behavior committed by the employee; and (3) scales for subjects to (a) rate the seriousness of the employee's behavior and (b) recommend the social control they would use against the employee. Perceptions of seriousness did vary significantly with variations in the employee's social characteristics. However, recommendations for social control did not vary with changes in employee characteristics. Thus, whereas observers may judge the ethicality of socially decontextualized behaviors against universally held standards of morality, observers become less adamant about these standards as the behavior becomes more contextualized.
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Silva, Michel Soares Rodrigues da. "Éden: paraíso industrial em Sorocaba ou purgatório social?" Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/8/8136/tde-29032012-114233/.
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Esta dissertação discute como ocorreu o processo de industrialização recente da cidade de Sorocaba a partir da desconcentração industrial da capital paulista em direção ao interior do Estado de São Paulo. Frente a essa realidade que ocorre a partir da década de 1970, a cidade de Sorocaba se organizou para receber essas indústrias destinando uma área da cidade que chamou de Zona Industrial com a função de abrigá-las. Nessa zona, constituída pelos bairros do Éden, Cajurú do Sul e Aparecidinha, a presente dissertação analisa as transformações mais recentes que ocorreram no bairro do Éden caracterizando alguns de seus aspectos históricos, sua relação com os agentes públicos e com as atividades industriais desenvolvidas. O cotidiano da população é considerado como um aspecto relevante para compreender as transformações promovidas no espaço geográfico, tanto do bairro como do município, o que agrega não só as pretensões, os anseios da população local, bem como dos agentes públicos e privados, parceiros mais próximos em atingir a reprodução do capital em detrimento do bem estar social.This dissertation discuss how the recent industrialization process of Sorocaba City coming from the desconcentration of the industrial capital of São Paulo toward the country side of this same State. Due to this reality that happens since the decade of 1970, the city of Sorocaba organized itself to receive these companies earmarking an area of the city that was called Industrial Zone with the function of placing them. In this zone, consisted by Éden, Cajurú do Sul and Aparecidinha, the following dissertation analysis the most recent transformations that happened in Éden neighborhood featuring some of the historical aspects, its relation with the public agents and with the industrial activities developed. The population everyday is considered as a relevant aspect to understand the changes occurred in the geographical space, not only of the neighborhood but of the municipality as well, which adds not only the pretensions, the local population wishes, and also the public and private agents, the closer partners to reach the capital reproduction in detriment of the social welfare.
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Dutta, Antara. "Intellectual property rights, market structure and social welfare : three essays in industrial organization." Thesis, Massachusetts Institute of Technology, 2006. http://hdl.handle.net/1721.1/37413.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Economics, 2006.Includes bibliographical references (p. 114-118).
This dissertation consists of three essays on the effects of intellectual property rights protection on market structure and social welfare in the Indian pharamaceutical industry. In contrast to pharmaceutical industries in the developed world, India had historically enforced a weak system of intellectual property rights protection that eliminated most legal barriers to entry in its pharmaceuticals markets. As a condition of its membership to the World Trade Organization, India became required to extend legal protection to all pharmaceutical products by 2005. The first essay analyzes the dramatic increase in the number of products released by domestic firms in India in the period leading up to the 2005 deadline. Speculation in the media linked this phenomenon to the imminent change in patent regime. The essay uses data on pharmaceutical products being sold in India in combination with data on drugs patented internationally to investigate the possibility that Indian firms launched products in the domestic industry as a strategic response to the anticipated change implied by the WTO. Results of the estimation do not provide conclusive evidence of strategic behavior by firms in markets where the patent enforcement could affect the future profitability of domestic firms.
(cont.) The results suggest that much of the increase in product launches was driven by the size of the market and the age of the drugs in question. However, without more information on counterfactual current and future profits, we cannot rule out strategic behaviour by domestic firms. The second essay develops a structural model of demand, supply and entry and relates the free entry setting of the industry during the sample period to two sets of welfare issues. The model incorporates firm heterogeneity and product differentiation and backs out demand and supply-side parameters for five key therapeutic categories in the industry. Results of the estimation show that demand varies significantly across the therapeutic categories and that firm heterogeneity is an important factor for both demand and entry costs. Counterfactual simulations of the effect of entry by foreign firms into selected drugs find no evidence of socially "excessive" entry; on the contrary, the simulations suggest large gains to consumers from the addition of more firms, which would overwhelm the losses to producers and thus increase social welfare.
(cont.) Simulations of the welfare effects of patent enforcement in India for four drugs that were under patent protection in the US at the time show losses of over $1 million on average for consumers in these markets and an average reduction in market size of approximately 35,000 patients. In comparison, the increase in profits of the global patent-holders for these drug are estimated to range between $0.08 million and $0.5 million. These gains are modest, particularly in comparison to the costs of global drug development that range between $200 million and $300 million. The third essay looks for empirical evidence of early-mover advantages for pioneering firms in pharmaceutical products markets in India. The first half of the paper employs fixed effects to control for unobserved heterogeneity. Estimates from this basic model suggest that an earlier entry translates into positive gains for firms, in terms of both higher prices and higher revenues. The second half of the paper tackles the sample selection issues arising from the fact that firms choose their own orders of entry. A firm's order of entry into a market is modelled as a continuous decision variable at the first-stage. The selection model then uses the residuals from this first-stage to correct the sample selection bias at the second-stage.
(cont.) The order of entry continues to have a strong effect on the price and revenue received by a firm, with earlier entrants retaining larger long-term advantages. In particular, after accounting for the endogeneity of entry, results suggest that the pure order-of-entry effect on revenue allows the first entrant into a market to earn more than two times the revenue of the fifth entrant and over six times the revenue of the tenth entrant.
by Antara Dutta.
Ph.D.
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Clemens, Georg [Verfasser]. "Strategic and Behavioral Aspects of (Anti-)Competitive Conduct in Oligopolies: Four Essays in Industrial Organization / Georg Clemens." Düsseldorf : Universitäts- und Landesbibliothek der Heinrich-Heine-Universität Düsseldorf, 2014. http://d-nb.info/1048467910/34.
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Wardiwiyono, Sartini. "Islamic corporate social responsibility disclosure in Organization of Islamic Cooperation countries." Thesis, University of Huddersfield, 2017. http://eprints.hud.ac.uk/id/eprint/34138/.
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As Islam does not recognize the separation between sacred and secular matters, it requires all economics activities to be carried out in accordance to shariah. As a result, the need for shariah approved companies (SACs) becomes undeniable. Similar to the Western setting, Islamic CSR disclosure has also become an important issue for SACs. Nevertheless, studies on Islamic CSR disclosure are limited. Most of the prior studies focus on CSR disclosure by Islamic financial institution. They also tend to utilize the concept of CSR disclosure from the West, leading to the need for understanding CSR and its disclosure from an Islamic perspective. The aim of this study is to investigate Islamic corporate social responsibility disclosure by SACs in Organization Islamic Cooperation (OIC) countries. Particularly, it is intended to achieve four specific objectives: firstly, to develop an Islamic CSR disclosure instrument that can measure the level of Islamic CSR disclosure; secondly, to document the content and level of Islamic CSR disclosure in the sample of OIC countries; thirdly, to identify the differences in Islamic CSR disclosure across OIC countries; and fourthly, to determine factors influencing Islamic CSR disclosure level in OIC countries. This study applied deductive reasoning based on the concept of tawhid and maqasid ashshari’ah as well as current literature on CSR disclosure to develop Islamic CSR disclosure instrument. Then, the instrument was used as a benchmark for documenting the content and level of Islamic CSR disclosure in annual reports of SACs through content analysis. A total of 90 SACs from Indonesia, Malaysia, and Pakistan were selected as the sample of the study. Next, qualitative comparison analysis was applied to identify the differences in the content of Islamic CSR disclosure across OIC countries. Additionally, quantitative comparison using analysis of variance (ANOVA) and Kruskall Wallis test were also applied to identify whether there was any difference in the level of Islamic CSR disclosure across countries. Lastly, this study performed regression analyses to test six hypotheses formulated based on prior studies and the existing theories. In turn, the findings of the analyses were used to identify the determinants of Islamic CSR disclosure level in the sample of OIC countries. The empirical investigation observed several findings. Firstly, the results of the content analysis show that SACs in the sample countries disclosed 34% of the benchmark, on average. Employee category was considered as the most disclosed category followed by shareholder, community, environment, customer, government, debtor, supplier and other business partners. Secondly, there were noticeable differences in Islamic CSR disclosure by SACs from Indonesia, Malaysia, and Pakistan. In general, Indonesian SACs tended to focus their disclosure on social and environmental issues, whereas Malaysian SACs tended to focus on economical issues. For Pakistani SACs, their disclosure was more religious. Thirdly, the regression analyses found state-ownership, company size, and country variable as significant variables in determining Islamic CSR disclosure. In more specific analyses conducted by category, the results provided evidence for state-ownership, company size, country, profitability, industry sensitivity and media exposure as significant determinants of Islamic CSR disclosure level. All regression models observed in this study can be considered good as the values of adjusted R2 ranged from 37% to 59%. This study may have contribution for knowledge, methodological, theoretical and practical. In term of knowledge contribution, this study introduces the notion of dual responsibilities, Islamic CSR pyramid and Islamic CSR disclosure instrument. For methodological contribution, this study offers three different measurements to gauge the quality of Islamic CSR disclosure, which are quantitative index, comprehensiveness index, and Islamic index. With regard to the theoretical contribution, this study may provide an opportunity to understand CSR disclosure in a well-defined and different cultural that happens to be driven by religion. Additionally, it provides an initial conclusion that CSR from the West has a potential to bridge Islamic accounting and accounting from the mainstream theory. Lastly, the practical contribution of this study is that it may help Islamic capital market regulator in enhancing the screening process of SACs. Additionally, it may guide manager and business practitioners how to operate their business in accordance to shari’ah if they want to remain acceptable in Islamic countries or Muslim majority countries.
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Pereira, Filipe Ivo. "Gestão ambiental e aspectos estruturais em empresas industriais catarinenses." Universidade do Estado de Santa Catarina, 2015. http://tede.udesc.br/handle/handle/64.
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O objetivo desta pesquisa foi analisar a relação existente entre a estrutura organizacional e as práticas de gestão ambiental das empresas industriais catarinenses. O objeto de estudo foram as empresas industriais catarinenses cadastradas na base de dados da Federação das Indústrias do Estado de Santa Catarina. A pergunta de pesquisa que norteou o trabalho foi: existe relação entre a estrutura organizacional e a prática de gestão ambiental das empresas industriais catarinenses? Para tanto, buscou-se na fundamentação teórica abordar os principais conceitos sobre gestão ambiental e estrutura organizacional, sendo abordado na primeira parte os temas relativos às indústrias, o meio ambiente e a gestão ambiental e, na segunda parte os temas relativos à estrutura organizacional e sua relação com a gestão ambiental. Este trabalho enquadra-se como uma pesquisa quantitativa de caráter descritivo. Foi empregado como procedimento de investigação a análise documental. Como métodos estatísticos foram utilizados exploratoriamente a análise descritiva, o coeficiente de correlação de rho de Spearman e a análise multivariada de correlação canônica. Os resultados da pesquisa confirmaram que quanto mais uma organização estrutura-se para a gestão ambiental mais suas práticas ambientais evidenciam-se, da mesma forma, quanto mais uma organização envolve-se com práticas ambientais mais sua estruturação organizacional voltada à gestão ambiental torna-se evidente.
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Di, Paolo Ezequiel Alejandro. "On the evolutionary and behavioral dynamics of social coordination : models and theoretical aspects." Thesis, University of Sussex, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264593.
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Poitevin, Michel. "Three essays on the strategic interaction between production and financial decisions." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/29164.
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This thesis consists of three essays in the theory of Industrial Organization. More specifically, the thesis focuses on the interaction of financial structure and market structure. The intellectual starting point of this thesis is the Modigliani-Miller theorem. Modigliani & Miller (1958) show that in the presence of perfect financial and output markets, financial structure has no effect on the value of the firm. This thesis departs from a Modigliani-Miller economic environment by assuming that firms have more information about their projects than financiers have. In imperfect output markets, this departure from Modigliani-Miller world implies that there may exist important strategic interactions between production and financial decisions. In the three essays of this thesis, we derive theoretical links between financial structure and output market competition.
We show that in the presence of asymmetric information in output and financial markets, firms may affect the outcome of various oligopolistic and entry games by choosing an appropriate financial policy. We explicitly introduce financial variables in these types of games to show that they may have an important role to play in the resolution of the output competition. The presence of asymmetric information is usually a sufficient condition for financial structure relevance to the firm's market value. However, this is not necessary. It is shown elsewhere that taxes or bankruptcy costs may also affect financial decisions. Throughout this thesis, we abstract from these important determinants of financial structure to focus on asymmetric information in output and financial markets to show that a firm's financial policy may be used strategically in oligopolies. The three essays may be united under the common theme of asymmetric information and strategic financial decisions.
In the first essay, the choice of a lender in a debt contract becomes a determinant of the extent of competition in downstream industries. We show that in the presence of imperfect output markets and asymmetric information in financial markets, members of an industry may achieve a partial collusion in the output market by borrowing from the same bank. In an oligopoly, debt is pro-competitive as it gives incentives to the borrowing firm to undertake an aggressive output strategy. This aggressiveness is translated into an increased output. As both firms borrow, the industry becomes more competitive. The industry also becomes riskier and firms' debt value is decreased. A common lender can better control these incentive effects and hence, limit the extent of competition in the output market. This model finds a natural interpretation in an international trade context. In this framework, the result shows that freeing financial markets from trade barriers may decrease the competitiveness of international oligopolies by allowing firms to borrow from the same lender. In the second essay, we develop a theoretical link between firms' financial structure and their output market structure. In the presence of asymmetric information about the incumbent's cost level, an incumbent's financial structure may constitute a signal of its efficiency and prevent potential entrants from coming into the market. A market, threatened by entry, is occupied by one of two possible types of incumbent. The firm's type is completely characterized by its cost level. Only the own firm knows with certainty its true type while the entrant and financiers are uncertain of it. Entry is profitable for the entrant if and only if the market is occupied by the high cost type incumbent. The low cost firm chooses a financial structure that credibly distinguishes itself from the high cost incumbent. From the observation of the incumbent's financial policy, the entrant can correctly infer the incumbent's type. If it observes a financial structure consistent with the low cost incumbent's financial strategy, it stays out of the market. Otherwise, it enters. In equilibrium, financial structure allows credible revelation of all private information and entry occurs in the same circumstances as with perfect information.
In the third essay, we give a formal representation of Telser (1966)'s 'deep pocket' argument. We propose that entrants are financially vulnerable because they must signal their value to financiers before entering the market. We assume that there are two possible types of entrant threatening to enter a monopoly market. The entrant's type is parametrized by its cost level. This information is private to each entrant as other players are uncertain of the entrant's true type. Entry is profitable only for the low cost entrant. But if the high cost type can misrepresent as a low cost firm, there exist financial structures which yield positive equity value. The low cost firm must avoid these structures to credibly reveal its type to financiers, secure sufficient funds and finance its entry. In equilibrium, the low cost entrant must issue debt to signal its quality to investors. It enters the market heavily leveraged. This provides incentives for the incumbent to engage in a price war to financially exhaust the entrant and cause its bankruptcy. The price war may be interpreted as the incumbent's predatory response to the entrant's leveraged entry. We argue that a diversified pool of undistinguishable entrants is sufficient to justify the 'deep pocket' argument put forward by Telser (1966). We base our explanation on the presence of asymmetric information in financial and output markets.Arts, Faculty of
Vancouver School of Economics
Graduate
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Ambrosio, Natasja. "Identifying the root causes of tensions arising from business adoption of sustainability." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97122.
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Thesis (MPhil)--Stellenbosch University, 2015.ENGLISH ABSTRACT: When business adopts sustainability, leaders, sustainability practitioners and employees experience tensions. Unless the root causes of such tensions are identified, understood and discussed, barriers that developed over time will significantly affect the rate of business transformation in building a sustainable future for both business and society at large. This thesis then aims to identify the root causes of tensions that arise in the process of sustainability adoption in business. The outcomes of the research highlight the process of organisational and systemic change required in business, and the need for organisational culture and values to align to the values of sustainability. The lack of adaptive leadership skills in business causes tension as a fundamental requirement of sustainability is transformation. Sustainability challenges the ethics of decisions made in business and thereby creates significant tension. Leaders and employees alike are faced with decisions that require careful consideration in order to ensure that the consequences of those decisions do not result in unintended consequences that impact negatively on society and the environment. Systemic complexity, where capitalism defines the rules within which businesses operate and are being measured, creates tension, as these rules often contradict the values of sustainability. Employees and leaders in business experience tension, as they have to face the dichotomy between values and profit imperatives. This results in an ethical dilemma for business. The current consumer culture, upon which retailers rely significantly for income, requires the extraction of raw materials and the use of energy, water, oil and chemicals for production purposes. This dependency is concerning, as price volatility as a result of the demand and supply fluctuations, affect the retailer price structures. If these resources were to be priced, based on the true cost to the environment, prices will increase, leaving retailers with no option but to increase sales prices. The scale and depth of change, as well as When business adopts sustainability, leaders, sustainability practitioners and employees experience tensions. Unless the root causes of such tensions are identified, understood and discussed, barriers that developed over time will significantly affect the rate of business transformation in building a sustainable future for both business and society at large. This thesis then aims to identify the root causes of tensions that arise in the process of sustainability adoption in business. The outcomes of the research highlight the process of organisational and systemic change required in business, and the need for organisational culture and values to align to the values of sustainability. The lack of adaptive leadership skills in business causes tension as a fundamental requirement of sustainability is transformation. Sustainability challenges the ethics of decisions made in business and thereby creates significant tension. Leaders and employees alike are faced with decisions that require careful consideration in order to ensure that the consequences of those decisions do not result in unintended consequences that impact negatively on society and the environment. Systemic complexity, where capitalism defines the rules within which businesses operate and are being measured, creates tension, as these rules often contradict the values of sustainability. Employees and leaders in business experience tension, as they have to face the dichotomy between values and profit imperatives. This results in an ethical dilemma for business. The current consumer culture, upon which retailers rely significantly for income, requires the extraction of raw materials and the use of energy, water, oil and chemicals for production purposes. This dependency is concerning, as price volatility as a result of the demand and supply fluctuations, affect the retailer price structures. If these resources were to be priced, based on the true cost to the environment, prices will increase, leaving retailers with no option but to increase sales prices. The scale and depth of change, as well asWhen business adopts sustainability, leaders, sustainability practitioners and employees experience tensions. Unless the root causes of such tensions are identified, understood and discussed, barriers that developed over time will significantly affect the rate of business transformation in building a sustainable future for both business and society at large. This thesis then aims to identify the root causes of tensions that arise in the process of sustainability adoption in business. The outcomes of the research highlight the process of organisational and systemic change required in business, and the need for organisational culture and values to align to the values of sustainability. The lack of adaptive leadership skills in business causes tension as a fundamental requirement of sustainability is transformation. Sustainability challenges the ethics of decisions made in business and thereby creates significant tension. Leaders and employees alike are faced with decisions that require careful consideration in order to ensure that the consequences of those decisions do not result in unintended consequences that impact negatively on society and the environment. Systemic complexity, where capitalism defines the rules within which businesses operate and are being measured, creates tension, as these rules often contradict the values of sustainability. Employees and leaders in business experience tension, as they have to face the dichotomy between values and profit imperatives. This results in an ethical dilemma for business. The current consumer culture, upon which retailers rely significantly for income, requires the extraction of raw materials and the use of energy, water, oil and chemicals for production purposes. This dependency is concerning, as price volatility as a result of the demand and supply fluctuations, affect the retailer price structures. If these resources were to be priced, based on the true cost to the environment, prices will increase, leaving retailers with no option but to increase sales prices. The scale and depth of change, as well as the uncertainties that exist within decisions that needs to be made, causes tensions for retailers. Other tensions that arise are the need for meaningful stakeholder engagement, transparency, and a common understanding of what sustainability aims to achieve. Meaningful conversations in business will help define new rules that can be applied to create long-term value for all in society. Employees are more committed to sustainability through intrinsic values as oppose to extrinsic values. Therefore, a values based approach to sustainability adoption will resonate with employees, thereby improving the effect of sustainability integration. Adaptive leaders who are prepared to interrogate current business models are required. This way, different models are developed, that delivers shared value and intergenerational equity to society and the environment.
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Shah, Krina R. "Office place : the human side of an organization." Virtual Press, 2007. http://liblink.bsu.edu/uhtbin/catkey/1371192.
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Today, most of us work and many of us are full-time employees. Millions of people spend the majority of their time at an office place working with other people, often in a group working with other groups. We can sense that the office is a site where we connect with others.It seems fairly obvious that when designing any office place, the need for social interaction should always be considered. Still, the contribution of the office environment to any office worker's social life is often overlooked or unobserved. The central question posed by this thesis is: Can an office place be more responsive to the social needs of humans?To address this question, the first portion of this thesis documents the need for social interaction in our everyday life and its benefits for individuals as well as the community. The second portion interprets photographs taken outside and inside conventional office environments in Indianapolis, Indiana; the photo galleries reveal the behavior of regular people around and in the work place. Three cases studies are then offered; the cases provide insights into design and the participatory processes central tosocialization. To conclude, design recommendations are offered that will better connect people to other people in the office place.This work is based on personal observations along with readings done in related subject matter as observed by social psychologists, philosophers, architects, and designers. Research conducted in the field of management provides an additional line of inquiry and its own perspectives.Department of Architecture
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Lampel, Joseph. "Strategy in thin industries : essays in the social organization of industry." Thesis, McGill University, 1990. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=74589.
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This dissertation is a study of strategy in thin industries, a class of industries whose members include the aircraft industry, jet engines, heavy electrical equipment, and diesel locomotives. These industries have a number of common features which inter-relate to produce a unique configuration. Foremost among the attributes that make up this configuration is the sparsity and magnitude of transactions on which the industry must subsist. The decrease in the number of transactions, and the increase in their size, results in a "thin" industry. The sparsity and size of transactions combine to produce complex, unstable, and highly interconnected environments. These environmental conditions motivate firms to develop external linkages with other organizations. The successful management of external linkages will frequently depend on knowledge and experience obtained in previous relationships. Many of the problems created by external linkages can only be resolved once they are formed. At the same time, the knowledge required to resolve these problems calls for previous experience.The dissertation is divided into two parts. In the first three chapters we explore thin industries as a type and as an environment. In the remaining three chapters we look at the ramifications of interorganizational learning on the management of external linkages. In the concluding chapter we discuss the implications of thin industries to the study and practice of strategic management. Three issues in particular are singled out: the decline of organizational autonomy, the limits of competition, and new directions for theory building. (Abstract shortened by UMI.)
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Jarron, Christina. "More nearly social institutions legal regulation and the sociology of corporations /." Phd thesis, Australia : Macquarie University, 2009. http://hdl.handle.net/1959.14/81460.
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"October 2008"Thesis (PhD)--Macquarie University, Division of Society, Culture, Media and Philosophy, Dept. of Sociology 2009.
Bibliography: leaves 273-293.
Introduction -- Patterns of corporate activity as patterns of corporate dominance: legal, organisational, and economic features of corporations -- Representations of corporate dominance in insidious injuries -- The legal basis of corporate dominance: History of the corporation -- Legal individualism and corporate personhood -- Theories of the corporation -- The legal regulation of corporations - corporate liability laws -- Conclusion.
Corporations are no longer simply a type of business structure; they are dominant social institutions. As institutions, corporations are archetypes of contemporary complex social organisation and should, therefore, be a central concern for sociology. Yet with few notable exceptions, sociologists have failed to address their increasingly dominant position in contemporary societies. In this thesis I argue the importance of a renewed sociological interest in corporations. This must acknowledge, but go beyond, the political-economic outcomes of corporations to address the profound consequences of the legal foundations of the corporate form. Corporations are created and regulated by legal doctrine; it is only with a legal mandate that corporations are able to act as employers, suppliers and investors. On this basis, I claim that any understanding of corporate dominance and its effects must commence with an appreciation of the laws that enable the corporation to exist and operate. -- While contributing significantly to wealth creation, corporate dominance also increases the potential for harm to occur to individuals and communities who fall within a corporation's scope. The contemporary proliferation of industrial illnesses is a prime example of this and is examined through a case study of the operations of an Australian asbestos corporation, James Hardie. This case study is timely and unique in its specification of the link between corporate activity and law in contemporary society. -- I argue that corporate activity such as that in the case study is enhanced and legitimated by the legal description of the corporation that assigns to it the capacities of a human individual through corporate legal personhood. Corporate personhood is examined as an example of the legal individualism endorsed in liberal common law countries. By exploring accounts of corporate structure, decision-making and work processes, I explain how the individualised description of the corporation is at odds with its collective realities; the largest and most successful corporations are collectives of human and monetary resources. -- In light of this, I question the extent to which the effective regulation of corporations can be achieved within existing legal frameworks. Building upon research into workplace health and safety in the United Kingdom, the regulation of workplace deaths in Australia is examined to demonstrate the various approaches to regulating corporations and to identify their shortcomings. This is a striking example of the problems law faces in regulating corporations by virtue of its individualistic design. -- The thesis concludes with an affirmation that sociology needs to grapple with issues of corporate activity and that an understanding of the legal basis of the corporation is the foundation of such studies.
Mode of access: World Wide Web.
295 leaves
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Vickers, John. "Patent races and market structure." Thesis, University of Oxford, 1985. http://ora.ox.ac.uk/objects/uuid:9e3df3d2-b58a-48cc-b639-78c7c48bd3cd.
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This thesis is a theoretical study of relationships between patent races and market structure. The outcome of a patent race can be an important determinant of market structure. For example, whether or not a new firm enters a market may depend upon its winning a patent race against an incumbent firm already in that market. Moreover, market structure can be a major influence upon competition in a patent race. In the example, the asymmetry between incumbent and potential entrant has an effect upon their respective incentives in the patent race. Chapter I discusses models of R and D with uncertainty. We show that, as the degree of correlation between the uncertainties facing rival firms increases, R and D efforts increase under some, but not all, conditions, and the number of active competitors falls. Chapter II discusses the approach of representing patent races as bidding games. We examine a model in which several incumbent firms compete with a number of potential entrants in a patent race, and ask whether the incumbents have an incentive to form a joint venture to deter entry. They do so if and only if the patent does not offer a major cost improvement. In Chapter III we examine the strategic interactions between competitors during the course of a race, in an attempt to clarify (for different types of race) the idea that a race degenerates when one player becomes 'far enough ahead' of his rivals, in a sense made precise. In Chapter IV we examine the evolution of market structure in a duopoly model when there is a sequence of patent races. The nature of competition in the product market is shown to determine whether one firm becomes increasingly dominant as industry leader, or whether there is 'action - reaction' between firms.
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Larsson, Thomas B. "The Bronze Age metalwork in southern Sweden aspects of social and spatial organization 1800-500 B.C. /." Umeå : University of Umeå, 1986. http://catalogue.bnf.fr/ark:/12148/cb357239764.
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Callaghan, Karen Ann. "A theoretical analysis of the democratic workplace : the movement away from authoritarian social organization /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487268021748841.
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Okyere, Francis. "Social responsibility in the SMMEs of the Botshabelo industrial estates." Thesis, [Bloemfontein?] : Central University of Technology, Free State, 2012. http://hdl.handle.net/11462/198.
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Thesis (M. Tech. (Business administration)) - Central University of technology, Free State, 2012Research evidence suggests that South African small, medium and micro enterprises (SMMEs) are not making the desired impact on their societies because they are unable to create jobs. The normative assertion is that by engaging in socially responsible activities, SMMEs will be able to enhance their impact on society. Much “noise”, effort and resources are being made available to South African SMMEs to encourage them to embrace this concept of social responsibility as it is also touted to result in business benefits. Socially responsible behaviour by SMMEs has therefore become an important national issue in South Africa. However, in spite of this realisation, very little is known about how seriously the South African SMMEs really consider and approach the whole issue of business social responsibility (BSR) precisely because of the dearth of empirical research on the subject. Without empirical evidence from systematic research, it becomes extremely difficult to tell for sure what these SMMEs think of and are really doing in terms of BSR; what obstacles they face in their BSR endeavours; what support they need; among others. Without such information, policy makers cannot reasonably be expected to formulate appropriate support mechanisms to enhance the BSR efforts of these SMMEs. In the end, communities like Botshabelo (in the Free State Province of South Africa) might lose out on the benefits that are usually associated with BSR performance of SMMEs. The purpose of this study was to provide such information. Specifically, the research investigated the following issues: SMMEs understanding of BSR; BSR as a sound business philosophy/practice for SMMEs; Why SMMEs undertake BSR; SMMEs’ attitude towards BSR; Barriers to SMMEs’ BSR engagement; and main BSR activities of SMMEs. In this study, research was conducted on the SMMEs of the Botshabelo industrial estate. After a thorough literature review, data were collected from 170 respondents on 137 out of the 150 SMMEs operating in Botshabelo. The results of the data analysis suggest that the SMMEs investigated have a good understanding of the concept and its value. However, the SMMEs focus mainly on employee and customer issues while showing less concern for community and environmental issues. The SMMEs also encounter barriers to BSR engagement which mostly have to do with lack of time. Based on these findings, recommendations are made regarding policy and further research.
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Jones, Daniel Lee. "Organizing risky business: The social construction and organization of life insurance, 1810 to 1980." Diss., The University of Arizona, 1999. http://hdl.handle.net/10150/298751.
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The "New Institutionalism" (DiMaggio and Powell 1991) posits a Theory of Practical Action as the basis for persisting social arrangements in economic life. In this project, I use this perspective to explain the social construction and organization of the life insurance industries of New York and Arizona. I develop an institutionalized-strategies explanation of industry organization. Research by Dobbin (1994b) showed the influence of embedded "institutional logics" in shaping rational responses to the economic business of railroads in Britain, France, and the United States. I combine Dobbin's argument with recent research on the development of state-level economic policies in the United States. Leicht and Jenkins (1994) identified three distinct "strategies" employed by states in implementing economic policies, and they imply that the strategies differ mainly in their "assumptions about the nature of economic growth and the role of the state" in economic development (1994:257). 1 argue that these findings suggest that states adopt a particular strategy--a set of similar Policy tools ("tactics") for specific policy targets. Applied to the insurance industries of New York and Arizona, an institutionalized-strategies view proposes that variation in state insurance laws reflects the meanings lawmakers associate with the economic enterprise of "life insurance." Different public conceptions of life insurance as a business led to different meanings for policymakers, and these meanings defined what tactics of control are legitimate and appropriate. These meanings derived from the economic and cultural legacy in the state--cultural heritage and economic history gave meaning to images of life insurance as a business enterprise. The legitimate, rational actions (tactics) of policymakers followed from the cultural legacy of the two states, and they constituted overall strategies directed at controlling life insurance companies. The sociocultural and historical embeddedness of meanings associated with the business of life insurance makes the lines of action rational in the minds of policymakers. In addition to showing how this process operated in the two states, I document the outcomes of such organizing activity--different rates of organizational dynamics and industry trajectories as reflected in rates of foundings, entries, and failures of life insurance companies.
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Maschino, Denis. "Avantages comparés, specialisation internationale intra-industrie et achats publics : aspects conceptuels, quantitatifs et institutionnels au Canada." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=74064.
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Hartley, E. "The institutional treatment of juvenile delinquency : aspects of the English reformatory and industrial school movement in the nineteenth century." Thesis, University of Leicester, 1986. http://hdl.handle.net/2381/35643.
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This thesis studies the significance of the reformatory as a nineteenth century institution whose purpose was to reduce and eventually eliminate Juvenile crime. It examines in particular the reformatory school and the long-term industrial school (together with its products the truant and day industrial school). It is argued that the growth and development of these schools was governed by the dynamic interaction of social pressures and institutional responses, but the Home Office's position between these two forces was often a formative influence in its own right. Some of the traditional interpretations of reformatory history are reviewed critically, particularly the view that reformatory and industrial schools were the creations of wide-ranging fears about juvenile criminality, and that Home Office Schools were no longer seen as socially relevant by the end of the nineteenth century. There are two fundamental themes. The first is concerned with the ideological underpinning of the industrial and reformatory school movement, both at its inception and during its development in the second half of the century. The theory and practice of the institutions forms the second theme, and a detailed study of daily regimes is integral to an attempt to assess how legal and social changes were interpreted and acted upon in the schools. The final part of the thesis suggests that toward the end of the nineteenth century Home Office Schools adapted in a variety of ways to the changing demands made upon them, and continued to function as significant agents in society's attempts to remodel the characters of its non-conforming children.
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Trevisan, Lino. "Interculturalidade no ambiente empresarial: relações entre brasileiros e estrangeiros na Volkswagen/Audi de São José dos Pinhais-PR." Centro Federal de Educação Tecnológica do Paraná, 2001. http://repositorio.utfpr.edu.br/jspui/handle/1/175.
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Este trabalho foi motivado pelo interesse de pesquisar as relações interculturais entre trabalhadores brasileiros e estrangeiros numa empresa multinacional do setor automobilístico instalada na região metropolitana de Curitiba. A empresa selecionada para a realização da pesquisa de campo foi a Volkswagen/Audi instalada em São José dos Pinhais. A referida pesquisa teve como objetivo identificar as dificuldades enfrentadas pelos funcionários no relacionamento intercultural e as estratégias utilizadas para superá-las. Sendo uma pesquisa de natureza qualitativa, optou-se pela realização de entrevistas semi-estruturadas para a coleta de dados. Foram entrevistados quinze trabalhadores brasileiros e dez "expatriados" dos setores de produção e de administração. Utilizou-se como referencial teórico os conceitos de cultura, diversidade cultural, interculturalidade e cultura organizacional. Para melhor compreensão das representações dos dois principais grupos de entrevistados - brasileiros e alemães - fez-se também uma breve caracterização da cultura e da cultura organizacional brasileira e alemã. Na apresentação dos resultados da pesquisa, faz-se a exposição das representações dos brasileiros, depois dos expatriados, para em seguida analisá-las à luz do referencial teórico que fundamenta este trabalho, apontando semelhanças e diferenças nas representações dos dois grupos de entrevistados sobre suas relações interculturais na empresa. As representações foram agrupadas em blocos e organizadas em itens, nos quais foram reunidas as características mais reveladoras das opiniões mencionadas pelos entrevistados e que respondem ao objetivo deste trabalho. Portanto, inicia-se com algumas considerações de ordem geral, depois são apresentadas as dificuldades identificadas pelos funcionários no relacionamento intercultural, seguidas das estratégias utilizadas para superá-las. Finalmente apresenta-se as representações recíprocas do "nós" e "eles" manifestadas nas entrevistas pelos funcionários brasileiros e xpatriados. A discussão destas representações e tentativa de análise, por sua vez, é uma nova interpretação, feita pelo autor. Em síntese este trabalho é uma interpretação de interpretações.This investigation started from an interest to study the intercultural relationships between Brazilian and foreign workers in an automobile multinational company located in the outskirt area of Curitiba. The company chosen to be the setting of the research was Volkswagen/Audi located in São José dos Pinhais. The objective of this investigation was to identify difficulties employees faced in the intercultural relationships and the strategies they used to overcome the problems. Semi-structured interviews were used to collect data since this study was designed in a qualitative paradigm. Fifteen Brazilian workers and ten expatriates of the production sector and administrative department were interviewed. The concepts behind this study are the cultural, cultural diversity, intercultural relationships and organizational culture concepts. In order to better understand the representations of the two main groups interviewed - Brazilians and Germans - brief features of the culture and organizational culture of Brazil and Germany were raised. In the results of the research, Brasilian representations weere shown followed by the "expatriates". Afterwards, these representations were analyzed using the concepts which support this study showing similarities and differences of representations of the two groups interviewed concerning their intercultural relationsships in the company. The representations were grouped in blocks and organized in items, the most revealing characteristics of the opinions mentioned by the interviewees were reunited and which meets the objetive of this study. Therefore, in this investigation some general considerations were made, followed by the presentation of the difficulties identified by the employees in the intercultural relationships, and after that, the strategies used by the group to overcomme the problems. Finally, reciprocal representations of "we ant "they", which were found in the interviews of the two groups, were presented. The discussion of these representations and the attempt to analyze them is a new interpretation done by the researcher. In sum, this study is the interpretation of interpretations.
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Lawrence-Fuller, Marilyn Susie. "The effect of perceived control on the decision to withdraw from an organization in an inequitable situation." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2664.
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This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
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Human, Debbie. "The corporate social dimension of the triple bottom line : a sustainable development perspective." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50127.
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Thesis (MComm) -- University of Stellenbosch, 2004.ENGLISH ABSTRACT: In the past the social dimension of business has often been neglected and regarded as inferior to issues related to the financial sphere of business. The rise of sustainable development and a growing awareness regarding the frailty of earth's resources have placed renewed emphasis on the importance of the corporate social dimension for sustained business success. Scrutiny of the literature revealed that numerous misconceptions regarding the corporate social dimension still prevailed and that the success of sustainable development is often jeopardised by a lack of implementation. The triple bottom line (TBL), a concept that embraces corporate economic, environmental and social elements, was identified as a most appropriate way of elucidating the corporate social dimension and for operationalising sustainable development, as it provides several philosophic and implementation principles and guidelines. The objective of this study was to contribute to an improved understanding of the corporate social dimension and its implementation as one of the three parts of the TBL, within the perspective of sustainable development. To achieve this objective it was considered fundamental to analyse the importance and development of the corporate social dimension, the concepts and terminology related to the social dimension, and the current status of the corporate social dimension in both a South African as well as a global context. The positive aspects and limitations of extant approaches were subsequently delineated. Another important prerequisite for achieving the objective of the study was the clarification of the importance, meaning and implications of sustainable development, and the TBL approach as an operationalisation method. The development, three drnensions, importance and benefits of the TBL approach were analysed and several fundamental principles and compulsory guidelines were identified as vital conditions (e.g. a stakeholder approach, leadership support and involvement, equal consideration of all the elements of the TBL, etc.) for apt TBL adoption and sustained business success. An analysis of the relevance of sustainable development and TBL principles and guidelines for the corporate social dimension, and the interrelation between business, government and the social dimension, contributed towards an improved understanding of the social dimension of the corporate triple bottom line and its implementation within the perspective of sustainable development, thereby facilitating the achievement of the objective of the study. The most salient conclusions of the study focused on the importance of addressing the corporate social dimension in an integrated manner within the perspective of sustainable development and by means of the TBL approach, despite the seemingly elusive nature of the social dimension and numerous debates and viewpoints regarding it. Based on the conclusions of the study a number of recommendations were made regarding the process of leveraging the context-specific and dynamic nature of corporate social definitions and viewpoints, the advancement of business application, and the advancement of theory.
AFRIKAANSE OPSOMMING: In die verlede is die sosiale dimensie van besigheid dikwels geïgnoreer en beskou as ondergeskik teenoor kwessies verwant aan die finansiële sfeer van besigheid. Die opkoms van volhoubare ontwikkeling en 'n groeiende bewuswording van die beperktheid van die aarde se hulpbronne het hernieude aandag gevestig op die belangrikheid van die korporatiewe sosiale dimensie vir volhoubare besigheidsukses. 'n Literatuur ondersoek het getoon dat verskeie wanbegrippe met betrekking tot die korporatiewe sosiale dimensie steeds bestaan en dat die sukses van volhoubare ontwikkeling dikwels op die spel geplaas word deur 'n gebrek aan implementering. Die "triple bottom line" (TBL), 'n konsep wat die korporatiewe ekonomiese, omgewings en sosiale elemente omhels, is geïdentifiseer as die mees geskikte manier om die korporatiewe sosiale dimensie toe te lig en volhoubare ontwikkeling te operasionaliseer, aangesien dit verskeie filosofiese en implementerings beginsels en riglyne verskaf. Die doelwit van hierdie studie was om 'n bydrae te lewer tot 'n verbeterde begrip van die korporatiewe sosiale dimensie en die implementering daarvan as een van die drie dele van die TBL, binne die perspektief van volhoubare ontwikkeling. Ter bereiking van hierdie doelwit is dit as fundamenteel beskou om die belangrikheid en ontwikkeling van die korporatiewe sosiale dimensie, die konsepte en terminologie verwant aan die sosiale dimensie, en die huidige status van die korporatiewe sosiale dimensie, beide in Suid-Afrika en in 'n globale konteks, te analiseer. Die positiewe aspekte en beperkinge van bestaande benaderings is vervolgens ondersoek. Nog 'n belangrike voorvereiste vir die bereiking van die doewit van die studie was die uitklaring van die belangrikheid, betekenis, en implikasies van volhoubare ontwikkeling, en die TBL benadering as 'n operasionaliserings metode. Die ontwikkeling, drie dimensies, belangrikheid en die voordele van die TBL benadering is geanaliseer en verskeie fundamentele beginsels en verpligtende riglyne is geïdentifiseer as deurslaggewende vereistes (bv. 'n belanghebbende benadering, leierskap ondersteuning en betrokkenheid, gelyke oorweging van al die elemente van die TBL, ens.) vir gepaste TBL aanneming en volhoubare besigheidsukses. Die analisering van die relevansie van volhoubare ontwikkeling en TBL beginsels en riglyne vir die korporatiewe sosiale dimensie, en die interverwantskap tussen besigheid, die regering en die sosiale dimensie, het bygedra tot "n verbeterde begrip van die sosiale dimensie van die korporatiewe TBL en die implementering daarvan binne die perspektief van volhoubare ontwikkeling, en daardeur ook tot die fasilitering van die bereiking van die doelwit van die studie. Die mees uitstaande gevolgtrekkings van die studie fokus op die belangrikheid van die aanspreek van die korporatiewe sosiale dimensie op "n geïntegreerde wyse binne die perspektief van volhoubare ontwikkeling en deur middel van die TBL, ten spyte van die skynbaar ontwykende aard van die sosiale dimensie en die vele debatte en oogpunte met betrekking tot die konsep. Gebaseer op die gevolgtrekkings van die studie is "n aantal aanbevelings gemaak met betrekking tot die proses van die hefboming van die konteks-spesifieke en dinamiese aard van korporatiewe sosiale definisies en oogpunte, die bevordering van besigheidstoepassing, en die bevordering van teorie.
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Wesley, S. Scott. "Background data subgroups and career outcomes : some developmental influences on person job-matching." Diss., Georgia Institute of Technology, 1989. http://hdl.handle.net/1853/31065.
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Winters, Brittney. "PERSON-CORPORATE SOCIAL RESPONSIBILITY FIT: CONSIDERING THE EFFECTS OF CORPORATE VALUES ON FIT WITHIN THE ORGANIZATION." CSUSB ScholarWorks, 2015. https://scholarworks.lib.csusb.edu/etd/255.
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Corporate social responsibility (CSR) is an expanding trend as more organizations have adopted various CSR policies. Due to this, CSR has been a growing topic in Business and Psychology research, especially on the micro-level of CSR’s effects on individual employee outcomes. In this study, we proposed a new sub-dimension of Person-Organization (P-O) fit, such that there’s a Person-CSR (P-CSR) fit: the perceived congruence between an individuals’ values with an organization’s CSR initiatives. We predicted that P-CSR fit would explain additional variance over and beyond P-O fit for organizational outcomes: organizational commitment, organizational identity, job satisfaction, and organizational citizenship behaviors. Further, we predicted the relationship between P-CSR fit and these organizational outcomes would be moderated by the individual’s social responsibility values. Using a sample of 230 participants, who worked for their current organization for an average of 2.92 years and an average of 35.10 hours per week, results of this study consistently found P-CSR fit to capture additional variance over and beyond P-O fit. However, this study did not find the predicted moderating relationships. This study provides important implications for organizations that do not have CSR established, organizations that have CSR but do not make it known, and organizations that have CSR that are not proactive nor reflective of their industry.
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Sollitto, Michael. "Why and How Organizational Members Encourage Their Peer Coworkers to Voluntarily Exit the Organization| An Investigation of Peer-Influence Exit Tactics." Thesis, West Virginia University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3637642.
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Previous scholars have found that organizational members use various tactics to encourage their peer coworkers to voluntarily exit their organizations. These tactics are known as peer-influence exit tactics. What has been missing from the literature is clarity about the factors that influence organizational members' use of peer-influence exit tactics. This dissertation explored the construct of peer-influenced exit to develop greater clarity about the motives for encouraging peer coworkers to leave, the characteristics of the peer-influence exit tactic source and receiver, and the organizational influences on peer-influenced exit. Study 1 used an open-ended survey design to explore the motives, process, and means through which peer-influenced exit occurs and the success of using peer-influence exit tactics. Results indicated that organizational members use eight peer-influence exit tactics and have four overarching motives for using them. Organizational members also reported that they consciously planned their tactics and the tactics were used with some success. Study 2 used an experimental design to explore how certain tactic source and receiver characteristics and organizational characteristics affect the use of peer-influence exit tactics. Results of an exploratory factor analysis revealed that organizational members use affirmation, unprofessional, depersonalization, and professional peer-influence exit tactics. Results of the experiment indicated that organizational members use affirmation, unprofessional, depersonalization tactics more frequently with low performing peer coworkers than with high performing peer coworkers. No differences emerged regarding the use of peer-influence exit tactics based on the cohesiveness of the organizational culture. The results also revealed relationships between competitiveness, agreeableness, and self-esteem of the source and peer-influence exit tactics. Study 3 incorporated a correlational design in which working adults were surveyed about their personal experiences with peer-influenced exit. Results revealed that personal gain, altruistic, organizational enhancement, and climate improvement motives predicted the use of peer-influence exit tactics, as did the competitiveness, agreeableness, and self-esteem of the source, perceived similarity, work performance, liking, and organizational influence of the target, and the organizational climate, supervisor complicity, and coworker regard. The results provide greater insight into the antecedents and outcomes of organizational exit that are valuable for both organizational communication scholars and organizational practitioners.