The research reported here is concerned with a systems science approach to evaluating and improving Metropolitan Police Service (MPS) policy toward young offenders from 1992 to 1999. The MPS were concerned at the cost effectiveness of their policy and procedures toward young offenders, and the role of other agencies in the decision-making process. A multi-methodological approach was adopted to identify the problem situation and agree an agenda for change. Soft Systems Methodology (SSM) and a number of other methodological techniques were used to assist in identifying the problem situation. Archive data was gathered, interviews were conducted with representatives from a number of organisations and, questionnaires were designed to investigate policy and decision-making procedures for multi-agency youth liaison panels (MAPs) operating in the Metropolitan Police District. A number of MAPS were observed and identified as case studies to inform SSM. There were three objectives to this research: firstly to evaluate the problem situation; secondly to generate an agenda for change with those involved; and thirdly to evaluate any implementation that was likely to follow. The multi-methodological approach described above was used to evaluate the decision-making used by the MPS and MAPS involved in case disposal procedures. Secondly, this approach was also used to identify changes to the decision-making policy and procedures and to debate them with the MPS and MAPS. Thirdly, the same approach was used to obtain agreement to implement and evaluate the effects of those changes. The three objectives were achieved and lessons learned from the integration of multi-methodological techniques with SSM. This approach was considered to be an appropriate means for dealing with the complexity of the problem situation and in identifying improvements to police policy and procedures. The introduction of the `gravity factor' process has led to greater consistency in police and MAP decision-making.

Nowadays, the utilization of high performance human resource (HR) practices is widely believed to lead to a strategic advantage for organisations. However, while there is now a sufficient body of evidence to indicate that high performance HR practices are related to superior firm-level outcomes, it is still unclear how these practices affect such outcomes and whether these practices result in desirable employee level outcomes. The current study aims to fill this gap by empirically examining the effect of high performance HR practices on employee attitudes of job satisfaction, organizational commitment and quit intentions in the Egyptian public sector. This study also sheds light on the mechanisms through which high performance HR practices affect employee attitudes by examining the mediating effects of both public service motivation (PSM) and person-organization (P-O) fit on this relationship. Furthermore, a secondary aim of this study is to identify the mechanisms through which PSM affects employee attitudes. Specifically, the study examines the mediating and moderating effect of P-O fit on the PSM-employee attitudes relationship. In so doing, the current study aims to contribute to the literature in the fields of HRM, PSM and P-O fit. Using a sample of 671 professionals in the Egyptian health and higher educationsectors, a partial mediation model is outlined and tested using structural equation modelling (SEM). The study results show that high performance HR practices and P-O fit have significant positive relationships with job satisfaction and organizational commitment, and significant negative relationships with quit intentions. PSM also has significant positive relationships with job satisfaction and organizational commitment. However, it has no significant relationship with quit intentions. The results also reveal that PSM partially mediates the relationship between high performance HR practices and both job satisfaction and organizational commitment, but has no mediation effect on the relationship between high performance HR practices and quit intentions. Further, P-O fit partially mediates the relationship between high performance HR practices and job satisfaction, organizational commitment and quit intentions. P-O fit also mediates (but does not moderate) the relationship between PSM and employee attitudes. Therefore, the study findings suggest that the adoption of high performance HR practices in the public sector not only leads to desirable employee attitudes, but is also associated with enhanced employee motivation to serve the public and better fit between employees and their organizations.

The Auld Review found the different 'practices, procedures, management and cultures' that exist within the criminal justice system to be 'confusing, divisive and inefficient' (Auld, 2001, Justicefor All, 2002: 148). This research is concerned with this perceived problem of 'co-ordination and control' (Richards, 2001: 64) and as such looks to examine the implications ofcloser integration (joining-up) between criminal justice organisations at the local criminal justice area level. As the result of an ESRC collaborative studentship this thesis offers an examination ofthe first local criminal justice area to implement ajoined-up criminal justice approach predicated upon both co-location and integration. This research did not begin with the assumption that joined-up justice was a goal that was either practically deliverable or theoretically desirable and argues that citizens have a stake in not only the efficiency and effectiveness ofthe criminal justice process but in its fairness and integrity (Garland, 2001: 50; Moore, 2001: 41; Raine, 2005: 291). This research focused upon the Warwickshire Justice Centre Programme and utilised a single case study research strategy, an interpretive methodology and qualitative research methods. A tailored concePtual framework was developed to look at the unique case ofWarwickshire that built upon previous literature in the areas ofinnovation (and its links to improvement), integration and integrity (judicial independence). Data was collected over a 3 year period using a purposive sampling technique which aimed to include diversity in the sample whilst learning from key infonnants. Data collected included: 60 semi-structured interviews, 73 roving interviews, over 300 hours ofobservation, documentary analysis and short surveys completed by members ofthe public (n=75) and Warwickshire criminal justice staff (n=26). All interviews were recorded and transcribed, and data analysis took the form ofan interpretive thematic coding approach which included elements ofboth content analysis and grounded theory. The evidence within this research arguably supports a continued separation between criminal justice organisations for both reasons oforganisation (producing benefits from task specialisation and collaboration) and ofindependence (maintaining due process protections). It is argued that the tensions in the criminal justice system are generative and act to preserve judicial independence. There was however evidence found that in practice the gap between collaboration and collusion ('stitched up justice') was big enough that potential improvements from joining-up for criminal justice organisations, tax payers and users (including offenders) was a real prospect that Warwickshire at the end ofthis research was starting to demonstrate. This research offers a contribution by examining the idea of integration within a context that requires the maintenance ofintegrity to meet its wider aims. By bringing together theory about management, organisation, criminal justice and public law as partial explanations of aspe~ts ofthe joined-up criminal justice agenda this thesis aims to offer an account that explores the tensions between the pressures to integrate and the institutionalised value ofseparation within the context ofcontemporary criminal justice.

This thesis explores how the Balanced Scorecard supports management control of knowledge workers. The research takes a case study approach, analyzing three divisions within the Rolls Royce Marine business. The literature is used to both frame the research question and to generate a number of theoretical propositions and a priori constructs which the research explores. The work relies on participant observation, in‐depth interviewing and documentary data as data collection methods. Data analysis is through in vivo analysis of interview data, relying on triangulation between data sources. The analysis yields a number of results. Firstly, the research situates the balanced scorecard as an important strategic communication mechanism, but one that is not used for operational control system. It situates the balanced scorecard as one of a number of control systems within the organisations case studied, providing evidence of where the balanced scorecard supports control activities. This research provides a number of contributions to knowledge. Two frameworks are created: the first – the management control typology is important since it draws together strands of research and provides a single framework for management control systems. The second, the knowledge worker typology provides a system for understanding the different types of knowledge work and hence advances the debate on defining what is a knowledge worker. The empirical investigation provides some tentative conclusions on the different types of control systems used for different types of knowledge worker. It also identifies that the way in which the balanced scorecard is used within the case study organisations differs from the approach suggested by the original literature. The work argues that to understand management control systems in their entirety, it is necessary to both understand what the management control system is and also how it is used. The work concludes by suggesting a research agenda which explores the cultural aspects of management control systems in more depth.

This PhD study extends the existing knowledge on the consumption of luxuries, by bringing together the conspicuous consumption and luxury consumption literature with self-concept and trait theory, in order to develop a conceptual framework that explains the phenomenon of luxury consumption from a consumer behaviour perspective. The model developed in this study describes and explains a) the psychological antecedents of luxury consumption in the form of a general – personal or social – selfconcept orientation, as well as in the form of various luxury-specific individual traits, and b) describes and explains a range of different consumption patterns of luxury goods. It is shown how an individual’s self-concept impacts a variety of luxury consumption behaviours via these mediating trait mechanisms. This integrative and parsimonious model helps in understanding the behaviour of these consumers and assists managers a) to better segment their markets, and b) predict consumer reactions to changes in their offering or communications, based on the interaction of multiple controllable drivers of luxury product consumption. This study offers significant theoretical contributions, as well as having important practical implications. It is the first to: a) conceptualize and empirically verify a comprehensive model that explains both the dispositions and the behaviour of the consumers of luxury goods; b) shed more light and detail in an overall proposed personal vs. social orientation to luxury consumption; c) describe and explain in detail the various personality traits of the consumers of luxury goods; and d) delineate and demonstrate empirically the various behavioural patterns of such consumers.

This thesis analyzes three topics regarding Korean firms’ corporate governance. The first chapter examines whether organized employees play a role in limiting executive compensation. Considering that employees’ voices and power are best represented by labor unions and unionization rates, I conclude that labor union existence and rates are both negatively associated with cash compensation. I also find that such negative association is progressively stronger for upper percentile executive pay. I show that the existence of labor unions has a strong negative correlation with stock option use as well, but that the union rate does not. This implies that, if a firm has an organized union, it may become more difficult for that firm to introduce a new payment method such as an executive stock option. The second chapter tests owner-managed firms’ demand for the Directors’ and officers’ liability insurance (D&O insurance). D&O insurance covers the litigation costs that have to be paid by the directors and officers in case they are sued by other stakeholders. Because D&O insurance premium is paid by the corporation (shareholders), not by directors and officers, even though it primarily protects these people, the agency cost related benefits that shareholders could draw from this insurance were frequently discussed in previous studies. In this chapter, I hypothesize that, because such functions of D&O insurance are less useful in case there are few interest conflicts, firms that rarely suffer from agency issues should demand the insurance less. I focus on owner-manager firms as examples of where there is little agency issue and test the hypothesis. I show that both the probability of purchase and the size of insurance coverage are lower in owner-managed firms. The price of insurance was also lower in owner-manager firms, implying that owner-managership signals lower litigation risks. The third chapter seeks to answer the fundamental question in insurance research: Does corporate risk increase corporate insurance demand? I run a natural experiment using a legislative change which increases litigation risk as an exogenous shock, and provide empirical evidence that firms increase insurance demand when they are exposed to increased risks. The Korean Government has decided to adopt shareholder class action law for public firms with assets over a certain threshold. With shareholder class action, even small shareholders can raise litigation against a board of directors, executives, or a firm itself, so increasing the firm’s litigation risk. In a differences-in-differences model, I find that the firms that are subject to the law increase the insurance demand significantly more during the period than the firms that are free from class action law.

This thesis is composed by three essays and provides empirical and methodological contributions to the Industrial Organization literature. The first essay (chapter 2) analyzes the welfare impacts of the Brazilian Biodiesel law. The second essay (chapter 3) develops an alternative estimator for dynamic games. The third essay (chapter 4) applies the methodology developed in chapter 3 to build a dynamic oligopoly model for Brazilian banking industry. Chapter 5 concludes the thesis and provides some directions for future work. Chapter 1 analyzes market effects of Brazilian biodiesel regulations. Biodiesel was introduced in Brazil in 2005, mixed with mineral diesel to produce the BX blend (X stands for the percentage of biodiesel). Even in small quantities, the percentage of biodiesel has a positive impact on final price of BX because the production costs of biodiesel are higher than those of mineral diesel. In order to analyze the welfare consequences of this price increase, I use a static partial equilibrium framework. The results show that the current proportion of biodiesel in the diesel mixture (5%) increases consumers' price by 1.7% and decreases the consumption by 1.5% compared to the scenario without biodiesel. Also, an increase in the biodiesel percentage to 10% would raise the price by 3.5% and reduce the consumption by 3%. Chapter 3 provides an alternative estimator for dynamic games. Estimation of dynamic games is a numerically challenging task, in chapter 3 we propose an alternative class of asymptotic least squares estimators to Pesendorfer and Schmidt-Dengler's (2008). The estimator we propose is based on the equilibrium condition of the game when represented in the space of payoffs - in contrast with Pesendorfer and Schmidt-Dengler's (2008) that work in the probability space. Our estimator reduces significantly the computational burden. This reduction is specially significant under the linear-in-parameter specification where our estimator has an OLS/GLS closed form that does not require any optimization. Also, we show that our estimator is asymptotically equivalent to Pesenrorfer and Schmidt-Dengler's (2008). This implies that there is no theoretical cost of using our estimator. Monte Carlo estimations show that our estimator has good small sample properties and provides significant reduction in the computational time when compared to Pesenrorfer and Schmidt-Dengler's (2008) estimator. Chapter 4 applies the methodology developed in chapter 3. We estimate a dynamic oligopoly model for the Brazilian banking industry. The results are used to build counterfactuals to examine the effects of the privatization of public banks on the number of bank branches in small municipalities. We find that public banks are not strategic and their presence generate positive spillovers on the private banks' profits. The model however, is not able to disentangle the nature of this spillover. Also, the counterfactual shows that the number of branches operating in small markets would drop in a privatization scenario. Chapter 5 is the conclusion, I discuss the limitations of the current work and provide some directions for future research.

This thesis presents three studies in Supply Chain Partnership. The first study is to develop a supply chain partnership classification scheme for academic and managerial purposes. The main characteristics of the classification scheme we obtained are that this scheme is 1) specialised for supply chain partnerships, 2) empirically derived, and 3) based on the five determinants of supply chain performance. In addition, the newly developed scheme has provided an important insight into the pattern of the evolution of supply chain partnerships. On the basis of these findings, some requirements for the evolution of supply chain partnerships, which are in the form of components of the partnership development management, were suggested. In the second study, we have identified the major factors of a successful supply chain partnership and estimated models for the three dimensions of supply chain partnership performance. The three performance models provide an important foundation for developing a 'supply chain partnership performance management scheme'. In the final study we have confirmed that suppliers and customers do see things significantly differently, and there is the negative association between these differences and the performance of a supply chain partnership. The third study is exploratory in nature; thus, it has provided some interesting research opportunities for academics.

This research explores two separate but related lines of enquiry - the business value of individual applications and the social and organisational impact of information systems. From this research it is clear that information systems have immense potential to change organisations. The conventional view focuses on the value that organisations can obtain through greater efficiency or new activities made possible by specific applications. But experience suggests that many organisations fail to gain the value expected. This research was started with the aim of attaining a greater understanding of the business value that information systems could offer organisations and finding ways by which organisations could assess and realise this value. The research has adopted a variety of methodological approaches and this integrating paper assesses the choices made and locates the papersin relation to the literature on information systems research methodology. The nine research papers taken together demonstrate that is business value is a complex concept and difficult to measure in practice. The research finds that the business and organisational environments are key factors in achieving the business value to be reaped from the range of benefits that each type of IS application offers. The research also demonstrates why IS evaluation practice continues to pose problems for researchers and practitioners. This integrating paper situates the work within the relevant literature on information systems research, assesses the contribution of the research papers to information systems research and concludes with a discussion of future research that flows from this work.

In recent years, debates about leadership and management in the UK arts and cultural sector have often focussed on a cultural crisis and by implication a crisis in leadership. Many of the performing arts companies described in this thesis produce world-class creative works, high-quality performances, and are well managed and led. Against this backdrop it was considered that a new approach to understanding management and leadership in the performing arts was required. Historically, management theorists have focussed upon organisational dynamics, organisational framework, management control and work processes with an emphasis on using quantitative analytical techniques. However, modem management theorists emphasise organisational. effectiveness with a focus on key strategic issues and leadership. Interviewing executive leaders on key strategic issues not organisational and process issues, by naturalistic inquiry, forms the basis of a methodology that can provide a new understanding of management and leadership issues. A multi-dimensional qualitative research methodology was developed that used thematic analysis, descriptive research and case study methods. A grounded theory approach also allowed syntheses to be made between key research issues and thematic elements as an aid to theory development. Research themes included leadership skills, artistic risk in a culturally diverse society, government funding of UK world-class companies, and a preferred executive leadership model emerged. New areas of research were identified that could extend the methodology into: middle-ranking arts companies, the museums and galleries sectors, other cultural sectors, and corporate governance issues. In conclusion, no evidence was found of a leadership crisis in the performing arts, though issues and concerns were raised about the role of the chairman of the board of trustees. In the long-term, however, there is the possibility that companies may face leadership succession problems, declining subsidy, and compliance pressures following new charities legislation. Researching key issues provides a basis for understandino the complexities of leadership in the perforining arts, funding, the wider socio-economic influences, and aid the development of training programmes that will provide future inspirational leaders with the necessary mix of skills and competencies.