Дисертації з теми "Culture fit"

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Although cross-cultural leadership research has thrived in international business literature, little attention has been devoted to understanding the effectiveness of non-western theories beyond their original contexts. The purpose of this study is to examine the cross-cultural endorsement of paternalistic leadership, an emerging non-western leadership theory, using data from GLOBE project. Using multigroup confirmatory factor analyses we found measurement equivalence of a scale derived from GLOBE’s data, which enabled us to compare the endorsement of paternalistic leadership dimensions across 10 cultural clusters and 55 societies. Our study revealed that there are significant differences in the importance societies give to each dimension, suggesting that paternalism as leadership style is not universally nor homogeneously endorsed. Furthermore, results suggest that different patterns of endorsement of each of these dimensions give rise to idiosyncratic shades of paternalistic leadership across societies. Implications for theory and future research on international business are discussed.
Paternalistic leadership is a flourishing area in leadership literature, traditionally assumed to be culture bounded. However, empirical evidences have suggested that rather than national cultures, the conditions under which paternalistic leaders are effective can be related to the fit between the style of a leader and that of his or her followers. In the present research, we focus on paternalistic leadership and contrast it with empowering leadership, as two opposite ways on how leaders influence followers, to explore the individual conditions under which both styles can be effective. Adopting a follower-centered approach, we base our arguments on person-supervisor (P-S) fit theory and regulatory focus theory to propose that leadership effectiveness may be contingent to followers’ own values and motivational needs. We expected paternalistic leadership behaviors (e.g, authority, benevolence, support) to supply motivational needs for predominantly prevention-focused followers, and empowering leadership behaviors (e.g. empowerment, encouragement and autonomy) to supply motivational needs for predominantly promotion-focused followers. Using data collected from two experimental studies and a business simulation, we found support for these ideas, showing that fit increased followers’ perception of attitudinal and behavioral outcomes, such as in-role and creative performance.

The purpose of this study was to determine if transformational leadership, motivation, organizational culture, and person-€organization (P-€O) fit predict retention of Black millennials compared to White millennials. This study also determined if transformational leadership mediated the relationship between motivation and retention, if motivation mediated the relationship between P-€O fit and retention, and if P-€O fit mediated the relationship between culture and retention. With the millennial population making up approximately 50% of the workforce by 2020, it is important for organizations to determine which factors are affecting their retention. To predict employee retention, each variable was measured with 5 reliable online surveys. Two theoretical frameworks were used to include P-€O fit, which focused on how organizational values influence behavioral outcomes, and expectancy theory, which focused on motivation, rewards, and behaviors. Seven research questions identified predictions of retention with a participant population of 170 (84 Black and 85 White). There were 7 analyses conducted to include a simple regression, multiple regression, mediation analysis, and independent samples t test. The results determined that all four variables were predictors of retention, P-€O fit and organizational culture were the only 2 variables that affected the Black population more than the White population, motivation and retention affected the White population more than the Black population, and transformational leadership did not have an effect on retention of Black or White millennials. From this study, social change can occur when organizations modify their hiring processes and work environments to suit the needs and goals of Black millennials.

This thesis’ original contribution to knowledge is creating the awareness that facilities management (FM) departments and organisations do not consciously socialise external service provider staff into the client workplace and the development of a framework that can successfully achieve this integration. To provide a solid theoretical background for this framework, it reviews current literature on FM, outsourcing, organisational culture, and organisational socialisation. The aim of this study was achieved with the development of the ‘Cultural Fit’ framework which should go a long way in solving the research problem and answering the proposed question. The study was conducted as a qualitative multi-method design. This was selected because there were obvious gaps in socialisation especially in the FM industry. Qualitative methods are believed to provide richer data and this was adopted to begin closing those gaps through the provision of literary data. The research was conducted using the ethnographic approach because of the focus on culture and to maximise the qualitative approach. Interviews and focus groups are the qualitative methods used to collect this data. Reliability and validity are not always easy to verify but researchers have proposed several methods to improve them. This study employs the triangulation of more than one method of data collection, peer debriefing with colleagues, member checks by confirming the initial results during subsequent data collection and a rich, thick description. The major findings of this study are that organisational socialisation can be successful in socialising external service provider staff into the client workplace despite a current unawareness of its use. This study has developed a framework and guide that can be used to achieve this integration if client organisations and service providers work together to socialise external service provider staff.

Regardless of the changes in the Constitution of the Republic of South Africa No. 108. of 1996, in terms of the acceptance of individuals irrespective of their sexual orientation and the prohibiting of discrimination against anyone on the grounds of their sexual orientation, the concept of homosexuality in the workplace is still a relatively unexplored phenomenon in South Africa. Limited research studies focus on the perspectives of homosexual individuals regarding their perception and attitudes towards their working environments. Culture can affect the way in which individuals act due to the dominance of certain behaviours, beliefs, and norms that are accepted as the 'standard' way of living. Within companies, the employees are on average expected to be productive and effective, and to present fruitful behaviour to benefit the organisation. Individuals can also at times be tacitly encouraged to portray images according to the general norm in the organisation, whether or not this image is true to the individuals themselves. This type of accepted standard norms and behaviours are therefore wordlessly conveyed to the employees as the cultural accepted standard in the organisation. Heteronormative cultures are described as the instance when the accepted standard of male and female behaviour is viewed in terms of masculine men and feminine women. Individuals who do not fit these specific descriptions may experience either explicit or implicit discrimination. The reactions that employees can have because of organisational culture are referred to as affective reactions and can have adverse costs for the organisation as employees may engage in less productive behaviour. The purpose of this research was to assess the relationship between a heteronormative culture and the affective reactions of homosexual employees working in Johannesburg and Pretoria. Work engagement and job satisfaction of the individuals were assessed in relationship to heteronormativity. Research done for this study includes the various aspects of the academic topics related to the study. Given the limited amount of empirical research on the topic, a mixed method study was conducted. Quantitative questionnaires instigated the research, designed to measure the following concepts:

• Organisational culture, in terms of heteronormativity.
• Two affective reactions of employees - work engagement and job satisfaction.

Explanatory qualitative interviews followed the questionnaires with the intention of understanding the results found during the quantitative phase. A purposefully selected sample of one hundred and sixty four homosexual employees working in Johannesburg and Pretoria completed the quantitative questionnaire, and a sample of eight homosexual individuals were selected out of the original sample to participate in the qualitative interview stage. Previously developed instruments were used to measure heteronormativity, work engagement and job satisfaction. The results indicated that homosexual employees within Gauteng do experience the culture of their respective organisations to support the perceptions of heteronormativity. Two hypotheses were tested which indicated a significant but small correlation between perceptions of heteronormativity and work engagement and job satisfaction. The qualitative results provided insight into how homosexual employees experienced heteronormative cultures in the workplace as well as how they react to the cultures encountered.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted

Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.

Syftet med uppsatsen är att försöka få en inblick i hur viktigt det anses vara att en nyanställd ”matchar” en organisation i form av personlighet och värderingar, snarare än att denne besitter rätt yrkeskunskaper. Syftet är även att utreda om det finns en existerande organisationskultur på ett industriföretag, samt hur genomgående denna kultur verkar vara. Avslutningsvis har författarna försökt utreda hur nya medarbetare socialiseras in i den undersökta organisationens kultur. Resultaten är baserade på tre gruppintervjuer med operativ personal, intervjuer med två personer från organisationens ledningsgrupp, samt intervjuer med två olika rekryteringsföretag. Resultaten pekar på att en ”match” med organisationen upplevs vara viktig när det gäller grundläggande värderingar, men att olika personligheter uppskattas mer än lika egenskaper hos nyanställda. Resultaten tyder även på att socialiseringsprocessen kan ha en större betydelse för en upplevd samstämmighet med organisationen, än vad en tillämpad P-O- fit vid rekryteringen kan tänkas bidra till.
The purpose with this study is to achieve a deeper knowledge and understanding for the perceived importance of using a Person-Organization fit in recruitment. The study also aims to investigate a possible existing organizational culture in an industrial company, and how concistent this culture seems to be throughout the organization. The authors have also tried to gain knowledge on how new employees are indroduced into this culture. The results are based on three group interviews with operational personnel, interviews with two persons from the manegerial group, and interviews with two recruitment firms. The results indicate that a Person-Organization fit is perceived to be important when it comes to some basic values. However, different personalities are more desirable within the investigated organization concerning recruits. Results also indicate that the socialization process, rather than an applied Person-Organization fit, might have a larger significance for a perceived congruence between personal and organizational values.

Date             29 May 2009Program        International Business and Entrepreneurship (IB&E)Course          Master Thesis (EFO705).Authors         Karol Duda, 851010 – T317                    Hong Y Pham, 841117 - T153Tutor             Love BörjessonTitle              Human and Culture integration in Mergers & Acquisitions: A study of Andersen acquisition by KPMG in Vietnam.Research problem: What did KPMG Vietnam do to integrate organizational culture and human resource of Andersen during and after its acquisition in 2002?Purpose         The aim of this research was to focus on culture and human resource dimensions by investigating the case KPMG acquired Andersen in Vietnam in 2002.Method          The conducted methodological stance in this report is interpretive research. The qualitative method has also been utilized. This research has mostly based on primary data in which semi-structured interviews and questionnaires were implemented to collect empirical data related to Andersen Vietnam acquisition. Secondary data from books, journals, websites etc has also been gathered.Conclusion     Although KPMG did not employ every tool suggested by researchers, it was proven to perform fair or good in culture integration dimension

In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck's theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts for relationship building. Data found suggests that Millennials create a culture similar to the tribal example suggested in previous research. Rituals act as forms of cultural dissemination and strengthening. The use of membership categorization devices reflected the structure of the organization and relationships between coworkers. Using Duck's attraction theory, an analysis reflected the identification factors that act as catalysts for relationships. Psychological attraction was linked to common interests.
M.A.
Masters
Communication
Sciences
Communication; Interpersonal Communication

By differentiating between the definitions of values and ethics, as well as contrasting value congruence with ethical congruence, this research aims to gain a greater understanding of person-organization fit.

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Research on paternalistic leadership (PL) has been based exclusively on national cultures´ differences. However there are cues that other contextual variables can add to the explanation of this construct. Due to its capacity to influence expectations of individuals in organizations, organizational culture can contribute to fill this gap. To test if organizational culture influences the effectiveness of leadership style, we conducted two experimental studies using Amazon’s Mechanical Turk, comparing effects of paternalistic and transformational leadership on followers’ outcomes. Using video clips and vignettes, we found that PL is better related to followers´ outcomes in cultures oriented to people than outcome, and that TL has a better relationship in cultures oriented to innovation than stability. The results suggest that organizational culture helps in explaining PL endorsement, and that further analysis of the influence of this variable to PL can provide a better understanding of the expression of this leadership style in organizations.

A 1755 advert in the Gloucester Journal listed for sale, 'A MODERN-BUILT HOUSE, with four rooms on a floor, fit for a gentleman'. In the late-seventeenth and eighteenth centuries, 'gentlemen's houses' like the one described evolved as a cultural norm. This thesis offers a social and cultural reading of an under-studied group of small free-standing classical houses built in the west of England between 1680 and 1770. By developing a profile of eighty-one gentlemen's houses and one hundred and thirty-four builders and owners, this study unites subjects such as the history of architecture, landscapes, domestic interiors, objects and social development that are often treated separately. The design, spatial arrangement, and furnishings of gentlemen's houses precisely defined the position of their builders and owners in the social hierarchy. The 1720s marked an important shift in the location and meaning of building that corresponded to an alteration in the background of builders. Small classical houses moved from a relatively novel form of building for the gentry to a conventional choice made by newcomers often from commercial and professional backgrounds. Gentlemen's houses projected status in a range of settings for both landed and non-landed elites, highlighting the house as a form of status-enhancing property rather than land. Moreover, gentlemen's houses had adaptable interior spaces and were furnished with an array of objects that differed in number and quality from those lower and higher in society. The connections between gentlemen's houses and important processes of social change in Britain are striking. House-building and furnishing were measured strategic activities that calibrated social status and illustrated mobility. This thesis demonstrates that gentlemen's houses are one key to understanding the permeability of the English elite as well as the combination of dynamism and stability that characterized eighteenth-century English society.

As a result of structural changes in the global economy, many organisations are faced with changing workforce demographics. The global workforce is changing not only in terms of age and race, but also in terms of gender (International Labour Office, 2009). This change is referred to as the feminization of labour, and it poses many challenges to organisations as women are entering careers that have previously been predominated by men such as medicine, pharmacy, accounting, engineering and mining (Blau & Kahn, 2000). The retention of women in atypical careers has become a growing concern, as these women are often faced with challenges in the workplace, such as sexual discrimination, hostility and resentment from their co-workers, and physical violence in the workplace (Cognard-Black, 2004). These obstacles encountered by women in atypical positions result in their experiencing difficulty fitting into their groups at work and their organisations as a whole, which increases their turnover intentions (Young & Hurlic, 2007). For effective retention of women in atypical positions in an effort to secure a truly diverse workforce, organisations must be aware of the factors that affect their career decision making. Young and Hurlic (2007) have proposed a model of gender enactment and fit in relation to career decisions of women in atypical positions. They suggest that gender enactment of employees in atypical positions, in relation to the gender-based micro-culture of their work groups ultimately affects their person-group fit, person-organisation fit and career decision making. The main objective, therefore, of this research has been to explore the constructs outlined in the model of Young and Hurlic (2007) within the South African context and to establish their influence on the career decision making of a sample of South African employees in atypical positions. The research has been explorative in nature, and a qualitative design was used to achieve the research objectives. Participants were invited to participate in the research on a voluntary basis, and they were selected by means of a purposive sampling method. Criteria that were decided upon for the selection of participants were that participants needed to be female, permanently employed and occupying atypical occupations within the same organisation. Based on these criteria, a total population of ten employees was included in the research study (N=10). Qualitative data was collected by means of unstructured and semi-structured interviews. The results indicated that awareness, group acceptance, person-group fit, perceived stress, and person-organisation fit were the key determinants of the career decisions of participants. Awareness was found to be related to group acceptance, whereas group acceptance was identified as being related to person-group fit. Person-group and person-organisation fit were found to result in participants considering lateral career moves, choosing to stay in their current positions, or seeking promotions. Conversely, perceived stress was found to have a negative impact in the career decision making of participants, as all participants who reported perceived stress planned to leave their respective organisation.
MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

Today, there is a mismatch between business graduates and employers in the labor market, interms of fit. Much of this mismatch is due to a lack of understanding of the needs of individualemployers. Previous research has not taken into consideration contextual and individualdifferences, which significantly affects what employers want. Hence, in order to understand theemployability of business graduates, one has to recognize the diversity in employer needs,which entails studying the role of organizational identity in employer requirements. The purpose of this research was to get a more comprehensive understanding of how individualemployers in Sweden experience different aspects of Graduate Employability. The dissertationfurther builds on significant research on Graduate Employability, thus making it a study ofdeductive nature. In order to increase the understanding of Graduate Employability, we optedfor an exploratory and qualitative approach. With the use of interviews, we were able to collectin-depth empirical data that were based on real-life experiences and working environments offive individual employers. Our findings illustrated Graduate Employability from a more practical perspective, thusoffering a more nuanced understanding of what employers expect and want from businessgraduates. Not only did we illuminate the concept of Graduate Employability, but we alsohighlighted the importance getting to know the employers and their needs. The contribution of this thesis will help aspiring business graduates to improve theiremployability, but the findings also have implications for higher education institutions andemployers alike.

Business Administration/Entrepreneurship
Ph.D.
This dissertation explores the connection between founder personality and organizational culture in founder-led entrepreneurial companies. With a focus on how founder personality affects culture, it draws from the literature in upper echelon/top management teams, family business and organizational psychology – notably the Attraction-Selection-Attrition (ASA: Schneider, 1987) and Person-Organization fit (P-O: O'Reilly, Chatman, & Caldwell, 1991) theories. Using a combination of ethnographic, psychological and organizational data from the founders and employees of four small firms from multiple industries, and a broader survey study of 336 respondents from 23 firms, it finds support for O’Reilly et al., (2014)’s CEO Personality-Culture link in the small-company setting. It also validates two new findings: 1) that employee personality traits can trump founder personality as an influence on culture, and 2) that founder involvement can moderate the impact of founder personality on culture. The dissertation concludes with plans for further research into the personality-organizational culture effects and thoughts about the applicability of these results for founders and consultants.
Temple University--Theses

The goal of this paper is to outline the issue of organizational voluntary turnover in today's society as not only a financial problem but also an overarching issue that impacts departments across the entire organization. The most effective way to solve this problem is to cultivate a core set of values and beliefs that the organization will truly entrench into its practices and habits. Once this is accomplished, an organization can conduct a unique interview process that carefully and intentionally selects employees based on values congruence person-organization fit, which studies show will result in higher job satisfaction and organizational commitment, leading to increased retention.

Kinesiology
Ph.D.
Exercise adherence is fundamental in the management of hypertension and other chronic diseases. The purpose of this study was two-fold. The first purpose was to examine patterns of adherence and to describe the influences of demographic, psychosocial, physiological, and sociocultural variables on adherence among African Americans enrolled in the Fit 4 Life study. The second purpose was to determine follow-up exercise behaviors of participants previously enrolled in the Fit 4 Life study. A mixed-methods approach was used with questionnaires and semi-structured interviews. A total of 75 African Americans (mean age = 51.8) who were previously enrolled in the Fit 4 Life study completed a several measures, which included a demographic questionnaire, psychosocial measures (SOC - Short Form; EBBS; BARSE; MHLC - Form C; SLS), and physiological tests (e.g., BMI, blood pressure, fasting glucose, cholesterol). Nine semi-structured interviews were conducted with exercise adherers (n = 5) and non-adherers (n = 4) who returned the questionnaires. Interviews were analyzed using thematic analysis and resulted in the emergence of four themes, and 10 associated subthemes, which described the participants' perceptions of exercise, their environment, and how these elements influence exercise behavior. The major themes were: benefits, barriers, facilitators, African American. Analysis revealed that adherers were able to identify greater physical activity benefits, and developed strategies to overcome barriers to exercise, including finding sources of social support outside of their friends and family. Adherers were also more likely to view self-efficacy as a benefit of exercise, as well as view exercise as an opportunity to focus on themselves. Through a series of chi-square analyses and independent samples t-tests, quantitative results revealed that adherers lived in smaller households and worked part-time. Adherers also had lower diastolic blood pressures, weighed less, had lower resting metabolic rates, less fat mass, and lower BMIs than non-adherers. Finally, adherers perceived fewer barriers to exercise, and had greater life satisfaction than non-adherers.
Temple University--Theses

This study found that culture-specific pictures on a recruitment website allowed individuals to more accurately assess an organization?s culture, while employee testimonials had no such effect. Additionally, results indicated that when individuals expressed higher preferences for a specific culture dimension, they had a higher dimension-level P-O fit after viewing websites designed to portray the specific culture dimension. Lastly, this study confirmed results of previous studies (e.g., Cable & Judge, 1996; Judge & Cable, 1997), that when individuals report higher levels of P-O fit with an organization, they are more attracted to the organization. Suggestions for practitioners are included on how to best design recruitment websites to allow viewers to accurately assess an organization?s culture.

Conflict resolution research has resided at both the individual and group level for the many years. However, recent findings have provided evidence for the existence of conflict resolution strategies at the cultural level. As these recent findings indicate, the existence of such resolution styles at that macro level can have great implications on organizational outcomes. Therefore, the first goal of this study was to examine if these conflict resolution cultures would predict outcomes such as job satisfaction, organizational commitment, and psychological withdrawal behavior. Similarly, research on P-O fit has also provided some very interesting insights into employee behavior and attitudes. Given the idiosyncratic nature of conflict resolution and the recent findings mentioned in the previous paragraph, the second goal of this study was to examine if perceptions of congruence between an individual’s resolution style and the organization’s resolution style would affect job satisfaction, organizational commitment, and psychological withdrawal behavior. Finally, it was determined that perceptions of resolution (i.e. was the conflict constructively resolved) would be an appropriate and rather informative mediating variable for the relationships proposed above. Data was collected using a web-based survey software, which garnered 212 participants for the analysis. Evidence was found to support a majority of the proposed hypotheses. All three-conflict resolution cultures (collaborative, dominant, and avoidant) predicted the outcome variables in the directions consistent with both logic and the literature. Similarly, perceptions of resolution did mediate six of the nine proposed relationships between the resolution cultures and the outcome variables. Two of these mediation analyses were not conducted due to an insignificant initial bivariate correlation. Support was also found for all three proposed direct effects between perceptions of congruence and the proposed outcome variables. Finally, perceptions of resolution mediated the relationship between perceptions of congruence and all three-outcome variables. Again, the directions of these findings were consistent with both logic and the literature. Both the theoretical and practical implications, as well as the limitations with this study will be discussed.

The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.

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Esta dissertação propõe uma reflexão sobre as razões que levaram o presidente Fernando Collor a impor, de forma abrupta e imediata, mudanças profundas no setor cultural. Ao tomar posse, em 15 de março de 1990, Collor, por meio de Medidas Provisórias, extinguiu o MinC, dissolveu inúmeras fundações e determinou o fim da Lei Sarney. A pesquisa parte da discussão sobre o processo de construção do MinC em 1985, as polêmicas em torno da pertinência ou não de sua criação, e a campanha presidencial de 1989, focalizando fundamentalmente o ano de 1990, quando o presidente eleito impôs uma verdadeira mudança na cultura. A extensão e o significado do impacto causado pelas medidas baixadas naquele ano por Collor que levaram à extinção do MinC e da Lei Sarney e à dissolução de inúmeras fundações, bem como as repercussões que essas mudanças causaram na vida de artistas, intelectuais e gestores culturais que vivenciaram esse desmonte, são objetos de análise na presente investigação. No estudo, além de pesquisa documental, foram utilizados como fonte de análise empírica quatro periódicos de circulação nacional: os jornais Folha de S. Paulo, O Estado de S.Paulo, Jornal do Brasil e O Globo. A investigação envolveu também a análise de entrevistas, algumas delas realizadas pelo pesquisador em 2010 para a série Produção Cultural no Brasil. Além disso, entrevistas de tipo semiestruturado foram realizadas pelo pesquisador com gestores culturais e lideranças políticas que, durante o período analisado, atuaram na coordenação de órgãos federais e estadual específicos. Essas entrevistas semiestruturadas tiveram o propósito de atender ao objetivo da pesquisa e aos seus pressupostos metodológicos

This thesis explores the ways in which the television adaptations of Gossip Girl, Pretty Little Liars, and The Vampire Diaries become more homogenized during the adaptation process, thus contributing to an implied exclusivity from which Alloy, Inc.—the media and marketing company that owns these products—might benefit. This paper points out the ways in which the three products become structurally similar to one another during the adaptation process through the implementation of soap opera conventions. An exploration of consumption and class in each of the three works reveals an emphasis on class-based exclusivity in the adaptation process. Finally, a focus on portrayals of race within the source texts and their respective adaptations reveals the ways in which African American characters are presented as invisible, outsiders, or antagonists, thus creating products that become more exclusive on a race basis.

Syfte: Syftet är att visa för- och nackdelar för organisationskulturens påverkan på rekryteringen hos organisationer som är präglade av organisationskultur, samt hur en organisation avgör vilken individ som passar in. Vi ämnar beskriva eventuella risker, möjligheter och begränsningar med dessa metoder för både organisation och individ. Metodik: En flerfallsundersökning på fem organisationer inom den privata sektorn har tillämpats som undersökningsdesign med en induktiv ansats. Genom en kvalitativ metod där semi-strukturerade intervjuer har genomförts har data producerats fram. Slutsats: Organisationskulturen präglade vad organisationerna sökte hos en kandidat mer än hur rekryteringsprocessen utformades. För att finna rätt kandidat var en realistisk företagspresentation framträdande tillsammans med utformningen av intervjun. Organisationernas rekryterade efter sina värderingar, vilka presenterades i en företagspresentation och diskuterades kring under intervjun. Fördelarna för organisationen blev minskad risk för misstolkning tillsammans med större valfrihet bland kandidater och ett verktyg för organisationen att dämpa för höga förväntningar på arbetet. Nackdelarna blev fler moment att ta ställning till vilket är resurskrävande samtidigt som flera förutsättningar krävdes för att få önskad effekt. Fanns inte rätt förutsättningar för matchningen riskerades en resurskrävande process med oförutsedda resultat.
Purpose: The purpose is to present advantages and disadvantages of how organizational culture affects the recruitment in organizations that are incused by organizational culture, and how an organization decides which individual that fits the organization. We intend to describe certain ventures, possibilities and limitations with these methods for both organization and individual. Methodology: A more case study has been applied on five organizations within the private sector as a research design, with an inductive approach. A qualitative method has been used where semi-structured interviews have been implemented from where data has been established. Conclusion: Organizational culture incused the recruitment by what they were looking for in an applicant rather than how it affected the recruitment process. To find the right applicant a realistic organizational presentation was prominent together with how the interview was designed. The organization recruited applicants after their values, which were presented by the organization and discussed during the interviews. The advantages were reduced risk of misinterpretation by applicants along with a greater possibility of choice and a tool for organizations to reduce too high expectations on employment. The disadvantages were more elements to examine while the process became resource demanding, while several conditions had to be fulfilled. If the right conditions couldn’t be obtained the risk was a resource demanding recruiting with an unforeseen result.

Antecedents:Malgrat la importància oferta en la literatura, el concepte de congruència de valors és encara poc conegut. La literatura és ambigua i el tema és encara poc conegut. La congruència de valors es tracta a les àrees de gestió i psicologia relacionant-la amb diverses actituds cap al treball o cap als resultats empresarials. No obstant això, el procés que afecta a aquests resultats segueix sent molt polèmic. És a dir, no sabem exactament per què la congruència de valors produeix efectes en els resultats empresarials. Pregunta de recerca:Aquesta tesi intenta explicar l'efecte de la congruència de valors. És a dir, quin és la correlació o relació semicausal entre la congruència o incongruència de valors i determinades actituds laborals tals com la satisfacció laboral, compromís organitzacional, d'una banda, i de salut, tals com l'estrès laboral o la salut física, per l'altre. Enfocament teòric:Reconeixent el fet que les explicacions actuals sobre els efectes de la congruència dels valors són especulatives, fragmentades i de caràcter social, en aquesta tesi s'utilitza la teoria basada en l’autoconcepte com a teoria subjacent per comprovar empíricament el mecanisme de mediació de les variables de autoconcepte en la relació entre la congruència de valors i els resultats empresarials. S'afirma que aquest mecanisme individual és similar a l'efecte de mediació dels mecanismes socials tals com la confiança. Disseny:En aquesta tesi s'utilitza l'enfocament de tres papers relacionats. En el primer d'ells es fa una revisió de la literatura existent sobre congruència de valors i contextualitza la investigació des d'un marc global. El segon paper utilitza la teoria de l’autoconcepte per explicar els efectes de la congruència de valors en els resultats laborals relacionats amb l'actitud, tals com a salut mental (burnout) i una sèrie de resultats relacionats organitzativament com la propensió d'accidents i de les intencions de rotar. Les dades van ser recollides entre les infermeres que treballen en un gran hospital universitari a Catalunya. El tercer paper utilitza algunes de les variables derivades de la teoria de l'autoconcepte per provar empíricament la importància relativa i la configuració de mecanismes individuals i mecanismes socials com a mediadors entre la congruència de valors i una sèrie de resultats específics individuals, com la satisfacció en el treball, el compromís amb l'organització i l'esgotament. Aquest tercer estudi es va dur a terme en un hospital del nord-est de Xina. Resultats: El primer paper estableix les bases per a futurs estudis especificant les necessitats i les limitacions de treballs previs. En els dos estudis empírics, s'ha trobat que la teoria de l’autoconcepte es pot aplicar en el context de la comprensió del procés d'efectes de la congruència dels valors. En el segon paper, s'ha observat que, per a diferents tipus de valors, l'esgotament intervé de forma diferent entre els efectes de la incongruència de valors en els resultats. Quant al tercer paper, s'ha trobat que, per a diferents resultats, les variables de l’autoconcepte intervenen entre els efectes de la congruència dels valors de forma diferent, però s'ha constatat que la confiança en l'organització és un mediador social consistent. Això últim reforça el recent interès a utilitzar en major mesurada la construcció de la confiança en les investigacions sobre organitzacions. Això va resultar ser vàlid en el context xinès. Conclusions: Aquesta tesi sosté que l'estudi sobre la congruència de valors és molt important tant per als individus com per a les organitzacions. A pesar que els seus efectes directes o de mediació, això també afecta a resultats relacionats amb la salut de l'individu (és a dir, esgotament o la salut física), així com a resultats relacionats amb la salut de l'organització (el compromís, la propensió d'accidents,, la previsió de volum de negoci, i similars).
Antecedentes: A pesar de la importancia ofrecida en la literatura, el concepto de congruencia de valores es aún poco conocido. La literatura es ambigua y el tema es aún poco conocido. La congruencia de valores se trata en las áreas de gestión y psicología relacionándola con diversas actitudes hacia el trabajo o hacia los resultados empresariales. No obstante, el proceso que afecta a estos resultados sigue siendo muy polémico. Es decir, no sabemos exactamente por qué la congruencia de valores produce efectos en los resultados empresariales. Pregunta de investigación: Esta tesis intenta explicar el efecto de la congruencia de valores. Es decir, cuál es la correlación o relación semicausal entre la congruencia o incongruencia de valores y determinadas actitudes laborales tales como la satisfacción laboral, compromiso organizacional, por un lado, y de salud, tales como el estrés laboral o la salud física, por el otro. Enfoque teórico: Reconociendo el hecho de que las explicaciones actuales sobre los efectos de la congruencia de los valores son especulativas, fragmentadas y de carácter social, en esta tesis se utiliza la teoría basada en el autoconcepto como teoría subyacente para comprobar empíricamente el mecanismo de mediación de las variables de autoconcepto en la relación entre la congruencia de valores y los resultados empresariales. Se afirma que este mecanismo individual es similar a los efectos de mediación de los mecanismos sociales tales como la confianza. Diseño: En esta tesis se utiliza el enfoque de tres papers relacionados. En el primero de ellos se hace una revisión de la literatura existente sobre congruencia de valores y contextualiza la investigación desde un marco global. El segundo paper utiliza la teoría del autoconcepto para explicar los efectos de la congruencia de valores en los resultados laborales relacionados con la actitud, tales como salud mental (burnout) y una serie de resultados relacionados organizativamente como la propensión de accidentes y de las intenciones de rotar. Los datos fueron recogidos entre las enfermeras que trabajan en un gran hospital universitario en Cataluña. El tercer paper utiliza algunas de las variables derivadas de la teoría del auto-concepto para probar empíricamente la importancia relativa y la configuración de mecanismos individuales y mecanismos sociales como mediadores entre la congruencia de valores y una serie de resultados específicos individuales, como la satisfacción en el trabajo, el compromiso con la organización y el agotamiento. Este tercer estudio se llevó a cabo en un hospital del noreste de China. Resultados: El primer paper establece las bases para futuros estudios especificando las necesidades y las limitaciones de trabajos previos. En los dos estudios empíricos, se ha encontrado que la teoría del autoconcepto se puede aplicar en el contexto de la comprensión del proceso de efectos de la congruencia de los valores. En el segundo paper, se ha observado que, para diferentes tipos de valores, el agotamiento media de forma distinta entre los efectos de la incongruencia de valores en los resultados. En cuanto al tercer paper, se ha hallado que, para diferentes resultados, las variables del autoconcepto median entre los efectos de la congruencia de los valores de forma distinta, pero se ha constatado que la confianza en la organización es un mediador social consistente. Esto último refuerza el reciente interés en utilizar en mayor medida la construcción de la confianza en las investigaciones sobre organizaciones. Ello resultó ser válido en el contexto chino. Conclusión: Esta tesis sostiene que el estudio sobre la congruencia de valores es muy importante tanto para los individuos como para las organizaciones. A pesar de que sus efectos directos o de mediación, ello también afecta a resultados relacionados con la salud del individuo (es decir, agotamiento o la salud física), así como a resultados relacionados con la salud de la organización (el compromiso, la propensión de accidentes,, la previsión de volumen de negocio, y similares).
Background: Albeit the critical importance accorded in the literature to the concept of value congruence it is still poorly understood. The literature dealing with it is ambiguous and inconsistent. Value incongruence in the management and psychological disciplines, has been related to various job attitudes and other work related outcomes, but the process of which it affects the latter remains controversial. That is, we do not know exactly why value congruence (or value incongruence) is supposed to have these effects on the outcomes studied. Research question:This thesis is an attempt to understand the process of value congruence’s effect. That is to say: what are the correlational or semi causal relationships between value congruence and value incongruence on selected attitudinal outcomes such as job satisfaction, organizational commitment on one hand, and health outcomes, such as job burnout or physical health , on the other hand?. Theoretical approach:The underlying theory of “self-concept” has been used in its application to the construct of value congruence. More specifically, the mediating mechanism of self-concept variables on the relationship between value congruence and outcomes was empirically tested. Furthermore, the relative importance and the particular configuration of individualmechanism vssocial mechanism functioning simultaneously as mediatorshave been tested. . Design:This thesis uses three connected papers. The first paper is a comprehensive review of the literature on value congruence. Itintegrates value congruence research into a coherent framework.A clear agenda for research results from the conclusions reached in this first paper. The second paper inspired by the “self-concept theory”,tests the relationships between value congruence on specific outcomes such as mental health (burnout), physical health, and a host of organizationally related outcomes such as accident propensity and turnover intentions. Data was collected amongst nurses working in a large university hospital in Catalonia. The third paper also uses some variables derived from the self-concept theory to empirically test the relative importance and the particular configuration of individualmechanism and social mechanism functioning simultaneously as mediatorsbetween value congruence and a host of specific individual outcomes such as job satisfaction, organizational commitment and Burnout. This third study was carried out in a county hospital in northeast China. Method: The first paper is qualitative in nature. It synthesizes and classifies related definitions, models and measurement based on the literature. The second and the third papers are empirical studies based on cross-sectional pre validated surveys conducted in Spain and China in the health care settings. Univariate, bivariate and multivariate analyses were employed throughout different phases of the studies. Multiple regressiontechnique was employed to test the mediation effect. Results:The first study sets up the agenda for future research in specifying needs and limitations of previous research. In the two empirical papers, it has been found that self-concept theory can serve for understanding the effects of value congruence. More specifically the second paper shows that for different types of value incongruence, burnout mediatesin a differential manner the effects on the outcomes studied. Third paper, found that, for different outcomes, self-concept variables mediates the effects of value congruence differentially, but trust in the organization, a specific variable that was added in this study, was a consistent social mediator. The latter reinforces recent call to further use the construct of trust in organizational research. This was found to be valid in the Chinese context. Conclusion: The thesis argues that studying value congruence can be very important to both individuals and organizations. Regardless of its direct or mediating effects, it impacts outcomes connected with individual health (i.e. Burnout or physical health) and also outcomes connected with organizational health (commitment, accident propensity, turnover intention, and alike). The thesis also shows how important it is to identify various linkages and configurations between value congruence and outcomes while borrowing from the self-concept theory.

The research was aimed at addressing the challenge of evaluating a large scale change intervention in a large organisation and in a complex environment. Finding robust, meaningful yet realistic methodologies from among the array of possible approaches, methods and techniques has proved problematic, for both organisational practitioners and academics alike. The research explored this issue of choice from the perspective of ¿fit for purpose¿ and suggests a multi-faceted approach, using a range of evaluation methods and techniques, which were applied to an ongoing example at the BBC. It was also planned to use structural equation modelling (SEM) techniques to examine the relationships between variables critical to the study. The approach described represents a ¿pilot¿ evaluation exercise, which drew on data collected from early cohorts going through the BBC Leadership Programme, a key element of the ¿Making it Happen¿ change strategy initiated by the then Director General, Mr. Greg Dyke. As a second level of research, an evaluation of the primary evaluation itself, i.e. of the BBC Leadership Programme, was also undertaken to assess the effectiveness of the primary evaluation strategy and its implementation. Three hypotheses were examined in terms of programme impact: It was proposed that participation in the programme would bring about collective improvements in individual leadership behaviour (Ho1), leading to improved departmental performance across the business (Ho2), in turn, resulting in improved organisational performance (Ho3). Due to limitations in the application of the methodology it was not possible to use SEM analyses on the data collected. Alternative analyses failed to demonstrate conclusive support for all three hypotheses and, while other factors besides programme attendance appear to influence leadership performance the afore-mentioned limitations restrict the ability to draw firm conclusions. Following evaluation of the primary evaluation it was evident that, as a pilot exercise, important outcomes from the programme evaluation give rise to ¿lessons learned¿ and changes are suggested for any future evaluation exercise of this kind.

A dissertação propõe o estudo da cultura material - representada pela arquitetura e indumentária - de sociedades que mantém ou em algum momento tiveram comportamentos nômades. A pesquisa se ocupa de corpos que estão em movimento, marcados por ritos e exposto a condições ambientais extremas; vestuários e acessórios feitos sob medida e imbuídos de poderes sobrenaturais e habitações conscientes de sua efemeridade. Seu objetivo geral é estudar as inter-relações que se estabelecem através de suportes efêmeros como as habitações e trajes. Em específico ela busca conhecer os processos de produção do espaço da habitação nômade; apreender e identificar o processo de concepção, confecção e uso dos vestuários; perceber a importância das manifestações da cultura material nômade para a sua identidade e estética e procurar similaridades construtivas, visuais e estéticas entre vestes e abrigos nômades. A dissertação é o resultado da revisão bibliográfica que transita pelos trabalhos de Bernard Rudofsky, Florencia Ferrari, Labelle Prussin, Mark Jarzombek, Mette Bovin, Paul Oliver, Robert Kroenenburg, Torvald Faegre entre outros; do estudo de caso dos Ciganos Calons e de quatro povos nômades: Beduínos, Inuit, Tuaregues e Wodaabes; das visitas realizadas aos acampamentos Calons em São Paulo e no Espírito Santo e das entrevistas à costureira especializada em vestidos ciganos. Esta obra fortalece o vínculo conceitual e prático entre indumentária e arquitetura através do estudo paralelo dessas duas manifestações culturais. Ela constata que o vestuário nômade vai muito além da necessidade de proteção e do desejo de ornamentação, muitas vezes estando relacionado à cosmologia ou aos mitos e crenças destas sociedades e reitera a importância de repensarmos as concepções clássicas e eruditas da arquitetura.
This dissertation aims to study the material culture - represented by the architecture and clothing - of societies that maintain or at some point had nomadic behaviors. The research deals with bodies that are in movement, marked by rites and exposed to extreme environmental conditions; Clothing and accessories made to measure and imbued with supernatural powers and dwellings aware of their ephemerality. Its general objective is to study the interrelationships that are established through ephemeral supports such as shelters and costumes. Speci?ically, it seeks to know the processes of production of the nomadic housing space; to seize and identify the process of designing, making and using garments; to perceive the importance of nomadic material culture manifestations for their identity and aesthetics and to look for constructive, visual and aesthetic similarities between nomadic garments and shelters. The dissertation is the result of the bibliographical review of the works of Bernard Rudofsky, Florencia Ferrari, Labelle Prussin, Mark Jarzombek, Mette Bovin, Paul Oliver, Robert Kroenenburg, Torvald Faegre among others; the case study of the Calon Gypsies and four other nomadic societies: Bedouin, Inuit, Tuareg and Wodaabes; visits to the Calon camps in São Paulo and Espírito Santo and interviews with the seamstress specialized in gypsy dresses. This work strengthens the conceptual and practical link between clothing and architecture through the parallel study of these two cultural manifestations. It ?inds that the nomadic clothing goes far beyond the need for protection and the desire for ornamentation, often being related to the cosmology or the myths and beliefs of these societies and reiterates the importance of rethinking the classic and scholarly conceptions of architecture.

Com a crescente importância da vida laboral torna-se necessário o estudo de variáveis que aprimorem o trabalho individual e das empresas. Adotando um design experimental, com a manipulação de quatro orientações culturais e com uma amostra de 150 trabalhadores de uma empresa multinacional, este estudo foi realizado com o objetivo de avaliar o impacto da cultura organizacional no bem-estar (afetivo e cognitivo) laboral, o impacto do ajustamento pessoa-organização no bem-estar do trabalhador e a forma como a relação entre a cultura organizacional e o bem-estar é moderada pelo ajustamento pessoa-organização. Os resultados revelaram que quanto mais elevados os níveis de ajustamento pessoa-organização, maior o conforto, entusiasmo, bem-estar geral e satisfação. Quanto à cultura organizacional, embora não se tenham verificado efeitos de interação significativos, as culturas de apoio e inovação revelam níveis superiores de conforto, entusiasmo, bem-estar afetivo geral, e satisfação laboral dos indivíduos, ao contrário das culturas de regras e objetivos; Culture and Well-Being at Work: the role of person - organization fit in an experimental study Abstract: With the growing importance of working life it is necessary to study the variables to improve individual work and business. Adopting an experimental design, handling four cultural orientations and a sample of 150 employees of a multinational company, this study was designed in order to explore the impact of organizational culture on well-being (affective and cognitive) labor, the impact of person-organization fit in the worker's well-being and how the relationship between organizational culture and well-being is moderated by person-organization fit. The results revealed that the higher the adjustment levels of person-organization, the greater comfort, enthusiasm, general well-being and satisfaction will be. As for the organizational culture, although there were not verified significant interaction effects, cultures of support and innovation promote comfort, enthusiasm, general emotional well-being and job satisfaction of individuals, unlike the cultures of rules and objectives.

Thesis (Ph. D.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on July 29, 2009) Includes bibliographical references.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)
O presente estudo, vinculado à Linha de Pesquisa ―Políticas Públicas, Organização Escolar e Formação de Professores‖, tem por objetivo analisar a cultura escolar festiva de nossas escolas, considerando que o estudo de aspectos simbólicos contidos nos ritos das festas comemorativas pode ajudar a conhecer elementos da identidade escolar e desvelar aspectos importantes da estrutura de uma escola pública laico-brasileira. As datas comemorativas da escola, as festas do calendário escolar, não se desvincularam do calendário litúrgico. Assim, perguntamos: quais os sentidos das festas comemorativas religiosas, em uma escola pública e laica? Para a consecução da pesquisa, procedemos a uma revisão bibliográfica, privilegiando a literatura sócio-antropológica sobre festa e religiosidade, passando pelos estudos sobre a organização da escola. Procedemos também ao trabalho empírico, fazendo uso de questionários e entrevistas, por intermédio do qual, à luz de nosso quadro teórico, procuramos analisar a perspectiva dos professores de uma escola pública do Estado do Paraná, Brasil, sobre religiosidade e festas comemorativas no cotidiano da escola. A partir dos dados bibliográficos e empíricos, podemos inferir que as festas comemorativas têm importância como elemento de coesão, identidade e religiosidade, no interior da escola, e que elas deixam transparecer as estruturas históricas e sociais que, longe de se apresentarem apenas como sobrevivência do passado no presente, são, na verdade, contemporâneas e estruturantes de nossa visão de mundo e do nosso ethos cultural
The current study linked to the 'State Policies, School Organization and Teachers Formation' Research Line aims to analyse the festive school culture in our schools since it is understood that the study of symbolical aspects contained in the rituals of celebration feasts can help to know elements of school identity and watch important aspects of the structure of a Laical-Brazilian state school. The school commemorative dates, the school calendar feasts haven't disconnected of the liturgical calendar. So, we ask: What are the reasons of the religious commemorative feasts in a state and laical school? For the attainment of the reasearch we conducted a bibliographical review privileging the socio-anthropological literature about feast and religiosity passing by the studies about the school organization. We also conducted the empirical work, using questionnaires and interviews by which under our theoretical board , we tried to analyse the teachers' perspectives of a state school in the State of Paraná, Brasil , about the religiosity and commemoratives feasts in school quotidian. Fom the bibliographical and empirical data on we were able to infer that the commemorative feasts have an importance as an element of cohesion , identity and religiosity in the interior of the school and they let reveal the historical and social structures that haven't not only presented as survival of the past in the present, they are in fact contemporaries and structural of our vision of world and our ethos cultural

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Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior
Ce travail consiste en pr?senter la fa?on tel comme l'image du philosophe appara?t dans le pense? de Nietzsche sur sa s?rie Consid?rations Intempestives o? il esquisse un type d'homme proprement philosophique, ainsi comme il pr?sent en d?tails ce qu'il pense sur la philosophie et son r?le par rapport ? son temps, en articulant ces id?es de fa?on intrins?que avec un sens renouvel? sur la culture, qui joue un r?le important dans l'enseemble de son oeuvre. Sur cette base, nous nous proposons de penser comme une philosophie intempestive se rapporte ? l'histoire, en rempla?ant au premier plan ce que concerne au philosophe consid?r? le m?dicin de la culture. L'objectif ici est alors de penser quel est l'office du philosophe en temps de chaos
Trata-se de apresentar como a figura do fil?sofo aparece no pensamento de Nietzsche na s?rie Considera??es Intempestivas, na qual ele esbo?a um tipo de homem propriamente filos?fico, assim como apresenta em detalhes o que pensa sobre a filosofia e seu papel relativamente ? ?poca, articulando essas id?ias de modo intr?nseco com uma no??o renovada sobre a cultura, que desempenha um papel importante no conjunto de sua obra. Partindo disso, propomos pensar como uma filosofia intempestiva se relaciona com a hist?ria, colocando no primeiro plano o que cabe ao fil?sofo, considerado m?dico da cultura, relativamente ? ?poca e ? civiliza??o. O intuito, portanto, ? pensar a tarefa do fil?sofo nos tempos de caos como o que nos toca viver, pensando a um s? tempo, como a ?poca recebe a filosofia, e conseq?entemente, a maneira como a filosofia se relaciona com a ?poca

Orientador: Alberto Albuquerque Gomes.
Banca: Lúcia Helena Tiosso Moretti
Banca: Maria de Fátima Salum Moreira
Resumo: O presente estudo, vinculado à Linha de Pesquisa ―Políticas Públicas, Organização Escolar e Formação de Professores‖, tem por objetivo analisar a cultura escolar festiva de nossas escolas, considerando que o estudo de aspectos simbólicos contidos nos ritos das festas comemorativas pode ajudar a conhecer elementos da identidade escolar e desvelar aspectos importantes da estrutura de uma escola pública laico-brasileira. As datas comemorativas da escola, as festas do calendário escolar, não se desvincularam do calendário litúrgico. Assim, perguntamos: quais os sentidos das festas comemorativas religiosas, em uma escola pública e laica? Para a consecução da pesquisa, procedemos a uma revisão bibliográfica, privilegiando a literatura sócio-antropológica sobre festa e religiosidade, passando pelos estudos sobre a organização da escola. Procedemos também ao trabalho empírico, fazendo uso de questionários e entrevistas, por intermédio do qual, à luz de nosso quadro teórico, procuramos analisar a perspectiva dos professores de uma escola pública do Estado do Paraná, Brasil, sobre religiosidade e festas comemorativas no cotidiano da escola. A partir dos dados bibliográficos e empíricos, podemos inferir que as festas comemorativas têm importância como elemento de coesão, identidade e religiosidade, no interior da escola, e que elas deixam transparecer as estruturas históricas e sociais que, longe de se apresentarem apenas como sobrevivência do passado no presente, são, na verdade, contemporâneas e estruturantes de nossa visão de mundo e do nosso ethos cultural
Abstract: The current study linked to the 'State Policies, School Organization and Teachers Formation' Research Line aims to analyse the festive school culture in our schools since it is understood that the study of symbolical aspects contained in the rituals of celebration feasts can help to know elements of school identity and watch important aspects of the structure of a Laical-Brazilian state school. The school commemorative dates, the school calendar feasts haven't disconnected of the liturgical calendar. So, we ask: What are the reasons of the religious commemorative feasts in a state and laical school? For the attainment of the reasearch we conducted a bibliographical review privileging the socio-anthropological literature about feast and religiosity passing by the studies about the school organization. We also conducted the empirical work, using questionnaires and interviews by which under our theoretical board , we tried to analyse the teachers' perspectives of a state school in the State of Paraná, Brasil , about the religiosity and commemoratives feasts in school quotidian. Fom the bibliographical and empirical data on we were able to infer that the commemorative feasts have an importance as an element of cohesion , identity and religiosity in the interior of the school and they let reveal the historical and social structures that haven't not only presented as survival of the past in the present, they are in fact contemporaries and structural of our vision of world and our ethos cultural
Mestre

Transplantation is a common form of law reform. Countries often borrow from one another to rectify a deficiency or problem in their own laws. Whether a transplant can 'take' or be successful in the recipient country depends on numerous factors. The objective of this thesis proposed a parsimonious desktop model in which the cultural fit between the transplant, donor sources and recipient countries were quickly ascertained and analysed by drawing on findings in cross cultural psychology and culturally relevant prompts. The model was applied to four case studies in Asia.

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O trabalho analisa se o jornalismo cultural praticado pelo caderno EU&Fim de Semana do jornal Valor Econômico, ao incorporar certos assuntos e fenômenos decorrentes da modernidade aos conteúdos com abordagem e mentalidade culturais e universalizadas, rompe o paradigma do Jornalismo Cultural tradicional alargando este conceito, até então restrito aos acontecimentos considerados tradicionais da área da cultura, como cinema, pintura, literatura, museu, dança, música, teatro, gastronomia e turismo. O corpus da pesquisa foi composto pelo assunto principal de capa de 32 edições e resultou na análise de 75 matérias. O referencial teórico utilizado é a sociologia da cultura de Pierre Bourdieu por meio da teoria dos campos, espaço social, habitus de classe e o desejo de distinção de uma elite cosmopolita. Contudo, não se constitui uma prática jornalística sem compromisso social. As análises quantitativa e qualitativa compõem a metodologia que identifica a presença de debates, de tensões e de conflitos, o conceito de Jornalismo Cultural, o caráter cosmopolita do jornalismo no início do século XXI, bem como os valores culturais adotados pelo caderno que abastecem o público com visão prismática para ler e reconhecer o mundo.(AU)

Since the turn of the twentieth century, middle-class Americans have considered the thin body--ostensibly the result of self-control and self-discipline--a moral imperative and a symbol of good citizenship. In this thesis, I provide a critical perspective on fat studies by examining the ways in which the field authorizes itself in a society that deems the fat body unhealthy, costly, and immoral. As one potential solution to fat-hatred, fat studies proposes fat-positivity, but I argue that fat-positivity requires an extraordinary act of imagination in which the fat person overcomes what I term the ideology of thinness and subsequently feels good about herself. Importing models of ambivalence from disability studies, I propose ambivalence as an alternative to fat-positivity. I argue that ambivalence is a legitimate response when living in a society that de-values one's embodiment, but ambivalence is undertheorized by fat studies scholars. In Chapter 2, I analyze from a feminist perspective Tweets with the hashtag "feeling fat," tracing the emotion to cultural ambivalence about consumption and consumerism. In Chapter 3, I examine how the genre of the fat memoir authorizes itself during an "obesity epidemic" and what those methods reveal about gendered selfhood. Instead of indicting these Twitter users and fat memoirists for their purported lack of fat-positivity, I emphasize instead the social situations that give rise to these cultural forms. I suggest that drawing attention to ambivalence is a form of political resistance.

Esta pesquisa tem como objeto o álbum Ok Computer, lançado em 1997 pelo grupo britânico Radiohead. Nesta dissertação, que compreende o período de 1990-1999, o disco é usado como uma \"trilha sonora\" que acompanha o imaginário cultural e social às vésperas da chegada do novo milênio. Nesse sentido, situamos a produção artística do grupo no contexto das ideias neoliberais, do processo conhecido como globalização e da rápida difusão da internet e do computador pessoal no cotidiano. Transformações que implicaram uma radical transformação não só dos sistemas cognitivos, como dos meios de comunicação e das formas de representação de significados. Com isso pretende-se analisar como o conjunto de experiências compartilhadas, faz com que a subjetividade seja cada vez mais modulada pelo imaginário do progresso tecnológico e material, embora também ofereça opções de táticas e resistência nas vozes que criticam esses modos de vida.
This study has as its object the OK Computer album, released in 1997 by the British group Radiohead. This dissertation covers the period from 1990-1999, the disk is used as a \"soundtrack\" that accompanies the cultural and social imaginary on the eve of the arrival of the new millennium. Accordingly, we place the artistic production of the group in the context of neoliberal ideas, in the process known as globalization and the rapid spread of the Internet and personal computer in everyday life. Changes that resulted in a radical transformation not only of cognitive systems, but of the media and forms of representation of meaning. With this we intend to analyze how the set of shared experiences, makes the subjectivity increasingly modulated by the imagery of technological progress and material, although also offering options for tactics and resistance in the voices that criticize these ways of life.

Ce travail vise à enrichir la connaissance du patrimoine à travers l’étude de ses représentations à la télévision. Il repose sur l’étude des programmes de la télévision française des années 1950 aux années 1990 qui ont traité de ce sujet, sans distinction de genre de programme ni de type de patrimoine. La télévision est devenue, au cours de la deuxième moitié du XXe siècle, le média le plus populaire auprès des Français. Dans le même temps, la notion de patrimoine s’est considérablement enrichie, son sens a muté, et son public s’est très largement renouvelé et popularisé. Cette thèse d’histoire se propose d’étudier les représentations d’un objet culturel dans un média de masse. L’enjeu est d’abord de mener l’étude d’un sujet à la télévision et de souligner les évolutions de son traitement, de sa programmation, de sa visibilité. Il s’agit également de comprendre comment les professionnels de la télévision entendent traiter ce sujet et ce qu’ils souhaitent proposer aux téléspectateurs. Comment le patrimoine est-il défini et présenté à la télévision ? Aussi, la télévision est un média qui a ses particularités. Il s’agit de comprendre si elle a affecté l’image du patrimoine. Ce faisant, il s’agira de comprendre comment la télévision a pu accompagner les évolutions de la notion et le renouvellement du public du patrimoine
This doctoral dissertation aims at helping the understatement of cultural heritage (or patrimony) through the study of its representations (the way cultural history defines them) in a mass media. This works consists in the study of French television programs, aired form the early 1950s to the late 1990s. During this period, in France, television became the media with the biggest audience. Also, the notion of patrimony went through considerable changes, becoming a social phenomenon: and increasing number of French citizens, from all social backgrounds, became interested in heritage. First of all, this work is a study of a subject that was treated in a variety of genres, that became more and more visible over time, and its popularity rises both in and out of the medias. How did the producers and journalists defined patrimony and what did they intend to propose to the audience with it? This work ambitions to better understand the democratization of patrimony in the French society. Was television involved in any way in this change? This media, with its particularities, may have offered a different understanding of the notion, and the representations of patrimony on television may have affected le way viewers see it

This thesis argues that British and French novelists and illustrators in the late nineteenth century frequently represent pathological narcissism as a defining feature of masculinity in the period. It states that depictions of men’s illness in decadent and middle-brow novels and illustrations of the fin de siècle do not chiefly reflect models of self-obsessive sickness in nineteenth-century psychology. Instead, they anticipate the early and mid-twentieth-century narcissism and schizoid pathology outlined by Sigmund Freud and the object relations theorists Harry Guntrip, Ronald Fairbairn, and Donald Winnicott. Rather than diagnosing authors and illustrators, or suggesting that the artworks reflect a ‘real-life’ sickness in the period, the thesis constructs a fictional male self-obsession. It asserts that novelists and illustrators portray this illness as the almost inevitable result of male characters’ fin-de-siècle socio-economic and intellectual context. Further, it suggests that the novelists and illustrators represent the whole of society as exhibiting pathological self-absorption, but depict the narcissism of fictional men as distinct from that of their female counterparts, and as varying with the male characters’ class. Artists convey the sickness, the thesis argues, through both characterization and style. The Introduction provides an overview of key developments in the theme of pathological self-obsession in psychology, psychoanalysis, cultural commentary, and literary criticism from the nineteenth century to the present day. It presents the Freudian and object relations theories which provide a theoretical framework in subsequent chapters, and the socio-economic and intellectual factors which fin-de-siècle writers and illustrators portray as causes of male narcissistic illness. Chapter one constructs a pathology of male self-absorption in two novels often labeled quintessentially decadent: Oscar Wilde’s The Picture of Dorian Gray (1890, 1891) and J.-K. Huysmans’s A Rebours (1884).The fictional male aristocrats mistakenly believe that their choice to be ill distinguishes them from women and the masses, and qualifies them for membership of an elite. This portrayal of upper-class men’s sickness is contrasted with that of the Duke’s illness in Jean Lorrain’s Monsieur de Phocas (1901) in order to demonstrate how decadent representations of pathological masculinity changed during the late nineteenth century. Chapter two discusses two middle-brow novels: George and Weedon Grossmith’s illustrated The Diary of a Nobody (1888-89, 1892) and Jerome K. Jerome’s Three Men in a Boat (1889). The lower middle-class male characters exhibit the same schizoid illness as the aristocratic men in Dorian Gray and A Rebours. The way that the sickness manifests itself, however, is lower middle-class: unwittingly or otherwise, the men emulate the upper-class male’s illness whilst consciously celebrating health. Chapter three considers Max Beerbohm’s Zuleika Dobson (1911) and the illustrations and additions the author made to his copy of the novel in the two months after its first publication. It argues that Beerbohm looks back at the late nineteenth century and parodies its satire of pathological masculinity. The thesis emphasizes the fact that men in decadent and middle-brow novels and illustrations share the same illness, even though in the former the sickness is explicitly stated, and in the latter the pathology, for fear of destroying the novels’ light-hearted tone, is only intimated and is overlooked by critics. By considering these supposedly disparate genres alongside one another, I argue, the features of characterization and style which convey male narcissistic illness become evident in middle-brow novels and illustrations. The thesis, that is, interrogates the labels ‘decadent’ and ‘middle-brow’ and thereby provides fresh insights into both late nineteenth-century depictions of masculinity and fin-de-siècle aesthetics.