Le succès de carrière a fait l’objet d’une multitude d’études et deux formes de succès ont été identifiées; le succès subjectif et le succès objectif de carrière. Dans le cadre de notre recherche, nous nous sommes intéressés au succès subjectif de carrière compte tenu de son association confirmée avec le bien-être psychologique, la qualité de la vie au travail (Nabi, 2003; Peluchette, 1993), la motivation intrinsèque, la confiance en soi (Abele et Spurk, 2009b) et l’engagement envers l’organisation (Hennequin, 2009a). En outre, selon diverses études (Arthur, Khapova et Wilderom, 2005; El Akremi, Guerrero et Neveu, 2006), le succès de carrière a tendance à être examiné plus sur la base des critères objectifs (salaire et promotions) que des critères subjectifs (la perception de l’individu). Par ailleurs, il y a eu une méta-analyse, élaborée par Ng, Eby, Sorensen et Feldman (2005) qui a examiné les déterminants du succès de carrière, à la lumière de deux perspectives théoriques développées par Turner (1960); soit la perspective de la mobilité par concours « contest mobility » et la perspective de la mobilité sponsorisée « sponsored mobility ». Ces auteurs ont révélé que les recherches sur le succès de carrière ont une portée limitée; « there is only a limited range of variables being examined as predictor of career success » (p. 396); d’où la nécessité d’examiner d’autres déterminants de succès de carrière, en les associant aux deux perspectives théoriques développées par Turner (1960). La présente recherche s’inscrit également dans la lignée des études qui ont pour but d’analyser les déterminants du succès de carrière. Toutefois, elle traite des liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. Sur la base des recommandations de Ng, Eby, Sorensen et Feldman (2005), nous avons associé la congruence personne-organisation au modèle de la mobilité sponsorisé et les possibilités de mobilité externe au modèle de la mobilité par concours. Notre étude est de type explicatif, compte tenu du fait qu’elle tente de vérifier les liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. À cet effet, nous avons eu recours à des données qui ont été colligées auprès de professionnels des ressources humaines, membre de l’ordre des conseillers en ressources humaines et en relations industrielles (Saba et Dufour, 2005) afin de pouvoir tester empiriquement les liens que nous anticipions entre notre variable dépendante (succès subjectif de carrière) et nos variables indépendantes (congruence personne-organisation et possibilités de mobilité externe) en tenant compte à la fois de notre variable médiatrice, à savoir le sponsorat organisationnel qui intervient dans le lien entre la congruence personne-organisation, et de nos variables de contrôle, qui sont l’âge, le genre, le statut marital, la scolarité, l'ancienneté dans l'organisation et l'ancienneté sur le marché du travail. Par ailleurs, nous avons adopté une méthode quantitative et nous avons procédé à des analyses statistiques, afin de faire sortir les caractéristiques de la distribution des variables; à des analyses bivariées, afin d’analyser les relations (statistiques) entre notre variable dépendante (succès subjectif de carrière) et chacune de nos variables indépendantes (la congruence personne-organisation et les possibilités de mobilité externe) et à une régression multiple, afin de déterminer si des corrélations existent entre les différentes variables à l’étude, nous avons également effectué un test de médiation afin de vérifier le rôle médiateur du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. De façon générale, nos hypothèses de recherche on été confirmées. Les possibilités de mobilité externe et la congruence personne-organisation sont liées positivement au succès subjectif de carrière. De plus, nous avons identifié une médiation partielle du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. / Career success has been the focus of much research. In the literature, two forms of success have been identified, subjective and objective career success. In our study, we are interested in subjective career success given its confirmed association with psychological well-being, quality of life at work (Nabi, 2003; Peluchette, 1993), intrinsic motivation, self confidence (Abele & Spurk, 2009b) and commitment to the organisation (Hennequin, 2009). In addition, according to various studies (Arthur, Khapova, & Wilderom, 2005; El Akremi, Guerrero, & Neveu, 2006), career success is more often examined on the basis of objective criteria (e.g., pay level, promotions) than in terms of the perception of the individual. Furthermore, a meta-analysis of 140 studies published by Ng, Eby, Sorensen, and Feldman (2005) examined the predictors of objective and subjective career success in the light of the two theoretical perspectives advanced by Turner (1960), namely contest mobility and sponsored mobility. The authors of this synthesis concluded that «There is only a limited range of variables being examined as predictors of career success » (p. 396); hence the importance of examining other predictors of career success that relate to the theoretical perspectives developed by Turner (1960). Our study is therefore situated in research that aims to analyze the predictors of career success. It examines the links between external marketability, person-organization fit and subjective career success. Based on the recommendations of Ng, Eby, Sorensen, and Feldman (2005), we associated external marketability to contest mobility and person-organization fit to sponsored mobility. We used data collected from human resource professionals, all members of a professional association located in Quebec (Canada) (Saba & Dufour, 2005). The analysis tested the relationships that we hypothesized between the dependent variable (i.e., subjective career success) and the independent variables (i.e., person-organization fit and external marketability). Further analysis tested the mediating influence of organizational sponsorship in the association between person-organization fit and subjective career success. These analyses included age, gender, marital status, education, organisation tenure, and experience in the labour market as control variables. Descriptive statistics, bivariate correlations, and multiple regressions were used to describe the sample and to test our hypotheses. In general, our research hypotheses were supported. External marketability and person-organization fit are positively related to subjective career success. In addition, we have identified a partial mediation of organizational sponsorship in the relationship between person-organization fit and subjective career success.

La présente thèse explore la dynamique des institutions informelles dans la gouvernance nationale et mondiale et l'ajustement de l'ordre politico-économique, dans un pays en transition et à l'échelle mondiale dans un contexte de crise financière internationale, en utilisant l'approche institutionnelle comparative. Elle adopte le point de vue de la nouvelle économie institutionnelle (New Institutional Economics - NIE) afin d'étudier comment différentes formes de gouvernance, notamment les mécanismes de gouvernance informels, émergent et fonctionnent dans diverses circonstances. Le chapitre deux fournit la preuve de la prédominance des relations accommodante et concurrente entre les systèmes de fourniture de services publics et d'ordre public, qui sont formellement et informellement décentralisés dans soixante-quatre provinces vietnamiennes. Notre analyse de l’«informalité» dans le chapitre trois soutient l'argument selon lequel les mécanismes formels ne sont pas suffisants pour inciter les acteurs publics à assumer leur pleine responsabilité, mais doivent être accompagnés de ceux informels pour combler les déficits de responsabilité du système formel. L'analyse empirique de quarante-cinq pays développés et en développement dans le chapitre quatre découvre que la non-congruence institutionnelle, en général, a un effet complémentaire sur la taille de l'économie informelle, mais agit comme un substitut dans les pays qui ont un faible niveau de non-congruence, une bonne gouvernance de la corruption, ou une grande pro-activité dans la prise d'initiatives visant à réduire l'écart de perception de la légitimité des activités économiques informelles. / This dissertation explores the dynamics of informal institutions in national and global governance and the adjustment of the economic political order in a transition country as well as on the global scale after two recent global financial crises, using the comparative institutional approach. It adopts the perspective of the New Institutional Economics (NIE) to study how alternative forms of governance, particularly, informal mechanisms of governance, emerge and work in various circumstances. Chapter two provides evidence to the prevalence of the accommodating and competing relationships between the formally and informally decentralized systems of providing public services and public order in 64 provinces in Vietnam. Our “informality” analysis in chapter three has supported the argument that formal mechanisms alone are not sufficient to create incentives for public actors to make private efforts to full accountability, but needs accompanying with other informal ones to fill in accountability deficits of the formal system. The empirical analysis of 45 developed and developing countries in chapter four finds that institutional incongruence, in general, has a complementary effect on the size of the informal economy, but acts as a substitute in those countries that have a low level of incongruence, good governance of corruption, or high proactivity in taking initiatives to minimize the perception gap about the legitimacy of informal economic activities.

The 21st century is characterised by globalisation, turbulent change, an information explosion and an electronic revolution. The result is organisations with decentralised structures, increased employee empowerment and growth alliances. This changing landscape calls for a more holistic, collaborative outlook on leadership, placing the emphasis on relationships, context and transformation where leadership occurs at multiple levels in organisations. While organisations work towards future sustainability in response to the demands of this landscape, leaders are faced with their own personal transition within their roles. Leadership is a socially constructed process that is co-created amidst pressure from self-expectations, follower expectations and organisational requirements. Leadership as a boundary-keeping role that functions on the periphery between the organisation and the external environment, evokes anxiety. The researcher sought to explore, describe and analyse the lived leadership role experience of 21st century leaders as it plays out above and below the surface of consciousness. At the conscious level, the normative role refers to job description and content. At the unconscious level, the existential role deals with the role in the mind of the individual, while the phenomenal role relates to what others perceive and project onto the individual fulfilling the role. The level of congruence between these three roles and its consequent impact on the individual leadership experience were explored. Hermeneutic phenomenology, using the systems psychodynamic perspective as a theoretical framework, enabled the researcher to apply in-depth description and interpretation. A case study research approach was adopted where individual cases were analysed and then consolidated into a cross-case analysis of findings. The study revealed the underlying mental activity and irrational behaviour relating to anxiety, conflict and defences that manifest for 21st century leaders. By integrating the findings with both systems psychodynamic literature and leadership literature, nine themes emerged, namely anxiety, leadership identity, boundaries, authority, role, task, containment, valence and perceived performance. These themes culminated in a research hypothesis about the constant evolution of the leadership role in the context of the current business landscape. / Psychology / Ph. D. (Consulting Psychology)

Training in psychotherapy needs to involve more than merely skills and techniques. The field of psychotherapy needs to involve more than the application of formulas in a modernistic framework. This study proposes an approach to training in psychotherapy where the emphasis is on the client and the therapeutic relationship. Psychotherapy training should be an ongoing process and this study aims to facilitate and enhance that process for students. The study combines basic therapeutic skills and interpersonal psychotherapy to form a training programme referred to as the Basic Relational Skills Training (BRST) programme. The first part of the study provides a historical perspective of basic therapeutic skills, followed by a review of the relevant literature. The second part of the study constitutes a possible format for a training manual for the proposed BRST programme. The researcher hopes that the proposed BRST programme be utilised by trainers to assess the programme's efficacy. / Psychology / M.A. (Clinical Psychology)

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-05-10T13:29:13Z No. of bitstreams: 1 leticiavasconcellosdesouza.pdf: 334599 bytes, checksum: ecaf1358f31b66f2a2e8740f4db33535 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-06-15T13:12:10Z (GMT) No. of bitstreams: 1 leticiavasconcellosdesouza.pdf: 334599 bytes, checksum: ecaf1358f31b66f2a2e8740f4db33535 (MD5) / Made available in DSpace on 2016-06-15T13:12:10Z (GMT). No. of bitstreams: 1 leticiavasconcellosdesouza.pdf: 334599 bytes, checksum: ecaf1358f31b66f2a2e8740f4db33535 (MD5) Previous issue date: 2015-08-14 / Este trabalho é voltado para professores que atuam nas séries finais do Ensino Fundamental. Tem como objetivo mostrar que é possível introduzir o estudo de Congruência Modular nesse segmento de ensino, buscando facilitar a resolução de diversas situações-problema. A motivação para escolha desse tema é que há a possibilidade de tornar mais simples a resolução de muitos exercícios trabalhados nessa etapa de ensino e que são inclusive cobrados em provas de admissão à escolas militares e em olimpíadas de Matemática para esse nível de escolaridade. Inicialmente é feita uma breve síntese do conjunto dos Números Inteiros, com suas operações básicas, relembrando também o conceito de números primos, onde é apresentado o crivo de Eratóstenes; o mmc (mínimo múltiplo comum) e o mdc (máximo divisor comum), juntamente com o Algoritmo de Euclides. Apresenta-se alguns exemplos de situações-problema e exercícios resolvidos envolvendo restos deixados por uma divisão para então, em seguida, ser dada a definição de congruência modular. Finalmente, são apresentadas sugestões de exercícios para serem trabalhados em sala de aula, com uma breve resolução. / The aims of this work is teachers working in the final grades of elementary school. It aspires to show that it is possible to introduce the study of Modular congruence this educational segment, seeking to facilitate the resolution of numerous problem situations. The motivation for choosing this theme is that there is the possibility to make it simpler to solve many problems worked at this stage of education and are even requested for admittance exams to military schools and mathematical Olympiads for that level of education. We begin with a brief summary about integer numbers, their basic operations, also recalling the concept of prime numbers, where the sieve of Eratosthenes is presented; the lcm (least common multiple) and the gcd (greatest common divisor), along with the Euclidean algorithm. We present some examples of problem situations and solved exercises involving debris left by a division and then, we give the definition of modular congruence . Finally , we present suggestions for exercises to be worked in the classroom, with a short resolution.

This study explored the relationship between workplace discrimination climate on team effectiveness through three serial mediators: collective value congruence, team cohesion, and collective affective commitment. As more individuals of marginalized groups diversify the workforce and as more organizations move toward team-based work (Cannon-Bowers & Bowers, 2010), it is imperative to understand how employees perceive their organization’s discriminatory climate as well as its effect on teams. An archival dataset consisting of 6,824 respondents was used, resulting in 332 work teams with five or more members in each. The data were collected as part of an employee climate survey administered in 2011 throughout the United States’ Department of Defense. The results revealed that the indirect effect through M1 (collective value congruence) and M2 (team cohesion) best accounted for the relationship between workplace discrimination climate (X) and team effectiveness (Y). Meaning, on average, teams that reported a greater climate for workplace discrimination also reported less collective value congruence with their organization (a1 = -1.07, p < .001). With less shared perceptions of value congruence, there is less team cohesion (d21 = .45, p < .001), and with less team cohesion there is less team effectiveness (b2 = .57, p < .001). In addition, because of theoretical overlap, this study makes the case for studying workplace discrimination under the broader construct of workplace aggression within the I/O psychology literature. Exploratory and confirmatory factor analysis found that workplace discrimination based on five types of marginalized groups: race/ethnicity, gender, religion, age, and disability was best explained by a three-factor model, including: career obstruction based on age and disability bias (CO), verbal aggression based on multiple types of bias (VA), and differential treatment based on racial/ethnic bias (DT). There was initial support to claim that workplace discrimination items covary not only based on type, but also based on form (i.e., nonviolent aggressive behaviors). Therefore, the form of workplace discrimination is just as important as the type when studying climate perceptions and team-level effects. Theoretical and organizational implications are also discussed.

We initiate the study of a new class of semigroup C*-algebras arising from number-theoretic considerations; namely, we generalize the construction of Cuntz, Deninger, and Laca by considering the left regular C*-algebras of ax+b-semigroups from actions of congruence monoids on rings of algebraic integers in number fields. Our motivation for considering actions of congruence monoids comes from class field theory and work on Bost–Connes type systems. We give two presentations and a groupoid model for these algebras, and establish a faithfulness criterion for their representations. We then explicitly compute the primitive ideal space, give a semigroup crossed product description of the boundary quotient, and prove that the construction is functorial in the appropriate sense. These C*-algebras carry canonical time evolutions, so that our construction also produces a new class of C*-dynamical systems. We classify the KMS (equilibrium) states for this canonical time evolution, and show that there are several phase transitions whose complexity depends on properties of a generalized ideal class group. We compute the type of all high temperature KMS states, and consider several related C*-dynamical systems. / Graduate

Bakgrund och problem: Ekonomistyrning måste anpassas till respektive företags förutsättningar. Företag kan tillämpas olika strategier i syfte att uppnå deras vision varav en strategi är outsourcing. Outsourcing innebär att en extern part kontrakteras att utföra en viss aktivitet för en annan organisations räkning. Denna form av struktur får dock inverkan på verksamhetens förmåga att skapa målkongruens eftersom det innebär att även den externa partens målsättningar måste stämma överens med organisationens målsättningar. Ytterligare problematik uppstår när outsourcing tillämpas till flertalet externa organisationer i form av agenter. Problematik i förhållandet mellan agenten och den styrande verksamheten beskrivs i teorin av fenomenet agency theory och dess underliggande antagande om att respektive part kommer att agera utefter sina egna intressen och målsättningar. Att styra en verksamhet till målkongruens under dessa förutsättningar blir därmed komplext. Syfte: Studien ämnar förklara komplexiteten i styrning när outsourcing tillämpas på en avdelning som består av agenter. Utöver detta ska studien också beskriva hur styrning implementeras och vilka styrmedel som appliceras för de olika avdelningarna inom fallföretaget i jämförelse med den outsourcade avdelningen. Studien syftar därmed till att undersöka hur styrning kan utformas för att uppnå målkongruens i en verksamhet inom husbyggnadsbranschen som har valt att tillämpa outsourcing på försäljningsavdelningen.  Metod: Studien har tagit ansats i en kvalitativ forskningsmetod och tillämpat en enfallsstudie som forskningsdesign. Vidare har insamlingen av det empiriska materialet utgått från semistrukturerade intervjuer. Slutsats: Styrning mot målkongruens när outsourcing tillämpas uppnås genom att respektive avdelnings samt individers målsättningar sammanlänkas med organisationens målsättningar, vilket också överensstämmer med vad teorin definierar som tillvägagångssätt för att uppnå målkongruens. I syfte att den externa organisationen ska tillta ett målkongruent beteende bör vinstmaximering ligga till grund för utformningen av eventuell budget och målsättning i den outsourcade verksamheten. / Background and problem: Management control must be adapted to the circumstances of each company. Companies can apply different strategies to achieve their vision, one being outsourcing. Outsourcing means that an external party is contracted to perform a certain activity on behalf of another organization. However, this form of structure has an impact on the business's ability to create target congruence because it means that the external party's objectives must be in line with the organisation's objectives. Further problems arise when outsourcing is applied to multiple external organizations in the form of agents. Problems within the relationship between the agent and the business that controls are described as the phenomenon of agency theory and its underlying assumption that each party will act according to its own interests and objectives. Controlling a business to target congruence under these conditions is thereby complex. Purpose: The study aims to explain the complexity of control when outsourcing is applied to a department that consists of agents. In addition to this, the study will also describe how control is implemented and how control mechanisms are applied to the various departments within the case company in comparison to the outsourced department. The aim of this study is thereby to investigate how control can be designed to achieve target congruence in an activity in the house construction industry that has chosen to apply outsourcing to the sales department. Method: The study has taken a qualitative research and applied a case study as a research design. Furthermore, the collection of the empirical material has been based on semi- structured interviews. Conclusion: Control towards goal congruence when outsourcing is applied is achieved by linking the objectives of each department and individuals with the goals of the organization. This is also in line with what the theory defines as the approach to achieving goal congruence. In order to achieve a goal-congruent behaviour, the external organization should use of profit maximization in every budget and objectives in the outsourced activity.

El presente trabajo consiste en un análisis de la relación entre autocongruencia, apego a la marca, y la compra impulsiva. Para el estudio se tomó en cuenta papers relacionados con la compra impulsiva, y cómo se desencadena a través del apego emocional hacia las marcas, lo que hace que los consumidores desarrollan esta conducta. Además, se busca conocer principalmente la influencia de la autocongruencia real e ideal en el apego a la marca, planteando una visión integradora entre los tres conceptos. Esto implica un estudio cuantitativo que abarca realizar 400 encuestas a personas que realizan compras online y offline no planificadas de forma quincenal. / The present work consists of an analysis of the relationship between self-consistency, brand attachment, and impulsive buying. For the study, papers related to impulsive buying were taken into account, and how it is triggered through emotional attachment to brands, which causes consumers to develop this behavior. In addition, it is mainly sought to know the influence of real and ideal self-congruence in the attachment to the brand, proposing an integrating vision between the three concepts. This implies a quantitative study that covers 400 surveys of people who make unplanned online and offline purchases every fortnight. / Trabajo de investigación

<p>Ako je&nbsp; Lalgebarska mreža i&nbsp; a kodistributivan elemenat u L, onda sve klase kongruencije&nbsp; (pa indukovane homomorfizmom&nbsp; ma : xi&mdash; &gt;&nbsp; a&nbsp;&nbsp; A x imaju najveće elemente. Najveći elemenat klase kojoj&nbsp; x E Lpripada je označen sa&nbsp; x.Ako je&nbsp; *a binarna op&shy;eracija definisana sa x *ay = (x A y)&nbsp; V&nbsp; (x A y),onda je istraživana struktura&nbsp; (L, *a), i odgovarajući poset ( L, &lt;&raquo;). Kao primer takve strukture posmatrana je algebra slabih kongruencija&nbsp; (CwA, *a), gde je *a specijalna grafička kompozicija. Dobijeni rezultati daju prirodne posledice u strukturi slabih kongruencija. Data je primena ovih rezultata u univerzalnoj algebri. Njihovom primenom karakterizuje se CEP i Hamiltonovo svojstvo. Dat je potreban i dovoljan uslov da poset (L, &lt; -) bude mreža i ovi rezultati su primenjeni na mrežu slabih kongruencija.</p> / <p>If&nbsp; Lis an algebraic lattice and&nbsp; a codistributive element in&nbsp; L,then all the classes of the congruences&nbsp; 4&gt;a determined by the homomorphism&nbsp; ma :&nbsp; x&nbsp; \&mdash; &gt;&nbsp; a Ax&nbsp;&nbsp; have top elements. The top element of the class which to belongs an&nbsp; x&nbsp;&nbsp; &euro;&nbsp; Lis denoted by&nbsp; x.&nbsp;&nbsp; If *a is a binary operation defined by&nbsp; x&nbsp; *ay=&nbsp; (xA y)&nbsp; V&nbsp; (xA y),then we investigate the<br />structure&nbsp; (L,*a), and the corresponding poset&nbsp; (L, &lt; t ). Asan example of such a structure we observe an algebra of weak congruences ( C w A , * a),where *a is a special graphical composition. We obtain natural conse&shy; quences of the mentioned results to the structure weak congruences. An application in universal algebra is presented, for example, we characterized CEP and Hamiltonian property. Necessary and sufficient conditions for a poset&nbsp; (L,&lt;*) to be a lattice are given, and the results are applied in the case of weak congruence lattices.</p>