The present field experiment investigated the interaction between influence and locus of control in determining procedural justice and satisfaction, in a classroom situation. Perceptions of influence accounted for unique variance in procedural justice and satisfaction. The proposed moderating effects of locus of control on the influence-procedural justice and influence-satisfaction relationships were not supported. Unfortunately, the manipulation of influence was unsuccessful, and several methodological considerations are proposed for future research. / Master of Science

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The thesis is about the re-incorporation of women, on feminist terms, in corporate law and structure. Working from the idea of feminism as a theory about exclusion, the thesis endeavours to include women's voices in how the dominant discourse shapes corporations and the securities markets. Moreover, it attempts to capture the feminist continuum and use it as a critique of the existence of the separate entity of the corporation and limited liability. The thesis also joins the corporate governance debate on feminist terms, reshaping its scope to include feminist aspirations. The market for securities and insider trading are also subject to a feminist analysis and the problems in policing and preventing insider trading are rethought through a feminist lens.

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The present field experiment investigated the effect of Greenberg's procedural justice model on a performance appraisal system. Greenberg's justice elements were implemented in an appraisal system which previously did not contain these factors. Including these elements increased employee satisfaction with the appraisal system. The model proposed to account for this increase in satisfaction did not appropriately fit the data. Further methods for assessing possible causal paths were investigated. Several methodological considerations are proposed for future research. / Master of Science

Proactive socialization tactics, measures that organizational newcomers take to facilitate their own adjustment, have been shown to predict adjustment and more distal work-related outcomes, such as organizational commitment and intent to remain with the organization. Several cognitions and behaviors are considered to be types of proactive socialization tactics, but research has yet to distinguish between different types. Also, several individual dispositions have been identified as antecedents of proactive socialization tactics, but there has been little focus on identifying contextual or non-dispositional individual difference antecedents. The purpose of this research was to propose a dual-mode conceptualization of proactive socialization tactics and to distinguish between tactics directed toward changing oneself and those directed toward changing one's environment. This research also examined the role of contextual factors, the newcomer's age, and the newcomer's work experience as antecedents of proactive socialization tactics. The results of this research suggest that job and workgroup characteristics do indeed play a role in predicting proactive socialization tactics. Age and work experience were predictors as well, but not as strong as expected. Both self-directed and environment-directed proactive socialization tactics predicted desirable adjustment outcomes, but self-directed tactics were clearly stronger predictors of these outcomes. There was some evidence to suggest that newcomers' early fit perceptions moderated relationships between antecedents, such as workgroup characteristics, and proactive socialization tactics. Theoretical and practical implications are discussed.

This doctoral dissertation utilizes survey research design and an interview research design to compare the influence of cultural factors on successful succession in South African and American family owned business (FOB’s). The target populations consisted of owner managers and successors of FOB’s located in two countries: USA (State of Indiana) and South Africa (Indian South Africans). The qualitative research methodology was based on 1:1 interviews with 10 FOB’s in South Africa and the USA. The survey research methodology was based on a cross-sectional survey and the research design was correlational. The independent variables included nine cultural dimensions of the target populations measured using a dedicated survey instrument. The dependent variable (Perceived Success) was the relative success of each participant in the target population, with respect to his/her alleged levels of accomplishment in the succession processes. The demographic characteristics of the members of the target populations were also recorded. Correlative relationships between nine reliably measured cultural dimensions, seven demographic characteristics, and the Perceived Success of the succession process were identified. Differences between the populations in USA and South Africa were apparent. Multiple Linear Regression analysis indicated that the most important predictor of Perceived Success in the USA population was Performance Orientation, followed in rank order by In-Group Collectivism, Assertiveness, and Uncertainty Avoidance. Demographic variables had no significant effect on the relationship between Predicted Success and the cultural dimensions of the USA population. In comparison the most important predictor of Perceived Success in the Indian South African population was Uncertainty Avoidance, followed in rank order by Performance Orientation, Future Orientation, the age of the participant, and the number of people who worked in the participant’s organization. The combined model between the USA and the Indian South African FOB’s indicated that the most important predictor for perceived success was Uncertainty Avoidance, followed in rank order by In- Group Collectivism, Performance Orientation and Assertiveness. Evidence is provided to conclude that the relative importance of cultural dimensions and demographic characteristics to the succession planning of owner managers and successors in South Africa was significantly different to those of their western counterparts.

This doctoral dissertation utilizes survey research design and an interview research design to compare the influence of cultural factors on successful succession in South African and American family owned business (FOB’s). The target populations consisted of owner managers and successors of FOB’s located in two countries: USA (State of Indiana) and South Africa (Indian South Africans). The qualitative research methodology was based on 1:1 interviews with 10 FOB’s in South Africa and the USA. The survey research methodology was based on a cross-sectional survey and the research design was correlational. The independent variables included nine cultural dimensions of the target populations measured using a dedicated survey instrument. The dependent variable (Perceived Success) was the relative success of each participant in the target population, with respect to his/her alleged levels of accomplishment in the succession processes. The demographic characteristics of the members of the target populations were also recorded. Correlative relationships between nine reliably measured cultural dimensions, seven demographic characteristics, and the Perceived Success of the succession process were identified. Differences between the populations in USA and South Africa were apparent. Multiple Linear Regression analysis indicated that the most important predictor of Perceived Success in the USA population was Performance Orientation, followed in rank order by In-Group Collectivism, Assertiveness, and Uncertainty Avoidance. Demographic variables had no significant effect on the relationship between Predicted Success and the cultural dimensions of the USA population. In comparison the most important predictor of Perceived Success in the Indian South African population was Uncertainty Avoidance, followed in rank order by Performance Orientation, Future Orientation, the age of the participant, and the number of people who worked in the participant’s organization. The combined model between the USA and the Indian South African FOB’s indicated that the most important predictor for perceived success was Uncertainty Avoidance, followed in rank order by In- Group Collectivism, Performance Orientation and Assertiveness. Evidence is provided to conclude that the relative importance of cultural dimensions and demographic characteristics to the succession planning of owner managers and successors in South Africa was significantly different to those of their western counterparts.

"October 2008" / Thesis (PhD)--Macquarie University, Division of Society, Culture, Media and Philosophy, Dept. of Sociology 2009. / Bibliography: leaves 273-293. / Introduction -- Patterns of corporate activity as patterns of corporate dominance: legal, organisational, and economic features of corporations -- Representations of corporate dominance in insidious injuries -- The legal basis of corporate dominance: History of the corporation -- Legal individualism and corporate personhood -- Theories of the corporation -- The legal regulation of corporations - corporate liability laws -- Conclusion. / Corporations are no longer simply a type of business structure; they are dominant social institutions. As institutions, corporations are archetypes of contemporary complex social organisation and should, therefore, be a central concern for sociology. Yet with few notable exceptions, sociologists have failed to address their increasingly dominant position in contemporary societies. In this thesis I argue the importance of a renewed sociological interest in corporations. This must acknowledge, but go beyond, the political-economic outcomes of corporations to address the profound consequences of the legal foundations of the corporate form. Corporations are created and regulated by legal doctrine; it is only with a legal mandate that corporations are able to act as employers, suppliers and investors. On this basis, I claim that any understanding of corporate dominance and its effects must commence with an appreciation of the laws that enable the corporation to exist and operate. -- While contributing significantly to wealth creation, corporate dominance also increases the potential for harm to occur to individuals and communities who fall within a corporation's scope. The contemporary proliferation of industrial illnesses is a prime example of this and is examined through a case study of the operations of an Australian asbestos corporation, James Hardie. This case study is timely and unique in its specification of the link between corporate activity and law in contemporary society. -- I argue that corporate activity such as that in the case study is enhanced and legitimated by the legal description of the corporation that assigns to it the capacities of a human individual through corporate legal personhood. Corporate personhood is examined as an example of the legal individualism endorsed in liberal common law countries. By exploring accounts of corporate structure, decision-making and work processes, I explain how the individualised description of the corporation is at odds with its collective realities; the largest and most successful corporations are collectives of human and monetary resources. -- In light of this, I question the extent to which the effective regulation of corporations can be achieved within existing legal frameworks. Building upon research into workplace health and safety in the United Kingdom, the regulation of workplace deaths in Australia is examined to demonstrate the various approaches to regulating corporations and to identify their shortcomings. This is a striking example of the problems law faces in regulating corporations by virtue of its individualistic design. -- The thesis concludes with an affirmation that sociology needs to grapple with issues of corporate activity and that an understanding of the legal basis of the corporation is the foundation of such studies. / Mode of access: World Wide Web. / 295 leaves

林曉燕. / 論文(哲學碩士)--香港中文大學, 1998. / 參考文獻: leaves 89-96. / 中英文摘要. / Lin Xiaoyan. / Chapter 第一章 --- 硏究的問題 --- p.1 / Chapter (一) --- “關係´ح的歷史 --- p.3 / Chapter (二) --- “關係´ح的模式：主要形式“關係´ح 和伸展形式“關係´ح --- p.5 / Chapter (三) --- “關係´ح和國家的關係 --- p.7 / Chapter (四) --- “關係´ح文化和儒家思想 --- p.9 / 硏究的意義 --- p.11 / 硏究方法 --- p.14 / Chapter 第二章 --- “關係´ح的連續性：四九年以後的發展 --- p.19 / Chapter 第一： --- 「同志情結」 --- p.20 / Chapter 第二 ： --- 「政治“關係´ح」 --- p.23 / Chapter 第三： --- 「經濟“關係´ح」 --- p.27 / 總結：“關係´ح是連續體 --- p.31 / Chapter 第三章 --- “關係´ح資本的獲取 --- p.34 / 香港工業的北移 --- p.34 / 珠江三角洲受僱的經驗 --- p.35 / 志輝電器廠資金(資本)的來源 / Chapter (一) --- 向出口公司貸款：國家政策和個人信譽的結合 --- p.37 / 退稅政策 --- p.39 / 額度 --- p.42 / Chapter (二) --- 新會鎭政府的支持 --- p.44 / Chapter (三) --- 朋友之情 --- p.47 / 人情債 --- p.48 / 不收“回佣´ح --- p.49 / 先取貨，後附錢 --- p.50 / 總結: / Chapter (一) --- 城市的“關係´ح結合了主要形式“關係´ح 和伸展形式“關係´ح --- p.51 / Chapter (二) --- “關係´ح和國家政策的結合 --- p.53 / Chapter (三) --- 實踐的經濟：“關係´ح資本？ --- p.53 / Chapter 第四章 --- 世間遊戲 / Chapter (一) --- 官商之間：銅鈑(錢幣)原理 --- p.58 / 支持地方慈善活動 --- p.59 / 志輝廠的經濟實力(經濟資本） --- p.60 / “關係´ح？法律？ --- p.61 / Chapter (二) --- 生意的遊戲規則 --- p.64 / 個案一：公私混合 --- p.66 / 個案二 ：以牙還牙 --- p.68 / 個案三：一點義氣 --- p.69 / 個案四：“關係´ح的破烈 --- p.71 / 經濟活動：主要形式“關係´ح和 伸展形式“關係´ح的結合 --- p.72 / Chapter (三) --- 工廠管理：ISO 9002的啓示 --- p.74 / 工廠管理：「家庭式」和 「制度化」的結合 --- p.75 / 總結:徘徊 --- p.77 / Chapter 第五章 --- 總結：“關係´ح文化 / Chapter (一) --- “關係´ح是歷史的連續體 --- p.79 / Chapter (二) --- 城市的“關係´ح：主要形式“關係´ح和 伸展形式“關係´ح的結合 --- p.81 / Chapter (三) --- “關係´ح和國家結構的共生 --- p.84 / Chapter (四) --- “關係´ح文化不是儒家思想的產物 --- p.86 / 中文參考書 --- p.89 / English Bibliography --- p.91