Thesis (Ph. D.)--University of California, San Diego, 2009. / Title from first page of PDF file (viewed July 7, 2009). Available via ProQuest Digital Dissertations. Vita.

Thesis (M.B.A.)--University of Hong Kong, 1997. / Cover title. Includes bibliographical references (leaf 99-103).

Thesis (M.A.)--University of Hong Kong, 1988. / Also available in print.

Thesis (doctoral)--Université de Paris V, 1978. / Includes bibliographical references (v. 2, p. [1005]-1036) and index.

Thesis (Ph. D.)--University of Pennsylvania, 1996. / Includes bibliographical references (leaves 154-157) and index.

Thesis (Ph.D. (Education)) - Rhodes University, 2007.

Made available in DSpace on 2014-11-10T11:09:44Z (GMT). No. of bitstreams: 0 Previous issue date: 2014-02-06Bitstream added on 2014-11-10T11:58:35Z : No. of bitstreams: 1 000792540.pdf: 1503488 bytes, checksum: 7f3e207b2e1e15082435c114a44ed1cb (MD5) / Nesta dissertação, buscamos analisar as estratégias, os discursos e as ações do Instituto Gife e Ethos para o campo social. Para tanto, nossa análise incidiu nas razões pelas quais foram criadas duas organizações do porte do Gife e do Ethos no Brasil visando uma atuação social dos empresários distinta das ações vinculadas à filantropia tradicional e ao assistencialismo até então realizadas. Com esse fito, analisamos as condições históricas e os principais agentes que possibilitaram a emergência dessa nova atuação empresarial expressa na ideologia da Responsabilidade Social Empresarial e do Investimento Social Privado. Ou seja, com a abertura política, nos anos 1980, impõe-se aos empresários ou às frações da burguesia a necessidade de redefinir suas estratégias de dominação, que não poderiam mais ter como predomínio o elemento da coerção, exigindo estratégias de cunho mais consensual ao novo quadro político que se instaurara. Com a vigência do neoliberalismo no país, o ativismo social dos empresários passou ganhar destaque e força, uma vez que a política de Estado empreendida para a área social desenvolveu-se, sobretudo na década de 1990, por meio do encolhimento da responsabilidade estatal frente aos problemas sociais, ensejando a intervenção da iniciativa privada nesta área. Nesse cenário, foram criados os institutos considerados nesta pesquisa como os principais articuladores e formuladores da nova atuação social empresarial, que atuando como aparelhos privados de hegemonia, buscam difundir uma nova perspectiva política ancorada nos postulados do neoliberalismo aos principais problemas sociais, políticos e econômicos, imprimindo outros significados ao modo como esses problemas devem ser tratados. / In this dissertation, we analyze the strategies , discourses and actions of the Institutes Gife and Ethos to the social sphere . For this purpose, the analysis is focused on reasons why these two organizations of such magnitude, Gife and Ethos has been created in Brazil aiming at a distinct social entrepreneurs role associated to traditional philanthropy and welfare performed up to then. With this goal, have been analyzed both the historical conditions and key actors that made possible the raising of a new business activity expressed in the ideology of CSR and Private Social Investment policies. Thereto, due the 1980s political opening, entrepreneurs or fractions of the capitalists was forced to redefine their strategies of domination. They could not have the coercion as predominant element, requiring strategies to more consensual nature new political arrangements in this political framework. With the implementation of neoliberalism in the country, the social activism of entrepreneurs began gaining prominence and strength, since the state policy for the social area developed, particularly in the 1990s, through the shrinkage of state liability against social problems, allowing for the intervention of the private sector in this area . In this scenario, were created the institutions considered in this research as the main organizers and formulators of the new social entrepreneurial action. These organization acting as private apparatus of hegemony seeking to spread a new political perspective grounded in the tenets of neoliberalism applied to political and economic problems, attributing other meanings to how these problems should be treated.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2016. / SMMEs have been touted as the major driver of any economy – they create jobs, reduce poverty level and generally improve the livelihood of a society. Even with these lofty advantages, SMMEs encounter numerous challenges. These range from lack of access to funding, poor education and understanding of small business management practices. Embedded in small business management practice, is the need to undertake proper marketing. Marketing has recently featured as one of the main challenges of small businesses. Lately several marketing channels have emerged in response to this challenge. These channels have been reported to have positive impact on the bottom line of businesses. This study sought to discover whether social media platforms are deployed within the hospitality sector in the Cape Metropole, Western Cape Province, South Africa, to enhance the growth of restaurants. The study was motivated by the lack of alternative marketing channels using social media platforms, especially in the hospitality industry in the Cape Metropole. Essentially, to achieve this aim, a survey was conducted of SMMEs with employment capacity of not more than 50 employees, specifically within the hospitality sector in the Cape Metropole. A quantitative methodology was applied, using a self-administered questionnaire, distributed to 100 SMMEs in the Cape Metropole. The method of data analysis was purposive. The findings of this research indicate that most of the sampled small businesses used social media platforms. The findings also suggest that SMMEs perceived social media to have moderately effective marketing tools, with WhatsApp as the most effective, followed by Facebook and Twitter. The findings suggest that most respondents used the platform to inform their clients about a business promotion; for new product marketing; for customer loyalty, and for socialising with clients. It was found that if the highest percentage, used for socialising, was then channelled towards strategic marketing, it would significantly boost small business marketing capabilities. This could fill the gap of sustainable marketing strategies.

Do gender stereotype threat and racioethnic stereotype threat combine to adversely impact American women of African descents’ likelihood to approach financial rewards in a job-negotiation context? This experimental study used a 2 (gender stereotype threat: high, low) x 2 (racioethnic stereotype threat: high, low) between-subject’s factorial design in order to investigate this question. Measures of salary expectations and affect were collected using previously validated scales. Key findings include a significant interaction between sense of power and racioethnic stereotype threat on anticipated backlash, and a main effect of sense of power on approach-avoidance, positive affect, and negative affect. Post hoc analyses show that implicit power moderates the effects of racioethnic stereotype threat on negotiation behavior, that is, having a situational sense of power mitigates the impact of being under fear of confirming a negative stereotype about a group in which you hold membership in. Implications for theory and practice are discussed along with future research directions in organizational behavior and social psychology.

The research adopts the technological affordance approach and the theory of planned behavior (TPB) to examine the role of enterprise social media (ESM) in employee communication and its effects on employees in the context of mainland China. The research postulated that organizations can actualize affordances of ESM to influence employees' cognitive perceptions of ESM (i.e., attitude, subjective norms, and perceived behavioral control) that further affect their ESM use intention and relationships with organizations (i.e., employee-organization relationships; EORs). Using a mixed-methods approach to examine Enterprise WeChat (EWeChat), the research interviewed 36 participants to explore organizational actions of EWeChat affordance actualization and employee perceptions about EWeChat use in mainland China. An online survey with 427 mainland Chinese employees adopting EWeChat was conducted to investigate the role of ESM affordance actualization in forming the employees' intention to continuously use EWeChat, as well as in cultivating their EORs through their attitude, subjective norms, perceived behavioral control, and habits of EWeChat use. Key results of the research include the following. Thirteen EWeChat affordances and means of actualization (i.e., association, control, diversity, feedback, outeraction, perpetual contact, persistence, personalization, portability, privacy, social presence, synchronicity, and visibility) for specific organizational goals were identified. The influence of EWeChat affordance actualization on employees' intention to continuously use EWeChat was mediated by their perceived benefits and risks of EWeChat use. The utilitarian benefit, hedonic benefit, avoidance of work-life conflicts, social concerns, privacy concerns, and perceived behavioral control were positive indicators of the continuous EWeChat-use intention, while performance risk was a negative indicator. The effects of affordance actualization on EORs were partially mediated by employees' perceived utilitarian benefit and perceived professional image related to EWeChat use. The research extends the TPB to predict ESM use in Chinese workplaces. It explicates ESM affordance actualization as the interaction between ESM and organization (actor 1), and also between ESM and employees (actor 2). It also evidences that ESM can be used as a relationship cultivation tool. The research sheds light on how organizations in mainland China can effectively configure their ESM to maximize the efficacy and relational outcomes of its mobile application in employee communication