<p>This dissertation, Inhabiting the City: Citizenship and Democracy in Caracas, asks how multiple modalities of citizenship arise in order to facilitate working-class and middle-class strategies to negotiate formal and informal structures of rights and obligations among individuals, local communities, and the nation-state. By examining mobile and locally fixed practices in multiple sites of Caracas, Venezuela, this work explores the ways that individuals assert claims to political and social rights that are bound to particular spaces of the city. </p> <p>Based on a year of ethnographic fieldwork in one middle-class and two working class communities, this dissertation explores the discursive formation of citizenships that are based on divergent conceptions of democracy. Although the notions of this mode of political organization are based on understandings of equality in the capital's working-class communities, many middle-class ideas are quite different. In more affluent communities, democratic ideals grounded in equality do not take into account popular notions of meritocracy that reinforce class hierarchy. Although many individuals in Caracas work to produce democratic spaces throughout the city, exclusions persist--and some go largely unnoticed. </p> <p>Finally, I argue that the modes of belonging that many residents employ to negotiate spaces of citizenship vary according to factors such as race, class, gender, age, and geographic location. By analyzing citizenship in a city space that is as divided as Caracas--especially along class lines--I argue that studies of citizenship require attention to cultural transformations that are tied to social, geographic, and political relationships in local spaces. To conceive of the citizen as an individual with ties to the nation-state is too broad a scope to begin understanding the nuances of social and political belonging that ensure active participation within contemporary societies.</p> / Dissertation

<p>Realism, Race and Citizenship: Four Moments in the Making of the Black Body, Colombia and Brazil, 1853 - 1907 investigates the visual and literary mechanisms used to refurbish racial and social hierarchies in Brazil and Colombia in the aftermath of the abolition of slavery. Chorographic paintings, scientific photographs, identification documents, and naturalist literature are taken to together to argue that: on the one hand, the slave is the fleshy object that defines freedom and, in the postcolonial moment, citizenship. In "Realism, Race and Citizenship: Four Moments in the Making of the Black Body, Colombia and Brazil, 1853 - 1907," I propose that in geo-political spaces where the abolition of slavery and the re-branding of work were intensely debated and violently fought over, realist programs of representation facilitated the propagation of modern racializing schemas. Chapters 1 and 2 study the watercolors created for the Comisión Corográfica (the pre-eminent mapping project of nineteenth century Colombia) and scientific photographs produced in Brazil. These chapters uncover the stylistic conventions that make possible the staging of blackness as visible and immutable biological inferiority and as cumulative category that encompasses a variety of physical and social characteristics including but not limited to skin color, occupation, costume, and physical environment. Chapters 3 and 4 argue that the disavowal of slavery structures Brazilian naturalist novels such as O Cortiço (Aluísio Azevedo, 1890) as well as legislative debates about the nation and the citizen. By focusing on the visual and narrative orchestration blackness, my dissertation provides a critical framework for understanding how realist aesthetic conventions configured (and continue to animate) discourses of race and citizenship in Brazil and Colombia.</p> / Dissertation

The perceptions of organizational politics and organizational citizenship behavior are neither regulated nor indentified in any organization. But, they are exactly existed in organization. This study is based on the revise model of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We investigate the relationship between the perceptions of organizational politics and the organizational citizenship behavior. Furthermore, we investigate the indirect effect between the perceptions of organizational politics and the subordinates of organizational citizenship behavior. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. The method, path analysis with latent variables of the structural equation modeling (SEM) is used to measure the relationship among the constructs. The major result of this study is as following: 1. The perceptions of organizational politics have negative effect on the organizational citizenship behavior. 2. The perceptions of organizational politics have negative effect on the altruism toward colleagues 3. The perceptions of organizational politics have negative effect on the conscientiousness 4. The perceptions of organizational politics have negative effect on the identification with company 5. The perceptions of organizational politics have negative effect on the interpersonal harmony 6. The perceptions of organizational politics have negative effect on the protecting company resources

With the trend of financial business integration, the life insurance companies face keen market competition. They are forced to develop multiple channels since the agency channel which was the main distribution channel can not stay competitive in the market. In 2009, 63.15% of first-year premium collections on life insurance products come from the bancassurance channel and 33.85% are from the agency channel. However, life insurance products are intangible and agents play significant roles during service delivery in order to meet various customers¡¦ need. This is why most life companies still choose to strengthen the agency channel. Thus, it merits a better attention to probe into the relationships between life companies and their agents. The study is conducted by the questionnaire survey on F Life Insurance Company. Throughout interviewing 509 agents and 200 customers, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to verify the identity degrees of the interviewees on the organizational commitment, the professional commitment, the organizational citizenship behavior, and the service quality. Following are the major findings: 1. Each one of the organizational commitment, the professional commitment, and the organizational citizenship behavior are statistically significant and positive correlated to the service quality. Among them, the organizational citizenship behavior is with the strongest influence on the service quality, then the professional commitment second, and the organizational commitment last. 2. Among the sub-dimensions, the continuance commitment in the organizational commitment explains most the variations of the service quality. Also, the professional involvement in the professional commitment explains most the one. And, the participation in the organizational citizenship behavior explains the most the one and then the service delivery. It means that the professional involvement and the participation of the agents are with significant effects on the service quality. 3. The variations in the identity degrees of the service quality of the agents and the customers are significantly different. 4. The variations in the identity degrees of the organizational commitment of the different agency channel are significantly different. From the findings of the research, the organizational citizenship behavior is proven the most impacts on the service quality and the professional commitment influences the organizational citizenship behavior more than the organizational commitment. Consequently, the life companies should invest more training resources to upgrade agents¡¦ professional capability except for enhancing the organizational identification of agents. Professional agents are more confident of selling and delivering service, and perform organizational citizenship behavior better, so that earn customers¡¦ trust and improve service quality. Ultimately, it creates irreplaceable value of the agency channel.

This paper explores the daily life of female Japanese spouses and the performance of their cultural citizenship under the constraints of the Taiwanese mainstream culture and social structure.. With in-depth interview of fifteen female Japanese spouses marrying Taiwanese men in Taiwan, and observation of two field sites where these spouses teach their children, this research finds that the ¡§cultural citizenship¡¨ of these Japanese spouses is not a static concept which marks the differences between Taiwanese and Japanese cultures, but a dynamic process that these Japanese spouses need to negotiate the daily Taiwanese cultures in everyday life, especially in the domain of language use and maternity performance.

Besides offering good salary, companies in China start to enhance the job satisfaction of employee to retain employees. The demission rate Uni-President Group has always been lower than others in the same industry; even lower than the overall demission rate of many China enterprises. Among various reasons to affect the demission rate, Uni-President Group in China has a complete and systematic education and training system. Therefore, we set the training as an independent variable, and the three dimensions of organizational commitment to work, professional commitment, and the organizational citizenship behaviors as dependent variables, to discover the effect of independent variable to dependent variables. We set the supervisor¡¦s attitudes toward employees in the process of training as adjustment variable. Our hypothesis is that the supervisor¡¦s attitude will have effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee. In the sample of 302 full-time employees of Uni-President Group in China, the amount of different training courses accepted by employee will have effect on the three dimensions, organizational commitment, professional commitment, and organizational citizenship behaviors of work. And supervisor¡¦s attitudes di have adjust effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee.

Racial profiling, in the context of the current study, concerns the association of racial and/or ethnic status with criminality and manifests in the traffic stop. The body of knowledge now available on racial profiling has documented well the incidence of numerical disparity of traffic stops between racial groups, with motorists of color subject to intrusion by the state at greater rates than White motorists (Withrow 2005). Criminologists then turned to ‘perception’-based research to examine what makes an individual ‘perceive’ he has been racially profiled. I argue that the second wave of research is dominated by a narrow survey approach, concentrates on the microlevel police-citizen encounter, and lacks a theoretical grounding, particularly in race theory. The ‘perception’ orientation, I argue, discursively diminishes the experiences of communities of color in their experiences with the state. The current study re-examines the two main components of the ‘perception’ based research -- personal and vicarious experience with the police – to extend our understanding of the meanings behind personal and vicarious encounters with law enforcement. The current qualitative study, based on more than two dozen in-depth interviews, informs our understanding of racial profiling on a number of levels. Citizenship emerges as a dominant narrative from my respondents, thus extending the effects of the racialized traffic stop effects beyond the particularistic police-minority relationship and into larger legal and political realms not anticipated in the current literature. I find that the ‘shadow citizenship’ identity imposed by the state through racializing and criminalizing processes like racial profiling is regularly rejected by people of color through various forms of resistance to racial oppression. A third important finding concerns the complication of ‘vicarious experiences.’ My respondents indicate that they do not summarily adopt views about the police but contextualize their own experiences within understandings of collective memory. Finally, because I engage racial profiling through the theoretical perspectives of Collins, DuBois, Feagin, and Foucault, among others, and frame my overall research approach using critical race theory, the salience of race in racial profiling processes is undeniably evident, contrary to the racial vacuum dominating the current literature.

The study of practical politics always involves parties, ethnics, electoral structure as well as election. Likewise, the study of organizational politics is mainly related to organizational members, job environment, organizational factors and effects on performances. Few studies have ever focused on analyzing the association between practical politics and organizational politics. Accordingly, the purpose of this study is to examine whether there exists a difference between perceptions of organizational politics and organizational citizenship behaviors while practical politics is interwoven with organizational politics. This study also addresses whether the effect of perceptions of organizational politics on organizational citizenship behaviors will vary with party identification. Data for this study is drawn from the secondary data, 1632 sample size collected by Dr. Chin-ming Ho and his research team throughout 2002. It is found using the univariate analysis 1) that party identification has no significant effect on perceptions of organizational politics, 2) that part identification had significant differences in the dimension of ¡§interpersonal harmony¡¨ and ¡§protecting company resources¡¨ among organizational citizenship behaviors, and KMT-prone respondents were more significant than no-specific-party respondents, 3) that party identification showed significant differences in the dimensions of perceptions of organizational politics and organizational citizenship behaviors, 4) that the effects of party identification on the dimensions of organizational citizenship behaviors were different after perceiving organizational politics; that is, DPP & TSU -prone respondents showed great effects in the dimension of ¡§interpersonal harmony¡¨, as well as KMT & PFP -prone and no-specific-party respondents had significant effects in the dimensions of ¡§protecting company resources¡¨ and ¡§conscientiousness¡¨, and 5) that perceptions of organizational politics among respondents with different party identification had significant effects on organizational citizenship behaviors. To sum up, organizational citizenship behaviors of KMT-prone respondents were influenced less by perceptions of organizational politics, while no-specific-party respondents were influenced more by perceptions of organizational politics.

The present study integrated social exchange theory and motivational perspective to explore the mediating role of felt obligation and boundary condition of personal motives in the relationship between psychological contract fulfillments (PCF) and organizational citizenship behaviors (OCB). We hypothesized that (a) PCF exerts influences on OCB through felt obligation; (b) the PCF-OCB relationship would be stronger when employees are high in altruistic and high in egoistic motive. Accordingly, an integrative model of exchange theory and motivational theory would be proposed to simultaneously examine the mediated effect and interactive effect on organizational citizenship behaviors. We tested the hypothesized model by using data of supervisor-subordinate dyads. Data are collected through employees¡¦ self-reports and employees¡¦ supervisors, so two questionnaires are use. Obtaining measures of the predictor and criterion variables from different source is one of the procedures used to control common method bias, a critical limitation in cross-sectional correlational research (Podsakoff, MacKenzie, and Lee, 2003). A sample of 485 supervisor-subordinate dyad was obtained from supervisory MBA graduates and their randomly-selected subordinates. All survey measures process the back translation procedure recommended by Brislin (1980) to assure the equivalence before administration. Confirmatory factor analysis is employed to examine the psychometric properties of all measures used. Finally, to test hypotheses, structure equation modeling using statistical package Liseral 8.5 and hierarchical moderated regression were employed. Resulted showed that social exchange theory and motives significantly explained the PCF-OCB association in different way, as we expected. First, we found that felt obligation is influenced by balance and relational PCF and then in turn has impact on etic OCB, while transactional PCF had no effects on either felt obligation or two forms of OCBs. Additionally, results strongly suggested that the negative effect of transactional PCF on OCB occurred for people low in altruistic motive to help, but would be positive associated for people high in altruistic motive. The findings signify that altruistic motive interacted in such a way that a strong altruistic motive was needed to buffer the negative effect of transactional PCF on etic OCB. It¡¦s important to note that transactional PCF had no direct effect on any forms of OCB, thus it appeared that altruistic motive played a role of ¡§switch¡¨ to activate the relationship between transactional PCF and every forms of OCB. Finally, we found altruistic motive, instead of egoistic motive, is the key determinant for OCB.

The distribution industry has created high GDP and employment in this country and has become one of the key elements of Taiwan¡¦s economy. In the labor-intensive distribution industry, human resource plays an important role. Fully utilized human resource can create powerful competitive force for an organization. Therefore, from the aspect of human resource management, this paper is intended to explore the relationship among psychological contract, trust, and organizational citizenship behavior of the employees of Taiwan distribution industry. The subject of this study is the employees in the distribution industry. Questionnaire survey was used in this study. Seven hundred (700) questionnaires were sent out , in which 491 were effective. The findings are as follows¡G Psychological contract has significant negative influence on trust. 1.Trust has significant positive influence on organizational citizenship behavior. 2.Some of the psychological contracts have significant negative influence on organizational citizenship behavior. 3.Trust has significant intervening effect between psychological contract and organizational citizenship behavior. Moreover, Some of the personal attributes or organizational characteristics have significant deviation on the psychological contract, trust, and organizational citizenship behavior. Based on the findings, intervening models can be formed among psychological contract, trust, and organizational citizenship behavior. This study will assist the further development of the theories about psychological contract, trust, and organizational citizenship. This paper is also to provide practical suggestions on the human resource management in the distribution industry.