<p><b><font face="Times New Roman"> <p align="left">As organisations struggle to meet the demands placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies (&ldquo / Contribution&rdquo / ) or socio-emotional need fulfilment (&ldquo / Well-being&rdquo / ). A multi-method survey methodology yielded n = 212 participants in a South African organisation. The consolidated questionnaire sought biographical information from the sample as well as their responses to the Workplace Trust Survey and the Survey of Perceived Organisational Support. The reliability coefficients of the Workplace Trust Survey, Survey of Perceived Organisational Support and each of the dimensions were established as sufficient. Next, Confirmatory Factor Analysis confirmed that a three-dimensional factor structure for workplace trust and a two-dimensional factor structure for Perceived Organisational Support can&nbsp / and should be used in a South African sample. Correlation analysis indicated a significant, positive relationship between each dimension of workplace trust and both of the dimensions of Perceived Organisational Support. Regression analysis confirmed that Perceived Organisational Support contributes to a significant proportion of the variance in workplace trust. However, there was one exception: The Contribution dimension of Perceived Organisational Support did not contribute significantly to Trust in Co-workers. This research, based on a South African sample, confirms much of the previous international research into the relationship between Perceived Organisational Support and workplace trust. In addition, it makes two new contributions to the field. First, it found that Perceived Organisational Support can and should be considered a two-dimensional construct in a South African sample. This is in contrast with international studies that indicate a uni-dimensional construct for Perceived Organisational Support. Second, by using the two-dimensional Perceived Organisational Support construct, it found that only the Well-being, and not the Contribution, dimension of Perceived Organisational Support had a significant, positive impact on workplace trust.</p> </font></b></p>

<p><b><font face="Times New Roman"> <p align="left">As organisations struggle to meet the demands placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies (&ldquo / Contribution&rdquo / ) or socio-emotional need fulfilment (&ldquo / Well-being&rdquo / ). A multi-method survey methodology yielded n = 212 participants in a South African organisation. The consolidated questionnaire sought biographical information from the sample as well as their responses to the Workplace Trust Survey and the Survey of Perceived Organisational Support. The reliability coefficients of the Workplace Trust Survey, Survey of Perceived Organisational Support and each of the dimensions were established as sufficient. Next, Confirmatory Factor Analysis confirmed that a three-dimensional factor structure for workplace trust and a two-dimensional factor structure for Perceived Organisational Support can&nbsp / and should be used in a South African sample. Correlation analysis indicated a significant, positive relationship between each dimension of workplace trust and both of the dimensions of Perceived Organisational Support. Regression analysis confirmed that Perceived Organisational Support contributes to a significant proportion of the variance in workplace trust. However, there was one exception: The Contribution dimension of Perceived Organisational Support did not contribute significantly to Trust in Co-workers. This research, based on a South African sample, confirms much of the previous international research into the relationship between Perceived Organisational Support and workplace trust. In addition, it makes two new contributions to the field. First, it found that Perceived Organisational Support can and should be considered a two-dimensional construct in a South African sample. This is in contrast with international studies that indicate a uni-dimensional construct for Perceived Organisational Support. Second, by using the two-dimensional Perceived Organisational Support construct, it found that only the Well-being, and not the Contribution, dimension of Perceived Organisational Support had a significant, positive impact on workplace trust.</p> </font></b></p>

Citizens’ trust in government institutions and their political support for development are important preconditions for a democratic and sustainable form of development. In the context of tourism, it is important that residents of a destination endorse development and tourism policies of the government to ensure sustainability and good governance of the sector. Recognition that communities are central to tourism development and one of the most important groups of stakeholders has led researchers to conduct numerous studies on residents’ support for tourism development and its antecedents. While early studies on this topic were of an atheoretical nature, researchers have increasingly made use of theories such as social exchange theory (SET), originally drawn from sociology, to understand the ways in which residents’ react to tourism development and the circumstances that prompt them to do so. While on one hand use of SET has strengthened the theoretical base of and has made significant contributions to this area of research, on the other hand, some researchers have found the theory to lack predictive power in explaining residents’ support for tourism development. This is probably because researchers have failed to consider all important variables of the theory simultaneously in an integrative framework. Key constructs such as power and trust have been left out by the majority of studies on this topic. It is also important that SET is complemented with other theoretical approaches so that new insights are uncovered in this area of study. Grounded in political economy, this study attempted to make a ‘complete’ use of SET by integrating its key components (trust, power, benefits, costs, and support) in a model that predicted residents’ trust in government actors involved in tourism and their political support for the sector’s development. The research drew widely from the political science literature and made use of two competing theories to investigate the determinants of residents’ trust in government actors: institutional theory of political trust and cultural theory of political trust. Based on the three different theories (SET, institutional theory of political trust, and cultural theory of political trust), the conceptual model of the study was developed. As postulated by SET, the model posited that political support is determined by residents’ trust in government actors, perceived benefits of tourism, and perceived costs of tourism. The latter two variables were also proposed to influence trust in government actors. An inverse relationship between perceived benefits and perceived costs of tourism was also hypothesized. The model further suggested that residents’ perceptions of their level of power in tourism influenced their perceptions of the benefits and costs of tourism development. As predicted by institutional theory of political trust, residents’ perceptions of the economic and political performance of local government actors and their perceived level of power in tourism were proposed to influence their trust in those actors. Drawing from cultural theory of political trust, interpersonal trust was hypothesized to be positively related to residents’ trust in government actors. Twelve hypotheses emanated from the model and were tested using responses collected from 391 residents of Niagara Region, Ontario, Canada, using an online panel. Hierarchical regression analysis was used to test the proposed hypotheses. In addition, the mediating effects implied in the proposed model were investigated (although no formal hypotheses were originally proposed) using Baron and Kenny’s (1986) recommended steps and the Sobel z test. Findings provided support for eight of the twelve proposed hypotheses. Contrary to what researchers have assumed so far, residents’ trust in government actors was a better predictor of political support that their perceptions of the costs of tourism development. Perceived benefits remained the best predictor of political support as advocated in several studies. Residents’ perceptions of the benefits of tourism were also inversely related to perceived costs, suggesting that interactions among residents’ perceptions of the different impacts of tourism exist. Residents’ perceived level of power in tourism was a significant determinant of perceived benefits, but did not significantly predict perceived costs. Residents’ perceptions of the political performance of government actors in tourism was the strongest predictor of their trust, followed by their perceptions of the economic performance of government actors, and their perceptions of the benefits of tourism development. Residents’ perceived level of power in tourism, their perceptions of the costs of tourism, and interpersonal trust were found to be insignificant predictors of their trust in government actors. Findings also suggested that residents’ perceptions of the costs of tourism and their trust in government actors partially mediated the relationships between perceived benefits of tourism and political support. The results partially supported SET because some of the theory’s postulates and predictions were not empirically supported. Findings also confirmed the superiority of institutional theory of political trust over cultural theory of political trust. The theoretical and practical implications of the study’s findings were discussed. The limitations of the study were recognized and some recommendations for improving future research were made. Overall, the study suggested that political trust is a promising construct in studies on community support for development policies and deserves further attention by researchers, scholars, and practitioners given the paucity of research on this topic in the tourism literature. The search also suggests that researchers should recognize that residents’ trust in government actors and their support for tourism development are complex issues that are determined by several factors. A single theory is unlikely to provide a comprehensive understanding of these concepts, raising the need for researchers to investigate these issues from different theoretical perspectives.

Bibliography: leaves [282]-290 / vii, 290 leaves ; 20 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, 1988

Syfte: Denna studie har ämnat undersöka vilka faktorer som möjliggör respektive hindrar att internationell samverkan kan påverka HR-medarbetares känsla av sammanhang och självtillit samt vilka effekter det kan resultera i. Metod: Studien bygger på en abduktiv ansats och forskningsfrågorna har besvarats genom en kvalitativ metod. Datan som ligger till grund för studiens resultat samlades in genom semistrukturerade intervjuer. Vid datainsamlingen undersöktes fem internationella organisationer med respondenter som har en befattning inom HR och en tematisk analysmetod tillämpades vid sammanställningen av resultatet. Resultat: Resultatet visar att det finns olika framgångsfaktorer och barriärer för att internationell samverkan ska leda till en känsla av sammanhang och självtillit.  Teknologi, fysiska möten, ledarskap och kultur samt HR-funktionens struktur och medarbetarnas roller har identifierats som de viktigaste framgångsfaktorerna. Kultur, tid och avstånd utgör barriärer för att internationell samverkan ska leda till en känsla av sammanhang och självtillit. Resultatet påvisar också att sambandet mellan internationell samverkan, en känsla av sammanhang och självtillit leder till flera olika effekter, som en ökad prestation, motivation och arbetstillfredsställelse. Dessa effekter resulterar i en ökad vilja hos HR-medarbetarna till att samverka över nationella gränser. Teoretiska implikationer: Studien bidrar med teoretiska implikationer till forskningen inom SIHRM genom att studera internationell samverkan ur ett nytt perspektiv. Studien bidrar till en ökad förståelse för vilka faktorer som möjliggör eller hindrar att samverkan ska bidra till en känsla av sammanhang och självtillit för medarbetarna inom HR-funktioner. Studien bidrar även med en ökad förståelse för hur effekterna av sambandet kan främja HR-funktionens internationella samverkan positivt. Praktiska implikationer: Studien kan användas som ett ramverk för HR-medarbetare och chefer samt andra individer som samverkar över nationella gränser. Detta genom att det kan bidra med en förståelse för vilka faktorer som främjar eller hindrar att samverkan kan påverka en känsla av sammanhang och självtillit. / Purpose: The aim of this study have been to examine barriers and success factors for how international collaboration affect HR employees sense of coherence and self-efficacy and the resulting effects. Method: The study is based on an abductive approach and the research questions have been answered with a qualitative method. The data on which the results of the study is based were collected by conducting semistructured interviews. Interviews was conducted with HR people in five international organizations and a thematic analysis method was applied. Results: The results show that there are several different success factors and barriers to international collaboration leading to a sense of coherence and self-efficacy. Technology, physical meetings, leadership and culture, structure and roles of the employees have been identified as the most important success factors. Culture, time and distance are barriers to international collaboration leading to a sense of coherence and self-efficacy. The result also shows that the relationship between international collaboration, a sense of coherence and self-efficacy leads to several different effects, such as increased work performance, motivation and job satisfaction. These effects result in an increased motivation to collaborate across national borders. Theoretical implications: The study contributes theoretical implications to SIHRM research by studying international collaboration from a new perspective. The study contributes to an increased understanding of which factors enable or prevent international collaboration to affect HR employees' sense of coherence and self-efficacy. The study also contributes with an increased understanding of how the effects of the association can positively promote the HR function's international collaboration. Practical implications: The study can be used as a framework for HR employees and managers as well as other individuals who collaborate across national borders. It can contribute with an understanding of which factors enable or prevent collaboration to affect a sense of coherence and self-efficacy.

The tourism industry is growing rapidly worldwide. In 2016, Bali, Indonesia, had a record year in tourism, and the industry is continuously growing. One can argue that tourism is a culture exploiter and disrupts traditional culture. Nevertheless, it can also revitalize culture. Since the tourism in Bali is based on the Balinese culture and traditions, the writers wanted to acquire a deeper understanding of how the locals look upon - does tourism affect their cultural traditions and can residents preserve their local culture? A qualitative method was used for this study. For the collecting of data the writers conducted semi-structured interviews. The result of the study was, according to the Balinese, that people in Bali have become more money oriented due to the development of tourism and that some ceremonies have lost their spiritual meaning. In addition, the writers found that the locals are continuously working on preserving their culture but the challenge is to preserve what is actually authentic Balinese.

Made available in DSpace on 2014-06-11T19:32:45Z (GMT). No. of bitstreams: 0 Previous issue date: 2010-03-01Bitstream added on 2014-06-13T20:43:54Z : No. of bitstreams: 1 vassallo_ml_dr_sjrp.pdf: 1540192 bytes, checksum: 6878ea32a32fad0e383df7213c46166d (MD5) / Il presente studio, di natura esplorativa, ha l‟obiettivo di studiare le relazioni di potere in un contesto di apprendimento particolare: il teletandem. Il teletandem è una forma di lavoro collaborativo in coppia, a scopo di apprendimento di due lingue straniere, tra due partner parlanti competenti di lingue diverse, che imparano uno la lingua dell‟altro e si incontrano regolarmente on-line, realizzando sessioni nelle due lingue per chat scritta, audio e video, in modo indipendente o integrato in un curricolo istituzionale. I suoi principi fondamentali sono reciprocit~e autonomia. La ricerca è fondata sull‟analisi qualitativa di quindici interviste semistrutturate riferite a sette coppie di teletandem e a una coppia di tandem in presenza. Studia tre aspetti delle relazioni di potere in questo contesto di apprendimento: (a) punti di transito del podere; (b) basi del potere; (c) dinamiche di potere. Considera il potere come proprietà dinamica di relazioni e non come proprietà stabile di persone; adotta una visione relazionale, escludendo le visioni essenzialiste. Entro questi limiti, define il potere nel modo più ampio possibile: facendo riferimento a concetti transdisciplinari, di diverse scienze sociali, focalizza tanto il potere potenziale quanto quello esercitato, tanto il potere cosciente quanto quello incosciente, tanto il potere intenzionale quanto quello non intenzionale, tanto il potere dell‟agente quanto il potere strutturale, tanto le forme implicite quanto le esplicite; considera il potere non solo come negativo ma anche come produttivo. La presente ricerca operazionalizza il potere con riferimento alle tre dimensioni classiche, rappresentate da comportamenti, interessi e modi di pensare, e anche con riferimento alla definizione di potere in termini di limitazione di ambito di scelte. Interpreta i dati con riferimento alle teorie sulle fonti del potere... (Riassunto completo, accesso elettronico clicca Qui Sotto) / A presente pesquisa, de natureza exploratória, visa a indagar as relações de poder em um contexto de aprendizagem particular: o teletandem. O teletandem é uma forma de trabalho colaborativo em dupla, para fins de aprendizagem de duas línguas estrangeiras, entre dois parceiros falantes competentes de línguas diversas, que aprendem a língua um do outro e se encontram regularmente on-line, realizando sessões nas duas línguas por chat escrito, áudio e vídeo, de forma independente ou integrada em um currículo institucional. Seus principios fundamentais são reciprocidade e autonomia. A pesquisa está embasada na análise qualitativa de quinze entrevistas semi-estruturadas referentes a sete duplas de teletandem e a uma dupla de tandem presencial. Indaga três aspectos das relações de poder neste contexto de aprendizagem: (a) pontos de trânsito do poder; (b) bases do poder; (c) dinâmicas de poder. Considera o poder como propriedade dinâmica de relações e não como propriedade estável de pessoas: adota uma visão relacional, excluindo as visões essencialistas. Dentro destes limites, define o poder na maneira mais ampla possível: fazendo referência a conceitos trans- disciplinares, de diversas ciências sociais, enfoca tanto o poder potencial quanto o exercido, tanto o poder ciente quanto o inconsciente, tanto o poder intencional quanto o não intencional, tanto o poder do agente quanto o poder estrutural, tanto as formas de poder implícitas quanto as explícitas; considera o poder não apenas como negativo, mas também como produtivo. O estudo operacionaliza o poder com referência às três dimensões clássicas, representadas pelos comportamentos, interesses e formas de pensar, e também com referência à definição do poder em termos de limitação de leque de escolhas. Interpreta os dados com referência às teorias acerca das fontes do poder (Psicologia Social)... / The exploratory study in this thesis investigates the relationships of power within a specific learning context: teletandem. Teletandem is a way of collaborating in pairs in order to learn a foreign language – partners who are competent speakers of different languages learn each other‟s language by meeting on-line regularly. This happens in different sessions for each language through written chat, audio and video. Sessions may be either independent or integrated into the institutional curriculum. The fundamental principles of teletandem are reciprocity and autonomy. The study is grounded on the qualitative analysis of fifteen semi- structured interviews of seven teletandem partnerships and of one face-to-face partnership. Their focus lies on three aspects of power relations within this learning context: (a) points of transit of power; (b) foundations of power; and (c) the dynamics of power. Rather than being considered as a stable characteristic of people, power is viewed as a dynamic characteristic of relationships. A relational view is, thus, adopted, excluding essentialist ones. Within these confines, power is defined in its possible broadest sense: by relating it to trans-disciplinary concepts of various social sciences, it focuses on the potential or the exercised power, on the conscious or unconscious power, on the intentional or unintentional power, on the agent‟s or the structural power, on forms of power that are implicit or explicit and, finally, it considers both the negative and productive aspects of power. The study sets the concept of power into action in reference to its three classical dimensions that are represented by behavior, interests and ways of thinking, and also in reference to the definition of power in terms of range limitation of choices. Data interpretation is grounded on theories about the sources of power (Social Psychology), about social... (Complete abstract click electronic access below)

Purpose: The aim of this study have been to examine barriers and success factors for how international collaboration affect HR employees sense of coherence and self-efficacy and the resulting effects. Method: The study is based on an abductive approach and the research questions have been answered with a qualitative method. The data on which the results of the study is based were collected by conducting semistructured interviews. Interviews was conducted with HR people in five international organizations and a thematic analysis method was applied. Results: The results show that there are several different success factors and barriers to international collaboration leading to a sense of coherence and self-efficacy. Technology, physical meetings, leadership and culture, structure and roles of the employees have been identified as the most important success factors. Culture, time and distance are barriers to international collaboration leading to a sense of coherence and self-efficacy. The result also shows that the relationship between international collaboration, a sense of coherence and self-efficacy leads to several different effects, such as increased work performance, motivation and job satisfaction. These effects result in an increased motivation to collaborate across national borders. Theoretical implications: The study contributes theoretical implications to SIHRM research by studying international collaboration from a new perspective. The study contributes to an increased understanding of which factors enable or prevent international collaboration to affect HR employees' sense of coherence and self-efficacy. The study also contributes with an increased understanding of how the effects of the association can positively promote the HR function's international collaboration. Practical implications: The study can be used as a framework for HR employees and managers as well as other individuals who collaborate across national borders. It can contribute with an understanding of which factors enable or prevent collaboration to affect a sense of coherence and self-efficacy. / Syfte: Denna studie har ämnat undersöka vilka faktorer som möjliggör respektive hindrar att internationell samverkan kan påverka HR-medarbetares känsla av sammanhang och självtillit samt vilka effekter det kan resultera i. Metod: Studien bygger på en abduktiv ansats och forskningsfrågorna har besvarats genom en kvalitativ metod. Datan som ligger till grund för studiens resultat samlades in genom semistrukturerade intervjuer. Vid datainsamlingen undersöktes fem internationella organisationer med respondenter som har en befattning inom HR och en tematisk analysmetod tillämpades vid sammanställningen av resultatet. Resultat: Resultatet visar att det finns olika framgångsfaktorer och barriärer för att internationell samverkan ska leda till en känsla av sammanhang och självtillit.  Teknologi, fysiska möten, ledarskap och kultur samt HR-funktionens struktur och medarbetarnas roller har identifierats som de viktigaste framgångsfaktorerna. Kultur, tid och avstånd utgör barriärer för att internationell samverkan ska leda till en känsla av sammanhang och självtillit. Resultatet påvisar också att sambandet mellan internationell samverkan, en känsla av sammanhang och självtillit leder till flera olika effekter, som en ökad prestation, motivation och arbetstillfredsställelse. Dessa effekter resulterar i en ökad vilja hos HR-medarbetarna till att samverka över nationella gränser. Teoretiska implikationer: Studien bidrar med teoretiska implikationer till forskningen inom SIHRM genom att studera internationell samverkan ur ett nytt perspektiv. Studien bidrar till en ökad förståelse för vilka faktorer som möjliggör eller hindrar att samverkan ska bidra till en känsla av sammanhang och självtillit för medarbetarna inom HR-funktioner. Studien bidrar även med en ökad förståelse för hur effekterna av sambandet kan främja HR-funktionens internationella samverkan positivt. Praktiska implikationer: Studien kan användas som ett ramverk för HR-medarbetare och chefer samt andra individer som samverkar över nationella gränser. Detta genom att det kan bidra med en förståelse för vilka faktorer som främjar eller hindrar att samverkan kan påverka en känsla av sammanhang och självtillit.

The study examines the role of social networks’ in collaborative group working within a blended setting. Lingua Franca, Pakistan, an International English Language Testing System (IELTS) training institute, has been investigated as a case study for the aforementioned research question. Focus groups consisting of the institute’s students and training staff were solicited for primary data collection. Theories of learning, social comparison, social exchange and connectivism theory provided the theoretical understanding for the study along with relevant extant literature. Content analysis has been used to analyze and interpret the data. The findings shed light on the myriad yet significant role social networks play in enhancing collaborative group work through their inherent interactive and dynamic features, which unlocks opportunities for self-validation, self-improvement and self-development. The study thus opens new avenues of research into this less studied area of social networks and collaborative group working with respect to learning

Although youth tourism is an increasingly relevant subject little research have been done regarding the segment’s own perception of their impacts. A consumer perspective was assumed to examine in what ways youth tourism impact places. This study adopts a deductive approach reviewing existing literature regarding youth tourism, impact and place. A case study concerning how youth travellers perceive and evaluate their own impacts was conducted using mixed-methods. Data sources include a survey and in-depth interviews concerning sociocultural, economic, and environmental items. The study concludes that what impacts youth tourism has on places are subject to the place’s current state and ability to host youth travellers. The number of youth travellers and their behaviour determines the local and global sociocultural, economic and environmental impacts that youth tourism has on places. This paper is considered a pre-study that contributes to the development of theory regarding youth tourism.