No description available.

No description available.

<p> Discrimination in employment still exists in Canada despite legislative attempts to minimize the disparity in treatment of minorities in the workplace. This dissertation examines the possibility of whether deep-level characteristics, such as differences in behaviour, are culturally influenced.</p> <p> Organizational citizenship behaviours (OCB) in the workplace have been a popular area of study for nearly twenty years in the industrial/organizational psychology literature. Research has demonstrated that OCBs can explain variance in job performance over and above that of task performance. While much of the OCB research has focused on the antecedents of OCBs (particularly individual attributes), a handful of cross-cultural and intercultural studies have been conducted with respect to OCBs; however, the type of studies and the findings from these studies have varied widely. Cross-cultural studies have evaluated OCBs in a single non-Western culture, collectivism and individualism as within-culture individual differences and their effects on OCBs, demographic dissimilarity in teams and OCBs, the role of perceptions and the exhibition of OCBs, and the presence and structure of OCB in different countries. From these studies, one can draw few conclusions about the status of national culture as an antecedent of OCB.</p> <p> The main objectives of this study were to investigate whether OCBs are culturally determined (using Vygotsky's sociocultural theory as an underlying basis for this hypothesis and using Hofstede's cultural framework), and whether individual acculturation and gender orientation moderate this relationship. Findings reveal overall that these three variables explain little of the variance in OCBs. None of the moderation hypotheses were supported for individual-level OCBs (OCB-I) or for team-oriented OCBs (OCB-T). Power distance was the only one of Hofstede's cultural dimensions that had relationships (both negative) with OCB-I and OCB-T. Gender orientation and acculturation played more prominent roles as independent variables instead of moderators, though the coefficients were weak. The study also revealed that individual levels of acculturation to Canadian culture may be more of an influencing factor on organizational citizenship behaviours than individual scores on national dimensions. The overall findings show that cultural differences do not have much influence on the exhibition of OCBs within work teams; however, further research must be done to assess the underlying mechanisms of discrimination in the workplace.</p> / Thesis / Doctor of Philosophy (PhD)

京都大学 / 新制・課程博士 / 博士(農学) / 甲第24298号 / 農博第2527号 / 新制||農||1095(附属図書館) / 学位論文||R4||N5421(農学部図書室) / 京都大学大学院農学研究科応用生物科学専攻 / (主査)教授 三田村 啓理, 教授 益田 玲爾, 准教授 市川 光太郎 / 学位規則第4条第1項該当 / Doctor of Agricultural Science / Kyoto University / DGAM

This research explores the impact of proscription on non-state groups' behaviour, specifically regarding their use of violence. Recognizing that counterterrorism measures influence the behaviour of targeted groups, this thesis builds on existing literature that identifies proscription as a critical tool used by governments. Utilizing Social Identity Theory (SIT) and the naming and shaming principle to explain group behaviour, the analysis focuses on the shaming mechanism associated with terrorist designation. The developed theory posits that groups perceive their terrorist designation as an existential threat, prompting increased violence as a defensive strategy. A within-case comparison of Boko Haram before and after proscription reveals inconsistent shaming effects but shows changes in the group's narrative and identity. These findings challenge the proposed theory, suggesting that terrorist labels may bolster group identity. The study underscores the complex dynamics of labelling and its potential to increase violence and civilian casualties.

This research has utilised Antonovsky's SOC construct and explored its role in a group relations training event. A quantitative and qualitative design was used. A sample of eight (N = 8) human resources practitioners was recruited through convenience sampling. The qualitative analysis of the group relations training event was facilitated by split mean procedure analysis of the SOC results. The research demonstrated that the SOC is a pervasive disposition in determining the way in which one appraises and copes with group relations· training. All participants experienced anxiety, stress, defensive behaviour, negative emotions and learning associated with a group relations training event. However, the high-SOC participants were better able to cope, manage and make sense of the group relations training than low-SOC individuals. Recommendations were formulated in doing future research for human resource practitioners on the role of SOC in group relations training. / Industrial & Organizational Psychology / M.Admin. (Industrial Psychology)

Escalation of Commitment (EoC) behaviour occurs when a Decision Making Unit (DMU), such as an individual or group, continues with a course of action despite receiving negative feedback about it. Much research exists, within multiple disciplines, which attempts to explain why DMUs continue with failing courses of action. To date however, there has been very little critical inquiry of such research. Using a historical research approach, this thesis reviews and critically assesses all existing EoC behaviour research and concludes that a number of serious issues exist. These include the use of multiple labels by authors to describe the phenomenon; the considerable uncertainty that exists regarding which DMUs are subject to EoC behaviour; the existence of multiple, concurrent definitions for each ‘theory label’ and important EoC behaviour concepts, such as escalation, DMU, resource, success, failure and commitment, not being adequately defined. It is contended that these and other issues exist primarily because of the scope of the phenomenon and the resultant high quantity and complexity of research; all of which impair research technique. However, independent, pre-existing research technique issues are also proposed as reasons. Ultimately, it is argued that the state of EoC behaviour research is poor. It is considered that the mere recognition of the issues raised in this thesis will assist in the improvement of the research. Yet this aspect in isolation is deemed inadequate. In response, a prescriptive technique is developed which is bifurcated between resolutely defining the important concepts related to EoC behaviour research and creating an ‘integrated framework’ which includes all existing EoC behaviour determinants from all research disciplines. The proposed framework also identifies a number of new potential determinants of EoC behaviour, including the Autoepistemic Sunk Cost Effect (ASCE), the age of the DMU and anthropomorphic revenge motives. It is suggested that these two prescriptive responses will also promote focussed future EoC behaviour research, designated in the thesis as research direction. This thesis contributes to existing knowledge by not only recognising research issues that have not previously been acknowledged but also by prescribing for these issues through a complete concept exploration, coupled with a complete collective framework.

This research has utilised Antonovsky's SOC construct and explored its role in a group relations training event. A quantitative and qualitative design was used. A sample of eight (N = 8) human resources practitioners was recruited through convenience sampling. The qualitative analysis of the group relations training event was facilitated by split mean procedure analysis of the SOC results. The research demonstrated that the SOC is a pervasive disposition in determining the way in which one appraises and copes with group relations· training. All participants experienced anxiety, stress, defensive behaviour, negative emotions and learning associated with a group relations training event. However, the high-SOC participants were better able to cope, manage and make sense of the group relations training than low-SOC individuals. Recommendations were formulated in doing future research for human resource practitioners on the role of SOC in group relations training. / Industrial and Organizational Psychology / M.Admin. (Industrial Psychology)

Made available in DSpace on 2016-06-02T19:31:53Z (GMT). No. of bitstreams: 1 3423.pdf: 2509172 bytes, checksum: 46766229822e73097e99235e1a114322 (MD5) Previous issue date: 2011-02-07 / Universidade Federal de Sao Carlos / The degradation of natural grassland and open area remnants is still intense and affect environmental integrity of these ecosystems. The mixed-flocks of birds are a common feature in open environments which provide advantages to members. We aimed to analyze mixed-flocks of birds in three open physiognomies of cerrado to verify differences among sampled areas and periods. We believe that mixed-flock structure changes according to the physiognomy and between the seasons. We followed and record 337 mixed-flocks formed by 45 bird species between July 2008 and December 2010, in Estação Ecológica de Itirapina, São Paulo state. The flocks of campo limpo (grassland vegetation) had a lower participation of species than flocks from other areas, and structure did not varied significantly between breeding (summer) and non-breeding (winter) period. Two species formed flocks only in campo limpo . The campo sujo (grassland with scattered shrubs), considered an intermediate environment in our study, had no exclusive species. The seasonal variation in flock structure was significant. The campo cerrado (shrubby-grassland with many scattered trees) indicates the same differentiation between seasons. We found similarities between the breeding period of campo sujo and campo cerrado . Twelve species were present only in flocks of campo cerrado with low occurrence frequencies; all of them are birds of more wooded or forested environments. We categorized species according to their function played in mixed-flocks: True Leaders, Leaders/Followers, True Followers, Occasional Followers, Migrants. Five species played a role as True Leaders, and nine species can be considered as nuclear species of mixed-flocks. Saltator atricollis, Neothraupis fasciata and Cypsnagra hirundinacea were the most 29 common True Leaders. The formation of mixed-flocks, a phenomenon which benefits its members, were recorded in open areas of savanna throughout the year, but were especially important for birds during the period of resources scarcity. Nine flocking species, 20% of all species observed in this study, are threatened in São Paulo state and have high ecological relevance. / A degradação de áreas campestres naturais ainda remanescentes é intensa e prejudica a integridade ambiental destes ecossistemas. Parte da assembléia de aves que vive nestes ambientes exibe o comportamento de formação de bandos mistos, o qual traz benefícios para seus integrantes. Objetivamos analisar bandos mistos de aves presentes em três fisionomias abertas de cerrado para evidenciar possíveis diferenças entre as áreas e entre os períodos amostrados. Acreditamos que sua estrutura muda de acordo com o ambiente e com a época do ano. Acompanhamos 337 bandos mistos formados por 45 espécies, entre julho de 2008 e dezembro de 2010, na Estação Ecológica de Itirapina, estado de São Paulo. Os bandos mistos de campo limpo tiveram uma menor participação de espécies que outros ambientes, e a estrutura dos bandos não se alterou significativamente entre os períodos reprodutivo (verão) e nãoreprodutivo (inverno). Duas espécies integraram bandos somente nesta fisionomia. O campo sujo, considerado um ambiente intermediário em nosso estudo, não apresentou espécies exclusivas. A variação sazonal na estrutura dos bandos foi significativa. O campo cerrado obteve esta mesma diferenciação entre as estações, e o período reprodutivo nesta área apresentou bandos similares aos do mesmo período no campo sujo. No campo cerrado foram registradas 12 espécies que não estavam presentes nas outras fisionomias, todas elas características de ambientes florestais e com baixas freqüências de ocorrência nos bandos mistos. As espécies foram categorizadas de acordo com sua função no bando: líderes verdadeiros, líderes/seguidores, seguidores verdadeiros, seguidores ocasionais e migrantes. Cinco espécies em todo o estudo 27 desempenharam papel de liderança verdadeira, e nove espécies puderam ser consideradas nucleares. Os líderes mais presentes foram Saltator atricollis, Neothraupis fasciata e Cyspnagra hirundinacea. A formação de bandos mistos, fenômeno que beneficia seus integrantes, foi registrada em fisionomias abertas de cerrado durante todo o ano, mas foram especialmente mais importantes para as aves durante o período de escassez de recursos. Nove espécies (20%) que participaram dos bandos amostrados estão ameaçadas no estado de São Paulo e possuem alta relevância ecológica.

The dissertation is about employees' behaviour in the middle-sized organization. The theoretical part at first focus on individual behaviour and influences that determine this behaviour in the organization. The next theoretical part is focused on the group behaviour, working relationships and mentioned also the role of the manager. The Practical part analyses the chosen organization, where the survey was made and comes with the conclusions for the management and the organization.