The current study aimed to examine whether or not employee perceptions of their organisations corporate social responsibility (CSR) practices impacted upon organisational commitment and intention to stay. Moreover, this research aimed to determine whether or not an individual’s perception of their organisations CSR practices was impacted upon by their preference for CSR. As an initial step, it was essential to determine whether or not individuals had a preference for certain CSR practices. The current study defined CSR in terms of three distinct constructs: environmental CSR, external social CSR and internal social CSR. Environmental CSR encompassed any action undertaken in order to promote environmental sustainability while external social CSR dealt with initiatives aimed at assisting individuals and communities in need. Lastly, internal social CSR was operationalised as the degree to which organisations address social asymmetries with regards to gender, race, sexual orientation and disability. An exploratory factor analysis demonstrated that employee perceptions of CSR do not occur in terms of the three distinct constructs described above. Rather, employee perceptions occur in terms of actions which impact employees within the workplace, labelled internal CSR, and those that are focused outside the organisation, termed external CSR. Employee perceptions of internal CSR are thus concerned with the degree to which organisations adequately address social asymmetries based on gender, race, sexual orientation and disability. Conversely, perceptions of external CSR are concerned with the adequacy of organisational initiatives aimed at environmental sustainability and assisting individuals and communities in need. The results derived from the multiple regression suggests that both internal and external CSR predict organisational commitment ( = 4.92, p < .0001; = 2.64, p = 0.0095 respectively) and intention to stay ( = 0.13, p = 0.0032; = 0.15, p < .0001 respectively). In terms of the strength of the predictions, internal CSR is a moderate predictor while external CSR is a weak predictor of both organisational commitment and intention to stay. With regards to employee preference for CSR practices; results derived from analytic hierarchy process and ward’s minimum variance clustering method demonstrate that the sample, composed of 119 participants, could be split into two clusters. Both clusters demonstrated that external social CSR was the most preferred CSR practice. Results from t-tests demonstrated that employee preference did not impact upon employee perceptions of external CSR ( = 0.10; p = 0.92) and internal CSR ( = 0.25; p = 0.80).

To prevent a partner's infidelity and relationship defection, men perform mate retention behaviors. Some of these mate retention behaviors are high-risk because they decrease the likelihood of infidelity while potentially increasing the likelihood of relationship defection. Although previous research has indicated that mate value may be related to mate retention generally, research has not addressed these cost-inflicting mate retention behaviors specifically. The current research examines the relationship between men's and women's mate values and men's use of partner-directed insults - a specific type of cost-inflicting mate retention behavior. The results from a sample of 158 women indicate that although men's and women's mate values predict men's partner-directed insults, men's mate value is a better predictor than is women's mate value. Women who report that their partners have lower mate value also report that their partners insult them more frequently than women who report that their partners have higher mate value. / by Emily J. Miner. / Thesis (M.A.)--Florida Atlantic University, 2009. / Includes bibliography. / Electronic reproduction. Boca Raton, Fla., 2009. Mode of access: World Wide Web.

Were we ever in doubt of how true we are to ourselves and to others? Have we ever asked why we do what we do? Witnessing the history of great leaders like Martin Luther King Jr., Walt Disney, Steve Jobs and Sam Walton – they all believed in a cause and took actions to realize that belief which resulted in trust and loyalty. But, how come people with great ideas often fail to create an image? The cause is not that the ideas are faulty but rather the absent sense of purpose. And the purpose is realized when we have a clear sense of “Why”. Having a purpose translates to being true to oneself and eventually to others – being authentic. We wholeheartedly believe that, the hierarchical management structure is no more ideal in the contemporary world since it limits the freedom of creativity. Due to the changing and competitive nature of the world, the recognition of individual effort is crucial. When we believe in something that people can relate to, they will follow us. The followership results in increased commitment and the organizational culture is the embraced behavior. To understand the role of authentic leadership with regard to employee emotional commitment and organizational culture, we conducted a qualitative descriptive study involving 8 participants from around the world and using 3 case studies. The findings revealed some interesting insights in developing authentic leadership in organizations. One of the results unfolded that despite the cultural and geographical magnitude, the word authenticity has a common understanding “being true to oneself and to others”. The results also highlighted that, authentic leadership plays a major role in fostering organizational commitment unlike the financial incentives. Moreover, depending on the context, the rigidity of organizational culture may change. As a final finding, the organizational emotional commitment shapes the organizational culture as the leader pictures it. Do your actions meet your words or is it perhaps time to change?“ Your actions and your words should always agree with each other. Do not say one, then do another”

Esta pesquisa tem por objetivo estudar os processos de construção de identidade desenvolvidos nas escolas de samba de São Paulo e verificar como esses processos motivam o engajamento dos sujeitos em atividades não remuneradas, durante a preparação dos desfiles das agremiações. Para tanto, utilizou-se os referenciais conceituais de identidade e reconhecimento de Axel Honneth e Nancy Fraser, os conceitos de cultura negro-brasileira de Muniz Sodré e Nei Lopes, articulando-os com os movimentos de inserção de afrodescendentes na sociedade brasileira e paulista, marcados pela tensão entre a opressão racista e as resistências antirracistas. Além disso, foi realizada uma pesquisa de campo utilizando a metodologia da etnografia, análise de conteúdo e entrevistas semiestruturadas com participantes da harmonia e da bateria de três escolas de samba do Grupo Especial de São Paulo: Vai-Vai, Rosas de Ouro e Pérola Negra. Esta pesquisa propõe que os processos identitários dos negros nas escolas de samba inserem-se na perspectiva de resistência aos mecanismos de opressão / This research discusses the processes of identity construction within samba schools in São Paulo, Brazil, and how such processes fosters the commitment of individuals towards nonpaid activities during the preparations for the schools\' parades. Axel Honneth\'s and Nancy Fraser\'s framework of identity and acknowledgement were used, as well as Muniz Sodré\'s and Nei Lopes\' concepts of African Brazilian culture, linking them with movements for the inclusion of African descendants in the Brazilian and the paulista communities, which are marked by tensions between racist oppression and anti-racist resistances. One of the guidelines of this research is that the processes of identity building for black people in samba schools are inserted in the resistance to the mechanisms of oppression. A field research was conducted using the ethnography methodology combined with content analysis and semisctructured interviews with members of two sectors (namely, the harmonia and the bateria) of Vai-Vai, Rosas de Ouro and Pérola Negra - three samba schools from the Grupo Especial, the main group of samba schools in the city

In order to help develop a coherent PCT model for this dissertation, the focus was set mainly on three major tasks. The first one is identifying the basic psychological contract components, including the perceived psychological contract obligations of employees and employers alike. The second involves the identification of necessary assumptions which can deduce the mechanism concerning the effects of psychological contract components on employee outcomes. In this dissertation, the norm of reciprocity and indebtedness have been identified as the two necessary human nature assumptions in PCT building. Lastly, the third task is to deduce the relationship between employer and employee obligations in predicting employee outcomes. After the shortcomings of two existing approaches that investigate the joint effects of employer and employee obligations were reviewed in the literature and two assumptions identified in the second task, an interactive approach was proposed to examine the combined effects of the aforementioned obligations. / Since the nature of employment relationships are changing worldwide, research on psychological contract concerning reciprocal obligations between employer and employees has gained increased attention. However, extant literature falls short in establishing a coherent psychological contract theory. For instance, although its core contents include employer and employee obligations, the latter is relatively neglected in most studies. In addition, there is relatively little discussion about the basic elements of the psychological contract. Some of these elements are the relationship between/among components of psychological contract and the possible combined effects of these components on both employer and employee outcomes. Hence, these hinder the development of a coherent psychological contract theory (PCT). / This dissertation contributes to the psychological contract literature in five ways. Initially, the proposed PCT model provides a coherent framework for psychological contract research. Second, the interactive approach shapes future research direction by examining the joint effects of employer and employee obligations. Third, it contributes to the literature regarding reciprocity by investigating the interplay between these obligations. Fourth, the notion of personalization of employer by the employee is verified using two human nature assumptions (i.e., norm of reciprocity and indebtedness). Finally, the current study may have implications in conceptualizing the relational social contract in different social relationships in addition to the employer-employee relationship. In short, this dissertation develops a more comprehensive PCT. Moreover, some managerial implications are derived for practitioners according to the theoretical development. / Peng, Zhengmin. / Adviser: Chi-sum Wong. / Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: 2137. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2008. / Includes bibliographical references (leaves 121-130). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese. / School code: 1307.

Business enterprise produces goods and services through the orchestration of factors of production defined in essence by human consumption behaviour. The production and consumption of goods and services are also associated with environmental problems. These socially constructed problems, regardless of the implied incontrovertibility of their dangers, have drawn attention to the importance of sustainable development models as a means of minimising ecological risk. As a consequence of the ecological aspects of business enterprise and its interrelations between the social and physical environment the firm and corporate management have become focus points of attempts to ameliorate environmental change. The ecological orientation of companies can be defined through their internal, social and economic characteristics as well as psychological factors, which are germane to corporate objectives. The development of corporate ecological orientations is on one hand dependent upon actual or anticipated external changes acting upon the operating frameworks of a firm and on the other hand the existence of relevant management values and intentions expressed through their strategic planning process. In this research key features of the notion of environmental consciousness are identified and employed to investigate the corporate environmental consciousness of small and medium-sized enterprises in the United Kingdom and Germany. Environmental consciousness comprises cognitive, affective and conative aspects. Accordingly, the research involves an empirical examination of corporate values, attitudes towards environmental commitments and environmental action within firms. The examination is contextualised by socio-economic factors in which business enterprise is conducted in selected industry sectors within the United Kingdom and Germany. The study concludes with a synthesis of the research findings on environmental management practice and experiences of SMEs in each country.

Chen, Meichen. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 34-37). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts also in Chinese.

近年来员工工作嵌入性在人员离职研究中受到广泛关注，虽然职内嵌入的效用在不同的文化环境和职业领域内得到了验证，职外嵌入性对人员自动离职的缓冲作用并没有得到一致的实证支持。基于认同理论和工作-家庭冲突的研究文献，本文提出假设，认为职外嵌入性对职内嵌入性与自动离职的关系起调节作用。与此同时，虽然员工离职的文献中涉及决策机制，决策机制的效用在实证中却甚少被验证。基于决策过程模型，作者假设员工的最大化或者满意化的倾向解释了职内嵌入减少人员离职的原因，同时假设冒险倾向调节职内嵌入与最大化倾向之间的关系，工作搜寻自我效能对职内嵌入与最大化倾向之间的关系产生抑制效应。本文采用实验和调查对假设进行了验证。 / 结果显示，职外嵌入性低的情形下，职内嵌入与人员离职意向负相关；职外嵌入性高时，职内嵌入与人员离职意向仍呈负相关，但关系较弱。职内嵌入与最大化倾向负相关，工作搜寻自我效能对最大化倾向产生影响，最大化倾向作为中介变量解释了职内嵌入对员工离职意向的影响。文章的结论部分对以上结果进行了解释，并探讨了本文在理论上与实践上的意义。 / Job embeddedness is a retention construct, which has received considerable amount of attention in turnover research. While the utility of on-the-job embeddedness has been extensively validated across different cultures and occupations, the buffering effect of off-the-job embeddedness has not been consistently supported. Drawing from identity theory and work-family conflict literature, the current study proposes an interaction effect of off-the-job embeddedness on the relationship between on-the-job embeddedness and turnover intention. Meanwhile, although the decision making mechanism has been identified in the turnover literature, it has not been adequately tested empirically. Based on the generalized decision process, I propose that employees’ maximizing/satisficing tendency explains why on-the-job embeddedness reduces turnover, and the process is moderated by risk propensity and suppressed by job search self-efficacy. / Hypotheses were generated on the relationships and tested, using data collected from an experiment using the student sample and a survey from employees working in IT companies. Results showed that the negative relationship between on-the-job embeddedness and turnover intention was weaker when off-the-job embeddedness was high, compared with the negative relationship in the condition that off-the-job embeddedness was low. Meanwhile, on-the-job embeddedness was negatively related to individual maximizing tendency, and the maximizing tendency mediated the relationship between on-the-job embeddedness and turnover intention. Job search self-efficacy also influenced individual maximizing tendency. The practical and theoretical implications, limitations and future research were discussed. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Gong, Yuanyuan. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 89-103). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendix B in Chinese. / List of Figures --- p.iii / List of Tables --- p.iv / Abstract (English) --- p.v / ABSTRACT (CHINESE) --- p.vi / Acknowledgement --- p.vii / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.4 / Chapter CHAPTER 2 --- LIterature review and Theoretical Framework --- p.8 / Chapter 2.1 --- Turnover Studies --- p.11 / Chapter 2.1.1 --- Antecedents --- p.12 / Chapter 2.1.2 --- Turnover Studies - Processes --- p.15 / Chapter 2.1.3 --- Summary of turnover studies --- p.18 / Chapter 2.2 --- Definition of Job Embeddedness --- p.19 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.20 / Chapter 2.3 --- Empirical Evidence of On-the-job Embeddedness --- p.22 / Chapter 2.4 --- Off-the-job Embeddedness and Turnover --- p.23 / Chapter 2.5 --- On-the-job Embeddedness and Turnover Process --- p.28 / Chapter 2.5.1 --- Job choice models --- p.29 / Chapter 2.5.2 --- Maximizing and satisficing --- p.31 / Chapter 2.6 --- Job Choice Tendency in Turnover --- p.32 / Chapter 2.6.1 --- On-the-job embeddedness and maximizing tendency --- p.33 / Chapter 2.6.2 --- Job search tendency and employee turnover --- p.35 / Chapter 2.6.3 --- The mediating role of maximizing tendency --- p.37 / Chapter 2.7 --- Moderating Role of Risk Propensity --- p.38 / Chapter 2.8 --- Job Search Self-efficacy - An Alternative Perspective --- p.40 / Chapter 2.9 --- Summary of Hypotheses --- p.42 / Chapter Chapter 3 --- Methods --- p.43 / Chapter 3.1 --- Study 1 The Experiment --- p.43 / Chapter 3.1.1 --- Participants --- p.43 / Chapter 3.1.2 --- Experimental design and procedures --- p.43 / Chapter 3.1.3 --- Results --- p.45 / Chapter 3.2 --- Study 2 The Survey --- p.47 / Chapter 3.2.1 --- Participants and procedure --- p.47 / Chapter 3.2.2 --- Measures --- p.48 / Chapter CHAPTER 4 --- RESULTS --- p.52 / Chapter 4.1 --- Correlations --- p.52 / Chapter 4.2 --- Factor Analysis --- p.54 / Chapter 4.3 --- Hypotheses Testing --- p.59 / Chapter 4.4 --- Post Hoc Analysis --- p.67 / Chapter Chapter 5 --- Discussion and conclusion --- p.73 / Chapter 5.1 --- Key Findings --- p.74 / Chapter 5.1.1 --- Off-the job embeddedness as a moderator --- p.74 / Chapter 5.1.2 --- The mediating role of maximizing tendency --- p.77 / Chapter 5.1.3 --- The moderating role of risk propensity --- p.79 / Chapter 5.2 --- Theoretical Implications --- p.80 / Chapter 5.3 --- Practical Implications --- p.83 / Chapter 5.4 --- Limitations --- p.84 / Chapter 5.5 --- Future Research --- p.86 / Chapter 5.6 --- Conclusion --- p.88 / REFERENCES --- p.89 / Chapter APPENDIX A --- Scenarios used in the experiment --- p.104 / Chapter APPENDIX B --- Questionnaire used in the survey (Chinese version) --- p.106

I ett samhälle där relationer, även sådana av icke romantisk karaktär, har en central roll imänniskors liv är det viktigt att försöka förstå vad som ligger till grund för individers engagemangi relationer. The Investment Model säger att engagemang i relationer ökar då individerupplever ökade belöningar, minskade kostnader, färre attraktiva alternativ samt att deinvesterat mycket i relationen. I föreliggande tvärsnittsstudie undersöktes 61 grundskolelärarei Göteborgs Stad, med hjälp av the Investment Model, angående upplevt engagemang tillsitt arbete via ett frågeformulär. Studien visade att grundskolelärare med längre anställningstidupplever att de investerat mer i sitt arbete än vad de med kortare anställningstid angav.

In the effort to reduce the release of harmful gases associated with the transportation sector, Plug-in Electric Vehicles (PEV) have been deployed on the account of zero-tail pipe emissions. With electrification of transport it is imperative to address the electrical grid emissions during vehicle charging by motivating the use of distributed generation. This thesis employs optimal charging strategies based on solar availability and electrical grid tariffs to minimize the cost of retrofitting an existing parking lot with photovoltaic (PV) and PEV infrastructure. The optimization is cast as a unit-commitment problem using the CPLEX optimization tool to determine the optimal charge scheduling. The model determines the optimal capacity of system components and assesses the techno-economic feasibility of PV infrastructure in the microgrid by minimizing the net present cost (NPC) in two case studies: Victoria, BC and Los Angeles, CA. It was determined that due to a relatively low grid tariff and scarcity of solar irradiation, it is not economically feasible to install solar panels and coordination of charging reduces the operating cost by 11% in Victoria. Alternatively, with a high grid tariff and abundance of solar radiation, it shown that Los Angeles is a promising candidate for PV installations. With the implementation of a charging coordination scheme in this region, NPC savings of 8-16% are simulated with the current prices of solar infrastructure. Additionally, coordinated charging was assessed in conjunction with various commercial buildings posing as a base load and it was determined that the effects of coordination were more prominent with smaller base loads. / Graduate