Dissertations / Theses on the topic 'Multilevel Cultures'
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Sweigard, Thomas L. "The changing classroom culture : participants' perspectives of a first, second grade multilevel classroom /." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487777170405708.
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Jang, Seulki. "A Multilevel Examination of Cultural Moderators of the Job Demands-Resources Model." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5826.
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Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.
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Safari, Sara [Verfasser]. "Towards a multilevel theory of destination branding culture : advancing theory building in tourism management / Sara Safari." Hannover : Technische Informationsbibliothek und Universitätsbibliothek Hannover (TIB), 2015. http://d-nb.info/1074968433/34.
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Franche, Véronique. "Toward a Multilevel Extension and Cross-Cultural Assessment of the 2 x 2 Model of Perfectionism." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/37058.
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Perfectionistic standards are ubiquitous features conveyed in several aspects of life. Although some aspects of perfectionism may be beneficial to promote achievement, continuously targeting perfection and flawlessness has been shown to impede on one’s psychological adjustment, motivation, and self-regulation (Hewitt & Flett, 1991). Essentially, there still exists no consensus among researchers to identify whether perfectionism—or at least, some facets of perfectionism— is likely to promote or undermine positive outcomes (e.g., Gotwals, Stoeber, Dunn, & Stoll, 2012). The 2 × 2 model of perfectionism (Gaudreau, 2012; Gaudreau & Thompson, 2010) is a welcome addition for researchers studying perfectionism because it proposes an open-ended theoretical system in which novel hypotheses are amenable to empirical scrutiny, thus offering leeway for researchers to theorize and reinterpret those past mixed findings. The overarching goal of this dissertation was to address some of the gaps of the perfectionism literature in order to better understand under which circumstances perfectionistic standards are useful to foster achievement without thwarting psychological adjustment. Accordingly, the current dissertation used the 2 × 2 model of perfectionism as theoretical framework to propose four original studies regrouped under three articles. In Article 1, we aimed at providing a multilevel extension of the 2 × 2 model in order to better understand how the relationships between subtypes of perfectionism and indicators of positive and negative psychological adjustment may vary according to the level of analysis that is being studied. In other words, in this study, we examined the within-person relationships between subtypes of perfectionism and psychological adjustment (i.e., accounting for the fact that these relationships may vary within each person from one life domain to another) in complement to the between-person relationships (i.e., accounting for individual differences across people). A sample of 338 undergraduate students completed measures of perfectionism, vitality, goal progress, affect, and stress for each life domain in which they reported being invested. Preliminary analyses of multilevel confirmatory factor analysis supported the multilevel factorial structure of our measure. Furthermore, results of multilevel regressions with random coefficient supported most hypotheses of the model with positively-, but not negatively-worded outcomes, deserving further discussion. In an attempt to better understand these unexpected yet interesting findings, Article 2 aimed at extending the findings of Article 1 by examining the multilevel associations between subtypes of perfectionism and coping strategies of undergraduate students. Two studies were conducted to examine the between- and within-person relationships respectively. Accordingly, 332 undergraduate students completed measures to assess their dispositional perfectionism and coping tendencies in Study 1 (i.e., between-person). In Study 2, 203 undergraduate students completed repeated measures of perfectionism and coping for each life domain in which they reported being invested (i.e., within-person). Results of multiple regressions from Study 1 (i.e., between-person) showed similar findings than those obtained in past research with task- and disengagement-oriented coping, and support of all four hypotheses was obtained with relative coping (i.e., proportion of task-oriented compared to one’s overall coping). Results of multilevel regressions with random coefficient from Study 2 (i.e., within-person) provided support for all hypotheses with disengagement-oriented coping, two hypotheses with task-oriented coping, and three hypotheses with relative coping. Finally, in Article 3, we aimed at identifying the potential role of moderators in the 2 × 2 model of perfectionism, particularly the role of sociocultural identity. A sample of 697 undergraduate students (538 Euro Canadians and 159 Asian Canadians) completed measures aimed at assessing perfectionism and indicators of school achievement (i.e., satisfaction and grade-point average). Preliminary multi-group confirmatory factor analyses with invariance testing supported the factorial structure of our measure across both samples, thus rendering the measure equivalent across both sociocultural groups. Furthermore, results provided support for our socially prescribed perfectionism as a cultural makeup hypothesis, suggesting that Asian Canadians with a subtype of mixed perfectionism (i.e., high self-oriented and high socially prescribed perfectionism)—in contrast to their Euro Canadians counterparts—were able to reach both the achievement and satisfaction targets known to play an important part in the positive academic experience of students. Overall, the current dissertation bears significant theoretical implications by providing further validation of the 2 × 2 model of perfectionism, as well as supporting a multilevel and cross-cultural extension. It also holds methodological contributions by supporting the factorial invariance of the short-Multidimensional Perfectionism Scale across levels of analysis and sociocultural groups. Furthermore, this dissertation involves practical implications for clinical psychologists by underlining the need to compare clients to their own average across significant domains of their life (e.g., to monitor their progress or areas of concern) along to the normative standards designed to compare them with individuals (e.g., to monitor their levels in comparison to the population).
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Lowe, Sidney. "Culture and organisation in Hong Kong : a multi-level investigation." Thesis, King's College London (University of London), 1998. https://kclpure.kcl.ac.uk/portal/en/theses/culture-and-organisation-in-hong-kong--a-multilevel-investigation(7bf379a7-1fcd-4321-875f-81680946a38a).html.
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Negishi, Meiko. "A cross-cultural, multilevel study of inquiry-based instruction effects on conceptual understanding and motivation in physics." Diss., Mississippi State : Mississippi State University, 2007. http://library.msstate.edu/etd/show.asp?etd=etd-03302007-095858.
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Mixson-Perez, Nicole. "Sizing Up Miami: A Multilevel Analysis of The Discourses and Politics of Obesity." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1183.
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National media attention sensationalizes the panic of obesity prevalence, placing fat bodies in the spotlight. Scholars employing social and cultural analyses criticize the way negative messages about obesity and fatness are delivered. Few studies directly engage with people of different body sizes asking how their experiences interact with the discourses that frame fat bodies as part of the “epidemic.” The present study is informed by scholarship centered on critical perspectives of health, food and embodiment furthering a critique of the way messages are disseminated by local health and food justice organizations through media campaigns and community programs that heighten fears of fatness. Miami offers a unique lens for a place-based approach to problematize assumptions, politics and discourses about bodies and health. Analysis of interviews with six organization representatives shows an overall emphasis on individually-targeted initiatives that detract from examining structural factors. This phenomenon aligned with mainstream discourse, centering individual choice and responsibility at the heart of the purported problem of obesity. An ethnography of body size, where residents of Miami communities speak to their own perspectives on these organizations and discourses, offers a unique approach showing how messages interact with lived experiences. The narratives of twenty women demonstrate their own concerns and thoughtfulness in making sense of the ubiquitous claims about obesity. My work contributes to critical theoretical perspectives that engage with problems of the body, health, food studies and elements of gender, race and class across numerous disciplines. This multi-disciplinary approach underscores the complexities of embodied experiences of discourses, politics, body size, health and place.
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Colobrans, Jordi. "New age y nuevas formas de organización empresarial: el caso de Amway Co. y las culturas del multinivel." Doctoral thesis, Universitat de Barcelona, 1996. http://hdl.handle.net/10803/667546.
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¿Cómo se disciplina a los hombres y mujeres en una sociedad democrática para que, trabajando para el capital, vivan una experiencia de libertad individual? ¿Es posible resolver el antagonismo entre lo social y lo económico que ha estado caracterizando el proceso de desarrollo industrial de Occidente? En esta investigación analizo un complejo caso de gestión empresarial en una multinacional de origen americano dedicada a la venta directa que compite en el sector distribución. Esta compañía, como otras que han estado iniciando sus actividades en los USA desde la II Guerra Mundial, trata de resolver este antagonismo instrumentalizando el concepto de cultura con el fin de incrementar la productividad de su fuerza de ventas, expandir su red de comerciales a través del tejido social y asegurar la fidelidad del consumidor.
Estas compañías plantean la cuestión de si la cultura, como sistema de significados que permiten interpretar la experiencia, puede ser empleada para incrementar la competitividad de las compañías. La respuesta es afirmativa. Sin embargo, el coste social que ello supone puede ser muy elevado.
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Reis, Germano Glufke. "Global mindset e fatores culturais: influências nas competências de subsidiárias brasileiras no exterior: pesquisa multinível." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-02052012-200909/.
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Este trabalho examinou as influências do global mindset (GM) e de características culturais (distância do poder e controle de incertezas) das matrizes de multinacionais brasileiras sobre a formação de competências em suas subsidiárias no exterior. Mais especificamente, investigou a influência dessas variáveis independentes sobre o desenvolvimento, nas próprias subsidiárias, de competências passíveis de serem transferidas (para outras unidades ou para a matriz), bem como sobre a transferência de competências da matriz para as subsidiárias. Além disso, o trabalho também investigou quais são as características atuais do GM das multinacionais brasileiras. Para testar as hipóteses de pesquisa, foi realizada um survey que empregou uma abordagem multinível e, na análise empírica, foi utilizada a modelagem hierárquico-linear. Um conjunto de 97 multinacionais foi identificado e convidado a participar. O número de questionários devolvidos e considerados para a análise empírica, foi: 64 questionários de matrizes (nível 2) e 79 questionários de subsidiárias (nível 1). Os resultados da análise descritiva indicaram que as multinacionais brasileiras têm, em geral, um alto GM; esse resultado reflete o perfil da amostra, que foi composta por empresas brasileiras que estão entre as mais internacionalizadas. Ainda assim, detectou-se um pequeno grupo (6%) que apresentou GM mais baixo. Identificou-se, também, que \"habilidades globais\" é a dimensão do GM que apresenta as maiores fragilidades entre as empresas brasileiras. Além disso, a análise de clusters indicou que as empresas têm diferentes configurações, quando o seu GM e fatores culturais são considerados em conjunto; o maior conglomerado apresenta uma composição de alto GM e altos fatores culturais, simultaneamente. Os resultados da análise multinível, por sua vez, apontaram que há uma relação positiva entre GM e o desenvolvimento de competências não locais nas subsidiárias; já os fatores culturais analisados (distância do poder e controle de incertezas), têm uma relação negativa com o desenvolvimento dessas competências. Por outro lado, a influência de fatores culturais é maior do que a do GM (conforme análise dos coeficientes de regressão). Também foram identificados efeitos de dimensões que compõem as variáveis independentes: habilidades globais têm uma relação positiva e distância do poder tem uma relação negativa como o desenvolvimento de competências não locais nas subsidiárias. Os resultados também revelaram efeitos das variáveis GM e fatores culturais sobre competências específicas, desenvolvidas nas próprias subsidiárias ou transferidas a partir da matriz brasileira. Somente quando as competências foram testadas em separado surgiram resultados significantes para a transferência da matriz. O presente trabalho contribui com a teoria e pesquisa em negócios internacionais ao explicitar o modo como GM e cultura da matriz relacionam-se à formação de competência nas subsidiárias. Foi observada, sobretudo, a sua influência sobre as competências não locais das subsidiárias, que podem ser transferidas para outras unidades da rede multinacional. Como estas competências são muito importantes para a competitividade internacional das empresas brasileiras, observa-se que essas dimensões ao nível da matriz (GM e cultura) requerem especial atenção e devem ser monitorados e gerenciadas. Uma outra contribuição do estudo é de natureza metodológica, ao explorar um formato de pesquisa (multinível) e uma abordagem de análise empírica (HLM), que são pouco freqüentes em pesquisas quantitativas da área de negócios internacionais, apesar do seu grande potencial. Os limites da pesquisa, bem como indicações para novos estudos, também são apresentados.This study examined the influences of global mindset (GM) and cultural characteristics (power distance and uncertainty avoidance) of Brazilian multinational headquarters on the formation of competences at their foreign subsidiaries. More specifically, it investigated influences of those independent variables on the development of non-local competences (by the subsidiaries themselves) and on the transfer of competences from the parent companies to their subsidiaries. Furthermore, the study investigated the main characteristics of Brazilian multinationals´ GM. For the hypotheses to be tested, a survey was carried out, employing a multilevel research design; for the empirical analysis, a hierarchical linear modeling was employed. Initially, a set of 97 Brazilian multinationals were invited to take part in the research. The total number of returned and acceptable questionnaires was: 64 from headquarters and 79 from subsidiaries. The results of the descriptive analysis indicated that Brazilian multinationals have, in general, a high GM; this finding reflects the profile of the sample which comprised some of the most internationalized Brazilian companies. Nevertheless, it was identified that a small group of companies (6%) show lower GM levels; it was also observed that \"global skills\" is the GM dimension regarding which Brazilian firms are most fragile. Furthermore, a cluster analysis revealed that those companies present multiple configurations when GM and cultural factors were considered simultaneously; the most numerous cluster encompassed companies which have, at the same time, higher GM levels and higher cultural factor levels. The multilevel analysis, in turn, indicated that there is a positive relationship between GM and the development of non-local competences at subsidiaries; conversely, cultural factors (power distance and uncertainty avoidance) are negatively related to development of non-local competences. Furthermore, according to the regression coefficient analysis, the effect of cultural factors on non-local competences is stronger than the GM effect. When the dimensions that comprise the independent variables were tested separately, it was noticed that global skills are positively related to development of non-local competences at subsidiaries; power distance, in turn, is negatively related. The results also revealed effects of GM and cultural factors on specific competences developed at subsidiaries or transferred from Brazilian headquarters. Significant results for headquarter transfers were noticed only when the competences were tested separately. This work contributes to theory and research on international business by showing how culture and GM influence the formation of competences at subsidiaries, particularly competences that may be transferred to the multinational network (non-locals). As such competences are especially relevant for the competitiveness of Brazilian companies abroad, the headquarter dimensions (GM and culture) deserve to be monitored and managed. Another contribution of this study is of methodological nature, as it employed a multilevel research design and hierarchical linear modelling. In fact, these approaches have been overlooked in international business research, despite their potential and strengths. The limits of this study and suggestions for further research are also discussed.
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Alrebeay, Bander. "The mediating role of organisational culture and human capital in the effects of HR systems on service performance, OCB and turnover intentions : a multilevel study." Thesis, University of Southampton, 2017. https://eprints.soton.ac.uk/422226/.
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Relying on the Ability-Motivation-Opportunity (AMO) model, resource-based view (RBV), and human capital perspectives, this study examines the influence of HR systems (skill-enhancing practices, motivation-enhancing practices, and empowerment-enhancing practices) on organisational and individual outcomes. Seeking an explanation for the underlying mechanism, this study investigates the mediating effect of organisational culture and human capital on the association between HR systems with organisational-level outcomes (service performance and organisation-citizenship behaviour) and the individual-level outcome (turnover intentions). This study considers the important role of employees’ perceptions of HR practices by combining the perceptions of HR managers with those of employees in a multilevel analysis. The empirical research is based on a sample of 1,207 usable questionnaires from 129 HR managers and 1,078 employees in 98 companies in knowledge-based services in Saudi Arabia. The multilevel structural equation modelling (MSEM) with Mplus, version 8, is used to analyse the data. This study shows that not all HR systems affect organisational outcomes in similar ways. While motivation-enhancing practices are the only HR system to have a direct effect on service performance, all three HR systems have direct effects on OCB and turnover intentions. The skill-enhancing practice have the largest effect on OCB while the empowerment-enhancing practice have the largest effect on turnover intentions. The analysis reveals that different HR systems may contribute to shaping various organisational cultures in order to attain the desired outcomes. While the relationships between skill and empowerment practices, and service performance are positively mediated by competitive and innovative cultures, such relationships are negatively mediated by bureaucratic cultures. In contrast, these culture types have opposite effects on the relationship between motivation-enhancing HR practices and performance. This study finds that while bureaucratic and community cultures negatively mediate the effects of skill- and empowerment-enhancing HR practices on OCB, both culture types positively mediate the effects of motivation-enhancement practices on OCB. This study does not support the mediating effect of organisation culture on the association between HR systems and turnover intentions. This study shows that human capital only mediates the relationship between motivation-enhancing HR practices and both service performance and OCB. The present research provides several noteworthy contributions to our understanding of the mechanism by which HRM influences performance in the service sector. Although the present study describes some of its limitations, it highlights a number of important implications for researchers, as well as for practitioners. A number of possible directions for future studies have been provided.
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Compion, Sara. "VOLUNTEERING AND DEMOCRATIZATION IN SOUTHERN AFRICA: A STRUCTURAL AND CULTURAL ANALYSIS." UKnowledge, 2016. http://uknowledge.uky.edu/sociology_etds/30.
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This dissertation examines the practices and social constructions of volunteering in Southern Africa. Grounded in structural and cultural theory, I focus on volunteering as the product, rather than the raw material, of political processes. My approach stresses the volunteers’ perspectives, yet centers on critiques of dominance. In doing so, I destabilize the view of volunteering as inherently pro-social behavior, or as intrinsically characteristic of deepening democratic systems.
Combining evidence from Afrobarometer surveys and twelve months of ethnographic fieldwork in South Africa and Zambia I show how meanings and practices, not just resources and capital, shape the socially constructed nature of volunteering given specific historic, economic and political conjunctures. The findings reveal that contemporary practices of volunteering in Southern Africa are a consequence of poverty, paternalistic exchange relationships, and state-civil society partnerships undergirded by foreign development aid.
The dissertation is structured around four empirical points. The first concerns who volunteers. I identify characteristics of Africans who are most likely to actively belong to voluntary groups, and pinpoint the role of foreign development aid and poverty in shaping the volunteer landscape. The second highlights the positive connection between civic culture and active voluntary group membership in Africa, but I argue that this association does not inherently translate into greater democratic gains for a country. The third emphasizes “why” people volunteer. I document the exchange nature of volunteering, revealing its practical function for maintaining social cohesion and augmenting social capital, while simultaneously entrenching social hierarchies and paternalistic inequalities. The fourth point offers a theory linking three orientations to volunteering with activities in three different types of civil society. These view can be “allegiant,” “opportunistic,” or “challenging” and steer people toward volunteer activities that match their inclinations to enhance, confront, or preserve given social systems.
Throughout this dissertation I illustrate how volunteerism aids residents of complex, diverse societies to define new social relations, craft compatible identities, and make meaning of social change. I present an effort in doing a sociology of volunteerism from Africa, rather simply in Africa, which increases the generalizability of existing theories of volunteerism to post-colonial, developing country contexts.
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Dixon, Anna R. "Health and wealth dietary supplements, network marketing and the commodification of health /." Thesis, University of Hawaii at Manoa, 2003. http://proquest.umi.com/pqdweb?index=0&did=765033321&SrchMode=1&sid=2&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1233358954&clientId=23440.
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Roberts, John Cameron Dinsmore. "The evolution of discursive story-lines during socio-technical transitions : an analytical model applied to British and American road and rail transport during the twentieth century." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/the-role-of-political-and-cultural-discursive-conflict-in-twentiethcentury-transport-transitions-a-refinement-of-the-multilevel-perspective(4cacb141-b7fa-4713-8c99-4a76f328d713).html.
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This thesis develops and tests an analytical model describing the development of discursive story-lines at the niche and regime levels during a socio-technical transition. The problem is considered from a longitudinal and symmetrical perspective, meaning that it accounts for both positive and negative story-lines about niche and regime technologies over the entire course of a transition. The conceptual background of this thesis comes from Marteen Hajer’s account of discursive story-lines, which actors use to make sense of complex phenomena and problems. This thesis develops a four-phase analytical model to describe how these story-lines make sense of niche and regime technologies during a transition. This model is based on insights from two theoretical fields. The first is transitions theory, which describes how the relationship between niche and regime technologies changes over time, and suggests four moments of struggle during a transition. The second of these is Snow and Benford’s theory of frame resonance, which suggests four discursive resources which determine the appeal of story-lines. By combining these two theories, it is possible to identify the discursive resources available to niche and regime actors at different struggles during a transition, and the content of the story-lines that will be based on these resources. This leads to an analytical model in which niche and regime story-lines go through four identifiable phases as a niche technology replaces an incumbent regime. During each phase, story-lines promoted by niche and regime actors are shaped by the relationship of the two technologies to each other, the influence this has on niche and regime actors’ access to the four discursive resources, and by the ‘cultural landscape’, which accounts for large-scale changes in public cultural repertories. This theory is tested using two case studies, based on primary historical research on the transition from a rail-dominated transport system to a road-dominated transport system in the United Kingdom and the United States. Each of these transitions is broken down into four periods corresponding to the four phases of the analytical model. For each period, research on newspapers, magazines, and political debates provides an account of the dominant story-lines in each period, which are then compared with the analytical model. The findings of this research demonstrate that with some modifications, the analytical model is plausible. This has important implications for transitions theory, most notably that negative story-lines can be a destabilising influence in a socio-technical regime. It is also an important contribution to the debate over the role of conflict, politics, and contested understandings of technology during a socio-technical transition.
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Goudard, Mathieu. "Effets établissement dans l'enseignement supérieur et la recherche." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1087/document.
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La mesure et l'analyse d'éventuels effets établissement s'inscrivent dans le développement des pratiques d'évaluation des politiques publiques, à travers la construction d'indicateurs quantitatifs. Ainsi, on appelle effet établissement l'impact mesurable des caractéristiques d'une institution donnée sur un indicateur de résultat. Plus précisément, nous utilisons les modèles multiniveaux pour relier les informations dont on dispose au niveau des institutions à des indicateurs de résultat au niveau individuel. Dans un premier chapitre, nous étudions l'effet de caractéristiques des universités sur le salaire de leurs diplômés, en nous inscrivant dans le cadre de l'étude de la relation entre qualité de l'éducation et salaire. Il apparaît que deux éléments semblent jouer, d'une part l'orientation vers la professionnalisation des formations proposées, d'autre part la composition sociale de la population étudiante. Dans un second chapitre, nous discutons de la pertinence d'une modulation des dotations affectées aux universités suivant un critère d'insertion tel qu'il a été retenu par l'autorité de tutelle. En effet, nous avons retenu de la première partie que les caractéristiques propres des étudiants jouent le rôle le plus important. Dès lors, si on intègre les spécificités du marché du travail ainsi que la structure de l'offre de formation des établissements, il est délicat de distinguer un effet propre de l'université, et par conséquent d'envisager de les classer suivant le critère d'insertion considéréThe question of measurement and analysis of schooling effects takes place in the development of public policy evaluation, through the construction of quantitative indicators. We call schooling effects the measurable influence of an institution's characteristics on an output indicator. More precisely, we use multilevel models to link data we have at the institutionnal level to output indicators at the individual level.In the first chapter, we study the effect of universities characteristics on the earnings of their graduates by considering the analysis of the relation between quality of education and earnings. We find two effects : student get higher wages when they graduate from a more vocationnally oriented university but students graduating from universities where the student population is less favoured get lower wages.In the second chapter, we discuss the relevance of a modulation of the government fundings to universities based on job market integration criteria. We know that the individual characteristics of graduates are the main component affecting their integration. If we take into account the state of the job market, and the composition of the disciplines taught in institutions, it is hard to detect a specific effect of a university, and so to rank them according to such a criteria.In the third chapter, we propose to add to the human capital theory a grasp of social capital. We provide an illustration of this concept in the framework of scientific production by researchers in economics. By building indicators describing the publication habits within the institutions, we extend the question of schooling effects to the field of scientific research
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Brailly, Julien. "Coopérer pour résister : interactions marchandes et réseaux multiniveaux dans un salon d'échanges de programmes de télévision en Europe Centrale et Orientale." Thesis, Paris 9, 2014. http://www.theses.fr/2014PA090066.
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Aujourd'hui, dans de nombreux pays, les programmes de télévision de quelques entreprises américaines, les Majors, sont les plus populaires auprès des téléspectateurs. Cette thèse propose d'étudier le processus d'uniformisation culturelle qui a rendu ce phénomène possible en se concentrant sur les interactions commerciales sur le marché de la distribution de programmes de télévision. Nous avons choisi d'observer à la fois les acteurs qui portent cette uniformisation, les Majors, et les autres, qui essaient de résister. Pour ce faire, nous avons privilégié une entrée par les salons. En effet, ce secteur est structuré par un ensemble de salons et festivals, rythmant l'année. La stratégie de captation des Majors consiste à pratiquer des contrats exclusifs et à adopter un comportement de passager clandestin sur les salons. Durant ces derniers, ils sortent de la place de marché officielle, tout en restant à proximité, afin d'attirer les plus gros acheteurs. Ces comportements sont tolérés, car, pour un salon, la participation des Majors est une condition nécessaire à son succès du fait de leur popularité auprès des acheteurs. Au moyen d'une enquête ethnographique, d'une analyse des réseaux d'échanges d'informations et de rendez-vous entre individus, et d'une analyse des réseaux de contrats entre organisations reconstruits sur le principal salon en Europe Centrale et Orientale, nous montrons que les plus faibles peuvent résister en coopérant. Cette coopération correspond souvent à des mécanismes triadiques locaux, à la fois multiniveaux, multimilieux et multiplexes, que nous identifions avec leurs sous-structures et leurs conditions d'apparition, et dont nous testons la probabilité d'occurrenceToday television programs produced by a few American companies, the Majors, are among the most popular with viewers. This dissertation examines the process of cultural uniformisation that has driven this phenomenon by focusing on commercial interactions in the global distribution market for television programs. We observe both the actors who promote this uniformisation, the Majors, and the others, who try to resist it. To do this we look at how trade fairs in this sector work. Indeed, this industry is structured by a set of recurrent and annual trade fairs and festivals. The captation strategy of the Majors consists in offering only exclusive contracts and free-riding on the trade fairs themselves. During these events, they leave the official marketplace while remaining in the close vicinity in order to organize private screenings and attract the buyers with the deepest pockets. This behavior is tolerated because the participation, at least formal, ofthe Majors is vital for the organizers of the trade fairs due to the popularity of their production with buyers and the public. Based on ethnographic observations, organizational analyses and a multilevel network study (i.e. inter-individual networks of information exchange and of scheduled meetings, and inter-organizational networks of contracts between companies) in the main tradefair of Eastern Europe, we show that the weakest parties in the system can cooperate to resist the domination of the Majors. This cooperation is often based on local, triadic mechanisms that are multilevel, multimilieux and multiplex that we identify with their substructures, determinants and probability of occurrence
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Macaya, Javiera Fernanda Medina. "O processo de agenda-setting nas smart cities: uma análise do financiamento de uma agência multilateral." reponame:Repositório Institucional do FGV, 2017. http://hdl.handle.net/10438/18201.
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Esta pesquisa investiga como ocorre o processo de formação de agenda de smart city através do estudo da Iniciativa de Cidades Emergentes e Sustentáveis do Banco Interamericano de Desenvolvimento (ICES-BID), no município de Vitória (Espírito Santo, Brasil). Com esse objetivo, compõem este estudo as revisões de literatura de formação de agenda, smart cities e ajuda internacional. Foram entrevistados doze gestores, que participaram da Iniciativa, em nove entrevistas, as quais foram transcritas e codificadas no software Atlas TI©, seguindo as categorias dos fluxos múltiplos (KINGDON, 1995) e framework multinível (POZZEBON; DINIZ; JAYO, 2009). O principal resultado mostrou que, no contexto do caso estudado, o papel das agências multilaterais como agências financiadoras de smart cities influencia os fluxos, sendo relevante olhar para o fenômeno de modo complementar através das lentes do framework multinível.
This research investigates how the smart city agenda-setting process occurs through the study of the Inter-American Development Bank's Initiative for Emerging and Sustainable Cities (ICES-IDB), in the city of Vitória (Espírito Santo, Brazil). To this end, this study compiles the literature reviews of agenda-setting, smart cities and foreign-aid. Twelve managers, who participated in the Initiative, were interviewed in nine interviews, which were transcribed and coded in Atlas TI © software, following the multiple streams categories (KINGDON, 1995) and multilevel framework (POZZEBON; DINIZ; JAYO, 2009). The main result showed that, in the context of the case studied, the role of multilateral agencies as funding agencies of smart cities influences the streams, being relevant to look at the phenomenon in a complementary way through the lenses of the multilevel framework.
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Fressoz, Xavier. "La société européenne de la connaissance : Une restructuration du processus d'intégration." Thesis, Lille 2, 2017. http://www.theses.fr/2017LIL20022.
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Depuis le Conseil européen de Lisbonne en 2000, l’Union européenne s’active à devenir une société de la connaissance leader dans l’hypercompétition mondiale. Elle s’attache à enrichir et structurer ses ressources de diversité et de créativité en restructurant sa méthode d’intégration suivant une approche plus ascendante. Elle pousse aussi au décloisonnement de tous les secteurs socio-économiques afin d’en libérer les potentiels d’innovation. Une société en réseau se tisse ainsi grâce au développement des acteurs locaux et d’une connivence public-privé. Toutefois, ces mutations juridiques exigent l’adhésion active des citoyens. Dès lors, à côté des politiques d’éducation, de recherche et d’innovation, l’Union favorise les synergies avec les domaines de l’emploi, de la jeunesse et de la culture. Tous ces changements entraînent une quête effrénée de cohérence globale nécessaire à la compétitivité et à la durabilité du modèle européen de société de la connaissance. Pour atteindre ces objectifs, le droit européen va puiser sa cohérence dans l’articulation des concepts d’Etat social actif, de méritocratie et de démocratisationSince the European Council of Lisbon in 2000, the European Union tends to become a knowledge society leader in the world competition. It enriches and structures its ressources of diversity and creativity by generating a renewal of its integration method around a bottom-up approach. It stimulates too a decompartmentalization of all the socio-economic sectors to free all the innovation potentials. So, a network society appears thanks to the development of regional actors and a public-private connivance. But, the legal evolutions need to get the adhesion of the citizens. That’s why, in addition to the policies of education, research and innovation, the European Union fosters synergies with the domains of employment, youth and culture. All these transitions trigger a search of global coherence to guarantee the competitiveness and the sustainability of the European model of knowledge society. To reach these goals, the European law finds its coherence by articulating the notions of active welfare State, meritocracy and democratization
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Chen, I.-Chi, and 陳依琪. "A multilevel model of organizational culture, patient safety culture and patient safety performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/29368149204962749079.
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博士元智大學
管理學院博士班
99
Objective：Patient safety in health care organization has received much attention following the Institute of Medicine report “To Err Is Human: Building a Safer Health System” (IOM, 1999). The patient safety movement was rooted in the mid 1970s and 1980s, when medical malpractice claims were both high in number and severity (Johnson & Hudson, 2004). In Taiwan, the healthcare organization authorities, government and media initiated some attention to patient safety since 2002. Those several medical adverse events forced healthcare organizations and clinical manger started some movement including the recognition of healthcare risk management as a profession, adoption by health care leaders of continuous quality improvement principles, and advancement of the role of the hospital setting. Background：Patient safety culture as the product of individual and group values, attitudes, perceptions, competencies and patterns of behavior that determine the commitment to, and the style and proficiency of, an organization’s safety management. An organization with a ‘safety culture’ is open and fair with staff when incidents happen, learning from mistakes and, rather than blaming individuals, looking at what went wrong in the system. Through those actitives couls avoid unnecessary harm of patient and cost of healthcare organizations. The previous studies lacked systematic research on patient safety culture, therefore, it is important for health care organizations to assess their culture regarding patient safety in order to improve patient safety within the health care process. Methodology：The authors measured organizational culture (bureaucratic, supportive and innovative culture), patient safety culture and performance from 788 hospital workers among 42 hospitals in Taiwan. Multilevel analysis was applied to explore the relationship between organizational culture (group level) and patient safety culture and patient safety performance (individual level). In this research, the authors used SPSS 14.0 for Windows, Amos 7.0 and HLM 6.06 tools to estimate and evaluate the relationship among those variables. Conclusion： Overall, organizational culture plays an important role in patient safety activities. Safety performance of hospital staffs are influenced by the prevailing cultural norms in their organizations and work groups, building a safety culture for healthcare system which might understand the how organizations shaping their culture and how its work in safety issue. Constructed patient priority from management commitment to leadership is necessary, learning from and holding an open mind about mistake. For academic and management implications, research on patient safety should consider safety perception and consequence of hospital staffs, and furthermore consider those aspects in patient side. These factors are important for understanding the barriers and the possibilities embedded in patient safety.
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Ching-Yu, Huang, and 黃靖瑜. "Organizational Culture and Communication Pattern of Multilevel Marketing: A Case Study of E. Excel." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/61783926456654467508.
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Huang, Ching-Yu, and 黃靖瑜. "Organizational Culture and Communication Pattern of Multilevel Marketing: A Case Study of E. Excel." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/64533369506888234838.
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Sartison, Sean, and 夏尚恩. "A Multilevel Investigation of Job Satisfaction And Cultural Adjustment of Teachers in International Schools in Taiwan." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/66513441100000631118.
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碩士國立成功大學
國際管理碩士在職專班
97
The purpose of this study was to analyze the relationship between cultural adjustment and job satisfaction of foreign teachers in Taiwan. Using a multilevel design we tested the relationship between the individual level variables of personality and demographics and the group level variables of social support and human resource practices. Teachers and administrators from six accredited international schools inTaiwan completed the online questionairre. Cultural adjustment was found to be significantly affected by; (1) the length of time living in Taiwan, (2) and previous time spent in Taiwan prior to the current contract. It was also found that general adjustment and work adjustment have a significant affect on job satisfaction. Group level variables did not have a significant impact on cultural adjustment or job satisfaction. In addtion there was no significant relationship between personality and cultural adjustment. Overall this multi level study did find some signifcant results, but there were limitations to the study due to the small sample size and new research constructs.
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(9761237), Lukas T. Ingersoll. "EXAMINING THE EFFECTS OF AN ON-CAMPUS CULTURAL TRAINING COURSE COMBINED WITH FACULTY-LED, SHORT-TERM STUDY ABROAD EXPERIENCES ON UNDERGRADUATE STUDENTS’ CULTURAL INTELLIGENCE." Thesis, 2020.
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As globalization
continues to increase, the demand for culturally intelligent employees is
central for navigating everyday intercultural business interactions. For
college students preparing to enter the workforce, cultural intelligence is
trained at universities through cultural training courses and study abroad
experiences. Although cultural training courses and study abroad experiences
are recognized as important factors in developing cultural intelligence, their
effects are often assumed. Additionally, research indicates that international
travel alone does not enhance a person’s overall cultural intelligence. This
research examined a university program designed using Bandura’s Social Learning
Theory to increase undergraduate students’ cultural intelligence through an
on-campus cultural training course followed by a study abroad experience. Study
1 compared the effectiveness of a university program consisting of a cultural
training course with a study abroad experience against a comparison control
group. Multi-level modeling analyses suggest that students who participated in
the cultural training course followed by a study abroad experience
significantly increase in motivation, cognitive, metacognitive, and behavior
CQ. Furthermore, interaction analyses examined the relationship between the two
study groups, students’ self-assigned cultural development goals, the quality
of their reflective journal entries, and an examination of any potential
cultural mentor effects. None of these variables was associated with CQ growth.
Study 2 compared two study abroad groups who either spent 3- or 6-weeks abroad
after completing a shared cultural training course. Both groups experienced a
statistically significant increase in all four CQ domains relative to a
comparison group. When comparing the 3- and 6-week study abroad groups, there
were no differences in motivation, cognitive, or behavior CQ; however, in
metacognitive CQ, the 3-week group experienced a statistically significant
increase compared to the 6-week group. No student-level predictors (age, gender identity, ethnicity, year in school,
previous overseas experience, and grade point average) or program-level
predictors (cultural mentor, number of countries visited) had a significant relationship with CQ development. These results
demonstrate that a university intercultural development program that combines a
cultural development training course with an instructor-led study abroad
experience can help students improve their cultural intelligence, regardless of
a student’s background, and that students can experience significant CQ growth
in as little as 3-week abroad.
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Diaz, Maria-Elena D. "Asian embeddedness and political participation an examination of social integration, Asian heterogeneity, ethnic organization, and Asian voting behavior /." 2009. http://etd.nd.edu/ETD-db/theses/available/etd-10272009-154759/.
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Thesis (Ph. D.)--University of Notre Dame, 2009.Thesis directed by Rory McVeigh and William Carbonaro for the Department of Sociology. "October 2009." Includes bibliographical references (leaves 200-210).
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鄭宇廷. "The Investigation of Multilevel Relationships between Branding Culture and Brand Citizenship Behavior : The Mediating role of Person-brand Fit,Brand Psychological." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/gw8b3m.
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碩士國立新竹教育大學
人力資源發展研究所
102
Under the flourishing of sightseeing, hotel economy has not only created output value but also enhanced the value of jobs in Taiwan; relatively increasing demand of human energy. Therefore, the most important issue: let employees generate positive attitudes and behavior of brand so that it can enhance the person-brand fit and brand psychological ownership between employee and branding culture, thus displaying the brand citizenship behavior. However, in the past literature, researches rarely explore the relationship between the branding culture, person-brand fit , brand psychological ownership and brand citizenship behavior, which shows as an important research gap. This study is going to investigate the relationship between the various research variables. This study collects data from the well-known hotels. Managers and front-line employees are required to fill in questionnaires to understand the idea of the different levels of the object. Therefore, this study used Hierarchical Linear Modeling to verify the branding culture, person-brand fit, brand psychological ownership and brand citizenship behavior cross-hierarchical relationships among the variables. The study questionnaires for 21 hotels.There were 315 questionnaires distributed to the managers,173 of them were valid. There were 525 questionnaires distributed to the front-line-staffs 345 of them were valid.The analytical results include:1. Branding culture affects person-brand fit positively; 2.Branding culture affects brand psychological ownership positively; 3. Branding culture affects brand citizenship behavior positively; 4. Person-brand fit positively affects brand psychological ownership; 5. Brand psychological ownership positively affects brand citizenship behavior; 6. Person-brand fit positively affects brand citizenship behavior; 7. Person-brand fit mediates the relationship between branding culture and brand citizenship behavior; 8. Brand psychological ownership mediates the relationship between branding culture and brand citizenship behavior. Conclusion, suggestion, implication, limitation and future studies are discussed. Implications of this study can be summarized as follows:1. The company may shape branding culture in order to make employees internalized brand values as their own values, thus enhancing their person-brand fit; 2. The company may make employees identify the culture and produce sense of belonging via branding culture; 3. By communicating brand culture with employees, the employees volunteer to show altruism; 4. The company can enhance employees’ person-brand fit so as to make the brand as their own brand by branding culture; 5. Employees with brand psychological ownership can generate a sense of belonging and produce positive work attitude, thus contributing to performance; 6.Company may make employees identify value of branding culture to generate the brand altruistic spirit and show the brands citizenship behavior by shaping branding culture; 7. From the relationships among branding culture, person-brand fit and brand citizenship behavior, when branding culture and employees are fit, the employees identify brand values and generate brand citizenship behavior, thus enhancing brand equity; 8. From relationships among branding culture, brand psychological ownership and brand citizenship behavior, when employees consider the brand as their own brand, they show altruistic behavior.
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Cheng, Chung, and 鍾程. "The Study on the Relationships among, Proactive Personality and Innovative Behavior for Organizational Culture in Hospital：The Moderating Effect of Multilevel Perspective." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2754z2.
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碩士國立中正大學
勞工關係研究所
104
The purpose of the study is to investigate the moderating effect of organizational culture on the relationship between proactive personality and employee innovative behavior through the perspective of cross-levels among HR division of hospitals. In this study, research targets were HR practitioners in hospitals. Data were collected by convenient sampling from 150 hospitals. Based on the need of cross-levels analysis, 106 hospital questionnaires and 318 HR practitioner questionnaires were collected with 71% of return rate. The research found that proactive personality positively effects on both of the dimensions of innovative behaviors in terms of innovative ideas production and innovative ideas implementation. In addition, of human resource practitioners, individuals’ age and education have significant association with innovative ideas implementation. Organizational culture also positively impacts on innovative ideas production innovative ideas implementation. However, organizational culture of hospitals does not significantly moderate the relationship between proactive personality and innovation behavior. The results indicated that HR practitioners’ innovation behavior drives from proactive personality without consider the impact of external environment.
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Wu, Ching-Feng, and 吳慶峰. "The Investigation of Multilevel Relationships among Branding Culture, Brand commitment, Brand Citizenship Behavior, Customer Loyalty and Customer Citizenship Behavior in International Tourist Hotels." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/hs5qcr.
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碩士國立新竹教育大學
人力資源與數位學習科技研究所
103
With changes of social context and modern environment, the leisure industry has gradually become one of critical industries in Taiwan. This situation has a direct impact on the international tourist hotels. The brand is the most valuable asset in international tourist hotels. To establish a competitive brand, it must create distinctive and differential advantages. The brand can make employees produce positive brand attitude and exhibit positive brand behaviors. With positive brand cognition, front-line employees will show brand citizenship behavior. The current service delivery affects customer perception and encourages customers to come back again or produce customer loyalty. Furthermore, the great service will enhance the customer loyalty and make customers exhibit citizenship behavior to help other customers. However, in the past literature, researches rarely explored the relationship between the branding culture, brand commitment, brand citizenship behavior, customer loyalty and customer citizenship behavior, indicating the important research gap. Therefore, this study investigates the relationships among these research variables. This study collected data from managers, front-line employees and customers of International tourist hotels in order to understand multilevel perspectives and phenomenon. This study utilized Hierarchical Linear Modeling to investigate the multilevel relationships among branding culture, brand commitment, brand citizenship behavior, customer loyalty and customer citizenship behavior. We obtained the valid sample from 23 hotels, including 172 managers, 323 front-line employees 323, and 256 customers. The analytical results include: 1. branding culture affects brand commitment positively; 2.branding culture affects brand citizenship behavior positively; 3.brand commitment affects brand citizenship behavior positively;4. brand citizenship behavior affects customer loyalty positively;5.brand commitment mediates the relationship between branding culture and brand citizenship behavior.6; customer loyalty affects customer citizenship behavior positively.
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Chiang, Yi-Chen, and 江宜臻. "An Investigation of Multilevel Relationship between Branding Culture and Employee Brand Work Outcomes: The Mediating Effects of Brand Psychological Ownership and Reward Incentive." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/b7c2zu.
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Liu, Ting-Wei, and 劉廷偉. "An Investigation of the Multilevel Relationship between Branding Culture and Employee-based Brand Equity: The Mediating Effect of Brand Psychological Ownership and Moderating Effect of Employee Well-being." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/f68b5h.
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Cloutier, Geneviève. "L'étude de la relation entre la culture organisationnelle et la violence au travail." Thèse, 2013. http://hdl.handle.net/1866/10733.
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Ce mémoire a pour objectif d’étudier la relation entre la culture organisationnelle et la violence au travail. Plus spécifiquement, les résultats permettent de déterminer comment la perception des cultures organisationnelles de type groupal, développemental, hiérarchique et rationnel de l’approche des valeurs concurrentes de Cameron et Quinn (1999) s’associent aux conflits interpersonnels et au harcèlement physique et sexuel dans les organisations. Les données proviennent de l’Étude SALVEO, menée par l’Équipe de recherche sur le travail et la santé mentale de l’Université de Montréal.
À notre connaissance, aucune étude n’a étudié les perceptions des cultures organisationnelles globales des entreprises. Les études antérieures se sont intéressées à certains traits spécifiques des cultures, telles que l’acceptation, la tolérance et la banalisation de la violence, sans considérer intégralement la culture organisationnelle.
Il est possible d’utiliser le modèle de Cameron et Quinn (1999) avec l’échelle de Marchand, Haines et Dextras-Gauthier (2013) pour mesurer la perception que les travailleurs se font de leur culture organisationnelle pour pouvoir les associer avec les niveaux de conflits interpersonnels et de harcèlement physique et sexuel par la suite.
Les analyses multiniveaux de cette recherche ont révélé que la culture groupale s’associe à des niveaux plus bas de conflits interpersonnels et la culture développementale à des niveaux plus élevés. Bien que les résultats ne soient pas significatifs pour tous les types de culture organisationnelle, les entreprises qui adoptent des caractéristiques de la culture groupale, telles que le soutien social, la participation des travailleurs et la justice organisationnelle, semblent mieux prévenir le phénomène de la violence au travail.
D’autre part, l’intégration d’un grand nombre de variables contrôles a permis de déterminer que les facteurs individuels et organisationnels les plus associés à la violence sont : le fait d’être une femme, d’être jeune, d’être syndiqué, l’effort au travail et l’injustice organisationnelle.This master’s thesis aims to study the relation between the organizational culture and workplace violence. More specifically, the results allow us to determine how the organizational culture of groupal, developmental, hierarchical and rational type of the competing values framework of Cameron and Quinn (1999) joins the interpersonal conflicts and physical or sexual harassment in organizations. The data results come from the SALVEO surveys led by the research team on work and mental health of University of Montreal (ERTSM). Most studies were interested in some specific features of culture, such as the acceptance and tolerance of violence without considering the organizational culture. It is possible to use the model of Cameron and Quinn (1999) with the Marchand, Haines and Dextras-Gauthier scale (2013) to calculate the perception that the workers have of their organizational culture to be able to measure them with the levels of interpersonal conflicts and physical or sexual harassment afterward. Multilevel analyses revealed that the perception of the groupal culture shows lower levels of interpersonal conflicts and the developmental culture, higher levels. Although the results are not significant for all types of organizational culture, companies which adopt the characteristics of the groupal culture, such as social support, workers participation and organizational justice, seem to better prevent the phenomenon of workplace violence. Moreover, the integration of a large number of control variables allows us to determine that the individual and organizational factors that are most associated with violence are : being a woman, being young, being a member of a union, having a work overload and the presence of organizational injustice.
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Uphoff, E. P., K. E. Pickett, B. Cabieses, Neil A. Small, and J. Wright. "A systematic review of the relationships between social capital and socioeconomic inequalities in health: a contribution to understanding the psychosocial pathway of health inequalities." 2013. http://hdl.handle.net/10454/9798.
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YesRecent research on health inequalities moves beyond illustrating the importance of psychosocial factors for health to a more in-depth study of the specific psychosocial pathways involved. Social capital is a concept that captures both a buffer function of the social environment on health, as well as potential negative effects arising from social inequality and exclusion. This systematic review assesses the current evidence, and identifies gaps in knowledge, on the associations and interactions between social capital and socioeconomic inequalities in health. Through this systematic review we identified studies on the interactions between social capital and socioeconomic inequalities in health published before July 2012. The literature search resulted in 618 studies after removal of duplicates, of which 60 studies were eligible for analysis. Self-reported measures of health were most frequently used, together with different bonding, bridging and linking components of social capital. A large majority, 56 studies, confirmed a correlation between social capital and socioeconomic inequalities in health. Twelve studies reported that social capital might buffer negative health effects of low socioeconomic status and five studies concluded that social capital has a stronger positive effect on health for people with a lower socioeconomic status. There is evidence for both a buffer effect and a dependency effect of social capital on socioeconomic inequalities in health, although the studies that assess these interactions are limited in number. More evidence is needed, as identified hypotheses have implications for community action and for action on the structural causes of social inequalities.
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Cloutier, Geneviève. "La contribution de l’identité professionnelle à la problématique des agressions fondées sur le sexe et sur le genre dans les métiers spécialisés : une étude dans les secteurs de la construction et manufacturier au Québec." Thèse, 2018. http://hdl.handle.net/1866/21771.
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Paul-Hus, Adèle. "Relation entre le traitement maternel en bas âge et la régulation de la tristesse à huit ans : une étude de jumeaux." Thèse, 2011. http://hdl.handle.net/1866/8707.
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La présente étude porte sur les aspects Nature-Culture relatifs à l’émergence de variations interindividuelles quant à la capacité universelle de régulation d’une émotion primaire, la tristesse. Cette problématique représente un exemple du lien entre la conception évolutionniste d’une nature humaine universelle, innée et génétiquement prescrite, mais susceptible de variation dans son expression en fonction d’expériences individuelles liées aux processus de socialisation et d’enculturation.
À l’aide du devis génétiquement informatif des jumeaux, nous nous sommes d’abord penchés sur l’étiologie gènes-environnement de la dépression à l’enfance, une dysfonction du système de régulation émotionnelle de la tristesse. Puis, nous nous sommes interrogés quant à l’influence du traitement et de l’état psychique maternels sur cet aspect du développement émotionnel de l’enfant.
Nos analyses de la symptomatologie dépressive indiquent une absence d’influence génétique dans le développement de ce trouble de l’humeur. Les variations individuelles de la régulation de la tristesse reposent ainsi uniquement sur les effets de l’environnement. Nos résultats révèlent également l’existence d’une relation importante entre l’état psychique de la mère, évalué lorsque les jumeaux avaient cinq mois, et la présence de symptômes dépressifs chez ces derniers mesurés huit ans plus tard. L’état psychique de la mère est considéré comme l’un des meilleurs indicateurs de la qualité du traitement maternel en bas âge. Nos mesures directes des comportements maternels envers le nourrisson et le développement ultérieur du trouble de dépression indiquent également l’existence de tendances statistiques allant dans le sens de notre hypothèse d’un traitement maternel sous-optimal contribuant au développement de dysfonctions émotionnelles ultérieures.The present study explores the Nature-Nurture aspects pertaining to the emergence of interindividual variation in the emotional regulation of a primary emotion, sadness. This question is an example of the more encompassing issue of a universal human nature, biologically evolved and genetically underwritten, being nevertheless variable in its expression depending on individual experiences linked to socialization and enculturation. Using a genetically informative twin design, we explored the genetic-environmental aetiology of child depression, which is understood to be a dysfunction in the emotional regulation system of sadness. We then assessed the influences of maternal behavior and mental state on the development of children’s depressive symptoms. Our analysis of child depression shows an absence of genetic influence in the emergence of this mood disorder. Thus, individual variation in sadness regulation appears to be solely generated by environmental influences. Our results also show a strong and significant relation between maternal psychological state, assessed when the twins were 5 months of age, and children’s depressive symptoms measured 8 years later. Maternal psychological state is considered to be one of the most reliable indicators of the quality of maternal treatment in childhood. Our direct measures of maternal behavior toward the infant and the subsequent development of depressive disorder also point to statistical trends supporting our hypothesis of suboptimal maternal treatment contributing to the development of later emotional dysfunction.