O entrincheiramento gerencial se caracteriza pela redução dos direitos dos proprietários de qualquer organização, que passam a ter gestores fortalecidos e protegidos. Embora pesquisas apontem o entrincheiramento como redutor do valor nas empresas de capital aberto, teoricamente as cooperativas de crédito possuem características que tornam divergentes os possíveis efeitos do entrincheiramento gerencial sobre a criação de valor, ao potencializar problemas de agência ou originar relações de stewardship. Entretanto, pouco se sabe sobre esta relação nas cooperativas, sem haver investigação empírica sobre esta associação. Dentro deste contexto, este trabalho investigou o entrincheiramento gerencial nas cooperativas de crédito brasileiras e sua associação à criação de valor. Utilizando dados encontrados nos estatutos sociais vigentes no ano de 2016, foi desenvolvido um índice de entrincheiramento baseado em previsões sobre dualidade, manutenção no cargo, trocas de conselheiros e limites contra candidaturas rivais, com a associação ao valor testada por técnicas de mínimos quadrados ordinários e em dois estágios. As estimações realizadas apontaram uma associação negativa entre o índice de entrincheiramento e a criação de valor, realçada pelo uso de mínimos quadrados em dois estágios, que persistiu em análises envolvendo amostras específicas de cooperativas, à exceção da amostra composta por cooperativas de livre admissão. Os resultados alinham o caso das cooperativas de crédito ao das empresas de capital aberto, o que pode implicar em uma similaridade entre estas formas organizacionais, apesar de teoricamente serem apresentadas como distintas. / The managerial entrenchment is characterized by the reduction of the ownership rights in any organization, which have their managers strengthened and protected. Although prior research points out the entrenchment as a reducer of value in investor-oriented firms, credit unions theoretically have characteristics that make divergent the possible effects of managerial entrenchment on the value creation, by potentiating agency problems or leading to stewardship relationships. However, there is little knowledge about this relationship in cooperatives, without any empirical research on this association. Therefore, this work investigated the managerial entrenchment in Brazilian credit unions and their association with value creation. Using data found in the credit unions\' bylaws in force in 2016, an entrenchment index based on provisions of duality, possibility of prolonged tenure, board members\' exchanges and limits against rival applications was developed, with the association with value tested by ordinary and two-stage least squares techniques. The estimation showed a negative association between the entrenchment index and the value creation, highlighted by the use of two-stage least squares, which persisted in analyzes involving specific samples of credit unions with the exception of the sample composed by free entry credit unions. The results align the case of credit unions with that of investor-oriented firms, which may imply a similarity between these organizational forms, although they are theoretically presented as distinct.

Abstract Problem: The problem of this thesis involves the controversy that the implementation of poison pills generates. The conflict amongst various stakeholders that are affected directly or indirectly by the implementation of the poison pill also contributes significantly to the problem of this thesis. Purpose: The purpose of this thesis is to investigate and compare the benefits of the poison pill adoption on shareholder and management interests. We also seek to evaluate arguments for and against pill adoption, and determine if these arguments are valid in view of facts established from our study. Conclusions: Our study in this thesis has brought us to five conclusions about the poison pill policy in fulfillment of the purpose. We state in our conclusion that arguments for and against the poison pill can both be validated depending on the case, we also state that a general conclusion cannot be drawn as to the negative or positive effect of the poison pill on stakeholders. We proceed to argue that the pill is a very effective fighting toll in the current business world and state that more should be done to regulate pill implementation. We finish up our conclusion by identifying what appears to be an inverse relationship between management and shareholders benefits from the implementation of the pill. Originality: The uniqueness of our study resides in the theoretical framework that is developed from two prevailing hypotheses in the academic research of the poison pill. The previous studies either take on the management entrenchment hypothesis (MEH) or the shareholder interest hypothesis (SIH). However, we have combined the elements of both hypotheses and jointly revealed the advantages and disadvantages of the pill adoption for both management and shareholders via our original management shareholder benefits comparison matrix.

This research discussed the influence between directors and supervisors and the separation of ownership and control toward enterprise value according to the convergence of interest hypothesis and the entrenchment of interest hypothesis. The result indicated that, from 2003 to 2008, directors and supervisors¡¦ shareholding ratio and chair ratio of Taiwanese listed information service corporations had a negative relation with enterprise value. The shareholding ratio of substantial shareholders had a positive relation with enterprise value ¡V the shareholding ratio of directors and supervisors had the convergence and the entrenchment of interest effect on enterprise value. The more cash-flow rights the control shareholders owned, the higher the enterprise value was. When we used specific percentage to discuss the nonlinear relation between equity transparency and enterprise value, we discovered that the nonlinear relation between Proxy Q and the separation of ownership and control did not exist. However, there existed a ¡§W-shaped¡¨ nonlinear relation when the dependent variable was ROA or ROE. It can explain that the implementation of corporate governance on enterprise value has a certain degree of influence. Nonetheless, whether the effect is good or bad depends on what role one plays in the enterprise.

none

<p><strong>Abstract</strong></p><p><strong>Problem</strong>: The problem of this thesis involves the controversy that the implementation of poison pills generates. The conflict amongst various stakeholders that are affected directly or indirectly by the implementation of the poison pill also contributes significantly to the problem of this thesis.</p><p><strong>Purpose</strong>: The purpose of this thesis is to investigate and compare the benefits of the poison pill adoption on shareholder and management interests. We also seek to evaluate arguments for and against pill adoption, and determine if these arguments are valid in view of facts established from our study.</p><p><strong>Conclusions</strong>: Our study in this thesis has brought us to five conclusions about the poison pill policy in fulfillment of the purpose. We state in our conclusion that arguments for and against the poison pill can both be validated depending on the case, we also state that a general conclusion cannot be drawn as to the negative or positive effect of the poison pill on stakeholders. We proceed to argue that the pill is a very effective fighting toll in the current business world and state that more should be done to regulate pill implementation. We finish up our conclusion by identifying what appears to be an inverse relationship between management and shareholders benefits from the implementation of the pill.</p><p><strong> Originality</strong>: The uniqueness of our study resides in the theoretical framework that is developed from two prevailing hypotheses in the academic research of the poison pill. The previous studies either take on the management entrenchment hypothesis (MEH) or the shareholder interest hypothesis (SIH). However, we have combined the elements of both hypotheses and jointly revealed the advantages and disadvantages of the pill adoption for both management and shareholders via our original management shareholder benefits comparison matrix.</p>

A crucial component of child language acquisition is successful generalization. First, a speaker must acquire abstract knowledge of how a particular linguistic-structure conveys meaning, and use this knowledge to generalize the structure to new lexical-items. For example, a speaker can use abstract knowledge of a SUBJECT-VERB-OBJECT structure to produce a sentence such as The man rolled the ball, even if the verb roll has never been encountered in this structure before. Second, a learner must appropriately restrict ‘overgeneralizations’ whereby a structure is used with an unsuitable verb (e.g. *The man fell the boy). The most prominent theories regarding restriction of overgeneralizations are based on frequency of use and (semantic, phonological or pragmatic) compatibility between the item and construction. Since developmental evidence for these accounts is mostly limited to the judgment paradigm, which is unsuitable for testing children aged 5 and under, the aim of this thesis was to examine whether these restriction mechanisms are used by children as young as 3 or 4 – whose generalization mechanisms are at an earlier stage of development - and to develop new paradigms for doing so. Study 1 used a production priming paradigm to examine children’s (aged 3-4; 5-6) restrictions of verbal un- prefixation (e.g., *unbend). Children’s production probability of verbs in un- form (e.g., *unbend) was negatively predicted by the frequency of the target verb in bare form (i.e., bend/s/ed/ing) and by the frequency of synonyms to a verb’s un- form (e.g., straighten for *unbend). Additionally, grammaticality judgments from older children (aged 5-6) revealed that preferences for un- forms were positively related to the extent to which the verb’s semantics overlapped with a covert, probabilistic semantic “cryptotype” of meanings thought to be shared by verbs that are grammatical in un- form (e.g., tie, pack, twist, screw, cover). Study 2 investigated whether overgeneralization errors in the domain of English past-tense (i.e., when ‘regular’ inflections are applied to verbs that require ‘irregular’ inflection; e.g., *sleeped, *throwed) are best attributed to analogy across exemplars, or to a default, “add –ed” rule applied regardless of a verb’s memorized associations. Past-tense forms of novel verbs were elicited by showing children (aged 3-4; 5-6; 6-7; 9-10) animations of an animal performing a novel action described with a novel verb (e.g., gezz; chake) and asking what the animal ‘did yesterday’. A verb’s likelihood of receiving regular inflection (e.g., gezzed, chaked) was positively associated with its phonological similarity to existing regular verbs, consistent with the analogy-based approach. Study 3 investigated the suitability of an online measure of sentence processing, namely Event Related Potentials (ERP), to investigate the role of verb-frequency in restricting transitive overgeneralizations. In line with previous studies, ‘P600’ and ‘LAN’ components were evoked in response to overgeneralization errors. However, the magnitudes of these components were not sensitive to a manipulation of verb-frequency (e.g., *The clown laughed the boy vs. *The clown giggled the boy), raising doubt toward the suitability of ERP for examining the relative acceptability of overgeneralization errors. Overall, the research indicates that even young children’s generalizations are sensitive to the linguistic input (i.e., statistical regularities and generalized semantic or phonological patterns of use) and are not well explained by a system of abstract rules that act on discrete categories, whether this applies to syntactic categories (e.g., add -ed to any instance of the category “VERB”) or discrete verb classes (e.g., a narrow-range rule that acts invariably on any verb that is part of an ‘alternating’ verb-class).

1 online resource (ix, 442 leaves) / No abstract available / Religious Studies and Arabic / D. Litt. et Phil. (Religious Studies)

Using panel data analysis, this paper considers the impact of governance provisions on firm’sR&amp;D investment decisions. The current paper also contributes to the literature on corporategovernance and innovation by introducing an interaction dimension which captures theinfluence that internationalization of U.S. firms may have on R&amp;D investment decisions. Basedon a sample of 627 U.S. firms for the years 2008-2016 this paper’s results suggest thatgovernance provisions do not nurture or impede R&amp;D investments, and therefore the resultscasts doubt on the existence of a relationship between governance provisions and R&amp;Dintensity. The current paper’s findings also suggest that proposed effects of internationalizationdo not modify the relationship between entrenchment and R&amp;D for U.S. firms.

Submitted by Tatiana Lima (tatianasl@ufba.br) on 2015-03-25T17:54:52Z No. of bitstreams: 1 Moscon, Daniela Campos Bahia.pdf: 2381056 bytes, checksum: 63db06a4ab3201a37649f8901c63dab1 (MD5) / Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2015-04-06T18:07:16Z (GMT) No. of bitstreams: 1 Moscon, Daniela Campos Bahia.pdf: 2381056 bytes, checksum: 63db06a4ab3201a37649f8901c63dab1 (MD5) / Made available in DSpace on 2015-04-06T18:07:16Z (GMT). No. of bitstreams: 1 Moscon, Daniela Campos Bahia.pdf: 2381056 bytes, checksum: 63db06a4ab3201a37649f8901c63dab1 (MD5) / Diversos têm sido os esforços empreendidos no sentido de refinamento dos conceitos relacionados aos vínculos que os trabalhadores estabelecem com as suas organizações empregadoras. Dentro dessa tendência mais ampla, estudos têm sido voltados para a revisão do modelo tridimensional do Comprometimento proposto por Meyer e Allen, tomando como base o argumento de que ele reúne mais de um tipo de vínculo no mesmo conceito. De modo mais recente, um grupo de pesquisadores brasileiros propôs dois novos conceitos que abarquem as bases instrumental e normativa, associadas no modelo de Meyer e Allen ao Comprometimento: Entrincheiramento Organizacional e Consentimento Organizacional, respectivamente. Por outro lado, o conhecimento desses fenômenos e a sua aplicação prática exigem que sejam estudadas as diversas variáveis que impactam diretamente no seu estabelecimento. Dentre tais variáveis, a percepção sobre a liderança se destaca, em função do papel que ela exerce de representante da organização e intermediadora das demandas dos empregados. Sendo assim, o objetivo dessa tese é analisar as relações existentes entre liderança e o estabelecimento de vínculos (Comprometimento, Entrincheiramento e Consentimento Organizacional) dos trabalhadores com organização. Para tanto, foram desenvolvidos três estudos que se propõem a realizar essa análise partindo de uma visão mais geral para uma situação mais específica em um determinado contexto de trabalho. O primeiro estudo se propõe a analisar tal relação a partir de uma revisão sobre como a literatura internacional tratou a questão nos últimos dez anos. O segundo, parte da análise de um banco de 994 casos, cuja coleta serviu de base às proposições dos conceitos de Entrincheiramento e Consentimento Organizacional, para analisar como esses conceitos (e mais Comprometimento Organizacional) se relacionam com a percepção geral de trabalhadores de diversos seguimentos diferentes sobre a sua chefia imediata. Já o terceiro e último estudo, analisa os vínculos de Entrincheiramento, Consentimento e Comprometimento Organizacional (assim como suas subdimensões) no contexto do Tribunal Regional do Trabalho 5 (Bahia) e suas relações com os conceitos de Liderança Transformacional, Transacional e Ausência de Liderança. Trata-se de um estudo de caso, que teve a participação de 173 funcionários lotados em Salvador e Região Metropolitana (BA). Os artigos selecionados para o estudo teórico foram analisados a partir de procedimentos quali-quantitivos de análise de conteúdo e, para os dados coletados nos estudos empíricos foram conduzidas análises descritivas, correlações de Pearson, regressão linear (método Enter) e análise de clusters (método Ward) (apenas para o terceiro estudo). Os resultados apontam que ainda existe carência de pesquisas que relacionem esses dois fenômenos, sobretudo no contexto brasileiro e utilizando os vínculos instrumental e normativo. Contudo, já é clara a importância do papel da liderança não apenas de forma direta, mas também pela sua capacidade de influenciar a percepção do empregado acerca das políticas de gestão de pessoas, suporte organizacional, dentre outros aspectos. Esse impacto, entretanto, se é claro no que se refere ao Comprometimento e Consentimento Organizacional, não tem a mesma importância no que se refere ao Entrincheiramento, mais influenciado por características estruturais internas e externas à organização. Além disso, foi possível perceber que, ao menos no contexto do terceiro estudo (TRT-5) a Liderança Transacional não é vista como antagônica à Transformacional: os funcionários tendem a avaliar as duas de modo semelhante, o que reforça a sua complementariedade. Sugere-se novos estudos utilizando os novos conceitos propostos em amostras mais amplas e a partir de metodologias de estudo mais diversificadas e flexíveis. Several efforts have been undertaken in order to refine the concepts related to organizational attachments. Within this broader trend, studies have been focused on the review of the three-dimensional model of the commitment proposed by Meyer and Allen (1991), based on the argument that he has more than one type of bond on the same concept. Recently, a group of Brazilian researchers has proposed two new concepts that encompass the instrumental and normative bases associated with the model of Meyer and Allen to Commitment: Organizational Entrenchment and Organizational Consent. On the other hand, the development of knowledge of these phenomena and their practical application require to be studied several variables that directly impact on their establishment. Among these variables, the perception of the leadership style stands out due to its role as representative of the intermediary organization and the demands of the employees. Thus, the aim of this thesis is to analyze the relationships between organizational attachments (Commitment, Organizational Consent and Entrenchment) and leadership. Thus, we developed three studies that propose to conduct this analysis starting from a more general to the more specific situation in a specific work context. The first study aimed to examine this relationship from a review of the international literature and addressed the issue in the last ten years. The second, part of the analysis of a database of 994 cases, whose collection formed the basis of the concepts of propositions Entrenchment Organizational Consent to examine how these concepts (and Organizational Commitment) relate to the general perception of workers in different segments different about their immediate supervisor. The third and final study examines organizational attachments of Entrenchment, Consent and Organizational Commitment (as well as their sub-dimensions) in the context of the Regional Labor Court 5 (Bahia) and their relationship with the concepts of Transformational Leadership, Transactional Leadership and Avoidance of Leadership. This is a case study, which was attended by 173 employees at Salvador and metropolitan area (BA). The articles selected for the theoretical study were analyzed according to procedures like content analysis and for data collected in empirical studies were conducted descriptive analyzes, Pearson correlations, linear regression (Enter method) and cluster analysis (method Ward) (for the third study). The results show that there is still lack of research that relate these two phenomena, especially in the Brazilian context and using the instrumental and normative attachments . However, it is clear the importance of the leadership role not only directly, but also for its ability to influence the perception of the employee on policies for managing people, organizational support, among other aspects. This impact, however, it is clear in relation to Organizational Commitment and Consent does not have the same importance in relation to Entrenchment, more influenced by structural features internal and external to the organization. Furthermore, it was revealed that, at least in the context of the third study (TRT-5) Transactional Leadership is not seen as antagonistic to Transformational: employees tend to evaluate both so similar, which reinforces their complementarity. We suggest further studies using the new concepts proposed in larger samples and study methodologies from more diversified and flexible.

This work was developed with the purpose of identify the influence of organizational commitment and entrenchment, as well as his relationship with the people management agency-community model. Therefore, we carried out a survey of descriptive character, drawing on quantitative methodologies. The research sample consisted of 268 technical and administrative staff of a Federal Institution of Higher Education, to which was applied a questionnaire from the evaluation model of Organizational Commitment and Entrenchment proposed by Bastos et al (2008) and people management agency-community model proposed by Rousseau and Arthur (1999). Data were analyzed using software "Windows Excel", "SPSS 18" and "SAS 9". Simple correlations descriptive statistics was used the Shapiro-Wilk test and Kruskal-Wallis. We identified positive correlations between the dimensions of commitment and positive correlations between the dimensions of entrenchment. Positive correlations were also found between the people management community model with affective commitment and positive correlations between of people management agency model with normative commitment and entrenchment "Social Position Adjustment" and "Limitation of Alternatives". The results show that the predominant basis of employees is followed by affective instrumental and realize the existence of practices in community management actions in the organization. Despite the agency management practices are not prevalent in the perception of employees, these principles and practices are important when related to personal goals, the concept of self, the need of the employee being seen as an individual with feelings and expectations. Based on the results, one realizes that the Institution has immense significance for the servers, they are interested in her fate and feel proud to tell people that are part of the institution in which they work. The greatest fear of leaving the organization is linked to loss of financial benefits and stability. The survey attributes that a major factor for the dimension of affective commitment identify the strongest bond among the sample studied is how managers think and guide the organization, considering the organizational structure and people. The commitment of people towards the activities they perform; accepting the values of the organization, associated with the implementation of management practices may represent agency and community in the management of UFSM the direction of human effort to achieve the organizational objectives, taking into account the personal objectives, sense of individual and collective responsibilities. / Este trabalho foi desenvolvido com o propósito de identificar a influência do comprometimento e do entrincheiramento organizacionais, bem como sua relação com o modelo de gestão de pessoas agency-community. Para tanto, realizou-se uma pesquisa de caráter descritivo, valendo-se de metodologias quantitativas. A amostra da pesquisa foi composta por 268 servidores técnico-administrativos de uma Instituição Federal de Ensino Superior, aos quais foi aplicado um questionário elaborado a partir do modelo de avaliação de Comprometimento e Entrincheiramento Organizacionais proposto por Bastos et al (2008) e do modelo de gestão de pessoas agency-community proposto por Rousseau e Arthur (1999). Os dados obtidos foram analisados por meio de softwares Windows Excel , SPSS 18 e SAS 9 . Foram realizadas estatísticas descritivas simples, correlações, testes de Shapiro-Wilk e de Kruskal-Wallis. Identificaram-se correlações positivas entre as dimensões de comprometimento e correlações positivas entre as dimensões de entrincheiramento. Também foram encontradas correlações positivas entre o modelo de gestão de pessoas community com o comprometimento afetivo e correlações positivas entre o modelo de gestão de pessoas agency com o comprometimento normativo e o entrincheiramento Ajustamento à Posição Social e Limitação de Alternativas . Os resultados obtidos mostram que a base predominante dos colaboradores é a afetiva seguida da instrumental, sendo que percebem a existência de práticas community nas ações de gestão na Organização. Apesar das práticas de gestão agency não serem predominantes na percepção dos colaboradores, estes princípios e práticas são importantes quando relacionadas a objetivos pessoais, ao conceito de si, a necessidade do empregado ser visto na sua individualidade, com expectativas e sentimentos. Baseando-se nos resultados, percebe-se que a Instituição tem um imenso significado para os servidores, eles se interessam pelo destino dela e sentem-se orgulhosos em revelar às pessoas que são parte da Instituição em que trabalham. O maior medo de deixar a Organização estaria ligado às perdas de vantagens financeiras e à estabilidade. A pesquisa atribui que, um dos principais fatores para que a dimensão do comprometimento afetivo identifique o vínculo mais forte junto a amostra estudada é a forma como os gestores pensam e conduzem a Organização, considerando a estrutura organizacional e as pessoas. O comprometimento das pessoas para com as atividades que desempenham; a aceitação aos valores da organização, associados à aplicação de práticas de gestão agency e community pode representar no âmbito da gestão da UFSM o direcionamento do esforço humano para o alcance dos objetivos organizacionais, levando em conta os objetivos pessoais, sentimento de responsabilidades individuais e coletivas.