Foreign direct investments that come with globalization bring benefits with them if opportunities are handled in the best manner. One opportunity rises with the institutional difference issue. Different countries have different institutional profiles. Institutional profiles briefly include culture, social norms or governmental regulations. When investing abroad, the bigger the institutional difference gets between the home country and the host country, the harder it gets to acquire the local institutional knowledge. This may result in a negative effect in the firm performance. To make the right decisions managers, being an important part of the decision making process, are required to have a profound understanding and knowledge of the local institutional environment. In here the investing companies have two options; either to use local managers or to acquire knowledge through the accumulation of experience. Building on the institutional theory, sixteen multinational companies operating in the manufacturing industry in Turkey are analyzed with the aim to contribute to the understanding of whether native managers or company experience is creating a better firm performance in consideration with handling the institutional differences. The results of this study point out that, the manager origin indeed influence the firm performance and native managers have a positive effect on the firm performance.

This study examines the effects of social tie strength, value fit and affect-based trust of overseas workers on their cultural knowledge acquisition in foreign countries. Based on the assumption that cultural knowledge is acquired through social interactions, the research model encompassed 3 social-related independent variables and tested empirically from 536 interpersonal relationships reported by 136 respondents. The results revealed that social tie strength and value fit have positive impacts on cultural knowledge acquisition not only directly but also indirectly, through the mediation role of affect-based trust. However, the mediation effect differs between relationships with local nationals and relationships with non-local nationals. Specifically, affect-based t rust is essential for the effect of social tie strength to local nationals instead of that to non-local nationals; moreover, the mediation effect is sufficient on value fitted non-local nationals but is incomplete on value fitted local nationals. The implications of the findings and the need for future research were also discussed.

Reviewing the whole development history of management and the era background, we can find that the theories and practices of management are always continuing changing and improving. In addition, each industry starts to promote and apply the theories and practices of management to the operation of its individual industry with the changes or evolvements of the all industries in the outside environment. With the coming of knowledge economy in the 21st century, here comes the birth of ¡§knowledge management,¡¨ and it also becomes the focus of the active implementation in each industry and business enterprise. First, knowledge management is actively implemented in business enterprises, bringing great effects and positive influences just like what Peter Drucker said in 1965¡X¡§knowledge¡¨ is going to replace tangible assets such as machines, facilities, capital, materials, and labors, and becomes the most important key element of production in business enterprises. Besides, ¡§knowledge workers¡¨ will also replace the traditional labors and become the most efficient instrument which brings great benefits to business enterprises. Likewise, a hospital itself is an organization, too. In fact, the medical staffs in hospitals such as physicians and nurses are right the knowledge workers who are able to drive knowledge management. Moreover, the implementation of knowledge management in healthcare organizations or hospitals is still in the beginning phase. For this reason, the study will explore the realization and practice of knowledge management between middle level managers and basic level nurses. With regard to the implementation of knowledge management, the study is going to explore the practices and comparisons between the middle level managers and the basic level nurses in terms of knowledge acquisition, knowledge creation, knowledge storage, knowledge spread, and knowledge application, and to explore the outcomes of the implementation of knowledge management between these two levels under the enabling factors of knowledge management. Through the analyses and comparisons of the interview cases, here are the results and findings of the study: 1. The knowledge that the middle level managers and basic level nurses mainly value is the professional knowledge and skills of nursing. Then the concepts of services and the access environment and safety of patients are also concerned. 2. With regard to the implementation of knowledge management, the middle level managers and the basic level nurses both think that there is no specific or fixed one person who is responsible for the implementation of knowledge management but all people who work together to implement knowledge management according to their individual responsibility and accountability; that is, knowledge management is achieved by the division of labor. 3. As to the process and enabling factors of knowledge management exerted by the middle level managers and the basic level nurses, here are the outcomes: (a) In terms of knowledge acquisition, for the basic level nurses in the units, the most sources of collected knowledge are from books, periodicals, magazines, and rarely theses; for the middle level managers, almost the same as the basic level nurses. However, there are still some differences. For example, the vice director in charge of academic affairs thinks e-mails are also one of the sources of collected knowledge; the other vice director in charge of clinical practices, the head nurses in the units are also one of the sources of collected knowledge. (b) In terms of knowledge creation, both the middle level managers and the basic level nurses think that there is the mechanism of rewards in the hospital, such as the points of reward money and the reward money for new ideas. Furthermore, there are the competition reward money for QCC projects and the reward money for research proposals as well. Nevertheless, there is no cooperation in research between the nursing units in the hospital and other outside institutes or organizations, but there is cooperation relationship between the hospital and the nursing schools. For instance, the hospital is open for the nursing practicum of nursing students. (c) In terms of knowledge storage, both the middle level managers and the basic level nurses think the knowledge stored in the nursing department and units is paper-oriented and documentation-oriented. The paper documentation is usually keyed in and saved in the Word files of computers. However, part of knowledge is possibly not presented through the paper documentation and not saved in so-called ¡§knowledge base¡¨ but then stored in personal brain through the oral sharing. (d) In terms of knowledge spread, there is one difference in the priority of the same ways frequently used to spread knowledge between the middle level managers and the basic level nurses. For example, the basic level nurses think the priority of the frequent ways used to spread knowledge in the units is informally oral dialogs, ward-checking, ward or morning meetings, and educational on-the-job training; the middle level managers, the priority of the frequent ways used to spread knowledge is educational on-the-job training, ward or morning meetings, seminars or studying clubs, and ward-checking. The best mechanism of knowledge spread in the units, both the middle level managers and the basic level nurses think, is educational on-the-job training. Meanwhile, there are also the small library rooms as the mechanism of knowledge spread in the units, but the effect of the library rooms is not that ideal in the viewpoints of the basic level nurses. (e) In terms of knowledge application, both the middle level managers and the basic level nurses think that they can effectively use the knowledge base composed of documentation and paper to find the information they need in short time, and the QCC projects are conducive to the quality improvement. In addition, both of them also think the knowledge and skills learned from the on-the-job training for the whole hospital employees and for the unit nurses can be applied to daily work. (f) In terms of the enabling factors of knowledge management, both the middle level managers and the basic level nurses think that the nursing department and the units encourage knowledge sharing and mutual discussion among employees. More than half of the basic level nurses think that the head nurses in the units offer them enough encouragement and support; the two vice directors as the middle level managers, their director offers them enough encouragement and support. Meanwhile, the majority of the basic level nurses think the ideal environment of knowledge development and the ideal welfare system of compensation management will make them be more delighted to share their knowledge and skills. However, the middle level managers think the support from the director, good leadership and positive approvals will make them be more delighted to share knowledge and skills. Moreover, most of the basic level nurses agree that the head nurses in the units will consider offering different courses of training to different employees according to their needs. The two vice directors as the middle level managers also think that the nursing department will also considering offering different courses of training to different employees according to their needs. Finally, the study proposes four suggestions to the case hospital, such as (1) improving the installation and application of knowledge flat-top building, (2) reinforcing the motivation and incentive of the mechanism of rewards, (3) opening the training courses of upgrading information ability for the nurses, and (4) adding one specific worker who is only responsible for knowledge management.

Interaktive Lernaufgaben stellen eine Möglichkeit dar, das Lernen und den Lernerfolg mit digitalisierten Lehrmaterialien durch interaktive Elemente zu unterstützen. In einer Vielzahl von Learning-Management-Systemen gehört die technische Möglichkeit solche Aufgaben zu erstellen bereits zum Standard-Repertoire. Dieser Beitrag thematisiert anhand von drei empirischen Studien, welchen psychologischen Kriterien interaktive Lernaufgaben genügen sollten, um einen erfolgreichen Wissenserwerb zu fördern. Dabei wird aufgezeigt, dass Lernaufgaben, die unter Beachtung psychologischer Konstruktionsregeln erzeugt wurden, die Lernenden nicht nur beim Erwerb von Faktenwissen unterstützen, sondern ihnen beim selbstregulierten Lernen auch Rückmeldung über die von ihnen eingesetzten und einzusetzenden Lernstrategien geben.

Vibration signals generated from spalled elements in rolling element bearings (REBs) are investigated in this thesis. A novel signal-processing algorithm to diagnose localized faults in rolling element bearings has been developed and tested on a variety of signals. The algorithm is based on Spectral Kurtosis (SK), which has special qualities for detecting REBs faults. The algorithm includes three steps. It starts by pre-whitening the signal's power spectral density using an autoregressive (AR) model. The impulses, which are contained in the residual of the AR model, are then enhanced using the minimum entropy deconvolution (MED) technique, which effectively deconvolves the effect of the transmission path and clarifies the impulses. Finally the output of the MED filter is decomposed using complex Morlet wavelets and the SK is calculated to select the best filter for the envelope analysis. Results show the superiority of the developed algorithm and its effectiveness in extracting fault features from the raw vibration signal. The problem of modelling the vibration signals from a spalled bearing in a gearbox environment is discussed. This problem has been addressed through the incorporation of a time varying, non-linear stiffness bearing model into a previously developed gear model. It has the new capacity of modeling localized faults and extended faults in the different components of the bearing. The simulated signals were found to have the same basic characteristics as measured signals, and moreover were found to have a characteristic seen in the measured signals, and also referred to in the literature, of double pulses corresponding to entry into and exit from a localized fault, which could be made more evident by the MED technique. The simulation model is useful for producing typical fault signals from gearboxes to test new diagnostic algorithms, and also prognostic algorithms. The thesis provides two main tools (SK algorithm and the gear bearing simulation model), which could be effectively employed to develop a successful prognostic model.

Univ. Fridericiana, Fak. für Wirtschaftswissenschaften, Diss.--Karlsruhe, 2006.

Thesis (M.S.)--State University of New York at Binghamton, Department of Computer Science, Thomas J. Watson School of Engineering and Applied Science, 2007. / Includes bibliographical references.

Thesis (M.S.)--Rochester Institute of Technology, 1989. / Includes bibliographical references (leaves 137-139).

Univ., FB Informatik, Diss.--Hamburg, 2002.

Mémoire (M.Ling.)--Université du Québec à Chicoutimi, 2001. / Bibliogr.: pp. 124-127. Document électronique également accessible en format PDF. CaQCU