Upland cotton (Gossypium hirsutum L.) is the world's most prominent fiber crop. Cotton transformation is labor intensive and time consuming, taking 12 to 18 months for rooted T0 plants. One rate limiting step is the necessary production of somatic embryos. In other recalcitrant species, ectopic expression of three genes were shown to promote somatic embryogenesis: WUSCHEL (WUS), SHOOT MERISTEMLESS (STM), and BABY BOOM (BBM). WUS is responsible for maintaining stem-cell fate in shoot and floral meristems. STM is needed to establish and maintain shoot meristems. STM and WUS have similar functions but work in different pathways; overexpression of both together converts somatic cells to meristematic and embryogenic fate. BBM encodes an AP2/ERF transcription factor that is expressed during embryogenesis and ectopic expression of BBM reprograms vegetative tissues to embryonic growth. In prior studies, these genes were constitutively expressed, and cultures did not progress beyond embryogenesis because the embryogenic signal was not turned off. In our study, we set out to use these genes to increase the efficiency of cotton transformation and decrease the time it takes to regenerate a plant. A disarmed cotton leaf crumple virus (dCLCrV) vector delivers WUS, STM, or BBM into cotton tissue cultures through Agrobacterium tumefaciens infection. We propose that virus delivery of embryo-inducing genes is a better approach for transformation because A) inserts more than 800 nucleotides are unstable, and will spontaneously inactivate, B) virus DNA can migrate through plasmodesmata to cells around the infected cell, creating a gradient of embryonic potential, C) the virus DNA does not pass through the germ line and the seed will not contain virus. We propose this method of inducing embryogenesis will facilitate the stable transformation of cotton and will be beneficial to the cotton industry. Ectopic expression of AtBBM, AtSTM, and AtWUS GrWUS:meGFP from a constitutive CaMV 35S promoter produced plants with phenotypes similar to those described in previous studies overexpressing AtBBM, indicating that the AtBBM gene was functional. The cotton cotyledon infiltration of the pART27 constructs showed transformed cells in Coker 312 by GFP localization in the nucleus. Although GFP was detected, no visible embryos appeared from the cotyledon. Cotyledons infiltrated with Agrobacterium harboring overexpression vectors withered and aborted after ~2 weeks. The virus-based vector in tissue culture failed to increase transformation efficiency, resulting in no embryos. The combination of hormone concentration showed no contribution to increasing the transformation efficiency.

Cette thèse, qui étudie les effets des mutations économiques sur les parcours de vie des générations, s'inscrit au coeur de l'actuel débat théorique qui oppose deux grandes thèses relatives au changement culturel : celle de la montée des valeurs postmatérialistes et celle du retour des valeurs matérialistes. Du point de vue empirique, l'auteur examine les effets des mutations économiques sur les parcours de vie de deux cohortes de baby-boomers québécois (1942-51 et 1962-71), examen qui porte plus particulièrement sur le parcours professionnel, les modalités d'entrée dans l'âge adulte, les modes d'agencement travail-famille et l'éthique du travail. L'étude montre qu'en dépit de parcours professionnels et familiaux passablement différents, les cohortes présentent d'importantes similitudes, ce qui remet en question la solidité tant des thèses fondées sur l'existence d'un conflit intergénérationnel que de celles qui soutiennent· le retour des valeurs matérialistes. En effet, il appert que les mutations économiques des dernières décennies n'ont pas modifié de manière substantielle le mouvement de fond amorcé depuis la fin de la Seconde Guerre mondiale, à savoir la montée de valeurs liées à la réalisation de soi. Si notre étude valide en partie la thèsepostmatérialiste du changement, elle n'en nuance pas moins certains aspects. Par exemple, tout indique que le changement culturel ne s'effectue pas simplement par le remplacement des générations, mais aussi par l'évolution des valeurs au sein des différentes générations au cours d'une même période historique. Par ailleurs, cette étude illustre aussi le fait que le concept de cohorte, bien qu'utile pour étudier le changement, tend à masquer les différences au sein d'une même cohorte, ce qui conduit souvent à de trop grandes généralisations.

by Chan Chui-mi, Rebecca and Pong Hei-ming, David. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1990. / Bibliography: leaf 138. / TABLES OF CONTENTS --- p.ii / LIST OF ILLUSTRATIONS --- p.v / LIST OF TABLES --- p.vi / ACKNOWLEDGMENTS --- p.vii / Chapter I. --- BACKGROUND AND PROBLEM STATEMENT --- p.1 / Background on the Yuppie Phenomenon --- p.1 / Baby-boomers and Yuppies --- p.1 / Yuppies in the U.S.A. --- p.1 / The Yuppie Phenomenon in Hong Kong --- p.3 / Statement of the Problem --- p.5 / Chapter II. --- LITERATURE REVIEW --- p.6 / Yuppies : Origin and Definition --- p.8 / Yuppies : Their Inner World --- p.10 / Yuppies : An International Flavor --- p.13 / Yuppies in Hong Kong --- p.15 / Returnees --- p.16 / Working Educated Women --- p.16 / Yuppies : Life-style and Marketing Imp1ications --- p.17 / Yuppies : Fading Away --- p.17 / Conclusions --- p.22 / Chapter III. --- RESEARCH METHODOLOGY --- p.23 / Hypotheses Development --- p.23 / Psychological Traits --- p.24 / Status Conscious --- p.24 / Quality Conscious --- p.24 / Motivation and Drive --- p.25 / Innovative and Adventurous --- p.25 / Health-conscious --- p.25 / Time-conscious --- p.26 / Concern for Children --- p.26 / Media Selection --- p.26 / Market/Consumption Behavior --- p.27 / Demographic Profile --- p.28 / Target Group Definition --- p.29 / Age --- p.30 / Personal Income --- p.30 / Education --- p.31 / Data Collection --- p.31 / Sampling Frame --- p.31 / Questionnaire Design --- p.32 / Psychological Traits --- p.32 / Market Behavior --- p.33 / Demographic Profile --- p.35 / Data Analysis --- p.35 / Summary --- p.36 / Chapter IV. --- DATA COLLECTION AND ANALYSIS --- p.37 / Pilot Test --- p.37 / Data Collection in Practice --- p.38 / Sample Group --- p.38 / Post-coding of Part I Answers --- p.39 / Post-coding of Part II Answers --- p.39 / Descriptive Statistics --- p.46 / Frequency Statistics --- p.46 / Hypothesis Testing of Psychological --- p.46 / Traits By Two-Sample T-test / Analysis of Yuppies， Consumption By One-Sample Chi-Square --- p.48 / Cross Tabulation and Chi-Square --- p.51 / Statistic on Consumption of Yuppies / Vis-a-vis the Control Group / Demographic Characteristics of Yuppies --- p.54 / Cluster Analysis --- p.56 / Primary Cluster Analysis --- p.56 / Secondary Cluster Analysis --- p.58 / Demographic Characteristics Redefined --- p.62 / Chapter V. --- MARKETING IMPLICATIONS --- p.63 / Executive Summary --- p.63 / Marketing Implications --- p.64 / Marketing of Social Goods --- p.65 / Marketing of Non-social Goods --- p.66 / New Market Segments --- p.67 / New Product Attributes --- p.67 / New Distribution Channels --- p.68 / New Promotion Messages --- p.68 / Differentiated Pricing Strategies --- p.69 / Recommendations for Future Studies --- p.77 / APPENDIX --- p.71 / Chapter 1 --- Initial Questionnaire for Pilot Test --- p.71 / Chapter 2 --- Pilot Test and Spearman Coefficient for Internal Consistency Test --- p.89 / Chapter 3.1 --- Revised Questionnaire in English --- p.91 / Chapter 3.2 --- Revised Questionnaire in Chinese --- p.102 / Chapter 4 --- "Descriptive Statistics on Mean, Standard Deviation, Maximum and Minimum Values of Records" --- p.113 / Chapter 5 --- Hypothesis Testing of Psychological Traits by Two-sample T-test --- p.114 / Chapter 6 --- T-test Results on the Mean Difference for Each Group of Attitude Statements between the Yuppies and the Control Group --- p.116 / Chapter 7 --- One Sample Chi-square Test --- p.120 / Chapter 8 --- Results of One Sample Chi-square on Yuppies， Consumption --- p.121 / Chapter 9 --- Cross Tabulation of Chi-square Statistics on Consumption of Yuppies vis-a-vis the Control Group --- p.127 / Chapter 10 --- Frequency Statistics on Yuppie Demographics --- p.130 / Chapter 11 --- Cluster Analysis --- p.135 / BIBLIOGRAPHY --- p.136

Cette thèse propose d’expliquer le faible taux d’emploi enregistré en France après 55 ans par les risques de fragilité économique, professionnelle, sociale et familiale que révèle le passage à la retraite. Elle repose sur le postulat de la liberté de choix dans la décision de retraite.En 2005, une étude quantitative sur les intentions de départ à la retraite a été menée auprès de 1004 individus en emploi, âgés de 54 à 59 ans. Les trajectoires personnelles comportant leur part d’incertitude et de changements, 31 entretiens semi-directifs ont été réalisés auprès de membres de l’échantillon initial, cinq ans plus tard, afin de permettre un suivi longitudinal. L’articulation des représentations de la retraite, du parcours professionnel et de la trajectoire familiale vise à cerner les écarts entre les projets et les choix adoptés et à déterminer les facteurs-clés impliqués dans la décision.Cette thèse souligne tout d’abord que la majorité des projets initiaux ne sont pas concrétisés. Le déterminisme du contexte professionnel sur la décision de retraite explique en partie ces réajustements : dégradation des conditions de travail, déclassement en fin de carrière, stigmatisation sont autant d’arguments susceptibles d’inciter les individus à partir à la retraite plus tôt que prévu. Mais les itinéraires familiaux pèsent également sur ces choix : « pivots générationnels » entre des parents âgés et des descendants à soutenir, les jeunes retraités doivent faire face à des charges familiales qui influent sur leur décision. Enfin, cette recherche met en évidence la manière dont les jeunes retraités issus du baby-boom, très attachés à leur liberté individuelle tout au long de leur parcours, défendent la préservation d’espaces personnels (individualisation des pratiques), adoptant ainsi des modèles familiaux et une manière de vivre la retraite inédits. / This thesis seeks to explain the low employment rate in France for people aged 55 years and above in terms of the increasing risk of economic, professional, social and family fragility observed in the transition to retirement. The research is based on the postulate of “free choice” in retirement decisions.In 2005, a quantitative study on the intentions of retirement was conducted among 1,004 employed individuals aged 54-59 years. As personal life courses are marked by change and uncertainties, a longitudinal analysis comprising 31 semi-structured interviews was conducted five years later with participants of the initial sample. The combined study of representations of retirement, end of career and family context allows differences to be identified between plans and the final adopted choices, and the key factors involved in the final decision to be determined.First of all, this thesis demonstrates that most of the initial plans are not realised. The determinism of the professional context on the retirement decision partly explains the observed adjustments: a degradation of working conditions, the assignation of under-qualified tasks at the end of a career, and stigmatisation are all factors that encourage people to retire earlier than expected. But the family environment also influences choices: as "generational pivots" between elderly parents and children to support, young retired people have to face family responsibilities that affect their decisions. Finally, this research highlights how young retirees from the baby boom, for whom individual freedom played a central role in their past life course, adopt new family models and a new way of living (the preservation of “individual spaces” and individualised behaviours) during retirement.

The objective of this study was to determine (1) if there is a difference between Baby Boomers, Generation X and Generation Y employees’ perceptions of organisational culture and if so, (2) to determine if generational sub-cultures are formed within an organisation as a result of these different perceptions. A quantitative research design was chosen, and employees (n = 455) in a large South African information and communication technologies (ICT) sector company, selected through proportionate, random, stratified sampling, completed the South African Culture Instrument (SACI). Descriptive and inferential statistics were used to analyse the data, and the results of this study indicate that generational sub-cultures can be identified in the organisation, based on significantly different perceptions of five of the seven dimensions of organisational culture examined. This study therefore contributes to the body of knowledge on organisational culture and the formation of sub-cultures at a generational level and can be used to enhance organisational talent and management strategies. / Industrial & Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

The objective of this study was to determine (1) if there is a difference between Baby Boomers, Generation X and Generation Y employees’ perceptions of organisational culture and if so, (2) to determine if generational sub-cultures are formed within an organisation as a result of these different perceptions. A quantitative research design was chosen, and employees (n = 455) in a large South African information and communication technologies (ICT) sector company, selected through proportionate, random, stratified sampling, completed the South African Culture Instrument (SACI). Descriptive and inferential statistics were used to analyse the data, and the results of this study indicate that generational sub-cultures can be identified in the organisation, based on significantly different perceptions of five of the seven dimensions of organisational culture examined. This study therefore contributes to the body of knowledge on organisational culture and the formation of sub-cultures at a generational level and can be used to enhance organisational talent and management strategies. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology)

With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.

With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)