The scarcity of research on women of color’s (WOC) workplace experiences indicates that little is known about the factors that shape their intersectional experiences of stress at work. A review of the limited research on this population suggests that ethnic identity may be central to WOC perceptions and experiences of representation at work. This study examined the relationship between representation and stress for White identified women and WOC in the workplace. A sample of 272 working women was used to examine the role of ethnicity and ethnic identity as moderators along with mentorship and social support as mediators on the association between representation and stress using an online survey. A path analysis found that the hypothesized model was a good fit for the data and that ethnicity did moderate the relationship between representation and social support. Ethnicity was not found to moderate the relationship between representation and mentorship; however, under-representation of WOC in leadership/seniority roles and complex mentor/mentee relationships may have impacted these results. Future research on WOC in the workplace should account for the influence of complex social identities on their perceptions of representation and stress. Organizations/industries, wanting to recruit and retain demographically diverse talent, may also benefit from understanding how ethnicity may influence WOC’s perceptions of representation and stress.

In recent years the terms diversity and inclusion have become major buzzwords across industries and fields of study. Within the field of education broadly, and higher education in particular, a shifting student demographic can be seen across the country. Issues of equity and inclusion have become central complexities for present day educational strategists, and organizations committed to cultivating a culture of inclusion must do so with intentionality. In the context of higher education, this often requires the intentional development of professionals within a particular college or university. There has been a great deal of research concerning the development of cultural competence in traditional aged college students, but far fewer studies address development in higher education professionals. This project seeks to fill that gap. This study explores how higher education professionals develop and demonstrate cultural competence in their professional roles. Through a mixed methods case-study approach (Jupp, 2006), the current study generally addresses how perceived levels of cultural competence in higher education professionals is shaped by participation in an extended diversity training program. Additionally, this study addressed implications for individual career trajectories as a result of program completion and implementation of new learning. In-depth interviews were conducted to explore how participants of an extended diversity training program at a large urban institution conceive of their development of cultural competence. The objective of the program was to prepare participants to facilitate diversity education workshops across campus for their peers. One-on-one interviews explored ways in which participants’ individual development and application of cultural competence skills fits into the context of Social Cognitive Career Theory (Creswell, 2007; Lent, Brown, & Hackett, 2002). Additionally, secondary data analysis was conducted to assess participants’ perceived levels of cultural competence throughout the training experience. Study findings indicate that participants anticipate lasting effects from the training experience. The training introduced and ignited a reconfiguration of what it means to engage and work in spaces where institutional and organizational commitments are aligned with personal commitments. Following training, all participants expressed deep commitment to intentionally and actively cultivating a sense of belonging and inclusion in the workplace through shared language, shifts in policy, and more thoughtful interpersonal interactions with colleagues and peers.

<p>Today's rapid changes and major business developments in organizations increase the need for effective management teams. In management teams, there are significant demands on the members to understand how strategic, tactical and operational decisions and actions generate results. High management team effectiveness requires optimum cooperation between the members with particular emphasis on well-operated communication and ability and flexibility in working as a team. It further requires a deep understanding of the factors that influence the</p><p>management team effectiveness. The challenge to create a theoretical dynamic model to indicate development potentials regarding the effectiveness in the management teams represents the foundation for the idea behind this master thesis.</p><p>This master thesis presents a theoretical management dynamic model I have developed based on identified key factors that influence the effectiveness of management teams. For identification of these key factors, I have used literary studies and research concerning the concept of team, management team, team effectiveness, leading organizations, organization development, dynamic models and many other concepts.</p><p>I have categorized these key factors in five criteria. These criteria are engagement and dynamic leadership, team spirit, management meetings, conflict management and visions and objectives. In view of that, my definition of an effective management team is: team where high-engaged and motivated members including a strategic and dynamic leader work in a team having a good team spirit, hold effective management meetings and manage conflicts effectively to make qualified decisions that mainly are concentrated to reach welldefined bjectives and visions”.</p><p> The inspired idea behind my model is to integrate these criteria in the mechanical system called the Planetary Gear System to create a metaphoric image describing the dynamic of management teams and their effectiveness. Strategies for measuring these criteria also are identified and presented in this master thesis. These properties make the present dynamic model to a unique model in its appearance and functionality. The main function of my model is to indicate development potentials in the management teams. These development potentials are then used to give the studied management team relevant recommendations aimed at making the management team more effective. The aim of this master thesis is to investigate whether the developed model fulfill this function.</p><p>In order to investigate the ability of the model to fulfill this function the model has been applied to a real management team. The results have shown that the model has sufficient ability to indicate development potentials in the studied management team. The obtained results have been analyzed using SPSS computer program. Based on these results several recommendations are given. In this manner, the model has fulfilled stated expectations. However, a couple of additional actions aimed at increasing the qualifications of the presented dynamic model are identified at the end of this master thesis.</p><p>With the intention of verifying whether the developed model contributes to make the studied management team more effective, the performed measurement should be repeated after a period of at least six months. The re-measurement is necessary to follow up the effect of the given recommendations and also to indicate any new development potential. Such a task is recommended for further research and development of the model.</p><p> </p>

Today's rapid changes and major business developments in organizations increase the need for effective management teams. In management teams, there are significant demands on the members to understand how strategic, tactical and operational decisions and actions generate results. High management team effectiveness requires optimum cooperation between the members with particular emphasis on well-operated communication and ability and flexibility in working as a team. It further requires a deep understanding of the factors that influence the management team effectiveness. The challenge to create a theoretical dynamic model to indicate development potentials regarding the effectiveness in the management teams represents the foundation for the idea behind this master thesis. This master thesis presents a theoretical management dynamic model I have developed based on identified key factors that influence the effectiveness of management teams. For identification of these key factors, I have used literary studies and research concerning the concept of team, management team, team effectiveness, leading organizations, organization development, dynamic models and many other concepts. I have categorized these key factors in five criteria. These criteria are engagement and dynamic leadership, team spirit, management meetings, conflict management and visions and objectives. In view of that, my definition of an effective management team is: team where high-engaged and motivated members including a strategic and dynamic leader work in a team having a good team spirit, hold effective management meetings and manage conflicts effectively to make qualified decisions that mainly are concentrated to reach welldefined bjectives and visions”.  The inspired idea behind my model is to integrate these criteria in the mechanical system called the Planetary Gear System to create a metaphoric image describing the dynamic of management teams and their effectiveness. Strategies for measuring these criteria also are identified and presented in this master thesis. These properties make the present dynamic model to a unique model in its appearance and functionality. The main function of my model is to indicate development potentials in the management teams. These development potentials are then used to give the studied management team relevant recommendations aimed at making the management team more effective. The aim of this master thesis is to investigate whether the developed model fulfill this function. In order to investigate the ability of the model to fulfill this function the model has been applied to a real management team. The results have shown that the model has sufficient ability to indicate development potentials in the studied management team. The obtained results have been analyzed using SPSS computer program. Based on these results several recommendations are given. In this manner, the model has fulfilled stated expectations. However, a couple of additional actions aimed at increasing the qualifications of the presented dynamic model are identified at the end of this master thesis. With the intention of verifying whether the developed model contributes to make the studied management team more effective, the performed measurement should be repeated after a period of at least six months. The re-measurement is necessary to follow up the effect of the given recommendations and also to indicate any new development potential. Such a task is recommended for further research and development of the model.

This thesis traces the history of organization from the society of Ancient Athens, through the medieval Church, the Industrial Age, and the 20th century – the latter characterized by the Bureaucratic, Administratively controlled, and Hierarchical (BAH) organization – until today’s contemporary reality of Ubiquitous Connectivity and Pervasive Proximity (UCaPP). Organizations are rarely, if ever, entirely BAH or entirely UCaPP, but do tend to have tendencies and behaviours that are more consistent with either end of a spectrum delineated by this duality. Valence Theory defines organization as being an emergent entity whose members (individuals or organizations) are connected via two or more of five valence (meaning uniting, bonding, interacting, reacting, combining) relationships. Each of these relationships – Economic, Socio-psychological, Identity, Knowledge, and Ecological – has a fungible (mercantile or tradable) aspect, and a ba-aspect that creates a space-and-place of common, tacit understanding of self-identification-in-relation, mutual sense of purpose, and volition to action. Organizations with more-BAH tendencies will emphasize the fungible valence forms, and primarily tend towards Economic valence dominance; more-UCaPP organizations tend to emphasize ba-valence forms, and are more balanced among the relative valence strengths. The empirical research investigates five organizations spanning the spectrum from über-BAH to archetypal UCaPP and discovers how BAH-organizations replace the complexity of human dynamics in social systems with the complication of machine-analogous procedures that enable structural interdependence, individual responsibility, and leader accountability. In contrast, UCaPP-organizations encourage and enable processes of continual emergence by valuing and promoting complex interactions in an environment of individual autonomy and agency, collective responsibility, and mutual accountability. The consequential differences in how each type of organization operates manifest as the methods through which organizations accommodate change, coordination, evaluation, impetus, power dynamics, sense-making, and view of people. Particular attention is paid to the respective natures of leadership, and effecting organizational transformation from one type to the other. Set in counterpoint against Zen-like, artistically constructed conversations with a thought-provoking interior sensei, the thesis offers a new foundational model of organization for the current cultural epoch that enables people to assume their responsibility in creating relationships and perceiving effects in the context of a UCaPP world.

國立臺灣圖書館，其前身為日據時期的臺灣總督府圖書館，營運迄今已屆滿百年。走過政權轉變，經歷多次的組織變革，直到今日仍然為臺灣眾多讀者提供服務，影響其發展的因素值得探討。本研究將以組織發展做為研究主軸，探討國立臺灣圖書館的百年歷史發展，希冀可以從中獲得其成功發展的原因。根據此研究動機，研究目的為：(1)探討從臺灣總督府圖書館到國立臺灣圖書館組織結構的百年歷史發展與重要事件；(2)歸納國立臺灣圖書館的價值以及影響其發展的重要因素；(3)探討從臺灣總督府圖書館到國立臺灣圖書館的歷史發展與重要事件；(4)探討組織發展對國立臺灣圖書館百年歷史之影響；(5)探討國立臺灣圖書館百年歷史發展中的館藏建設。 本研究透過歷史研究法，以組織發展為研究主軸，並以國立臺灣圖書館歷史發展中的五大組織變革，作為歷史發展階段的分段依據，透過史料蒐集分析，探討國立臺灣圖書館的百年歷史發展。另外使用訪談法，透過與館員、學者的訪談，瞭解國立臺灣圖書館的組織與館藏現況，以及國立臺灣圖書館百年歷史發展過程中的重大歷史事件。經過歷史研究法的史料分析與訪談結果分析，獲得以下幾點結論：(1)國立臺灣圖書館是代表臺灣研究的圖書館，各個階段的組織因從隸屬不同，而有不同的發展；(2)組織功能隨著歷史發展而有所差異，組織功能也受到組織規程或相關條例的規範；(3)國立臺灣圖書館發展過程中的重大歷史事件也影響了國立臺灣圖書館的歷史發展；(4)國立臺灣圖書館的組織與歷史發展，亦受到館長成就事蹟的影響而有所改變；(5)國立臺灣圖書館組織的變革與發展，同時也影響了國立臺灣圖書館的歷史發展；(6)不同時期的組織發展，會因為所屬機關的變化而改變；(7)組織定位與組織發展息息相關，國立臺灣圖書館的研究型圖書館功能受到質疑；(8)圖書館上級機關的政策，影響了國立臺灣圖書館之館藏發展政策的制定與發展；(9)館舍的有無，影響圖書館的歷史與館藏發展；(10)1945年之後的館藏目錄出版不如日據時期編製的完善；(11)臺灣學研究中心與資訊中心為任務編組，業務推展上有其困難之處。 針對以上所獲得之結論，本研究提出下列幾點建議：(1)在組織結構上，應建立臺灣圖書館學的相關研究單位；(2)在人員編制上，應編制臺灣圖書館學的相關研究人員；(3)館藏特色的建立上，應區別出與其他典藏單位的差異；(4)數位典藏系統中的資料並不完整，應盡量將資料建置完善；(5)相關史料典藏單位不同，使得資料取得不易，可建立統一的查詢平台或是合作典藏目錄；(6)針對館藏特色，出版館藏目錄等。 / National Taiwan Library, as Taiwan Governor’s Library in Japanese ruled period, has been operated for a century. Going through the changes of political power and experiencing several organizational changes, it still provides services for numerous readers in Taiwan. The factors in the development are worth discussion. Aiming at organizational development, the historical development of National Taiwan Library in the past century is explored in this study, expecting to acquire the key success factors in the development. According to the research motivation, this study aims to (1)discuss the historical development and important events of the organizational structure from Imperial Taiwan Library to National Taiwan Library in the past century, (2)induce the value of National Taiwan Library and the factors in the development, (3)explore the historical development and important events from Imperial Taiwan Library to National Taiwan Library, (4)investigate the effects of organizational development on the history of National Taiwan Library in the past century, and (5)discuss the collection building in the historical development of National Taiwan Library in the past century. Aiming at organizational development, five major organizational changes in the historical development of National Taiwan Library are regarded as the stages; and, with Historical Research, the historical development of National Taiwan Library in the past century are explored through historical data collection and analyses. Furthermore, with Interview Survey, librarians and scholars are interviewed to understand the organization of National Taiwan Library and the current situation of collection as well as the major historical events in the historical development process of National Taiwan Library in the past century. Based on historical data analyses with Historical Research and interview analyses, the following conclusions are summarized. (1) National Taiwan Library is a library representing Taiwan studies. The levels of organizations reveal distinct development because of different subjection. (2) Organizational functions change with historical development and are regulated by the regulations of organization or relative rules. (3) Major historical events in the development process of National Taiwan Library also affect the historical development of National Taiwan Library. (4) The organization and historical development of National Taiwan Library also change with chief librarians’ achievement deeds. (5) The organizational change and development of National Taiwan Library also influence the historical development of National Taiwan Library. (6) The organizational development at different phases would change with changing subsidiary organizations. (7) Organizational positioning closely associates with organizational development that the research library function of National Taiwan Library is questioned. (8) The policies of the library supervising agency affect the formulation and development of collection development policies of National Taiwan Library. (9) The plan of premises influences the library history and collection development. (10) The publication of collection catalogues after 1945 is not as complete as those edited in Japanese ruled period. (11) Taiwan Study Research Center and Information Center are task force that the business promotion is rather difficult. Aiming at above conclusions, the following suggestions are proposed in this study. (1) In terms of organizational structure, research units for Taiwan library science should be established. (2) In regard to staffing, researchers on Taiwan library science should be appointed. (3) Regarding the establishment of collection characteristics, the difference from other archive units should be discriminated. (4) Incomplete data in digital archives should be established the data as complete as possible. (5) Relevant historical data cannot be easily accessed because of different archive units. A uniform enquiry platform or cooperative collection catalogues could be established. (6) Collection catalogues could be published according to the collection characteristics.

This thesis traces the history of organization from the society of Ancient Athens, through the medieval Church, the Industrial Age, and the 20th century – the latter characterized by the Bureaucratic, Administratively controlled, and Hierarchical (BAH) organization – until today’s contemporary reality of Ubiquitous Connectivity and Pervasive Proximity (UCaPP). Organizations are rarely, if ever, entirely BAH or entirely UCaPP, but do tend to have tendencies and behaviours that are more consistent with either end of a spectrum delineated by this duality. Valence Theory defines organization as being an emergent entity whose members (individuals or organizations) are connected via two or more of five valence (meaning uniting, bonding, interacting, reacting, combining) relationships. Each of these relationships – Economic, Socio-psychological, Identity, Knowledge, and Ecological – has a fungible (mercantile or tradable) aspect, and a ba-aspect that creates a space-and-place of common, tacit understanding of self-identification-in-relation, mutual sense of purpose, and volition to action. Organizations with more-BAH tendencies will emphasize the fungible valence forms, and primarily tend towards Economic valence dominance; more-UCaPP organizations tend to emphasize ba-valence forms, and are more balanced among the relative valence strengths. The empirical research investigates five organizations spanning the spectrum from über-BAH to archetypal UCaPP and discovers how BAH-organizations replace the complexity of human dynamics in social systems with the complication of machine-analogous procedures that enable structural interdependence, individual responsibility, and leader accountability. In contrast, UCaPP-organizations encourage and enable processes of continual emergence by valuing and promoting complex interactions in an environment of individual autonomy and agency, collective responsibility, and mutual accountability. The consequential differences in how each type of organization operates manifest as the methods through which organizations accommodate change, coordination, evaluation, impetus, power dynamics, sense-making, and view of people. Particular attention is paid to the respective natures of leadership, and effecting organizational transformation from one type to the other. Set in counterpoint against Zen-like, artistically constructed conversations with a thought-provoking interior sensei, the thesis offers a new foundational model of organization for the current cultural epoch that enables people to assume their responsibility in creating relationships and perceiving effects in the context of a UCaPP world.

This study investigates the key dimensions of IT project collaboration and its outcomes. We conceptualized key dimensions of client-vendor collaboration, and its emerging outcomes based on literature reviews. Then, we proposed a new research framework that links IT development processes to IT project client-vendor collaboration which in turn affects the outcomes of IT project. We examined the key dimensions of IT project collaboration and their impacts on project outcomes. We identified four critical IT development processes and technologies that contribute to the development of project collaboration. Our results include: (1) Coordination practices and technologies (such as communication quality and coordination technology) significantly influence the effectiveness of IT development.; (2) IT project collaboration can be conceptualized as consisting of two related but distinct constructs: cooperation structure and joint development; (3) IT development processes jointly influence the formation and the development of IT project collaboration. We also found that knowledge-sharing activities significantly improve the usage level of the iterative requirement generation process. (4) Different collaboration behaviors as indicated by IT project collaboration constructs affect two types of outcomes: project performance outcomes and emerging outcomes. IT project collaboration significantly improve both the emerging outcomes (such as team cultivation and relational outcomes) and performance outcomes (time, schedule and functionality). (5) Trust fully mediates the effect of cooperation structure on performance outcomes; suggesting that common rules and structures cannot directly benefit project performance without members’ believing in those rules and agreements. Through IT project collaboration, IT vendors can achieve not only traditional project outcomes but also emerging outcomes such as team cultivation and client-vendor relationship building. The relationships among IT development processes and technologies, project collaboration, and the outcomes of project collaboration are much more complex and dynamic than what the extant literature has portrayed. Multiple factors jointly influence the processes of IT development. Different patterns of client-vendor collaboration also affect the outcomes of the project, in addition, the trust level between the vendor and the client plays a major role in mediating the relationship between client-vendor collaboration and project performance.

There are persistent and pervasive issues plaguing American education, and almost seventy years of educational reform efforts have failed to adequately improve educational outcomes for many of America’s children. Networked improvement communities (or NICs) are a type of social organization created to address such problems and are proposed as an effective and efficient way to organize improvement efforts. The purpose of this qualitative case study was to explore the sensemaking experience of a newly-formed networked improvement community as members engaged in inquiry around a chosen problem of practice. During network initiation, NIC members engage in experiences to collaboratively identify and collectively articulate a central problem of practice, and these intentional inquiry processes are a critical step for newly-formed networks. The study was designed to answer the following questions about this research case: What initial understandings emerged about the networked improvement community's chosen problem of practice? How did members of a newly-formed networked improvement community begin to make sense of their organizational problem of practice through inquiry? What cues triggered member sensemaking? What actions propelled member sensemaking forward? Data collection methods included the selection of naturally occurring network inquiry documents originating from member-generated student and teacher journey map experiences and corresponding member reflections and discussion via a network blog (or discussion forum). The data were analyzed utilizing both deductive and inductive strategies across multiple phases of analysis. Likewise, the data were reviewed against the study’s conceptual framework, which was based on current research on networked improvement communities and the sensemaking process. Measures of rigor were achieved through multiple strategies, including triangulation, disconfirming evidence, rich descriptions, theory-based sampling strategy, and peer debriefing/expert review. The data revealed not only a rich understanding of the network’s problem of practice but also provided a window into what types of cues triggered member sensemaking in this social structure and what actions propelled member sensemaking forward in this ongoing process.

Small business owners and small business managers tend to favor different information technology (IT) governance structures. Such differences can lead to ineffective management and control of IT in small businesses. The purpose of this correlational study was to examine the extent and nature of the association between owner-manager separation in small businesses and the structure of IT governance in the businesses. Agency theory formed the theoretical framework of this study. Data were collected using a web-based survey and randomly sampled 3,697 small business owners and managers located in New Jersey and Pennsylvania. Chi-square statistics indicated no significant association between owner-manager separation and the IT governance structure used in small businesses. A centralized form of IT governance was most prevalent in small businesses. Small business owners maintained influence over IT governance decisions despite ceding responsibility to managers for operational components of their business, a condition that appears to conflict with pure agency theory. The research findings may contribute to a better understanding of technology governance in small businesses, which in turn could lead to more effective and efficient operation of those businesses. Increases in small business effectiveness and efficiency can result in positive social change from greater employment opportunities as small businesses prosper and grow.