The United States' (U.S.) workforce is more diverse than in previous decades in terms of race, gender, and native language (Fay, 2001). Such demographic shifts have changed how organizations attract applicants and how they motivate, reward, and retain employees (McAdams, 2001). Furthermore, organizations benefit from diversity by: (a) attracting the best talent available in the workforce (Cox, 1993), (b) increasing their product marketability to customers (Deshpande, Hoyer, & Donthu, 1986; Redding, 1982), and (c) fostering creativity, innovation, problem solving, and decision making in employees (Thomas, 1999; Thomas, Ravlin, & Wallace, 1996; Watson, Kumar, & Michaelsen, 1993). Given such benefits, organizations should attend to initiatives that facilitate the attraction of applicants from diverse backgrounds. Research has demonstrated that applicants use information about human resource systems, such as rewards, to form judgments about the perceived fit between them and the organization (Bretz & Judge, 1994; Schneider, 1987). For instance, organizations with policies accommodating work and family issues attract applicants preferring such benefits. Because reward systems influence applicants' opinions about the relative attractiveness of organizations (Lawler, 2000), it is important to determine the factors that influence such preferences. Motivation theories, such as the Theory of Reasoned Action, suggest that preferences toward reward systems are guided by individuals' values (Fishbein & Ajzen, 1975; Vroom, 1964). Such values, in turn, cause differences in reward preferences and organizational attraction. The purpose of this study was to investigate the relation of individuals' cultural values to the attraction of organizations offering different kinds of reward systems. More specifically, it sought to test three hypotheses. Hypothesis 1 predicted that there would be a two-way interaction between collectivism and the type of organization on organizational attraction. Hypothesis 2 predicted that there would be a two-way interaction between individualism and the type of organization on organizational attraction. Hypothesis 3 predicted that there would be a positive relation between collectivism and subjective norms used in organizational attraction. To test the three hypotheses, data from 228 participants were analyzed to evaluate their level of attractiveness to two different types of organizations (i.e., career-oriented vs. family-oriented). Findings for the test of Hypothesis 1 indicated that there was a joint effect between collectivism and the type of organization on organizational attraction. The slopes of the regression lines for each type of organization (i.e., family-oriented and career-oriented) differed as a function of collectivism. The slope of the regression line for the family-oriented organization was steeper than the slope of the regression line for the career-oriented organization. Results for the test of Hypothesis 2 indicated a joint effect between individualism and the type of organization on organizational attraction. The slopes of the regression lines for each type of organization (i.e., family-oriented and career-oriented) differed as a function of individualism. The slope of the regression line for the career-oriented organization was steeper than the slope of the regression line for the family-oriented organization. Findings for the test of Hypothesis 3 showed that collectivism was related to subjective norms. Results indicated that the more collective the individual, the higher the subjective norms. In addition, supplementary analysis showed that individualism was not related to subjective norms. Taken together, results from the tests of the three hypotheses support components of the Theory of Reasoned Action, and the premise that values are a factor related to an individual's attraction to a particular organization. The current study showed that the cross-cultural values of individualism and collectivism help predict organizational attraction. Based on these results, practical implications, contributions to theory, study limitations, and future research are discussed for designing organizational attraction strategies for a culturally diverse workforce.

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The research underpinning this work took place in the context of two rural water and sanitation projects carried out in the Eastern Region of Ghana. The focus of study was on the way engineers can make water and sanitation projects more sustainable. In particular, emphasis was placed on the broad range of non-technical factors engineers need to incorporate into the design of water and sanitation systems and the processes they need to follow in order to achieve this, looking specifically at the implications of community participation for design process, project management and health and safety management. The current high failure rate of rural water and sanitation projects provided the impetus for carrying out this work. There is an urgent need to improve engineering ability to provide vital life-saving infrastructure in developing countries as this infrastructure is a pre-requisite for poverty reduction. A critical realist perspective framed the research to allow socially constructed realities to be combined with scientific and technical facts, and to allow inquiry in a ‘real world’ scenario where variables cannot be controlled individually. The research questions were explored through the author’s involvement in two community development projects involving water and sanitation system implementation. The key methods employed were interview, both informal and group, observation and reflection. The contribution to knowledge made by this investigation is an increased understanding of the relevance of social and cultural context for engineers engaged in rural water and sanitation infrastructure provision through exploration of these issues in a particular context. Also examined are health and safety aspects of rural water and sanitation projects where the community participate in construction. Whilst health and safety had been explored in a developing country context there is a lack of previous work looking at these issues in a community self-construction context. It was found that a broad range of factors need to be considered in the engineering design of water and sanitation systems if projects are to have a chance of being sustainable in the long term. In order to understand and design appropriately for the context of rural projects with direct community involvement it is necessary to adapt the engineering process to incorporate community participation fully into the design and construction of water and sanitation facilities. Where communities are involved in construction particular issues arise with regards to health and safety management; many of the issues originate in the socio-cultural context and motivations for community members to engage in hazardous construction activities need to be understood and considered to properly manage the construction process. To truly incorporate the ideas of local communities into engineering design, engineers need a greater awareness of the assumptions they hold arising from their scientific outlook. Further research is required in different contexts in order to more clearly define the boundaries of the findings of this study and begin to overcome the limitations of the case study method. However, this research contributes to understanding how engineers can improve their designs of water and sanitation infrastructure and the processes they use to create more sustainable projects by looking at these issues in one particular context. This contribution adds to understanding of how a lack of access to water and sanitation infrastructure in rural regions of developing countries can be overcome, which is ultimately necessary to meet the Millennium Development Goals and as a pre-requisite to reducing poverty in the developing world.

The typical clinical presentation of depression is defined primarily from a Western perspective and may have limited cross cultural applicability. Yet, these descriptions characterise practice and diagnosis in Libya. Therefore, a study was conducted to identify symptoms of depression and cultural factors in Libya. Following a pilot study with 83 British non-clinical participants, a study was carried out in Libya using standardised questionnaires, with depression (BDI-II) as the dependent variable, sex as fixed factor, and individualism (IND), collectivism (COL), familism (FAM), social support (MSPSS) and self-esteem (RSE) as covariates. The sample comprised 169 Libyan non-clinical participants all scales were back translated for Arabic versions, and sufficient reliability and validity conditions were achieved. ANCOVA showed a significant effect on depression of gender (females > males) after controlling for all covariates. Self-esteem was an independent negative predictor of depression. Secondly, a qualitative study was conducted to gain insights into the experience and perceptions of depression in a Libyan clinical sample. Fifteen female and seven male out-patients were interviewed and iterative thematic content analysis was used to identify key emphases on an inductive basis. Six super-ordinate themes encompassed: symptoms; recognition of depression; treatment choices; stigma; sources of support; and perceived causes of depression. Social withdrawal, feelings of guilt, loss of the “old” self, loss of weight, sleeping disturbance and somatic symptoms were the reported symptoms. Religion was cited the most effective coping strategy. Formal psychiatric interventions were accepted but taking antidepressants was not favored. Little distinction was made between serious mental illness and less serious conditions. Explanations for depression encompassed familial relationships, professional roles and other cultural factors. There were notable gender differences regarding social support, expected behaviour and the posited causes of depression, which reflect the differentiated male and female roles in Libyan society.

The importance of good relationship among parties in the construction industry has been accepted as one of the central issues of an organisation's success. The growing acceptance to the Relational Contracting approaches that representing partnering, supply chain alliances and other types of collaborative working relationships shows how construction organisations are moving forward from the traditional adversarial culture to a more harmonious working environment. However the application of the Relational Contracting Norms in the context of national culture has received relatively little attention in the literature. This study attempts to fill this void by investigating how good relationships develop within construction projects in Malaysia. It also investigates the adaptability of the relational contracting norms in different cultural setting and explores whether similar relational contracting norms emerge in different projects before developing a relationship development model that is applicable to the academic and practitioners. By using qualitative approach, the main data was collected from 36 semi-structured in-depth interviews across four case studies. The results were validated by 20 follow-up interviews with selected respondents, two stages of expert interviews and cross-case analysis. This study found that good relationships within construction projects in the Malaysian construction industry developed from the interplay of twelve structural and relational dimensions that went through three stages of relationship development process in project setting. It highlights the significant importance of the value and emotion-related dimensions in developing good relationships. A relationship development model was produced based on these twelve dimensions (special contract directive, power, performance, trust, commitment, loyalty, personal relationships, emotions, values, social interaction, work inter-dependency and political connection). The research contributes to construction management literature by supporting the Transaction Cost Economics Theory and extends the Relational Contracting Theory. It proposes seven new dimensions that are incorporated in the newly proposed relationship development model. Although the study was conducted in a specific national culture, it is argued that the model is applicable to other context on the basis that spiritual, emotional and human components of the work experience could be learned by other cultures.

The main assumption of this thesis is existence of traditional and modern values in the Chinese society. The author of this paper believes that this characteristic differentiates that market from other luxury markets and drives the way luxury is consumed. The study tries also proving that the perception of luxury and conspicuous consumption can be changed in time in the process of bigger internationalization of the country. The research focus is put primarily on psychology of luxury consumer in China and what stands behind their motivation of purchasing high-end products. / Program: Master in Fashion Management with specialisation in Fashion Marketing and Retailing

Doctor of Education (Ed.D.) / At an upper level of education, especially Forms 5, 6 and 7 of secondary school and in tertiary institutions, Indo-Fijian students often perform better than their ethnic Fijian counterparts. This pattern of ethnic difference in academic performance is a long standing one, lasting over 70 years. However, both ethnic groups have been participants in the same educational system in Fiji. Educational policies have been implemented to reduce this difference. This present case study argues that there are cultural differences of values, beliefs and practices with respect to educational achievement among Indo-Fijians and ethnic Fijians. The achievement ethic of the two ethnic groups differs. Indo-Fijian culture respects and values education highly. Generally speaking, educating children has been always the top priority of Indo-Fijian culture. They believe that education changes people for the better, and the only way to “success” is through education. Thus, Indo- Fijian parents believe that helping children to strive for academic excellence is one of the most important tasks for them. The priority attached by such parents to educational success is one of the strongest forces behind academic success. By contrast, ethnic Fijian culture encourages children to have a strong sense of loyalty to their community and of becoming good members of their koro (i.e., village). Indeed, one’s total commitment to communal activities and cultural requirements is of vital importance. Although ethnic Fijian parents generally understand the importance of their children’s education and wish to support their education, ethnic Fijian communal demands are enormous in terms of time and labour. The pressure to maintain their moral and social obligations within the community tends to make ethnic Fijians spend a large amount of time, energy and money on functions such as ceremonial events and church activities, at the possible expense of providing for the formal education of their children. These demands mean that parents are often absent from home, and unable to supervise children’s homework. Ethnic Fijian children, upper secondary schoolers, feel strong pressure from their peers within their koro to conform to social activities, such as attending church, playing sports such as rugby and volleyball, and hanging around in the koro and town. Besides, the layout of the typical ethnic Fijian home is a more difficult environment than Indo-Fijian households for children’s study, largely due to the limited space to study independently. The socio-cultural background of ethnic Fijians, especially their home environment including family values and priorities, is one of the major barriers to their children’s educational progress. In addition, school leadership, teachers’ expectations, colonial policies and legacies, e.g., land tenure issues, play important roles in affecting differences in the academic performance of these two ethnic groups. Consequently, the educational achievement differences between ethnic Fijians and Indo-Fijians are revealed substantially during the secondary and tertiary educational institutions.

The purpose of this research was to evaluate response acquisition of Indian Ss relative to non-Indian Ss and to examine the relationships between questionnaire and performance data. A questionnaire, based on Harding's (1964) study, was used to evaluate Ss' attitudes towards work authority, aspirations, family and the like. Performance measures were also employed in order to provide data with which to assess whether attitudinal differences have significant behavioural consequences. In order to assess rural-urban biases, a paired-associate task similar to that designed by Havron and Cofer (1957) was used. An attempt was also made using a verbal conditioning technique (Taffel, 1955) to evaluate whether or not the two groups would perform differentially under positive and negative verbal reinforcement.

It has been repeatedly observed that home and local context matter in the education of children. A smooth transition between home and classroom prepares children for enjoyable and meaningful life-long learning. Knowledge building in children is influenced by previous experience, values, beliefs and sociocultural factors associated with community. Against this theoretical background, the thesis examined the integration of local spiritual and cultural values to improve science education in Ethiopia. This autoethnographic research used in-depth interviews, supplementary observations and focus group discussion and my biography to identify the perception and practice of common and unique spiritual and cultural values. The study examined whether these values were included and/or excluded in the school curriculum and explored the possibilities for incorporating values in science education and the anticipated tensions resulting from their inclusion. Students, science teachers, parents, employers, curriculum experts, policymakers, elders, and religious leaders participated in the research, conducted in a randomly selected secondary school in Addis Ababa. The sampling followed a kind of snowball method, with a total of twenty key informants participating in interviews, fifteen classroom observations, and one focus group discussion. The data collection aimed at generating stories, which underlie the autoethnography methodology. Findings indicated that belief in and fear of God animated and sustained the Ethiopian way of life. Although spiritual teachings derived from sacred writings were the initial foundation for Ethiopian cultural norms, the two merged together later, creating a mosaic pervading every aspect of life in Ethiopia. Education was sustained on this merger of spiritual and cultural norms and values. It was also shown that the now century-old system of formal education did not incorporate those local spiritual and cultural values. Current science education also has little relationship to Ethiopian spiritual and cultural norms and is, therefore, in need of restoration. Findings showed that efforts to recapture local spiritual and cultural values in the curriculum may encounter obstacles and tensions. Clearly, the future of a more prosperous Ethiopia depends on the extent to which curriculum stakeholders can overcome these obstacles and put in place a relevant, contextual, and holistic education.

Current Canadian policies do not adequately prevent water contamination or mitigate the effects of existing polychlorinated biphenyl pollution. There is conflict between the Canadian government and the Inuit people over how to approach the pollution problem, arising from a clash of cultural values and traditions. Legislation related to healthcare is an inherently sensitive issue and some measures that seem acceptable to westernized societies are not appropriate for the Inuit. The purpose of this thesis is to answer (a) why polychlorinated biphenyls (PCBs) are in the Arctic, (b) what the effects of PCBs are on the Arctic people, and (c) how healthcare policy can address the issue.