No description available.

No description available.

It is over thirty years since the U. S. became embroiled in the Vietnam war. Only recently, however, have scholars begun to assess how that involvement in South East Asia affected America's relations with other countries. This thesis examines the impact of the Vietnam war on the relationship between the United States and one of its key allies, Great Britain, during the height of the conflict. It assesses how far Vietnam was a factor in the cooling of transatlantic relations during the mid to late 1960s. Scholars have long noted the decline in importance of Anglo-American relations during the 1960s. It is the contention of this thesis that the Johnson administration's preoccupation with events in South East Asia made the inevitable loosening of ties between the two countries strained and uncomfortable. Although it was not the only problematic issue troubling Anglo-American relations during this period, Vietnam was the one area where there was clear and open conflict. Whereas tensions over sterling and the decision by the British Government to remove its troops from East of Suez prompted feelings of disappointment, sadness and frustration, Vietnam provoked disagreement, misunderstandings, annoyance and accusations of betrayal. At the beginning of their period in office, the British Labour Government desired a `closer' relationship with the United States but by 1968 it was apparent that the Johnson Administration was not amenable to this. This was partly because Britain was now, just one of a number of close allies in Europe; partly because the American President did not develop a personal friendship with the British Prime Minister; but also because the Vietnam conflict had proved an issue - important enough and emotive enough - to cause open and deep disagreement between the two countries.

Typescript (Photocopy) / xiv, 535 leaves : ill., maps (1 col.), ports ; 30 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, Dept. of History, 1983

Bibliography: p. 219-237.

After more than three decades of country-of-origin (COO) research, product origin has become a more complicated construct. With the trend towards multi-national production and sourcing structures, oftentimes products can be associated with more than just one COO cue -- making them so-called hybrids. This paper presents the first detailed literature review of the related new research stream in the COO arena. In this context, the shaping of new trade regimes within the Association of South East Asian Nations (ASEAN) provides an interesting hybrid research setting, given that all major regional car segments are dominated by such hybrids -- both for country-of-brand (COB), country-of-assembly (COA), and country-of-components (COC). Taking cars 'made in and for' the three main markets of ASEAN, namely Thailand, Malaysia and Indonesia, the research covers perceived quality and image of such hybrids. / thesis (PhD)--University of South Australia, 2005.

Trier, University, Diss., 2003.

No description available.

[Typescript] Includes bibliography.

This study gathered data from 14 four to five-star hotels in South-East Queensland, Australia, in an attempt to examine the nature and degree of influence organisational climate has upon the performance of hotels. Employee perception of customer satisfaction was studied both as an index of performance and as an intervening variable between organisational climate and financial performance as indexed by revenue per available room (REVPAR). The data provided a description of a young, relatively gender balanced, well educated and trained work force which received relatively low levels of financial remuneration and displayed very high levels of turnover. A new instrument was used to measure the dimensions of organisational climate across the hotels. This instrument represented a modification of that presented by Ryder and Southey (1990), which itself was a modification of the 145 item psychological climate questionnaire of Jones and James (1979). The instrument represented a subset of 70 items of the Ryder and Southey instrument. Responses to all items within the instrument were on a 7 point anchored scale. Principal components analysis (PCA) produced results consistent with earlier versions of the instrument, which had been reported elsewhere. This analysis described organisational climate within the sample to be composed of 7 underlying dimensions; Leader facilitation and support, Professional and organisational esprit, Conflict and ambiguity, Regulations, organisation and pressure, Job variety, challenge and autonomy, Workgroup co-operation, friendliness and warmth, and Job standards. These dimensions were judged to be consistent with those reported earlier by Jones and James, and by Ryder and Southey. Poor support was found for the first structural model that proposed that employee demographic variables would affect organisational climate and that organisational climate would affect customer satisfaction (although the latter link was quite strong). The most important finding of the study was the support for a second structural model when it was found that variation in the 7 dimensions of organisational climate accounted for 30% of the variation in Employee Perception of Customer Satisfaction. Furthermore, that Employee Perception of Customer Satisfaction accounted for 23% of the variation in REVPAR between the hotels. Possible extensions of this study using direct measures of customer satisfaction and expanding it to include hotels of different star ratings are discussed.