<p> Climate change has the potential to expose sea turtle nests to higher temperatures, which may negatively impact sea turtle hatchling vigor. In this study, loggerhead and green hatchlings were sampled from the Boca Raton, Florida beach and via lab incubation, and hatchling vigor was determined. Elevated nest temperatures decreased loggerhead and green turtle hatchling performance and corticosterone levels, with the most significant effects found in hatchlings exposed to maximum incubation temperatures above 35 &deg;C during late development. Lab-incubated loggerhead post-hatchling corticosterone levels and growth rates were also determined. The differences seen in corticosterone levels with overall nest incubation temperatures, mean temperatures during early, middle or late stages of development, and its negative correlation with hatchling performance improves our understanding of the underlying physiological mechanisms linking elevated incubation temperatures and sub-lethal physiological effects that may significantly impact hatchling survival, a critical step for sea turtle conservation in south Florida and elsewhere.</p><p>

Drawing upon punctuated equilibrium theory, stakeholder salience theory and status quo bias theory, this research develops a framework for dealing with organisational change recipients’ resistance to change. Due to the effects on the organisational environment of political, legal, and technological triggers, organisations need to change in order to survive, remain competitive and prosper. However, deploying a given organisational change, and in particular radical change, is challenging for change managers. A major reason for this is change recipients’ resistance to change. Therefore, this research advances understanding of how to cope with change recipients’ resistance in times of organisational change, and specifically radical planned change i.e. reorientation. To do so, this research develops a framework that incorporates the salience level of change recipients in relation to reorientation program, which has not been considered in prior studies, in association with the modes and causes of their resistance to change to identify relevant strategies that address their resistance to change. The research methodology adopted for the research is qualitative case study. The findings are derived from 30 semi-structured interviews along with relevant documents from two cases (14 interviews from Case A and 16 interviews from Case B) that implemented an organisational reorientation program. The findings reveal that the three attributes of stakeholder salience theory (i.e. power, legitimacy, and urgency) are inadequate to identify the salience of change recipients in relation to change. In addition to these attributes, a further attribute is required, which defines the extent to which change recipients are affected by change namely the attribute of impact. Furthermore, the findings introduce seven strategies (negotiation and agreement, education, implicit coercion, persuasion by peers, two-way communication, facilitation, and rewards) that are effective for overcoming the resistance to change of recipients who belong to six salience classes and resist change for different reasons and to various levels. These findings make a theoretical contribution to each of the theories employed in the research, punctuated equilibrium theory, stakeholder salience theory, and status quo bias theory, as well as the extant literature regarding strategies to cope with change recipients’ resistance to change. The findings have implications for practice by introducing a diagnostic tool that change managers can use to explore the modes and causes of change recipients’ resistance as well as their levels of salience in relation to change.

The purpose of this thesis is to develop a model of the role of a senior management services officer in one part of the National Health Service. It puts forward and discusses the deficiencies of other models of this role in order to identify parts of the role which a new model must seek to describe more adequately. The main parts of the role explored can be described as political and the expertise required to carry them out is usually said to be based on experience. The model put forward in the thesis is a two part model. The first part consists of a set of categories which describe the events which make up all the various aspects of the activities of a management services officer. The general properties and characteristics of these event categories are developed. The second part of the model is concerned with how such events fit together into projects. The main theme of this fitting together of events is the negotiation of order in large complex organisations. The model is based on a record of the change agent activities of one management services officer over a long period of time. Because of the present lack of understanding of this role and in order to include a wide variety of events in the analysis, an unstructured data collection method was used. Qualitative data is used in this study and appropriate grounded theory data analysis methods are used in the analysis. The generality of this model outside the context in which it has been developed is discussed.

The purpose of this study is to examine how broad changes in the global business environment, in general, and developments in the Omani business environment, more specifically, are impacting upon the management accounting practices (MAPs) that are used by non-oil-related Omani manufacturing companies (NOROMC). The importance of NOROMC in Oman has increased over the last three decades, as the country's leaders strategically shift away from over-dependence on revenues generated by oil-related manufacturing companies. The research in this thesis is qualitative, and it is informed by complementary socio-political theoretical frameworks - including Burns and Scapens (2000) conceptualisation of management accounting (MA, hereafter) change using institutional theory, and Hardy’s (1996) notion of power and political mobilisation. The empirical work comprises an in-depth case study, but is also preceded by a survey and follow-up interviews that have more generally explored the management accounting practices adopted by NOROMCs. First, the survey results, reinforced also by the follow-up interviews, have indicated that a majority of NOROMCs adopt traditional MAPs, rather than more contemporary MAPs. The most frequently cited reasons for the non-adoption of contemporary MAPs included: lack of affordability, incomplete knowledge, and a perception of relative efficiency in traditional MAPs. However, in terms of those companies which did adopt newer MAPs, the most common response in relation to what drives the adoption of newer MAPs, included: compliance with parent company requirements and regulations, and, more generally, the changing business environment. Having attained these results from the survey and follow-up interviews, it was felt that there was insufficient detail and understanding of the processes of new MAPs’ (non-) adoption. A case study was therefore also undertaken, to provide useful and in-depth understanding. This case study provides new insight into the process of the (non-) adoption of contemporary MAPs in NOROMCs which, in turn, supplements, but also extends, previous research, which is mostly based on questionnaire-style methods. The case study also reveals complexity in employee resistance, and highlights some of the cultural nuances that are related to the Omani setting. This thesis was undertaken in the context of recent calls for further research into MA as a changing process in emerging economies (Hopper et al., 2009). As far as the author is aware, this investigation is the first of its kind to be conducted in Oman, hence it should instantly contribute to the development of knowledge in this important area.

This thesis takes up the question, how can agency for people living in informal settlements be strengthened? To address this question, I carried out systemic action research with two NGO partners and residents from seven informal settlements in Raipur, India. This involved organizing ‘slum improvement committees' (SICs) in each of the seven settlements and carrying out joint actions in support of housing rights and implementation of the Rajiv Awas Yojana (RAY) housing policy. The data on which my analysis is based includes over one hundred conversations between myself and the project participants (both from the settlements as well as the partner NGOs), records of two public events, a social network survey of 46 people living in the participating settlements, a separate set of 9 participatory social network maps (NetMaps), and over two hundred pages of my own field notes based on my observations and participation in the research activities. My thesis makes an original contribution to the study of community agency by analysing it through the lens of complex systems theories and utilising the tools of social network analysis. My thesis also makes an original contribution to research methodology by making the technical analysis participatory, accessible, and useful for the participants. This allowed me to combine analysis of relational structures (social networks) with relational dynamics to show how significant social change happened over the course of the project. My thesis suggests that agency can be strengthened through an organizing practice that brings NGOs, academic researchers, and residents of informal settlements together to build relational power, take collective action, and create social change.

This thesis presents an interpretive case study of a Malaysian Government-linked Company (GLC) namely Malaysia Airports Holdings Berhad (MAHB) which has recently implemented a business reengineering programme. This change programme was imposed by MAHB's parent company as part of a wider government reform agenda to address GLCs' 'underperformance' post-privatisation. Since long-term business value has become an increasingly important goal, MAHB has attempted to enhance its performance through various change initiatives which have led to institutional change. The thesis analyses the role of situational logics in the context of this institutional change, drawing on the situated logics perspective developed by ter Bogt and Scapens (2014), together with insights from the institutional logics and practice variations literature. Using semi-structured interviews, documentary analysis and observation, the study provides a comparative analysis of three subsidiaries and their relationship with the Finance Division's accounting change. The thesis recognises there are diverse situational logics that different groups of organisational actors apply in their day-to-day activities and change initiatives, emerging from a complex interplay of contextual and historical forces. This recognition enables us to understand how the three subsidiaries and the Finance Division of MAHB have differently interpreted the notion of performance improvement by applying these diverse situational logics. It sheds light on the issue of how accounting change can give rise to different responses. While the different responses present a theoretical puzzle-why there are different responses to accounting change-this thesis delineates how situational logics shape organisational responses by relating them to the underlying taken-for-granted assumptions of different groups of organisational actors. The thesis shows that the existence of diverse (or rather multiple) situational logics has led to multiple responses from different groups of organisational actors in the different parts of MAHB. The thesis also shows how multiple situational logics can co-exist or conflict and how this is contingent upon the compatibility and/or incompatibility of different interests at the intra-organisational level. Issues concerning multiple changes and multiple responses to institutional pressures, competing interests between public service and profitability, and the interplay of acceptance and resistance are all discussed in the thesis. Using the situational logics perspective, the thesis contributes to understanding the complexity of the ongoing processes of both the organisational change and accounting change at the intra-organisational level. This perspective enables us to understand the different courses of action and practices within the different parts of MAHB due to their situated functionalities. The thesis concludes by discussing the implications of the research findings and possible directions for future research.

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李煥華. / "2003年8月" / 論文 (神道學碩士)--香港中文大學, 2003. / 參考文獻 (leaves 58-61) / 附中英文摘要. / "2003 nian 8 yue" / Li Huanhua. / Lun wen (shen dao xue shuo shi)--Xianggang Zhong wen da xue, 2003. / Can kao wen xian (leaves 58-61) / Fu Zhong Ying wen zhai yao. / Chapter 甲、 --- 前言 --- p.1 / Chapter 乙、 --- 儒家人格改造的實踐 --- p.5 / Chapter 一. --- 儒家在建構理想人格方面的適切性 --- p.5 / Chapter (1) --- 爲人類實踐理想人格提供終極關懷 --- p.5 / Chapter (2) --- 以自身而及於他者作爲理想人格實踐之本 --- p.6 / Chapter 二 . --- 從成聖之道的實踐論儒家人格改造的限制 --- p.9 / Chapter (1) --- 人格改造的依據 --- p.9 / Chapter (2) --- 人格改造的實踐 --- p.11 / Chapter 三. --- 小結：自我修身對儒家理想人格改造的主導性 --- p.17 / Chapter 丙、 --- 登山寶訓人格改造的實踐 --- p.19 / Chapter 一 . --- 登山寶訓在建構理想人格的適切性 --- p.19 / Chapter (1) --- 登山寶訓乃人格成全的根本性指向 --- p.21 / Chapter (2) --- 登山寶訓中的虛己精神 --- p.26 / Chapter (3) --- 登山寶訓中理想人格的實踐 --- p.32 / Chapter 二 . --- 小結：信仰力量對登山寶訓人格改造的主導性 --- p.48 / Chapter 丁、 --- 登山寶訓對儒家人格改造的獻議 --- p.50 / Chapter 一 . --- 比較兩者的異同 --- p.50 / Chapter (1) --- 儒家方面 --- p.50 / Chapter (2) --- 登山寶訓方面 --- p.51 / Chapter 二 . --- 登山寶訓對儒家人格改造的幾項建議 --- p.53 / Chapter 戊、 --- 總結 --- p.56

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018. / The purpose of the study reported in this dissertation was to establish if there is a relationship between project managers’ attributes and their organisations’ project management maturity. To achieve this, the study evaluated the existence of relationships between the project managers’ power, project managers’ technical expertise, and project managers’ project management experience and their organisations’ project management maturity. The study was based on a survey of self-identified project managers in South Africa. Data was collected using a self-administered questionnaire of 306 respondents from 1500 invitations to members of a project management association. The collected data was edited and descriptively and inferentially analysed using a commercial statistics package. From the descriptive analysis, the study found that South African organisations are responsive to changes in project resources, are benchmarking the capability, are becoming aware of the importance of project management as a strategic enabler and are embracing a project culture within their operations. From the inferential analysis, the study found that project managers’ power and project managers’ technical expertise have a weak have a weak positive correlation with organizational project management maturity The study contributes to knowledge on project management maturity by showing that project managers, particularly the power that they have and their technical expertise, cannot be ignored in initiatives that organisations embark on to improve their project management maturity.

ABSTRACT THE RELATIONSHIP BETWEEN PHYSICAL FACTORS TO AGILITY PERFORMANCE IN COLLEGIATE TENNIS PLAYERS Ian McKinley and Dr. Kimitake Sato, Department of Exercise and Sport Sciences, College of Education, East Tennessee State University, Johnson City, Tennessee Tennis players change direction numerous times within a tennis match and game making agility an important skill for them to possess. The purpose of this study was to investigate at the significance of physical factors as they relate to agility performance in collegiate tennis players. The physical factors looked at were anthropomorphic measurements; isometric peak force, rate of force development, and force scale; countermovement jump performance, and squat jump performance. The participants were seventeen (Male: N = 8, Female: N=9) NCAA Division I collegiate level tennis players. Anthropomorphic measurements included height, body mass, and body fat percentages were also considered. Strength was measured by an isometric mid-thigh pull, and lastly power was measured by vertical jumps. Significance was set at 0.05 for statistical analysis. Correlation analysis showed that isometric rate of force development from isometric mid-thigh pull was significant (p = 0.033). In conclusion both anthropomorphic measurements and vertical jumps have little effect on agility performance but the rate of force development in the isometric mid-thigh pull test has statistically significant relationship to agility performance in tennis players, indicating agility movement is influenced by how fast you can develop force against ground.