Nowadays, organisations are seeking to understand how one of the last truly competitive resources, their human resources, can be managed for competitive advantage (Allen and Wright, 2006). As Wright and McMahan (2011) state, today an organisation’s human resources have become more important than ever to their success. Consequently, a better understanding is needed of the role of HRM in creating better organisational performance. Although, human resource management practices have continued to be the focus of strategic HRM research (Combs et al., 2006), human capital has received little attention (Takeuchi et al., 2007), and human resource behaviours have received even less (Sun et al., 2007). This study theoretically develops and empirically tests a conceptual model that describes how the system of HRM practices is likely to have an impact on organisational performance. Drawing on the Resource Based View, the Behavioural Perspective and the Social Exchange Theory, the study provides a conceptual framework consisting of five constructs through which the underlying mechanisms linking the system of HRM practices and organisational performance are examined. It is proposed that HRM systems improve organisational performance by strengthening human capital and employee attitudes and behaviours (employee commitment). Primary data was collected from public and private universities in the Republic of Cyprus. The empirical analysis investigates the interrelationships between multiple independent and dependent variables that exist in the relationship between the perceived system of HRM practices and organisational performance. The study also intends to test the Resource Based View (RBV) and Social Exchange Theory at the higher education sector, by examining the level of human capital and employee commitment as mediating mechanisms through which a system of HRM practices affects university performance. To analyse the data and test the proposed hypotheses, Multivariate Analysis of Variance (MANOVA) and Structural Equation Modelling (SEM) were employed. Goodness-of-fit measures were utilised to assess the structural fit of the overall model. As the aim of the study was to test and investigate the structural model that explains the relationship between the five constructs, standardised path coefficients and the significance of the hypothesised relationships were utilised to test the postulated hypotheses in a causal diagrammatic form. The results of the analyses revealed that the perceived system of HRM practices has significant positive effects on both, the level of human capital and employee commitment. In addition, the analysis indicated that the level of human capital has significant positive effects on employee performance, while at the same time employee commitment has also significant positive effect on employee performance. Moreover, the impact of employee performance on organisational performance was found to be positive and statistically significant. The analysis also revealed that the perceived system of HRM practices has a significant positive and direct impact on organisational performance. Finally, the relationship between employee commitment and organisational performance is significant and direct. Interestingly, the model indicates no significant direct impact between the level of human capital and organisational performance. The current research can be considered as pioneering in the area of strategic HRM in higher education, since it demonstrates that the simultaneous use of the Resource Based View and the Social Exchange Theory can provide empirical evidence for examining the mediating role of organisational resources (the level of human capital) and employee attitude and behaviour (employee commitment) as well as employee performance at university-level education. In addition, the results of this thesis contribute to the existing body of research and knowledge and provide recommendations regarding the role of the perceived system of HRM practices as an organisational mechanism that may help universities to configure valuable bundles of committed administrative employees who are equipped with high level of knowledge, skills and abilities (KSA’s).

Existing policies and procedures have been uniformly applied to all undergraduate traditional and non-traditional students at Ball State University. The purpose of the study was to determine the judged effectiveness of existing policies and procedures when applied uniformly to undergraduate students over age twenty-three at Ball State University. The study was designed to reflect the judgments of three distinct sub-groups of nontraditional undergraduate students and personnel of four selected administrative offices at Ball State University.A questionnaire was developed and mailed to a random sample of undergraduate non-traditional students and to the personnel of four selected administrative offices: Admissions, Curricular Advising, Financial Aid, and Registration and Records. Student respondents accounted for a 46.3 percent return and administrative personnel had a 55.5 percent return. A Likert Scale with levels of agreement or disagreement as Strongly Agree (SA), Agree (A), Disagree (D), or Strongly Disagree (SD) was used. A Chi Square Analysis at the .05 level of confidence with one degree of freedom and a p level of 3.84 was used to test the six null hypotheses of the study.Findings based upon the study were:1. Undergraduate enrollment in institutions of higher education is projected to decline.2. Enrollments of undergraduate non-traditional students in institutions of higher education are projected to increase.3. Needs and characteristics of non-traditional students differ from the traditional undergraduate student.4. Seven questionnaire items showed significant differences between undergraduate non-traditional students and administrative personnel regarding Office of Admissions services.5. Three questionnaire items showed significant differences between undergraduate non-traditional students and administrative personnel regarding Office of Financial Aid services.6. Six questionnaire items showed significant differences between undergraduate non-traditional students and administrative personnel regarding Office of Curricular Advising services.7. Two questionnaire items showed significant differences between undergraduate non-traditional

Student administrative systems swing between being decentralised or centralised with a number of benefits being put forward for each scenario, including economy, consistency, customer service and control. This study makes a comparison of these systems in English universities, particularly looking at the factors which influence the centralisation or decentralisation of student administration in order to identify the factors involved, so that informed decisions can be made by university management. The research was undertaken in two main phases: firstly a questionnaire survey of university registrars (the macro study) was carried out in order to identify the current structures and systems in place for student administration; secondly case studies of four universities were undertaken. The latter mainly involved questionnaire surveys of academic and administrative staff at each institution, together with semi-structured interviews to chart the different student administrative systems and structures in place and obtain qualitative and quantitative data to assess them. From the results of the first survey, it was possible to assess the degree of the centralisation or decentralisation of the student administrative functions and cross-reference the data to examine whether certain factors were influencing the design of these structures. The results of this analysis are documented in Chapter 4, and it was noticeable that the majority of the respondents favoured the “midway” structure for student administration. Four universities were identified from the macro study to form the focus of more detailed case studies: one with a centralised student administration, one with a decentralised system, and two with hybrid systems. Key administrative functions were examined closely to determine the effectiveness, efficiency and motivational influences involved for each case study university. The research concludes that a blanket centralisation or decentralisation of student administration does not maximise the resources and gain the optimum efficiency. By being selective in which processes are centralised or decentralised, the university can gain in economy and also ensure a supportive infrastructure to enhance the student experience.

This thesis is a rhetorical analysis of sexual harassment codes on college and university campuses. The situational model proposed by Lloyd Bitzer is used to examine representative artifacts from Rice University in Houston, Texas, and Oregon State University in Corvallis, Oregon, so as to determine whether they operate as "fitting" rhetorical responses to the situation generally and the exigence of sexual harassment specifically. The body of this analysis develops in eight stages: an introductory discussion of sexual harassment and research conducted thereon; examination of codes as ethical and situational constructs; explication of the rhetorical framework; the nature of the exigence as a historical and campus-specific imperfection; examination of the publics that create the rhetorical audience; the inartistic and artistic constraints operative within the rhetorical situation; an analysis of the two codes; and summary comments and recommendations. Within the last two sections the determinations are made that: 1) the codes do not currently function as a "fitting" response to the situation/exigence, and that 2) revisions can be made so as to promote a more pragmatic and "fitting" response to sexual harassment. / Graduation date: 1997

The problem of this study was to analyze faculty perceptions of the performance of current institutional governing boards in academic affairs, and the alternate patterns of faculty participation in governance in Texas senior colleges and universities. The purposes of the study were (1) to determine the current faculty perceptions of the importance and effectiveness of governing boards in academic boards in academic affairs, (2) to discover the level of satisfaction and knowledge of faculty of governing boards in their handling of academic affairs, and (3) to determine the faculty perceptions of the potential alternative patterns of governance in academic affairs.

A gestão de cursos de graduação, no âmbito da coordenação de curso, está relacionada à execução de práticas que visam à melhoria da qualidade de ensino, pesquisa e extensão. No entanto, o que se observa, na maioria dos casos, é que os gestores não apresentam conhecimento aprofundado sobre os processos que estão sob sua responsabilidade, no que se refere ao fluxo de atividades e informações, devido, usualmente, a pouca qualificação ao assumirem cargos administrativos, ocorrendo uma necessidade de profissionalização da gestão. Esta tese propõe a capacitação de coordenadores de cursos de graduação, no que concerne aos seus processos de negócio, através da utilização de Jogos de Empresa. A mesma apresenta o jogo SPOIE – Simulador de Processos Organizacionais baseado em Instituições Eletrônicas, que pretende auxiliar o coordenador de curso a conhecer melhor o fluxo dos processos, os participantes envolvidos em cada processo, bem como as interações que devem ocorrer durante sua realização. A abordagem de Instituições Eletrônicas e Agentes de Software é utilizada de forma a prover mecanismos de representação das diversas interações existentes nos processos institucionais. Por fim, é apresentada uma análise da aplicação do SPOIE à coordenadores de cursos de graduação de diferentes Instituições de Educação Superior. Com a implementação da ferramenta e a aplicação realizada, percebe-se que é possível desenvolver um treinamento autônomo dos coordenadores de curso de graduação, no que concerne aos seus processos administrativos, com a abordagem supracitada. / The undergraduate programs management (course coordination) concerns in the practices implementation to qualify the teaching, research and extension. However, in most cases, the managers do not have the essential knowledge about the processes that are under their responsibility. Usually, the information flow and their activities are not so precise to the managers. A possible answer is the professor poor skills when he needs to assume an administrative position. This thesis proposes an undergraduate coordinators programs trainee. This program was focused in the business process through an Enterprise Games approach. The article presents the SPOIE - Organizational Process Simulator-based on Electronic Institutions - game, which was developed to assist the coordinator to understand the workflow, the participants involved in each case, as well as the interactions that must occur during its implementation. The software agents and the Electronic Institutions approaches are used to provide a formal representation among the interactions in the existing institutional processes. Finally, we present the SPOIE analysis held in different universities. Considering the above assertions, it is possible to conclude that the game can be used in the coordinators autonomous training of their administrative processes.

Values theorists across disciplines agree that understanding and applying the phenomenon of organizational values is integral to organizational effectiveness (Beck, 1990; Davidson, 2005; Francis & Woodcock, 1990; Lafleur, 1999; Richmon, 2003, 2004). Consensus on this issue is further evidenced by popular use of the phrase “organizational values” in management, school systems, and university administrative parlance, leading many to believe that organizational values have been thoroughly investigated in the field of educational administration and elsewhere (Richmon, 2004). However, research in this area tends to be superficial, and a review of pertinent literature reveals no clear definition of organizational values or consequent implications for practical application. Since the practice of articulating organizational values is commonly conducted as a part of strategic planning processes, much activity and substantial investment is then occurring without full understanding of the phenomenon at hand. The purpose of this study was to uncover the descriptive, non-negotiable reality of organizational values in a particular context: university student services and administration. A critical realist’s methodology informed the development and implementation of a three-phase study. The aims of this research at each phase were to: (a) investigate how the reality of the organizational values phenomenon has been depicted theoretically in interdisciplinary research and literature; (b) examine how the concept of organizational values has been expressed in policy-driven artefacts in university student services; and (c) explore how the theoretical characteristics of organizational values are expressed in context of individual, phenomenological experiences of university student services and administration. The methods of inquiry used at each respective phase of study were cluster analysis, textual analysis, and episodic narrative interview. Additionally, model development was utilized during each phase of study to analyze the research results, and a comparison of models was conducted at the conclusion of the study as an approach to triangulation. Five key findings emerged from the collective analysis of all three phases of study. First, there was an indication of linguistic and structural inadequacy pertaining to organizational values discourse. Second, the activity associated with the organizational values concept is most frequently located in terms of personal working relationships rather than in context of institutional strategic planning processes. Third, administrative leaders play a key role in ensuring consistency with respect to organizational values understanding and implementation in university student services and administration. Fourth, a deep reality of the organizational values phenomenon was demonstrated at all phases of research. Finally, the idea of organizational values is important enough to scholars, policy makers, and front-line staff alike to warrant a great deal of time, financial, and human resource effort invested to engage explicitly with the concept in some manner. The results of this study have significant implications for both theory and practice in university student services and administration. The results informed recommendations made with respect to the development of fluency in values-related language, re-situating the process of articulating organizational values in university administration, incorporating organizational values into day-to-day administrative practice, and the role of university administrative leaders in organizational values work.

This qualitative study was designed to investigate Millennial Family Members and their impact on higher education. The goal of this research was to richly describe the institution-student-parent relationship. Eighteen interviews were conducted with parents of first year students in order to gather descriptive data. The researcher had contact with the family members through "The Conference on Student Success."Five conclusions emerged. Millennial Family Members:1. Have a very different role in their student's higher education process than their parents did.2. Have expectations that the University guarantee safety, provide life lessons and career development.3. Communicate regularly with their students regarding all aspects of their lives including academic work, social issues, community concerns, and financial issues.4. Believe that they have a strong and essential influence on their college student.5. Interact with Student Affairs and Academic Affairs departments on behalf of their students.Implications of these findings and future directions for research were discussed. / Department of Educational Studies

A gestão de cursos de graduação, no âmbito da coordenação de curso, está relacionada à execução de práticas que visam à melhoria da qualidade de ensino, pesquisa e extensão. No entanto, o que se observa, na maioria dos casos, é que os gestores não apresentam conhecimento aprofundado sobre os processos que estão sob sua responsabilidade, no que se refere ao fluxo de atividades e informações, devido, usualmente, a pouca qualificação ao assumirem cargos administrativos, ocorrendo uma necessidade de profissionalização da gestão. Esta tese propõe a capacitação de coordenadores de cursos de graduação, no que concerne aos seus processos de negócio, através da utilização de Jogos de Empresa. A mesma apresenta o jogo SPOIE – Simulador de Processos Organizacionais baseado em Instituições Eletrônicas, que pretende auxiliar o coordenador de curso a conhecer melhor o fluxo dos processos, os participantes envolvidos em cada processo, bem como as interações que devem ocorrer durante sua realização. A abordagem de Instituições Eletrônicas e Agentes de Software é utilizada de forma a prover mecanismos de representação das diversas interações existentes nos processos institucionais. Por fim, é apresentada uma análise da aplicação do SPOIE à coordenadores de cursos de graduação de diferentes Instituições de Educação Superior. Com a implementação da ferramenta e a aplicação realizada, percebe-se que é possível desenvolver um treinamento autônomo dos coordenadores de curso de graduação, no que concerne aos seus processos administrativos, com a abordagem supracitada. / The undergraduate programs management (course coordination) concerns in the practices implementation to qualify the teaching, research and extension. However, in most cases, the managers do not have the essential knowledge about the processes that are under their responsibility. Usually, the information flow and their activities are not so precise to the managers. A possible answer is the professor poor skills when he needs to assume an administrative position. This thesis proposes an undergraduate coordinators programs trainee. This program was focused in the business process through an Enterprise Games approach. The article presents the SPOIE - Organizational Process Simulator-based on Electronic Institutions - game, which was developed to assist the coordinator to understand the workflow, the participants involved in each case, as well as the interactions that must occur during its implementation. The software agents and the Electronic Institutions approaches are used to provide a formal representation among the interactions in the existing institutional processes. Finally, we present the SPOIE analysis held in different universities. Considering the above assertions, it is possible to conclude that the game can be used in the coordinators autonomous training of their administrative processes.

A gestão de cursos de graduação, no âmbito da coordenação de curso, está relacionada à execução de práticas que visam à melhoria da qualidade de ensino, pesquisa e extensão. No entanto, o que se observa, na maioria dos casos, é que os gestores não apresentam conhecimento aprofundado sobre os processos que estão sob sua responsabilidade, no que se refere ao fluxo de atividades e informações, devido, usualmente, a pouca qualificação ao assumirem cargos administrativos, ocorrendo uma necessidade de profissionalização da gestão. Esta tese propõe a capacitação de coordenadores de cursos de graduação, no que concerne aos seus processos de negócio, através da utilização de Jogos de Empresa. A mesma apresenta o jogo SPOIE – Simulador de Processos Organizacionais baseado em Instituições Eletrônicas, que pretende auxiliar o coordenador de curso a conhecer melhor o fluxo dos processos, os participantes envolvidos em cada processo, bem como as interações que devem ocorrer durante sua realização. A abordagem de Instituições Eletrônicas e Agentes de Software é utilizada de forma a prover mecanismos de representação das diversas interações existentes nos processos institucionais. Por fim, é apresentada uma análise da aplicação do SPOIE à coordenadores de cursos de graduação de diferentes Instituições de Educação Superior. Com a implementação da ferramenta e a aplicação realizada, percebe-se que é possível desenvolver um treinamento autônomo dos coordenadores de curso de graduação, no que concerne aos seus processos administrativos, com a abordagem supracitada. / The undergraduate programs management (course coordination) concerns in the practices implementation to qualify the teaching, research and extension. However, in most cases, the managers do not have the essential knowledge about the processes that are under their responsibility. Usually, the information flow and their activities are not so precise to the managers. A possible answer is the professor poor skills when he needs to assume an administrative position. This thesis proposes an undergraduate coordinators programs trainee. This program was focused in the business process through an Enterprise Games approach. The article presents the SPOIE - Organizational Process Simulator-based on Electronic Institutions - game, which was developed to assist the coordinator to understand the workflow, the participants involved in each case, as well as the interactions that must occur during its implementation. The software agents and the Electronic Institutions approaches are used to provide a formal representation among the interactions in the existing institutional processes. Finally, we present the SPOIE analysis held in different universities. Considering the above assertions, it is possible to conclude that the game can be used in the coordinators autonomous training of their administrative processes.