abstract: The purpose of this quantitative study is to test the validity of a behavioral theory, value-belief-norm theory (Stern, 2000), in the context of environmental hotel management. The lack of theoretical consideration in previous studies on environmental attitudes of hotel/resort managers warrants an investigation of a theory with the potential to better explain behaviors that support the goals of environment management systems. The goal of this research was to document the values, beliefs, personal norms, and environmental management support behaviors of managers in a hospitality setting. Data were collected from a sample of hotel and resort managers in the Phoenix metropolitan area by using a survey of well-documented items from previous research on the theory. Results suggest the value-belief-norm theory is successful in explaining environmental management support behaviors. Implications for practitioners as well as researchers are discussed. / Dissertation/Thesis / M.S. Recreation and Tourism Studies 2011

abstract: The purpose for this doctoral action research study was to discover if and how an updated training and development curriculum benefited residential student organization advisers at Arizona State University (ASU). Eleven advisers of residential student organizations completed a pilot training and development program and agreed to participate in a focus group. This program consisted of nine 60-minute workshops as well as a journaling experience. Data was collected through a focus group at the completion of the nine workshops to document the practical value of the training and development program and to determine how prepared advisers were for their professional roles. Study participants named six important themes in understanding the most effective methods for training and developing advisers: interaction among advisers, the experiences of seasoned advisers, the dialogues and other learning techniques, the structure and timing of the training workshops, the training curriculum itself, and the general understanding of how to support students best. Participants also reported practical value in the effectiveness of the program, positive reactions to the overall training curriculum, and mixed perspectives on the value of journaling as a part of the development experience. / Dissertation/Thesis / Ed.D. Higher and Postsecondary Education 2012

abstract: This dissertation develops grounded theory on how respect is received and internalized in organizations, and the personal and work-related outcomes of receiving respect. A company that employed inmates at a state prison to perform professional business-to-business marketing services provided a unique context for data collection, as respect is typically problematic in a prison environment but was deliberately instilled by this particular company. Data collection took place in three call centers (minimum, medium, and maximum security levels) and included extensive non-participant observation, semi-structured interviews, and archival documents. My sampling strategy focused on the experience of new employees as they went through the training and socialization process, a time when the experience of respect was particularly novel and salient to them. The emergent theoretical model suggests that receiving respect was experienced in two distinct ways, which were labeled generalized and personalized respect. These two types of respect were directly related to outcomes for the receivers' well-being and performance on the job. Receiving respect also changed the way that receivers thought and felt about themselves. The two types of respect (generalized and personalized) exerted different forces on the self-concept such that generalized respect led to social validation and identity security for social identities, and personalized respect led to social validation and identity security for personal identities. The social validation and subsequent identity security ultimately enabled the receiver of respect to integrate their conflicting personal and social identities into a coherent whole, an outcome referred to as identity holism. In addition to the direct effects of receiving generalized and personalized respect on individuals' well-being and performance, identity holism served as a partial mediator between received respect and individual outcomes. Theoretical and practical implications are discussed, as well as future research directions aimed to build momentum for research on respect in organizations. / Dissertation/Thesis / Ph.D. Business Administration 2012

People and organizations make better or get wrong as consequence of making decisions. Sometimes making decisions is just a trial and error process. Some others, decisions are good and the results profitable with a few of mistakes, most of the time because it’s considered the experience and the control of a specific field or the good intention of who makes them. Actually, all kinds of decisions bring learning. What is important is the intention, the attitude and the values considered in this process. People from different scenes face many facts and circumstances—almost always out of control—that affect the making decisions process. There is not a unique way to make decisions for all companies in many settings. The person who makes a decision should identify the problem, to solve it later using alternatives and solutions. Even though, follow all the steps it’s not easy as it seems. Looking back the conditions related to the decisions, we can mention the followings: uncertainty, risk and certainty. When people identify circumstances and facts, as well as its effects in a possible situation, they will make decisions with certainty. As long as the information decreases and it becomes ambiguous the risk becomes an important factor in the making decisions process because they are connected to probable objectives (clear) or subjective (opinion judgment or intuition). To finish, uncertainty, involves people that make a decision with no or little information about circumstances or criteria with basis / Tanto los individuos como las organizaciones prosperan o fracasan como resultado de las decisiones que toman. Algunas veces, la toma de decisiones es un proceso de prueba y error. Otras, las decisiones son certeras y sus resultados favorables con un margen de error mínimo, generalmente porque media la experiencia y el dominio de un campo específico o la energía positiva de quien las toma. En realidad todas las decisiones entrañan un aprendizaje. Lo importante radica en la intención, la actitud y los valores que se manejan en el proceso. Todas las personas de diferentes ámbitos enfrentan numerosos hechos y circunstancias —casi siempre fuera de control— que influyen en el proceso de la toma de decisiones. No existe un método único para tomar decisiones que todas las empresas puedan emplear en todas las situaciones. El individuo que toma una decisión debe definir con exactitud el problema en cuestión, para después generar soluciones alternativas y evaluarlas y, por último, tomar la decisión. Sin embargo, hacer todo lo anterior no resulta tan sencillo en la realidad. Haciendo un breve recuento de las condiciones que en primera instancia inciden en las decisiones, se puede enumerar las tres siguientes: la certidumbre, el riesgo y la incertidumbre. Cuando las personas identifican las circunstancias y los hechos, así como el efecto que podrían tener en la posibilidad de preverlos, tomarán decisiones en condición de certidumbre. A medida que la información disminuye y se torna ambigua, la condición de riesgo entra en el proceso de la toma de decisiones ya que estas se basan en probabilidades objetivas (claras) o subjetivas (intuición o juicio de opinión). Por último, en la condición de incertidumbre, las personas que toman una decisión cuentan con poca información o ninguna acerca de las circunstancias y los criterios que deben fundamentarla.

The primary objective of this dissertation was to investigate the relationship between intrinsic rewards, personality and emotional intelligence within the education sector within South Africa. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to teaching sector and teaching level with regards to these constructs. This was done using t-tests and analysis of variance tests. Moreover, the researcher aimed to further validate the Intrinsic Work Rewards Scale within the South African context. This was done via the use of confirmatory factor analysis. The questionnaire was completed by a total of 269 educators spanning across eleven educational institutions, including institutions within the private and public sector, and primary, secondary and tertiary educational institutions within the Eastern Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the three constructs, and significant differences between private and public sector institutions, and between primary, secondary and tertiary institutions with regards to intrinsic rewards, personality factors and emotional intelligence. The proposed theoretical model could be partly accepted as it showed that a correlation does exist between Extraversion, Neuroticism, Agreeableness and Conscientiousness (Openness was not correlated) and intrinsic rewards, and between intrinsic rewards and emotional intelligence. Moreover, the model showed that emotional intelligence acted as a mediator and partial mediator in predicting one’s level of intrinsic rewards via Extraversion, Neuroticism, Agreeableness and Conscientiousness, but no mediation could be shown with regards to Openness. Finally, the results of confirmatory factor analysis confirmed that the Intrinsic Work Rewards Scale showed acceptable fit and thus provided evidence for this instrument holding construct validity within the South African context. These results theoretically contribute to the area of intrinsic rewards, and have uncovered a new area whereby intrinsic rewards are shown to be related to personality factors and emotional intelligence. The findings of this study hold important implications for the effective management of educators in the South African context.

Purpose - The purpose of the study was to determine the drivers of employee engagement in a lean manufacturing environment during a period of change. It also highlighted the importance of employee engagement with regards to the improvement of organisational performance especially in a lean manufacturing environment during the change. Design/methodology/approach – The most frequently mentioned drivers of employee engagement in relation to change and a lean environment were identified through a literature study. The potential drivers that emerged were vision, leadership, communication, immediate supervisory behaviour, team collaboration and training/career development. An empirical study was then carried out to study the impact of these factors on affective commitment, volunteerism and sportsmanship, the latter two are components of organisational citizenship behaviour. A survey with a questionnaire was conducted amongst 86 employees in a lean manufacturing organisation, which was undergoing change. The data analyses included descriptive statistics, correlations and multiple regression analysis. Findings – It was observed that all the six identified drivers of employee engagement namely: Vision, Leadership, Communication, Immediate Supervisor Behaviour, Team Collaboration and Training and Career Development explained 61.2 per cent of the variance in the employee engagement. However, the variables that had the biggest impact on employee engagement were the articulation of the organisational change Vision, Team Collaboration and Immediate Supervisor Behaviour. Practical implications – The results of the study emphasise that special focus and effort must be placed on factors affecting Vision, Team Collaboration and Immediate Supervisor Behaviour as they have shown significantly higher influence on employee engagement in a lean manufacturing environment during a period of change.

Through its focus on the City of London as a particular work sector and setting, the thesis emphasizes the symbolic and material significance of place to understanding organizational life. The analysis, drawing primarily on Lefebvre’s theorisation of space as socially produced and on his work on rhythms, emphasizes how the socio-cultural and material aspects of the City are co-constitutive and both compel and constrain particular behaviours. These are explored with reference to fieldwork based upon photographic and interview data, as well as through embodied, immersive research methods. The thesis extends analyses of organizational space by asking how people both sense the wider space in which they work and how they make sense of it through their lived experience, and it enhances our understanding of the day to day experience of working life by extending the boundaries of what we usually think of as organizations. Asking what is particular about certain work places, both materially and culturally, and what this means for those who work within them, it begins with a review of the literature which discusses organizational space and place, the City of London as organizational setting, and the role that gender plays here. The methodological approach to the research is rooted in embodied, sensory methods based on experiencing the rhythms of place. The thematic findings are presented in two sections, and the discussion chapter moves from the empirical to a conceptual and theoretical analysis. In combination, the insights invite analysis of the conditions of membership – and the price of belonging– to the City of London. Arguing that places dominated by one particular industry sector can function as clubs, in that they have conditions of membership based upon being ‘fit for purpose’, what this means for those who are both ‘in’ and ‘out’ of place here is the main focus of the research.

The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their online identity work negotiations through these marketing activities, while considering how the DOS makes sense and gives sense to an intended audience. To investigate identity construction, I review studies on identity and identity work from organisation studies, management and social sciences’ literature. I also review marketing work, branding and co-creation literature from marketing scholarship. As the means to understand their lived experience, I study the work the DOS does, as a process of sensemaking and sensegiving through storytelling. Taking an interpretive, qualitative approach, I engage with storytelling through the methodology by asking the DOS to tell stories during the interviews. The first contribution of the thesis includes the introduction of four different character ‘types’ that summarise the way the DOS approaches sensemaking and sensegiving processes. The second contribution extends an understanding of online marketing work in contemporary B2B organisations. Accordingly, it can be categorised as a range of preparatory offline and online activities that culminate in textual and pictorial representations of the organisation, in a process described as ‘bringing the online organisation into being.’ These contributions are useful in informing our understanding of the types of identity constructions and practices that are emerging from online marketing work processes.

p. 1-212 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-03-18T17:59:21Z No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) / Approved for entry into archive by Tatiana Lima(tatianasl@ufba.br) on 2013-04-02T19:11:04Z (GMT) No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) / Made available in DSpace on 2013-04-02T19:11:04Z (GMT). No. of bitstreams: 1 2222.pdf: 2035567 bytes, checksum: 9efba765e4ef6f873401851689fa4577 (MD5) Previous issue date: 2005 / Diversos estudos confirmam a importância do comprometimento no trabalho (especialmente o de natureza afetiva) para a obtenção de vantagens competitivas e defendem que é possível desenvolver o comprometimento através de um conjunto articulado de políticas e práticas organizacionais que reforcem a percepção de suporte e de valorização das contribuições dos indivíduos. Com abordagem teórica baseada na articulação de dois grandes temas – Gestão de Pessoas e Comprometimento no Trabalho – buscou-se discutir os pilares de uma gestão voltada para o comprometimento e aprofundar a investigação sobre a influência das políticas e práticas organizacionais no comprometimento dos trabalhadores, através de um estudo de caso em uma organização varejista: a rede de lojas de telefonia celular Nexcom, atuante no estado da Bahia. A pesquisa abrangeu 200 colaboradores da organização pesquisada, com dados coletados através de questionários e tratamento estatístico baseado no programa SPSS. A amostra era composta em sua maioria de indivíduos do sexo feminino (62,8%), jovens (mais da metade possui até 25 anos), solteiros (74,0%), sem dependentes (69,2%), mais concentrados na área de vendas (55,3%), boa parte contratada como estagiários (29,3%) e com pouco tempo de empresa (61,3% estão na Nexcom há um ano ou menos). Foram analisadas as médias de percepção das políticas de gestão (conforme sua tendência a aproximar-se mais do modelo agency ou community) e as médias de comprometimento com o trabalho e com a organização (nas bases afetiva e instrumental), através de estatísticas descritivas e inferenciais; foram identificados e caracterizados padrões de comprometimento a partir das combinações dos focos (trabalho e organização) e bases (afetiva e instrumental), através de análise de clusters; foram analisadas as correlações entre a percepção das políticas de gestão e as diversas medidas de comprometimento. De modo geral, os resultados indicaram que as políticas de gestão da Nexcom são percebidas como mais próximas do modelo community do que do modelo agency; que o nível de comprometimento dos colaboradores da Nexcom com o trabalho é mais forte que com a organização e que para este último a base afetiva é mais forte que a base instrumental; que predominam os padrões de duplo comprometimento com os focos trabalho e organização e de duplo vínculo nas bases afetiva e instrumental; que a percepção dos colaboradores sobre as políticas de gestão da Nexcom está associada ao comprometimento com o trabalho e com a organização (base afetiva); que o grupo de vendedores tem menor comprometimento com o trabalho e com a organização (base afetiva) que os demais colaboradores. Os resultados obtidos foram analisados à luz da teoria e forneceram insumos para recomendações para a organização alvo da pesquisa. / Salvador

p. 1-71 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-03-26T19:05:07Z No. of bitstreams: 2 capa20202020202.pdf: 67813 bytes, checksum: 3bce41c9c530bbb0d17880dbeb677fe8 (MD5) dissertacao sofia203030303.pdf: 594993 bytes, checksum: 875c655b9034a0743a1a0bb12ccccb2b (MD5) / Approved for entry into archive by Tatiana Lima(tatianasl@ufba.br) on 2013-04-05T18:54:43Z (GMT) No. of bitstreams: 2 capa20202020202.pdf: 67813 bytes, checksum: 3bce41c9c530bbb0d17880dbeb677fe8 (MD5) dissertacao sofia203030303.pdf: 594993 bytes, checksum: 875c655b9034a0743a1a0bb12ccccb2b (MD5) / Made available in DSpace on 2013-04-05T18:54:43Z (GMT). No. of bitstreams: 2 capa20202020202.pdf: 67813 bytes, checksum: 3bce41c9c530bbb0d17880dbeb677fe8 (MD5) dissertacao sofia203030303.pdf: 594993 bytes, checksum: 875c655b9034a0743a1a0bb12ccccb2b (MD5) Previous issue date: 2003 / A presente dissertação explora a teoria implícita de organização dos atores que concebem o seu conhecimento sobre a organização, e como concepção se relaciona com a estrutura e com as políticas de gestão de pessoas, em uma empresa particularmente inovadora. Mais precisamente, o caso escolhido para estudo, a empresa Monsanto, Camaçari-BA, caracteriza-se por implementar, de forma bastante ampla, os princípios que norteiam a moderna gestão do conhecimento no mundo empresarial. Para tanto, utilizou-se uma metodologia de pesquisa por meio de entrevistas com itens abertos e estruturados. A teoria implícita dos atores organizacionais foi concebida através de padrões de conceitos com base nas características dos modelos mecânico e orgânico e uma relação entre o indivíduo e a organização que combina características dos modelos agency e community. Por outro lado, a teoria implícita, explorada por livre evocação, indicou a existência de características compartilhadas, independente do contexto no qual estão inseridas. Trata-se daquelas amplamente difundidas e legitimadas na sociedade. Os resultados fortalecem a interpretação de que há a emergência de um modelo ou discurso dominante sobre como devem ser os mecanismos de gestão de uma empresa, hoje, na busca de diferenciais competitivos contínuos baseados na inovação intra-organizacional. / Salvador