Abstract Enhancing national and corporate competitiveness in the trend of globalization has been the commonly sought strategic vision for both the public and private sectors of the 21st century. Management of human resource is one of the many important factors that may result in a successful realization of the strategic vision. Providing a more complex social function, which includes dealing with public affairs and providing public property, public sector plays a whole different role than the economic exchange of market performed by the private sectors (Baldwin,1987; Rainey,1983). The multiple roles taken on by various government institutions necessitate them to be simultaneously concerned with the practices of social fairness, responsibilities, and justice while performing their routine functions of promoting employment rate, economic development, social welfare and security policies etc. This results in a working context different from that of private employees with its characteristic diversified or even mutual-conflicting job goals which give rise to occasional confronting situations. Characterized with its diversified differences of demography, job nature and specialized expertise, government sectors have long been challenged in the area of personnel management by the social capital impact suffered from the conflicts and negative emotions exhibited by their team members. Organization which based its development on the heroic single-handled or self-content way of management will soon find itself struggling to survive in a fast-changing and intensive competitive environment which emphasizes on teamwork and strategic alliance. ¡§Social capital¡¨ is commonly known as a relative new concept proposed in the wake of conventional manpower capital, organizational capital and customer capital. It is regarded as an extremely important new alternative as an intellectual capital to the organization in the net-economics. Simple defined as ¡§the potential power of social connections,¡¨ the basic premise of ¡§social capital¡¨ is founded on the consequential supposition that an individual or a team with better interpersonal relationship network will better its chance to attain organizational goal by mobilizing resources available in the organization. If, when mobilizing its team members, governmental sectors adopt the concept of social capital, they can dissolve obstacles of integrating cross-departmental human resources originated from sectionalism. In short, governmental sector with good and established personal network will succeed more easily in forming its team-based organization. The long-held negative pubic impressions of perfunctory observance of routine job, corruption and dysfunction, arrogance and carelessness presented by the administrative system have recently worsened by a series of major events of public engineering, such as the incident-ridden THSR. This indicates a bureaucracy that seriously lacks of crisis consciousness and maneuverability as well as a deficiency of courage to actively take on responsibility and flexible adoptability. Asides from those practices stipulated specifically in law, there are some vague areas existing in the legal margins. Confronted with this ambiguity, public servants are subjected to the stress of having to make unnecessary personal choices (Zhan Jing-fen, 2001) that keep mounting on in an unceasing sequence. To make things worse, their existing stress is added by the pressure from the tedious work of governmental reengineering program. As such, emotion management aiming at releasing stress and pressure is currently gaining increasing attention from the public. Intending to explain the correlation between the diversification of and conflicts in the team-based organization of government institutions and the social capital, this study will further explore how and what organization network, norms, trust, recognition, and promise that team-based governmental organization can construct in their application of personnel management strategy when faced with goal discrepancy, negative emotions and trans-departmental conflicts. Hopefully, we may provide a useful reference for various public sectors that set their minds on creating an organization based on the culture of mutual trust, cooperation, co-existence and shared-prosperity. Finally, a new culture of job recognition and value-directed attitude of public servant will then transform into the core value of active public service.

How information technology (IT) influence peoples' everyday lives is becoming one of the most important research issues in IS field. In this study a theoretical model based on the self-disclosure theory and the social capital theory has been constructed to research how the bloggers' self-disclosure behaviors in the blogosphere may influence their subjective well-being (SWB). The results suggest that the trust in audiences, self-efficacy for self-disclosure, and stress were the key factors influencing the bloggers' self-disclosure behaviors. In addition, writing blogs provides a channel for users to release their inhibition, enhance their experiences of positive affect, increase their social support and social integration, and extend their social network, all of which in turn enhance the bloggers' perception of subjective well-being. These results provide significant theoretical and practical implications to researchers, enterprises, blog platform designers, and IT policy makers in understanding the roles of blogs in peoples' everyday lives.

This research is aimed to look into the relationship among social capital, psychological withdrawal, expatriates¡¦ adaptation and job performance. Questionnaires were sent to 370 expatriates, 163 questionnairs were returned, representing a response rate of 44%. Documents will serve as the basis for research, as well as some statistical metholds such as conducting the poll through questionnaires, factors analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis, path analysis and other relevant analysis. There are several discoveries based on these analysis and studies¡G 1.Individual social capital and psychological withdrawal have negative influence 2.Individual social capital and job performance have positive influence 3.Individual social capital and expatriates¡¦ adaptation have positive influence 4.Psychological withdrawal and job performance have negative influence 5.Psychological withdrawal and expatriates¡¦ adaptation have negative influence 6.Expatriates¡¦ adaptation and job performance have positive influence 7.Psychological withdrawal have moderation effect between social capital and job performance 8. Expatriates¡¦ adaptation have moderation effect between social capital and job performance

Abstract Thesis of the first semester 2008 academic year: Study on the Influence of Team Conflict of an Organization on Team Performance Total pages: 88 University: Institute of Human Resource Management, NSYSU Graduate student: Jen-Tsuo Yuan Advisor: Professor Bih-Shiaw Jaw Under the progressive development of technology and the main trend of globalization in the 21st century, teamwork cooperation has been the key for achieving successful enterprise organization. How a team can be flexible and efficient at low cost, is the critical focus of its existence. Therefore, it would be a significant issue for enterprise to use and manage the teamwork process. Empiricism is employed to analyze the correlation between team performance and the team¡¦s conflict, EI, as well as social capital expenditure on the part of the organization. The results of questionnaires revealed the following: I. The influence of team conflict on team performance when the social capital of an organization is involved. (a) When the social capital of an organization is involved, the team conflict has negative influence on its team performance. The higher the team conflict is, the social capital of an organization involved, the lower the team performance is. (b)When the social capital of an organization is involved, the task conflict has no related influence on its team performance. The higher the task conflict is, the social capital of an organization involved, the influence of task conflict on team performance will vanish. When the social capital of an organization is involved, task conflict has influence on team performance, but team conflict does not. II. The influence of team conflict on team performance when the team¡¦s EQ is involved. When the team¡¦s EQ is involved, the team conflict has no related influence on its team performance. The higher the team conflict or the task conflict, establishing a positive environment and team evaluation system will make the team conflict on team performance vanish. When the team¡¦s EQ is involved, especially under the positive environment and team evaluation, the team conflict on team performance will be influenced. Key words: team conflict, social capital, team¡¦s emotional intelligence and team performance

The thesis is a case study of a open-source software company, Potix. It has developed an application named ZK that is a software platform for programmers to create Ajax programs. The case study includes the company history and the impact of open source communities on the company growth. The research findings will provide valuable ideas on operations and interactions between the open-source software company and the virtual communities. The applications developed by open source communities allow user to participate for developing or debugging. For those software companies to adopt open-source strategy to develop software, the overhead cost is low and the applications can be spread fast, widely and internationally. The companies need actively interact with open source community members who help to promote these communities and become contributors. They help to support the communities by writing tutorials and translating the operating manuals to different languages. Users may interact with other users in the online forums for communication, sharing or learning. Maintaining good relationships with the open source community members is important for the company to grow steadily. The virtual communities can help the diffusion of software applications so to increase sale revenues and profits.

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<p><strong>Abstract</strong></p><p>The purpose with the study is to see if it is possible to create well functioning and democratic government and parliament in Kosovo, within a near future thru social capital.</p><p> </p><p>I have some research questions that will help me reach my purpose:</p><p> </p><p>1. Are Kosovo‘s institutions effective and democratic today?</p><p>2. Does social capital exist in Kosovo today?</p><p>3. Are there satisfactory opportunities for building well functioning, democratic institutions in the future?</p><p>4. Are there any obstacles on the way for building well functioning, democratic institutions in the future?</p><p> </p><p>My study is based mostly on qualitative interviews with social scientists, political scientists, historian, citizens and other people that would give me useful answers to my questions.</p><p> </p><p>My results shows that Kosovos government and parliament are not well functioning democratic institutions. The extent of social capital is also very low or not existing at all. The lack of social capital is not the explanation to the fact that Kosovo‘s institutions are not well developed. There are many other things that explains the institutional situation better.</p><p> </p><p>The answer to my purpose is that it is not possible to develop well functioning democratic institutions in Kosovo within a near future. Institutional Development takes time as Robert Putnam argues and the obstacles are to great to over win witin a near future.</p>

Thesis (Ph.D.)--City University of Hong Kong, 2009. / "Submitted to Department of Media and Communication in partial fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 110-125)

Thesis (Ph. D.)--University of Missouri-Columbia, 2003. / Typescript. Vita. Includes bibliographical references (leaves 175-184). Also available on the Internet.

Thesis (Ph. D.)--Public Policy, Georgia Institute of Technology, 2004. / Barry Bozeman, Committee Chair; Gordon Kingsley, Committee Member; Sue Rosser, Committee Member; Alan Porter, Committee Member; J. David Roessner, Committee Member. Vita. Includes bibliographical references (leaves 164-173).