The thesis is a study of corporate disclosure and stock market liquidity in Thailand. It uses a two-phase exploratory design in which the results from the qualitative method phase of the study are used to inform the quantitative method phase. The qualitative phase of the study aims to gain an understanding of corporate disclosure and the sources of information used of by financial analysts and the fund managers in Thailand. Specifically, it explores the use financial analysts and fund managers make of different sources and channels of communication, and their views on the purpose and the quality of disclosure and of the reasons why companies may choose to disclose information voluntarily. It also explores financial analysts’ and fund managers’ perceptions about the value of the audit report. The qualitative study is based upon interviews with financial analysts and fund managers working in Thailand and uses grounded theory to analyse the interview material. The quantitative phase of the study examines the relationship between the voluntary information disclosure by Thai listed companies and stock market liquidity. In particular, it examines the relationship between stock market liquidity and: (i) categories of information disclosure; and (ii) channels of information disclosure. It also examines the relationship between information disclosure and: (i) audit firm size, and (ii) analyst following. Disclosure is measured in two ways: first using ratings by financial analysts and fund managers of companies’ public and private disclosures and second by means of a disclosure index. Stock market liquidity is measured using information obtained from the Stock Exchange of Thailand ‘SET Market Analysis and Reporting Tool’ database. The empirical results show strong evidence to indicate that disclosing more voluntary information, particularly through public disclosure, reduces information asymmetry, improves investor confidence and enhances the stock market liquidity. In addition to the results of the primarily investigation, this study also finds that there is a significant and positive relationship between the audit firm size and the level of voluntary information disclosure. Moreover, the results report that not all sections of information disclosure are related to the size of analyst following

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This research investigates the role of management accounting within Maltese manufacturing Small and Medium Sized Enterprises (SMEs). In particular it focuses on the interaction between users and providers of accounting information. SMEs make a substantial contribution towards value-added and employment in many of the major economies and particularly so in a small country like Malta. In spite of their importance, studies of management accounting practices and processes in this sector have been rather limited. Taking an Interpretive approach, this research uses Corbin and Strauss's (2008) Grounded Theory methodology to develop a substantive theory of how management accounting information becomes significant to SME owners. The research reveals that in a scenario where Maltese SMEs are facing increased uncertainty, management accounting information performs an enabling function as it provides a fundamental input to organisational sensemaking. This process is labelled 'enabling sensemaking through accounting information'. In order for this to take place, a number of intervening conditions need to be satisfied. First and foremost a trust threshold needs to be overcome before accountants are allowed to provide the required information. Then accountants have to make sure that they gain in-depth knowledge not only of the business functions but also the owners' vision for the business. Owners on their part need to enable the accountants so that they may effectively perform their roles. This research contributes to Interpretive accounting research by extending the knowledge of the phenomenon of sensemaking in a previously unexplored setting. It demonstrates how management accounting and sensemaking are interwoven within a sophisticated framework that requires users and providers of accounting information to develop a strong personal relationship within SMEs. It also extends the knowledge of the way in which trust plays a fundamental role in this type of relationship. The study also serves to extend the applicability of Grounded Theory methodology and shows how it provides an ideal platform to explore the management accounting phenomenon as a complex behavioural construct.

This thesis investigates the implications of information processing efficiency on decision making with respect to the ability of decision makers to process information in a rational and timely manner. In order to examine the different aspects of information efficiency with respect to decision making, three different settings were used. First, attitudes and perceptions held by individual decision makers play an important role in the information processing stage of a decision. Therefore, the first thrust of this thesis seeks to investigate the impact of demographic characteristics of decision makers (socially responsible investors (SRIs)) on their attitudes and perceptions (in relation to their corporate social responsibility (CSR) views). The results show that demographic characteristics are useful predictors of CSR views held by SRIs. This implies that companies can reduce their cost of capital by attracting the affluent members of SRIs community and increase their CSR rankings by creating diversity in their corporate boardrooms. These efforts, if undertaken by companies, can help increase share price of the respective companies. Government agencies can also encourage companies to implement CSR agendas by requiring companies to implement CSR agendas which will appeal to the specific members in the SRIs community (clientele effect). Second, the ability of decision makers to process information in a rational manner can be seriously undermined when decision makers are expected to match the different motivations underlying their own or others‟ objectives with the multiple choices which are available to them. In the second thrust of the thesis, a state contingent (UK horseracing pari-mutuel betting market) with multi-competitor choices is used to illustrate the discovery of the determinants of demand (day-of-the-week, weekend, public holiday, number of races in the same hour, field size, televised races, flat and jump races, race quality, timing of the race during the day, insider trading, track conditions, bookmakers‟ over-round and risk attitude of bettors) unique to different groups of decision makers (bettors). The results demonstrate that unique sets of determinants can be used to identify the different types of decision makers (that is, sophisticated and unsophisticated bettors). Clearly, the discovery of these unique determinants for demand can be used by the respective authorities (British Horseracing Board, Horseracing Betting Levy and Tote boards) in deciding which variables are important to influence the behavior of the respective decision makers (bettors and horseracing authorities). Third, decision makers ought to be able to arrive at a decision in a timely manner. The third thrust of this thesis attempts to investigate the speed of adjustment with respect to the arrival of new and unexpected information in understanding the financial integration process in the Asia Pacific region (APR). Using stock market capitalization as a measure of equity market size, it was also found that more advanced equity markets are more informationally efficient that those less advanced equity markets possibly due to the fact that the infrastructure which supports information flow enables information to be easily accessible by investors for decision making. The results suggest that a more integrated equity market in the APR can lead to a greater speed of adjustment with respect to information shocks. Therefore, domestic governments have a role to play in ensuring the necessary infrastructure to facilitate information flow is improved and better integrated with neighbouring equity markets. Finally, the thesis concludes that demographic characteristics play an important role in influencing the rational information processing involved in decision making by individuals. When confronted with choices, decision makers are affected by their various motivations and those who seek to capitalise on others‟ decisions need to be aware of these motivations. In addition, the infrastructure on which information flows is essential in influencing the speed at which information is processed

This qualitative research explores the third-order sensemaking practices of middle level managers that could be seen as antecedents of strategic renewal within their organisations, and whether these micro-practices are context-specific or generalisable and transferable. The intention is to answer calls for deepening our understanding of the practices of middle level managers on influencing and changing strategic actions (Jarzabkowski and Spee, 2009; Kwee et al., 2011; Mantere, 2008; Rouleau and Balogun, 2007, 2010), and contribute to the juxtaposition of the bodies of literatures on strategic renewal, Strategy-as-practice, middle level managers and sensemaking. The every day micro-practices of middle level managers have the potential for far-reaching consequences at a macro-level on their organisation’s competitive advantage. The important role of middle level managers in strategy processes has been recognised for a considerable time (Bower, 1970; Burgelman, 1983; Floyd and Lane 2000; Floyd and Wooldridge, 1992, 1997; Nonaka, 1998). However, it has only been in the last decade that there has been a sizeable increase in the literature which discusses the role of middle level managers in strategy processes, viewing them as key strategic actors (Currie and Procter, 2005). In addition, there is also increasing focus on the role of middle level managers emerging from within a number of key process themes in the strategy literature: Strategy-as-practice (Jarzabkowski, 2005, 2008; Jarzabkowski and Spee, 2009; Johnson et al., 2003, 2007; Whittington, 1996, 2003); strategic renewal (Agarwal and Helfat, 2009; Kwee et al., 2011); and sensemaking (Maitlis and Sonenshein, 2010; Rouleau and Balogun, 2007, 2010). This socially constructed qualitative strategic management research (Patton, 2002) is looking at the phenomenon that preceeds and gives rise to strategic renewal, a second-order change process, through the sensemaking practices of 40 middle level managers in different change contexts, combined with an interpretivist approach. Interviews were held with 40 middle level managers involved in organisational transformation. The interviews intended to provide explanatory depth and causal insight to the complex, inter-related and dynamic phenomena in this study (Sayer,1992; 2000), and the agency of the middle level managers (Archer, 2007). Findings indicate that middle level managers’ formal conscious sensemaking practices are more likely to contribute to exploitation, whilst informal sub-conscious sensemaking practices are more likely to contribute to exploration within strategic renewal. Evidence is emerging that ‘issue recognition’ and ‘feeling emotions’ with related informal and sub-conscious sensemaking mechanisms have greater causal effects on renewal, and that enabling factors such as organisational size, diversity and culture, as well as external influences, underpin third-order sensemaking processes among middle level managers.

This thesis compares the responses of middle managers from like organizations in the private and quasi-public service sectors of Singapore and Britain. The intention is to contribute to the understanding of the management of change across divergent cultures, identifying universalities and particularities of what helps and what hinders significant change in organizations in these two countries. To achieve this, a matched pair framework methodology is adopted, supported by both quantitative and qualitative data collection. The thesis has its implications on global issues such as the management of change, quality of human resources, international competitiveness and economic growth. The thesis also represents an attempt to develop a dialectical approach on managing change across cultures. In the world context, the interdependency of nations has meant that countries need to be alert to their global and regional environment, to survive, compete and grow economically. This study in line with others has found the lack of natural resources and the starting point of nations are no serious impediment to their economic growth and success. In the move towards a knowledge-based society, the quality of human resources, the effect of culture on human resources and the centrality of the management of change in economic growth are all much more important. The significance of this thesis is further emphasized by the latest United Nations report that the Aslan 'tigers' (also called 'dragons' or NICs) have proven their economic 'resilience' despite adverse world trade situations. The global shift of economies in the Asia-Pacific region, strengthening and outpacing those in the Atlantic rim, reinforces the ability of the NICs to respond and manage change. What has been particularly apparent among the NICs is their outward-oriented strategy, their government's strong commitment to an export-oriented growth strategy, and their implementation of policies which are conducive and attractive to investors. The findings of this study have shown that Singapore middle managers (SMMs) are relatively more flexible and responsive to significant change than the British middle managers (BMMs) and this probably contributes to the superior economic performance of Singapore compared with Britain. The theoretical significance of the thesis is its attempt to build a dialectical approach which rejects the 'either/or’ approach to opposing theories in the field and accepts mixed methods. This positions the thesis within the new cultural school of thought which 'breaks away' from the historical bias towards universalism. The importance of adopting this position is that it follows a heterogenistic logic and a polyocular vision principle. According to Maruyama (p.101, 1984), the heterogenistic logic regards heterogeneity as "the source of mutually beneficial positive-sum, 'win-win' cooperation", and homogeneity as "a source of competition and conflict"; the benefit of the polyocular vision principle is the differing points of view different persons have and the differences constituting indispensable information which enriches a person's understanding. These Aslan or African concepts have challenged the linear, Aristotelian thinking which has, in many instances, produced a dimensionally reduced interpretation. This is because the European and North American (ENA) epistemology is built on a one-dimensional continuum (in the sense of geometry) between homogenistic hierarchy and random, independent individualism where "everything is supposed to fit somewhere in this continuum" (p. 108, Maruyama, 1984). The approach in the new cultural school builds on the strength of differing points of view to gain a more complete interpretation. The findings of this study have shown that there are universalities and particularities in the responses of the BMMs and SMMs on the management of change generally as well as in the areas of communication, commitment and power despite their divergent cultures. The managers of both countries found a need for adjustment to change and they have expectations of being prepared for change. An overall important finding is that there are cultural orientations and tendencies In the SMMs and BMMs that help or hinder the change process. The differences are to do with how 'self’ is perceived by the two cultures and the different cultural tendencies towards authority, groupism or individualism, and non-work commitments; these affect responses to change generally and in the areas of communication, commitment and power.

Over the last decades, extensive research about the role of networks in venture creation and development in both the sociology- (e.g.,Burt, 2005; Chiesi, 2007) and management- literature (e.g., Hoang & Antoncic, 2003; Maurer & Ebers, 2006) has been produced. However, while social networks have been recognized as crucial elements for the growth of social ventures (e.g., Bradach, 2010; Waitzer & Paul, 2011), there has been identified a lack of theory-motivated papers on how and why the different dimensions and configurations of social networks influence (social) venture performance over time (Aldrich & Kim,2007; Dacin et al., 2010). Filling this gap, this thesis focuses on the dynamic networking patterns of social ventures over the organizational lifecycle. It consists of three major parts: one conceptual paper, and two empirical papers. Drawing from networks-, social capital-, and organizational ecology-approaches (e.g., Hannan & Freeman, 1989; Kim et al., 2006), in the conceptual paper I develop a four-stage typology of network development, contending that selective boundary-spanning can lead to better performance outcomes if aligned with time-contingencies. The second paper, a comparative case study of six social ventures operating in Kenya’s low income context (a setting neglected by management research), uses a qualitative approach to examine how these ventures orchestrated networks. Via the comparison of success-, failure-, and turnaround- cases, I find four core ‘stages’, and identify key characteristics of the respective networks, as well as conditions and mechanisms that help the transition from stage to stage. Having established the importance of social capital and its relation with organizational outcomes, the third paper focuses on the antecedents of social capital. A longitudinal case study in the South African low-income context shows that approaches such as bricolage can be effective in enfranchising the previously disenfranchised on a broader scale.

Decision-making is generally considered a key competence within organisations and for individuals. It is crucial in our daily routine and at forks in life. The latter type of situation can tremendously impact peoples’ health, wealth, or happiness. Thus, the extent to which an individual is able to make sound decisions is of huge interest. Measuring this ability would enable people to assess their DecisionMaking Competence (DMC) and identify areas for improvement. Most advanced research on individual differences in DMC defines the construct mainly in terms of an individual’s ability to resist decision biases - systematic deviations from normative decision rules and a concept that is mainly derived from behavioural decision theory. This research stream does not typically cover the main steps of a decision-analytical process, such as the ability to envision one’s objectives, to frame a decision, or to compare alternatives. As a sound decisionmaking process must cover several dimensions, including not only the ability to deal with decision biases but also the ability to apply decision-analytical rules, the decision-analytical side of this construct deserves intensified investigation. This research therefore developed a psychometric test that allows the measurement of an individual’s performance by a set of six decision-analytical dimensions of DMC. On the basis of the corresponding decision-analytical literature, cognitive dimensions of analytical DMC were identified and operationalized using a catalogue of appropriate decision tasks. In two online studies with approximately 500 participants, a psychometrically sound performance test was constructed and validated. Participants showed reasonable consistent performances across the set of Decision-Analytical Competence (DAC) tasks. An exploratory factor analysis suggested one factor underlying the presented decision tasks. A confirmatory factor analysis demonstrated acceptable model fit indices for the one-factor structure of DAC. The aggregated overall test score presented significant relationships with measures of decision-making style, fluid intelligence, and problem-solving competence.

Paternalistic employment relations have been a tradition supported by the government in Taiwan whilst trade unions were brought in to support political development and economic growth. The government promulgated a ‘harmony culture’ in order to control employment relations, and in the 1980s set up the campaign of the ‘factory as one family, factory as one school’ to encourage employers to inculcate paternalistic beliefs in their employees’ everyday working lives. Authority, benevolence and morality, the characteristics of paternalistic management, make workers docile and loyal to management and stunt the sense of collective identity. This qualitative research selects one primary case, a privatised enterprise SteelCo and its union Steel-U, to conduct participant observation, in-depth interviews with union officers, labour representatives and management, surveys of union members, and documentary analysis of official documents and meeting minutes. One supplementary case is a state-owned enterprise SugarCo with its union Sugar-U; this mainly involved in-depth interviews with union representatives and limited access to some documents. Corporate trade unions take advantage of the paternalistic tradition to gradually develop their organisations as recognised by employers. Implementing nonunion representation is a practice of paternalistic ideology, offering trade unions another platform on which to work with management. Workers identify both themselves and the trade union as parts of the enterprise family rather than seeing the union as an agent of collectivity. The union has to be a service provider offering welfare and benefits to attract members before triggering any mobilisation. To conclude, paternalism has helped corporate trade unions to establish themselves in state-owned and privatised workplaces, and empowered trade unions to engage legitimately, effectively and autonomously in workplace affairs. To revitalise themselves from the paternalistic ideology, trade unions are expected to take the route of partnering unionism with the manipulation of nonunion representation in a top-down process of shaping labour’s collective identity.

Although generalised exchange has been considered to be a key ingredient of organisational social capital, it has attracted limited attention in the organisational behaviour (OB) literature. Drawing upon studies of generalised exchange in a wide range of social science disciplines and social exchange research in the OB literature, I aim to answer a key question about generalised exchange: why do some people and not others engage in generalised exchange? In this thesis, I propose that the rule of collective reciprocity is the fundamental regulating mechanism of generalised exchange and introduce the concept of generalised exchange orientation (GEO) – individuals’ beliefs in favour of the rule – as an individual characteristic that motivates individuals to engage in generalised exchange. I create a theoretical framework on the antecedents and consequences of GEO and conduct three empirical studies to examine the propositions. In the first study, I develop and validate scales to measure GEO and orientations to other forms of social exchange. The results support the new scales’ validity and their measurement invariance between the United States and Japan. The second study is to analyse the antecedents of GEO and indicates that task interdependence and depersonalised trust promote GEO over time. The third study involves analysing the impact of GEO on knowledge-sharing behaviours on an in-house online platform, and it shows that GEO promotes the behaviours, moderated by organisational identification. This evidence unpacks the micro-foundations of the occurrence of generalised exchange in organisations and provide insights into the development of individual orientation towards generalised exchange. Theoretical and practical implications will be discussed.