For a long time, Taiwan media industry is affected greatly by the interwoven of economics and politics; before 1988 the numbers of newspaper¡Bbroadcasting station and TV company were heavily controlled by the government, but after 1988, due to the advancement of media technology, we witnessed that not only the scale and scope of whole industry expanded, but also the number of firm increases in accompany with the path of policy deregulation and democratic movement. Due to the emergence of media-broadcasting technology and the ¡§convergence¡¨ of TV¡B communication and network, conglomerate media firm appears in Taiwan which shows the ambitious development of cross-boundary from local-region to region-global, and the approach used by firm attract the attention and concern of scholars in different academic arenas. This thesis firstly proposed an economic-politic analysis of media industry, secondly, presented an integrated framework of industry evolution and international media expansion path, and thirdly, the case of Eastern Multimedia Group is examined and analyzed. Examining the organization change and the expansion path of Eastern Multimedia Group, the similarity between Eastern Multimedia Group and the giant firm like News Group can be found and identified, but seemly that the product sphere and its influence power are not as great as the international firm, and the expansion path is confined by the regional opportunity and market.

The underlying theme that draws together all the chapters presented in this thesis is that surveillance, like any feature of our social world, is not imposed in a vacuum; and that information pertaining to the origin and purpose of surveillance is vital in determining how it will be perceived and evaluated (and how it will then impact on behaviour). The key aims of this thesis are, first, to demonstrate how a social identity approach can account for varying reactions to surveillance originating from different sources; second, to investigate how various contextual features exert their impact, resulting in the disparate perceptions of surveillance that exist in our society; and finally, to demonstrate how the imposition of surveillance can itself impact on the broader social context, including the relationship that is understood to exist between those watching and those being watched. These aims are broken down into ten research questions that are addressed in seven chapters. Chapter 1 reviews the literature on perceptions of surveillance and that on social identity, and attempts to illustrate how they may be theoretically combined, resulting in the advancement of both fields. In Chapter 2, we present two studies which demonstrate a negative relationship between shared identity and the perception of surveillance as an invasion of privacy. This relationship was mediated by perceptions that the purpose of surveillance was to ensure safety. In Chapter 3, two studies demonstrate how level of surveillance moderates followers’ responses to leaders with whom they either share identity, or not. Imposing high surveillance where identity was shared with a leader undermined perceptions of the leader as a team member and affected willingness to work for the group, reducing levels to that of leaders without a shared identity. Chapter 4 presents a study that aimed to investigate the role of social identity and surveillance in affecting both discretionary behaviour and task performance. High surveillance led to higher productivity on a task, but this was associated with lower quality of work. Additionally, when identity was shared with the person in charge, helping this person was detrimentally affected by high, as opposed to low, surveillance; whereas no such differences were found where identity was not shared. Chapter 5 presents two studies which showed that framing surveillance as targeting the in-group led to outcomes such as increased privacy invasion, lower acceptability of surveillance, and reduced levels of trust in the implementers of surveillance, as compared to when surveillance was framed as targeting an out-group. However, a third study failed to replicate these results. In Chapter 6, we address how level of threat in the environment can affect evaluations of surveillance. Two studies showed that high levels of threat led to surveillance being seen as less privacy-invading, more necessary, and as having a safety purpose. Finally, in Chapter 7, we review and integrate our findings, discuss the limitations of the research, and consider the implications it has, both theoretically and practically. We conclude that, overall, the findings presented in this thesis support the notion that the source of surveillance and the perceived purpose for it are integral to the perception and interpretation of the surveillance.

This thesis is an exploring study. It is exploded which source and base of human resource (HR) executives¡¦ influence power come from. It is studied what factors of outside and insides impact the influence power. In the process of study, it is used the method of the focus group interview. From the experience practices of human resource executive it could be analysis and understood how human resource executives to influence their boss, colleague, subordinate and so on. It could be referred for human resource workers or specials. At last this study generalize the sources, base, and strategy and tactics of human resource executives¡¦ influence power, and propose some propositions as fellows: Proposition 1: The highly position or title of HR executives, the effectively they could introduce HR function. Proposition 2: The influent sources of HR executives mainly include business knowledge, capabilities, experience background, interpersonal relationship, performance of work, and personal characteristic. Those could push effectively the influent power. Proposition 3: HR executives of new companies could easily develop their job than old companies. Proposition 4: HR executives of foreign companies could easily develop their job than local companies. Proposition 5: HR executives of affiliate companies could easily develop their job than central companies. Proposition 6: HR executives of high tech companies could easily develop their job than heredity manufacture companies. Proposition 7: the concept of boss could impact the function and job of HR executives. Maybe the bosses of heredity manufacture companies could be conservatism, so the HR executives of heredity manufacture companies must use special method or strategy of influence. Proposition 8: the different strategies of influence for the object have interactive and reinforcing effect. Proposition 9: The roles of HR executives¡¦ of different industries (e.g. high tech vs. heredity manufacture) are different. Accordingly strategies of influence for the subject or issues object are different. Proposition 10: HR executives expect different influence effect, so they choose different strategies of influence. Proposition 11: HR executives choose different strategies of influence because their personalities and preferences. Proposition 12: HR executives choose different strategies of influence because their different levels (e.g. position or title)

Thesis (Ph. D.)--Ohio State University, 2005. / Title from first page of PDF file. Includes bibliographical references (p. 121-125).

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