Thesis (M.A.)--University of Hong Kong, 2006.

Thesis (M.A.)--University of Central Florida, 2008. / Adviser: Elayne Zorn. Includes bibliographical references (p. 109-113).

Thesis (Ph. D.)--University of Texas at Austin, 2005. / Supervisors: Elaine D. Fowler and Ann K. Brooks. Vita. Includes bibliographical references.

Thesis (doctoral)--Universität Kassel, 2003. / Includes bibliographical references.

Thesis (M.S.)--Rowan University, 2005. / Typescript. Includes bibliographical references.

Thesis (Ph. D.)--University of Missouri-Columbia, 2004. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (June 28, 2006) Vita. Includes bibliographical references.

Thesis (Ph.D.)--Northwestern University, 1997. / Source: Dissertation Abstracts International, Volume: 58-04, Section: A, page: 1351. Chairperson: James Oakes.

Thesis (Ph. D.)--University of Texas at Austin, 2007. / Vita. Includes bibliographical references.

Companies need to respond to the changing wants of their employees in order to attract and maintain top talent. In order to do this, understanding what people value in the work setting is of utmost importance, which is why work values have become a popular topic in recent years. Studying the factors that influence work values helps in gaining deeper insights into employee well-being. It is also valuable to track work values over time in order to identify changing trends. A quantitative research methodology was followed using secondary data from the World Values Survey (WVS). A multinomial logistic regression identified four key predictors of work values, namely: people’s relationship status; the number of children that they have; their social class; and their gender. The interaction of these variables was found to cause people’s work values to shift between extrinsic and intrinsic values. People who place a bigger emphasis on intrinsic values were found to be much happier, not just at work but with their lives in general. The findings have been consolidated into a comprehensive model that explains the effect that life factors and gender have on work values and the subsequent impact that work values have on overall life satisfaction. Organisations can build on this model to identify, grow and retain a satisfied workforce, which is a good fit for organisational/team values and takes into account issues of work-life balance which are typically difficult for managers to accommodate cost-effectively. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Heterosexuality often appears as a monolithic way of being that has been disciplinarily defined as right and natural for all sexual subjects (Foucault, 1979). However, it may also be viewed as a social construction, subject to alteration and variation according to social and historical context. In the following research, the stories of ten couples and from the South African soap opera Isidingo reveal the ways that heteronorms shape togetherness between men and women. In the research a queer stance is used to interrogate the ways that togetherness appears as natural and normal, such that the contingency of such togetherness is revealed. The queer stance was used to unsettle the unquestioned assumption of heteronormativity by interrogating the construction from a political position not included by the norm (Stein & Plummer, 1994). Within the general queer stance the concept of performance has been used to account for the ways in which subjects are able to unsettle normative constraints: Butler’s (1993) conception of repetition, Holzman’s (1991) account of the revolutionary developmental potential of performance, Billig’s (1991) understanding of the rhetorical constructions of everyday philosophers. Further Bakhtin’s (1994) dialogic ontology suggests that utterances, performances and/or narratives Using these theoretical underpinnings, the narratives show how stories of togetherness collude with heteronorms while at the same time existing alongside alternative forms of togetherness. Possibly because norms are broad, overarching constructions, they do not define the entirety of the couples’ tales. Rather moments of resistance and alteration are interwoven with normative themes. This unpredictable ambivalence appears in the couples narratives as the assertion that all relationships are the same, and that all relationships are unique. Couples position themselves within a social network, and this network instructs the couple on heteronormative ways of being together. They also witness normative performances in a way that is similar to the observation of disciplines, suggested by Foucault (1979). Although couples often go with their social network’s observations, the manner in which couples position themselves within this network assists them in arguing for alternatives to heteronorms. Spatial expressions also at times serve to fix togetherness. Homes are structured in line with social constructions of heteronorms. However, couples can and do mould their understandings of their homes, such space is reveal as an intersection between social and individual concerns. Narratives of work again reveal that heteronorms structure but can also be ignored within heterosexual relationships. Couples tell of receiving particular benefits from normative performances, and it is likely that these dividends make it difficult to opt for an altered version of togetherness. At the same time, the gender dualism of a heteronormative division of labour inserts oppression into togetherness, and this may lead couples to seek an unusual way of being together. In these ways, heterosexuality can be read as a multiple and contingent performance, rather than an immovable, unchangeable imperative.