Thesis (MEd) -- University of South Australia, 1993

Western research dominates in areas of theories and models which describe organisational behaviours, human resource management and workplace participation. However the 21st century brings new challenges. Findings to-date suggest that attitudes and values are strongly culture specific therefore many facets now require re-thinking by human resource specialists and organisational behavioural theorists. For instance, the globalisation of the market economy has dramatically changed the contemporary business environment. As a direct consequence of the globalisation process, the nature of organisational structures and workforce diversity has also changed. Such changes may make the application of Western theories less relevant to explain behaviours and attitudes of contemporary employees around the world. Therefore, there is a need for expanding our cross-cultural understanding in order to provide practical knowledge to enhance people and business management so that organisations can remain successful nationally and internationally. Comparative cross-cultural studies are required to expand on Western theories and models. The present study acknowledged and regarded the importance of cross-cultural studies to date, and endeavoured to expand on the extant knowledge by providing specific information relating to two diverse countries. The aim of the research project is to examine two measurable areas of organisational behaviours namely leadership styles and managerial career aspirations of female and male managers in Malaysia and Australia to explore the similarities and differences between the groups. The study found differences within and between female and male managers in Malaysia and Australia in terms of leadership styles, perception of effectiveness, perceptions towards managerial career aspirations and perceived promotion opportunities during the quantitative and qualitative data collection stages. The study concludes by providing empirical evidence to refute the universality of Western theories and models in all cultures. The analysis of both quantitative and qualitative data revealed significant differences in terms of values, behaviours and attitudes of managers in the two diverse cultures which have important implications for work and employment. This suggests that Western theories and models of organisational behaviour and workplace participation are not universally applicable, appropriate or relevant in all cultural environments. Implications for theory and practice in the light of an enhanced cross-cultural understanding were recommended. / Doctor of Philosophy

No description available.

Thesis (MEd) -- University of South Australia, 1993

No description available.

This research sets out to identify (i) the perceptions of careers advisers and other relevant stakeholders about current career management practices provided for secondary school careers advisers by the NSWDET and (ii) the current and future career issues faced by NSWDET careers advisers in view of social political and economic changes in the last decade in so far as they impact upon their careers. In this thesis, career management is conceptualised as a process which involves employees becoming aware of their own interests, values, strengths and weaknesses, obtaining information about job opportunities within their organisation (and by implication, with other potential employers), identifying career goals and creating plans to achieve such goals. As such, the process is not exclusively driven by the employer, but is rather a joint responsibility. However to discover what the career management stakeholders viewed about the career management received by NSWDET secondary careers advisers, it was necessary to focus on what this employer had provided. To establish a set of criteria to discover the types and support for such career management, the schema of career management interventions provided by Arnold’s (1997) see Table 1.1, was used as an investigative tool. The conclusions reached are that there remain unmet challenges for the career management of secondary school careers advisers and indeed to the careers of these practitioners in NSWDET schools. An important outcome of this thesis will be to create a set of recommendations to guide the future course of managing the careers of these secondary school careers advisers. / M. Commerce (Hons.)

This study attempts to validate the generalizability of Wang's five-component commitment model among 300 ICT professionals in Hong Kong. This was done by assessing the relationship between career development (one of the major antecedents of employee commitment) and employee commitment, and by determining the moderating role of the perceptions of career development opportunities within the organization.

Thesis (Ph. D.)--University of Toronto, 2004. / Adviser: Nina Bascia.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Mar. 31, 2009). PDF text: vii, 326 p. : ill. ; 2 Mb. UMI publication number: AAT 3336845. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 108-123). Also available via the Internet.