Changes in the top leadership position in U.S. airports occur frequently. The purpose of the present phenomenological study was to understand the shared, lived experiences of senior managers who work in a U.S. airport and who have undergone a change in the top leadership position. Airports are of critical importance to their local regions and communities and are economic engines for their respective regions. The results of the study may provide positive social change for airport staff and the surrounding community by drawing attention to the complexity in leadership transition. The study was grounded in organizational stress, uncertainty theory of stress, and person-environment fit theories. A purposive sampling method was used to recruit 11 participants who were senior managers at a U.S. airport and experienced a change in the top leadership position within the last 6 years. The interview data were analyzed using interpretive phenomenological reduction methods of epoche, eidetic reduction, and imaginative variation. Findings revealed that transitional leadership resulted in positive effects such as self-efficacy beliefs, commitment, and job satisfaction; it also resulted in negative effects such as disengagement, which appeared to be mediated by the active roles leaders took in meeting employee needs. Participants who valued their skills and contributions were better able to cope with changes and were more confident about their employment ability. This study contributes to positive social change by providing information for airport board members and staff to improve the process of hiring a CEO.

Information Technology (IT) is considered as a very important part of today&rsquo / s world of business and researches indicate that it helped and still helps companies to lower their costs and increase the information quality with speed. On the other hand, Senior IT Managers, such as Chief Information Officers (CIO) roles are very important in the IT department more than other department&rsquo / s relationships with their senior managers. This study investigates the identification of the effects and importance of the activities and skills of senior IT managers and their impact to the organization in the private sector. Previous studies generally studied the IS/IT Managers skills and their effects to the IS/IT department and also listed those skills and tasks. Also literature researchers focused on IS/IT managers skills, IS/IT managers effects to the IT/IS departments and IS/IT departments effects to the organization. This research study helps to highlight the importance and role of IS/IT Managers within not only private but also public sector organizations and other industries.

Background/problematization: The audit industry has historically been characterized by male dominance, and it has long been a problem to succeed in retaining women throughout the work life. Female senior managers are influenced by triggering factors that cause them to consider their continuation in the audit profession. A high number of women opt out audit firms especially at the senior managerial level and choose to restart elsewhere.   Purpose: The purpose of this thesis is to understand the decision-making process of leaving the audit industry of midcareer female auditors. By studying the phenomenon from a life world perspective, it will be described as it is perceived by the women.    Methodology: The study is based on a narrative interview method with an abductive approach where the interviews were conducted with six former female senior managers from the audit industry who left less than 10 years ago. A thematic analysis was conducted in order to analyze the collected data.   Findings: The findings indicate that family, discrimination, heavy workload, job offer and renumeration are influencing factors during female senior managers’ decision-making process. Further, the findings show that the factors influence their decision to varying degrees in different stages of the process.

過去研究多將焦點集中在增加高階經理人薪酬，將可促使高階經理人為公司股東的權益努力，為此探討提昇股東權益包含高階經理人獎酬與公司績效間的關聯，卻忽略了其與風險間的關係。高階經理人員可能因為獎酬的激勵，從事對公司有利且風險較低的計畫，也可能會為了提高自身的權利，將風險轉嫁給公司，因此激發出探討高階經理人員獎酬與公司風險間的關係的研究動機。 本研究以KMV模型之預期違約率作為公司風險之參數，探討高階經理人之 薪酬、自由現金流量、KMV信用風險之關係，同時瞭解公司規模是否影響高階 經理人薪酬、自由現金流量及公司績效與公司KMV信用風險間的關係。 研究結果顯示，公司高階經理人的薪酬與公司違約風險呈負相關，即高階經理人薪酬的提高，確能降低公司的違約風險，但此現象僅在大規模公司才能發現。此外，就自由現金流量而言，小規模公司之自由現金流量愈多，存在較高的風險，惟有提高公司營運績效，方能減緩公司風險的承擔。另一方面，對於高階經理人薪酬的提升，雖然在小規模公司並沒有效果，但係有助減緩自由現金流量帶來的負向衝擊。最後，前述小結僅存在於小規模公司群體，這可能是因為，大公司擁有較高的政治成本，因此為了避免社會的關注，大公司較小公司有較好的公司治理機制，因此管理當局較不可能基於自利的動機來影響公司的風險。 / Many past researches focused on senior manager will be able to work hard for raising shareholder’s equity because of higher compensation. Many researches of raising stakeholder’s equity explored the relation between senior manager compensation and financial performance, but ignored the relation with credit risk of company. Senior managers maybe perform lower or higher risk project for themselves benefit due to some higher compensation motivation. Thus this researching will refocus on exploring the relation between senior manager compensation and company credit risk. This study will discuss the relation among senior manager compensation, FCF and KMV company credit risk by EDF of KMV model as a parameter of company credit risk. And to understand the scale of company weather influence the relation among senior manager compensation, FCF and KMV company credit risk? The results of this research show that the senior manager compensation is negatively correlated with company credit default risk. On the other hand, higher senior manager compensation will reduce the risk of company credit default, but this phenomenon can be found only in lager companies. In addition, as far as small company's FCF, the more FCF, the more there is a higher risk. Increase company's operating performance, the company credit risk can be slow down. On the other hand, in small company there is no effect on raising senior manager compensation, but it will help mitigate the negative impact of FCF. Finally, the foregoing summary is just only in small company groups, may be because larger companies have higher political cost, so in order to avoid the concern of society, larger companies have better corporate governance than small companies, thus senior manager will not be able to influence the company’s credit risk for their self-interested motivation.