There are strong suggestions that equine stereotypies are being connected to poor welfare and a sub-optimal management and/or stabling environment. Until today different forms of equine stereotypic behaviors have been described. Crib-biting, weaving, and box-walking are considered the most prevalent. Several studies have been conducted to establish links between the underlying causes and potential function of such behaviors. Both experimental and epidemiological studies have indicated management factors specifically feeding practices, housing conditions, and weaning method as crucial in the development of stereotypies in stabled horses. Some neurologic studies on equine stereotypy demonstrated some forms of CNS dysfunction as the causal factor for the performance of stereotypic behaviors. Different researchers hypothesized that the functional significance of stereotypies is that they reduce stress in captive environments and should thus be considered as a coping mechanism. In contrast, the owner‟s perspective is often that a stereotypic horse has a “stable-vice” that needs to be stopped and different kinds of methods have been developed to control or regulate stereotypic behaviors. However, if the stress-reducing hypothesis is correct, controlling stereotypic behaviors particularly by physical and surgical approaches without addressing the underlying causes is of great concern to the horse‟s welfare. Although there is ongoing uncertainty about the exact function, the growing knowledge about causation should be applied: under all circumstances prevention is better than cure.

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The study is mainly focus on the scope of corporate welfare system and stock dividend in order to get a profile on : 1. In current circumstances, if non-salary reward can affect employee's salary and satisfaction. 2. What effect can various welfare policies create on employee. The study takes observation from 164 working people, it comes up with the following conclusion: 1. No any replacement ties between welfare system & salary. 2. Welfare and stock dividend is parallel to salary. In other word, the better corporate welfare system is, the higher salary level it can reach, the more sound stock dividend distribution it can be, the high salary it can access. 3. Job satisfaction is mainly subject to salary, but it indeed happens that non-salary can somewhat elevate job satisfaction. 4. For the senior workers (in age or working experience), generally their job satisfaction are the highest, followed by freshmen.

Thesis (Ph. D.)--University of Oregon, 2000. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 253-266). Also available for download via the World Wide Web; free to University of Oregon users.

Project (M.A.) - Simon Fraser University, 2005. / Project (Dept. of Gerontology) / Simon Fraser University. Also issued in digital format and available on the World Wide Web.

Thesis (Ph. D.)--University of Washington, 2001. / Vita. Includes bibliographical references (leaves 243-262).

Thesis (Ed. D.)--West Virginia University, 2002. / Title from document title page. Document formatted into pages; contains x, 262 p. : ill. Includes abstract. Includes bibliographical references (p. 229-235).

Thesis (Ph.D.)--University of Toronto, 2000. / Includes bibliographical references.

Thesis (Ph. D.)--University OF MICHIGAN.