The number of females participating in high-performance track and field continues to increase. However, there has not been a corresponding increase in the number of women in head coaching and other leadership positions (Acosta & Carpenter, 2012; Shaw & Allen, 2009). This dearth of female coaches has been studied extensively in collegiate and professional team sports (Acosta & Carpenter, 2012; Kamphoff 2010; LaVoi & Dutove, 2012; Leberman & Palmer, 2009; Norman, 2008; Robertson & Marshall, 2010). Accordingly, this dissertation extends this literature by examining the phenomenon in an individual sport at the high-performance level. Some sport management scholars have concluded that sports organizations are infused with institutionalized gender ideologies that contribute to the marginalization of women (Burton, 2015; Claringbould & Knoppers, 2012, Cunningham, 2008). Therefore, combining institutional theory with gender concepts to analyze the gendered environment and gender politics of coaching in elite track and field, I examine the opportunities and challenges of female coaches as they work in a male-dominated environment. The research was guided by the following questions: (1) How do female coaches perceive the effects of institutionalized gender practices and discourse within (inter)national track and field organizations? (2) According to women coaches, how are dominant gender ideologies and gendered organizational practices diffused across various high-performance track and field organizations? (3) How does the process of gender institutionalization influence female coaches’ professional development? and (4) In what ways do female coaches respond to and develop strategies from which to navigate the process of gender institutionalization? For this analysis, I used a qualitative approach and conducted nine semi-structured interviews with elite-level female coaches from different countries to construct a representation of these gender politics and institutionalization processes, the impact on their careers, and the strategies they implemented to navigate opportunities and challenges they encountered within organizational structures of track and field. My findings show that gendered policies, practices, and behaviors marginalizing women in the sport are widespread and work across temporal, geographic, and cultural boundaries. However, the emergent themes also highligted the willingness and preparedness of the coaches to pursue their careers with dedication and determination. They articulated the desire to effect change and be a part of change. Further, they acknowledged they are already observing incremental change, as the number of women competing in the sport, working in leadership positions, and coaching at all levels of track and field has increased. This analysis adds to existing research that has highlighted institutionalized organizational processes and practices including gender ideologies as contributing factors to the marginalization of women across the sports sector and organizations (Burton, 2015; Claringbould & Knoppers, 2012, Cunningham, 2008; Knoppers, 1992). Additionally, it gives voice to a minority population of female coaches in high-performance track and field. Finally, this research underscores the existence of gender inequity in international coaching, but it also confirms the viability of change. Keywords: Gender bias, institutional theory, institutional entrepreneurship, track and field, high- performance / A Dissertation submitted to the Department of Sport Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy. / Spring Semester 2018. / March 05, 2018. / Gender bias, High-performance, Institutional entrepreneurship, Institutional theory, track and field / Includes bibliographical references. / Joshua Newman, Professor Directing Dissertation; Gerald Ferris, University Representative; Michael Giardina, Committee Member; Hanhan Xue, Committee Member.

The past several decades have seen great advances in the field of organizational politics. At the individual level, political skill has garnered the majority of the scholarly focus, whereas it's motivational counterpart, political will, has gone relatively unexamined. Political will represents the motivation to engage in political behavior, which, regardless of the skill with which it is executed, potentially has tremendous effects on myriad different organizational outcomes. Thus, it is critical for scholars to understand how political will spreads through work units. This dissertation synthesizes theories of political will, political skill, social identity, social learning, and relationship quality to explain the process of how followers learn political will from their leaders and environments. Specifically, I plan to show that when leaders possess political will, they engage in political behavior. Followers will learn the virtues and drawbacks of political behavior from their leaders, both vicariously and through direct mentoring, and thus their political will should be a function of their leader’s political will. Leaders and their many followers differ in their levels of leader-member relationship quality, political skill, and self-concept congruence, it is proposed that these differences will drive the level of learning that occurs. The proposed model is tested using data from 406 government workers and their 78 direct supervisors. The primary analyses only supported the hypothesis that leader political will predicts leader political behavior. Exploratory analyses that employed follower rated measures of leader political behavior provided evidence that follower political will is a function of follower perceptions of their leader’s political behavior and their own histories with organizational politics. Strengths, limitations, and opportunities for future research are discussed. / A Dissertation submitted to the Department of Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy. / Spring Semester 2018. / April 6, 2018. / Identity, Leader Member Exchange, Political Behavior, Political Skill, Political Will, Social Learning Theory / Includes bibliographical references. / Gerald R. Ferris, Professor Directing Dissertation; Christopher Schatscheider, University Representative; Wayne A. Hochwarter, Committee Member; Chad H. Van Iddekinge, Committee Member; Gang Wang, Committee Member.

Thesis advisor: Alexa Veenema / Thesis advisor: Gorica Petrovich / Sex differences in the regulation of social behavior as well as sex biases in prevalence of social disorders such as autism are likely due to sex differences in brain function. An important candidate for investigating sex-specific regulation of social behavior is the neuropeptide arginine vasopressin (AVP). AVP shows sex differences in synthesis and fiber innervation in the brain, regulates a wide variety of social behaviors, and has been implicated in the etiology of autism. However, a systematic analysis of potential sex differences in AVP receptors in the brain and linking such parameters to sex differences in social behavior is lacking thus far. Therefore, we determined whether there are sex differences in AVP V1a receptor (V1aR) in the rat brain. We then targeted specific brain regions to determine the functional significance of such sex differences. We found that males showed higher V1aR binding densities compared to females in 6 out of 15 forebrain regions analyzed, including the anteroventral thalamic nucleus, hippocampal dentate gyrus, lateral hypothalamus, tuberal lateral hypothalamus, anterior piriform cortex, and stigmoid hypothalamic nucleus. Because of hormonal regulation of the AVP system, we also analyzed differences in V1aR binding due to estrus phase and maternal experience. Since the most robust sex difference in V1aR binding was found in the hippocampal dentate gyrus, we targeted this region to study its functional significance. Surprisingly, not only rats given an injection with a V1aR antagonist, but also vehicle-treated rats failed to show social and object recognition memory. However, social and object investigation times were normal. We therefore hypothesize that the specific impairments in memory function are likely the result of damage to other hippocampal regions due to the cannula placement. Overall, these findings demonstrate that there are significant sex differences in the V1aR in brain regions implicated in social behavior. The functional significance of these sex differences remains to be determined. / Thesis (BS) — Boston College, 2014. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: College Honors Program. / Discipline: Psychology Honors Program. / Discipline: Psychology.

<p> Examining cultural differences in resilience among workers and how these differences are related to satisfaction and performance at work is a vital research area that may provide insights into the United States&rsquo; steadily diversifying workforce. Specifically, there has been limited research on cultural differences in the workplace and its impact on affect and performance. This study investigated the impact that cultural resilience has on an individual&rsquo;s job satisfaction and work performance. Moderation analyses using cultural resilience were conducted to test the impact that minority status, immigration status, and stress have on job satisfaction and performance. Results of this study indicated a significant interaction between cultural resilience and stress on an employee&rsquo;s job satisfaction. Although minority and immigrant status significantly contributed to an individual&rsquo;s cultural resilience, there was no significant interaction between cultural resilience and group status on an employee&rsquo;s job performance. This study highlights the importance of examining the perspective of cultural minorities in workplace settings and has implications on workplace dynamics.</p><p>

A fundação por enxameamento e poliginia (múltiplas rainhas funcionais) são características marcantes nas vespas da tribo Epiponini, dominantes na região Neotropical. A diversidade na diferenciação entre castas no grupo é interessante. É evidente a distinção entre rainhas e operárias nos gêneros basais, contrastando com a presença de intermediárias (fêmeas não inseminadas com ovários desenvolvidos) nos gêneros mais derivados. Os objetivos deste trabalho foram conhecer aspectos relacionados ao processo de migração forçada, à organização social inter e intra-castas em Parachartegus fraternus. Certificar-se dos aspectos referentes ao fenômeno da oligoginia cíclica. Os principais resultados foram: O processo de reprodução colonial é um evento de difícil observação. Desse modo, para estudá-lo em detalhes este estudo se valeu da análise de enxameagens provocadas pela remoção das estruturas do ninho de seis colônias naturais de Parachartegus fraternus \"absconding swarms\" (Richards & Richards, 1951). Após essa intervenção observaram-se os seguintes eventos: dispersão majoritária dos adultos, retorno gradativo dos indivíduos aos remanescentes do ninho (área do substrato revestida com material vegetal) e sua permanência no local até o início da migração. Esse evento teve início com muitas vespas deixando o local de agregação anteriormente mencionado, voando ao redor de árvores e arbustos próximos, freqüentemente pousando nas folhas e retornando ao local do ninho original. O comportamento de arrastar o abdômen no substrato \"dragging behavior\" (Naumann, 1975) observado desde a remoção do invólucro e dos favos intensificou-se com o aumento dos referidos vôos. Como esse ato envolve a deposição de substâncias atrativas (Jeanne 1975,1981) sobre vários pontos (principalmente folhas) estabelece-se uma trilha \"trail making\" (Naumann, 1975; Jeanne, 1975, 1981) que atrai outras vespas e, inclusive, novas escoteiras. Essas novas escoteiras, reforçando as marcas anteriores, aumentam a eficiência da trilha que, posteriormente, sendo percorrida pela principal onda migratória guia o enxame propriamente dito até o novo local de nidificação. No caso de P. fraternus, escoteiras foram encontradas em diferentes locais (pré-seleção do local do novo ninho). Entretanto, no local definitivamente selecionado, as escoteiras, repetidamente, além de arrastar o abdômen, depositavam veneno no substrato diferenciando o local de estabelecimento das marcas deixadas no curso da trilha (finalização do caminho químico). Estabelecida a trilha, a migração difusa e massal definitiva ocorre rapidamente. A eficiência do método migratório é notável. Terminada essa fase, no local do ninho antigo restam poucos indivíduos e, principalmente, os machos. Finda a fase migratória operárias retornam várias vezes ao local em que esteve estabelecida a antiga colônia. Essas visitas servem para coletar materiais que serão reutilizados na construção do novo ninho. As rainhas tiveram uma existência pacífica entre elas, no entanto, ficou evidente a competição ligada a postura. A detecção de oofagia diferencial entre as rainhas é importante por ser ela altamente competitiva. A principal função das rainhas é a postura, em colônias estáveis, supostamente, elas inibem a postura de intermediárias. As operárias estão envolvidas no processo de eliminação de rainhas que ocorre de forma gradual ou abrupta. As rainhas supostamente perdem a dominância feromonal ao longo do ciclo colonial e são agredidas por operárias e eliminadas gradualmente da colônia. A eliminação de forma abrupta ocorreu durante o pré¬enxameio e estabelecimento, provavelmente algumas rainhas são feromonalmente reconhecidas como mais fértil e dominante e não são eliminadas. A oligoginia cíclica foi confirmada, restando apenas uma rainha em uma das colônias, e somente depois do desaparecimento de todas rainhas identificadas novas rainhas iniciaram posturas. Em colônia onde foram retiradas rainhas e intermediárias em postura não foi observado novas rainhas em um período de 30 dias, a orfandade refletiu na arquitetura do ninho. As intermediárias foram flexíveis na realização de tarefas ligadas ao forrageio, construção do ninho e enxameio. Porém, a postura de ovos pelas intermediárias pareceu ser facultativa e oportunista dependente da fase e do número de rainhas na colônia, possivelmente, a postura das intermediárias tenha sido suprimida por feromônios de rainhas. As intermediárias foram ativas durante o estabelecimento de algumas colônias, competiram com as rainhas por células para realizar posturas e fizeram oofagia diferencial em ovos de rainhas. No entanto não foi observada nenhuma agressão em intermediárias. Foi observado um caso de substituição da rainha por operária. A fêmea que se tornou rainha foi observada anteriormente em diversas tarefas na colônia ligadas a construção e manutenção. Durante o estabelecimento e a monoginia da colônia, a operária se manifestou como intermediária. No total foi observada por 192 dias desde que foi marcada com código de cores. Assim, em espécies com baixa diferenciação entre as castas, com determinação pós-imaginal, todas as operárias tem possibilidade de se tornar rainha dentro de uma determinada faixa etária. / New nests foundation through swarming and polygyny (multiple functional queens) stand among the most remarkable characteristics of the Epiponini wasps that dominantly thrive in the Neotropics. On morphological grounds inter caste differences range from virtually absent to fair distinctness. Moreover, curious presence of intermediate (uninseminated, ovary-developed females, cf. Richards & Richards, 1951) in most genera add complex characteristics to the Epiponini social organization. For obvious reasons natural swarming in these wasps has been seldom recorded. On this account to gain new insights on the swarming process it was provoked and studied in six colonies of Parachartergus fraternus by removing nests principal structures. On the other hand, need of observing the experimental colonies carefully lead us to approach the wasps social organization through intensive direct observations. In this case, especial attention was paid to the mechanisms leading to cyclical oligogyny, as the mechanisms underlying queen\'s selection, queen\'s competition over egg laying, role of the intermediates, etc., can be adequately approached through direct observations, only. After nest structures removal, majority of the wasps dispersed widely. Their return to the nests remains was invariably gradual, and not organized. So, after using the nest remains as the main aggregation area for a period, migration procedures to o new site started with many wasps departing from the aggregation spot and flying around. Most of these flying wasps used to land on the neighboring vegetation and to return thereafter to the aggregation spot. Abdomen dragging behavior (Naumann, 1975), as observed to occur right after nest\'s structures removal is intensified. Through such peculiar behavior the wasps (scout wasps) add special scents to the dragged spot (Jeanne, 1971, 1975) of which sequential combination (trail making, cf. Naumann, 1975) guides the wasps to the previously chosen new nest site. Efficiency of the scented spots is certainly increased as newcomers scout wasps often perform additional dragging behavior on them. In the course of the observations it could be ascertained that the scout wasps often gather over several spots (nest site pre-selection). Even though abdominal dragging on such spots is intense, it\'s important to stress that only of them received venom deposition through frequent sting acts on the substratum. This may indicate venom deposition signals towards migration end, as odors in it should be different than those left by the dragging behavior. As soon as the scent trail is set definite migration occurs of which efficiency is remarkable as suggested by very low number of wasps left behind on the old nest remain. Among these prevalence of males is notorious. Seemingly they are not able to follow the scent trail as the females do so efficiently. In addition, after the bulk of the population arrives to the new nest site, the scout start returning to the old spot to collect materials to be promptly used in the newly started constructions. In general, queens were quite indifferent one another. However, mild and often non explicit competition trends may take place in the events underlying egg laying. Among such, frequent cases of differential oophagy were recorded what probably points out towards competitive mechanisms. More active queens leave more descendants, supposedly. Queen\'s certainly more evident function relates to oviposition. For such, besides likely competition as afore mentioned it seems also probable that queens can pheromonally inhibit intermediates ovipositions. The mechanism leading to cyclical oligogyny is mediated by the workers. Indeed, groups of workers or even isolated workers respond for the majority of the queen direct attacks. Moreover, mentioned attacks may appear gradually or suddenly. Reasons for such attacks remain unknown. Apparently, in the course of aging the queens may loose their distinctive pheromones what may enhance antagonisms and attacks. Obtained results support cyclical oligogyny. Through it a given colony reached monogyny. In general it was only after queenlessness that the newly produced gynes started ovipositing. In a colony of which queens and intermediates were removed, no queens appeared after 30 days. Orphan colonies develop nests structural abnormalities. Concerning foraging, nest construction and swarming, intermediates were socially flexible. However, their oviposition involvement is seemingly opportunistic as it depends on colony development phase, and number of present queens. It seems likely that intermediates ovipositions can be pheromonally regulated by the queens. In some cases they were more active in the course of colony establishment. Despite, no aggressions were recorded against the intermediates; they were seen eating some of the queens laid eggs. In a given instance a worker substituted a queen. Such worker had been previously recorded in tasks related to nest construction and nest keeping. Besides, as her behavior could be albeit intermittently tracked for 192 days, of which period covered from colony establishment until monogyny through polygyny, it could be ascertained that she invariably performed worker-like functions, that is, she was never seen playing even the role of an intermediate female. However, subsequent dissections performed on the nest population proved that she was the only ovary-developed and inseminated female in that particular colony. This is the most extreme case of caste flexibility ever recorded among the Epiponini wasps. Apparently, incipient caste differences allied to likely occurrence of pos-imaginal caste development in P. fraternus triggered hidden survival mechanisms allowing present especial case of worker-queen substitution event.

by Lo Wai Shun. / Bibliography: leaves 135-136 / Thesis (M.Ph.)--Chinese University of Hong Kong, 1985

Kwan Ho Kwong. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2006. / Includes bibliographical references (leaves 171-195). / Abstracts in English and Chinese; questionnaires in Chinese. / TITLE PAGE --- p.I / ABSTRACT --- p.II / ACKNOWLEDGEMENTS --- p.V / TABLE OF CONTENTS --- p.VII / LISE OF TABLES AND FIGURES --- p.X / CHAPTERS / Chapter 1. --- INTRODUCTION --- p.1 / Chapter 2. --- LITERATURE REVIEW --- p.10 / Chapter 2.1 --- Extra-role Behavior --- p.10 / Chapter 2.2 --- Different Conceptualizations of Extra-role Behaviors --- p.12 / Chapter 2.3 --- Organizational Citizenship Behavior --- p.16 / Chapter 2.4 --- Social Exchange Theory and OCB --- p.35 / Chapter 2.5 --- Resource Theory --- p.40 / Chapter 2.6 --- Career Growth Opportunities --- p.53 / Chapter 2.7 --- Contingency Theory --- p.60 / Chapter 2.8 --- Peer Competition --- p.65 / Chapter 2.9 --- Task Interdependence --- p.67 / Chapter 3. --- CHAPTER THREE: CONCEPTUAL MODEL AND HYPOTHESES --- p.72 / Chapter 3.1 --- Conceptual Model --- p.72 / Chapter 3.2 --- OCB and Resources --- p.74 / Chapter 3.3 --- OCB and Services --- p.77 / Chapter 3.4 --- OCB and Love --- p.78 / Chapter 3.5 --- OCB and Status --- p.80 / Chapter 3.6 --- OCB and Information --- p.82 / Chapter 3.7 --- Interaction Effects with Peer Competition and Task Interdependence --- p.84 / Chapter 3.8 --- "Exchanged Resources (Services, Love, Status, Information) and Career Growth Opportunities" --- p.94 / Chapter 4. --- RESEARCH DESIGN AND METHODOLOGY --- p.101 / Chapter 4.1 --- Samples and Data Collection --- p.101 / Chapter 4.2 --- Measures --- p.104 / Chapter 5. --- RESULTS --- p.110 / Chapter 5.1 --- Descriptive Statistics --- p.110 / Chapter 5.2 --- Confirmatory Factor Analysis --- p.115 / Chapter 5.3 --- Regression Results --- p.125 / Chapter 6. --- DISCUSSION --- p.153 / Chapter 6.1 --- Effects of OCB on Resources --- p.153 / Chapter 6.2 --- Interaction Effects of Peer Competition and Task Interdependence on the Relationship between OCB and Resources --- p.157 / Chapter 6.3 --- Interaction Effects of Task Interdependence on the Relationship between Conscientiousness and Love Resource --- p.158 / Chapter 6.4 --- Effects of Resources --- p.160 / Chapter 6.5 --- Different Perceptions of Career Growth Opportunities --- p.160 / Chapter 6.6 --- Effects of OCB on Career Growth Opportunities --- p.161 / Chapter 6.7 --- Theoretical Contributions --- p.162 / Chapter 6.8 --- Practical Implications --- p.165 / Chapter 6.9 --- Limitations --- p.166 / Chapter 6.10 --- Conclusion --- p.169 / REFERENCES --- p.170 / APPENDIX A Questionnaire Rated by Self --- p.195 / APPENDIX B Questionnaire Rated by Supervisor --- p.201

<p> The personal support raising model of funding mission utilized by Evangelical outreach ministries (EOMs) in the United States can disadvantage women and staff of color (Perry 2011). Many EOMs desire to make changes to the way they raise support, but struggle to help teams pursue more just funding models in their contexts. This research project investigates ways ministers in eleven different ministries describe their journeys toward more just funding models. After examination and reflection through a lens of missiological reflection on justice and mission funding, the project then suggests common themes from these ministries to help three new ministry teams develop organizational change strategies to change the way they raise support. Insights from helping these three teams, combined with earlier missiological reflection and journey descriptions, are then utilized to create the Equitable Support Raising Canvas. This tool seeks to define on one page the adaptive work for EOMs who desire to pursue more just funding models for mission.</p><p>

<p> A case study conducted under the rubric of integral inquiry, this research explores the application of Jungian and archetypal psychology to the growth process of an organization. Drawing upon analysis of public documents using Corlett and Pearson&rsquo;s Archetype of Organization model, it identifies the Hero, Ruler, and Sage as the archetypes most active within the organizational psyche of the Oregon Public Health Division and the Jester, Explorer, Creator, and Caregiver as archetypes in the organizational shadow. Focus group discussion data characterizes these archetypes and contributes to specific recommendations for how this archetypal analysis could inform the agency&rsquo;s development and modernization. Guided by Hillman&rsquo;s process of &ldquo;seeing through,&rdquo; further analysis provides alchemical and mythological perspectives on the agency&rsquo;s organizational psyche informed by metaphorical analysis of documents and focus group data, the somatic and emotional responses of researcher and participants, and the researcher&rsquo;s dream and self-generated mandala images. This inquiry demonstrates that archetypal analysis can provide a valuable and unusual perspective on an agency, a nuanced opportunity for an organization to &ldquo;know thyself&rdquo; not available by means of conventional public health program evaluations or organizational assessments.</p><p>

Operation of a Direct Methanol Fuel Cell (DMFC) at high temperature with vapor feed can avoid many of the issues of conventional low temperatures DMFC, such as crossover, low efficiency and high catalyst loading. Here we investigate the behavior of a PBI-phosphoric acid membrane based DMFC. This project has two goals. The first goal is to investigate the effect of temperature and methanol concentration on the performance of Direct Methanol Fuel Cell (DMFC). The second goal is to investigate the effect of temperature and methanol on its oscillatory behavior under constant current or constant voltage operation. In this project, we use a commercial polybenzimidazole (PBI)-phosphoric acid based membrane electrode assembly (MEA), namely, Celtec-P 1100 from BASF. The Celtec-P 1100 MEA is actually designed for high temperature operation with referenced hydrogen. This kind of MEA operates at temperatures between 140℃ to 180℃, tolerating high concentrations of carbon monoxide and running independently of humidification. This study uses different vaporized concentration methanol instead of hydrogen at the anode and oxygen at the cathode. We tested in different conditions, the concentration of methanol from 1M to 10M and the operating temperature from 160℃ to 180℃. Results show that the performance of fuel cell increases with temperature up to 180℃ and the effect of methanol concentration is small. Further, oscillatory behavior is observed and reported for the first time. The oscillation is not significantly affected by the temperature and methanol concentration, current density or voltage. However, the oscillation is in special region in different condition.