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<p>In this thesis we focus on applications of game theory in supply chain management (SCM). Most significant---and interesting---topics arising in SCM are concerned with the coordination/cooperation and competition among supply chain members. Since the theory of non-cooperative and cooperative games is used for the analysis of situations involving conflict and cooperation, it has become a commonly-used methodological tool in investigating supply chain-related problems.</p> <p>We start with an introduction in Chapter 1. In this chapter, we briefly describe game theory and SCM, and the organizational structure of this thesis. Next, we present a literature review for game theoretical applications in SCM in Chapter 2. This chapter reviews more than 130 papers concerned with supply chain-related game models, which are categorized based on a topical classification scheme. In Chapter 3, we consider a free shipping problem in a B2B setting. We model the problem as a leader-follower game under complete information with a seller as the leader and a buyer as the follower, and compute the Stackelberg solution for this game. In Chapter 4, we analyze the problem of allocating cost savings in a three-level supply chain involving a supplier, a manufacturer and a retailer. We use concepts from the theory of cooperative games to find allocation schemes for dividing the total cost savings among the three members. Chapter 5 considers game-theoretic models of lead-time reduction in a two-level supply chain involving a manufacturer and a retailer. In this chapter, we first develop a leader-follower game where the manufacturer determines the components of his lead-time and the retailer decides on her order quantity. This game is solved to find the Stackelberg equilibrium. We also investigate the cooperation between the two members and design a linear side-payment contract for this supply chain. Our thesis ends with a conclusion in Chapter 6.</p> / Doctor of Philosophy (PhD)

<p>The theory of planned behavior (TPB) was the theoretical framework applied to examine participation decisions by local labor union members. This study had several objectives: determine the dimensionality of union participation as a dependent variable; extend the TPB to include variables used in union participation research; test personality meaures; and test the predictive ability of the TPB over the theory of reasoned action (TRA). A factor analysis revealed that union participation in multidimensional, with three factors emerging. When personality and demographic variables were included, the amount of variance accounted for in union participation increased by 1 percent. A comparison of the TPB with the TRA also demonstrates support for the TPB. A relationship was found between perceived behavioral control (PBC) and gender, and for children under 12. The gender effect indicated that males have more PBC than do females, and when there are children under 12, there are issues with volitional control. No relationship was found to exist between PBC and race, or with disabilities. However, non-White members were found to have higher instrumental beliefs towards participation, as did persons with disabilities. A unique finding in this study was the relationship between subjective norms (SN) and participation, and between SN and intentions. A relationship was also found between beliefs and extraversion. These findings represent important policy consideration for unions. Unions need to be more creative in finding ways to make it easier for females and families to participate. Paid allowances may be necessary to cover expenses, holding meetings earlier in the evening to make it easier to attend, or locations that provide easy access. Leadership training may address some issues for members less extraverted. Unions musut also ensure that socialization of members, using retired union members or working with referent others is encourages, as it appears to be an important construct.</p> / Doctor of Philosophy (PhD)

<p>Faced with continuing competitive pressures over the last few decades, organizations have been driven to seek more innovative approaches to management. In the compensation management area, skill-based pay (SBP) is one such innovative approach that is being increasingly applied. However, there is a paucity of research on this approach to pay and the consequences of applying it relative to the more traditional job-based approach to pay. The current study examines how SBP affects employees' perceptions of their employment relationship with particular focus on organizational commitment and role orientation. Using data from a large sample of employees from a steel manufacturing company, it finds that selected perceived SBP plan characteristics are significant predictors of employees' beliefs about the SBP plan fairness and effectiveness, organizational commitment, and role orientation. The study discusses the various theoretical and practical implications that result from these findings.</p> / Doctor of Philosophy (PhD)

<p>The Web brings enormous opportunities for retailers, where customer retention is important for e-tailing success. While relationship marketing (RM) and e-tailing are both active research areas, there is inadequate research on relationship marketing in e-tailing. This thesis was an effort to integrate the two areas of research, RM and e-tailing, and investigate online consumer RM issues. The focus of the thesis was to examine the Web factors that represent a significant impact on the retail market and contribute to online consumer RM. After addressing the research motivation and objectives in Chapter 1, Chapters 2 and 3 review RM and electronic marketing literature respectively. A hypothesized model is constructed in Chapter 4 to examine the effects of four online market characteristics (perceived shopping risks, perceived consumer power, perceived interaction, and perceived relationship investment) on consumer relational intention, through three important mediators (perceived switching costs, satisfaction, and trust). An empirical study, aimed to validate the hypothesized model, was reported and discussed in Chapter 5. The hypothesized model was supported. It was found that the online market characteristics and mediators incorporated in the model were critical for online consumer relationship building, and the relations among these constructs reveal important implications for etailers reviewing their RM strategy. Contributions and limitations of the research are presented in Chapter 6.</p> / Doctor of Philosophy (PhD)

<p>Executive compensation has attracted much attention over the past few decades. However, a careful review of the literature reveals that there is a need for more empirical studies using different theoretical perspectives. In this thesis, we add theoretical insights from strategic management and analyze some of the determinants of executive compensation within a multidisciplinary framework. Using data from a relatively large sample of Canad ian-based metal mining firms, we examine and discuss the effects of firm strategy on executive compensation. Areas for future research are also discussed.</p> / Doctor of Philosophy (PhD)

<p>General cognitive ability, Teamwork KSA's, and the "Big Five" personality factors (Conscientiousness, Extraversion, Neuroticism, Agreeableness, and Openness to Experience) were examined as potential selection measures for three-person Engineering design teams. This study used objective product evaluations as the performance criteria for the teams rather than measures of satisfaction and self-reported performance which had been used as proxies for performance in past studies. Self-reports of satisfaction and performance were measured in order to test the validity of using these measures as proxies for objective performance.</p> <p>In the short period of time over which this study took place, it was apparent that some teams were able to perform at a minimally acceptable level, and some were not. Successful teams were characterized by higher composite levels of general cognitive ability, Extraversion, Agreeableness, Emotional Stability, and Teamwork KSA scores than their unsuccessful counterparts. However, from a selection standpoint, only general cognitive ability and Neuroticism provided unique variance in differentiating successful from unsuccessful teams. The heterogeneity of Conscientiousness was negatively related to the performance of successful teams.</p> <p>Team member self-reports of satisfaction and performance were moderately related to the team's product performance, although the relationships were not sufficiently large to suggest that a proxy relationship exists.</p> / Doctor of Philosophy (PhD)

<p>A Case-Based Reasoning System (CBR) supports reasoning from experience to solve decision problems, critique solutions, and explain anomalous situations. The issues encountered in the design and development of Case Based Reasoning (CBR) systems for ill-structured diagnostic decision problems include (1) the difficulty in describing a new case, (2) the effectiveness of retrieval of appropriate previous cases, and (3) the effectiveness of explanation and adaptation of retrieved previous cases. To this end, we proposed a framework of five methodologies that includes a front-end adaptive interface agent to assist a decision maker (DM) describe a new case, a rear-end interface agent to support the explanation of a new case, and three retrieval methodologies to enhance the effectiveness of retrieval methodologies. This framework was empirically tested by developing an application for the diagnosis and repair of complex electromechanical machinery. Ten expert troubleshooters from the industry participated in the empirical test. Our findings show that the framework significantly improves the existing CBR methodologies. The front-end adaptive interface agent aids a DM to describe a new case. It reduces the information load on the DM, and adapts its recommendations to the idiosyncracies of a DM. The rear-end interface agent provides task information feedback in support of the selection and adaptation of retrieved previous cases. This enables the DM to verify his/her decision processes. The framework includes two symbolic retrieval methodologies and one connectionist-symbolic retrieval methodology. The first symbolic retrieval methodology is based on a decision theoretic approach to the similarity assessment that reduces the need for production rules. It allows the adaptation of similarity to meet the information needs of a DM. The second symbolic retrieval methodology comprises the modified cosine matching function to assess the overall similarity of two cases. It overcomes some limitations of the widely used nearest-neighbour matching function by contrasting two previous cases and including the local domain knowledge that is typical in ill-structured diagnostic decision problems. However, the symbolic assessment of overall similarity is difficult to adapt to the idiosyncrasies of a DM. The adaptation is made possible by the third retrieval methodology. It is a connectionist-symbolic approach to the assessment of the overall similarity that allows the incremental learning of retrieval knowledge by interactions with a DM.</p> / Doctor of Philosophy (PhD)

<p>The impact of pre-interview impressions on the reliability, validity, accuracy and bias of interview decisions was examined in the context of different interview types. Although it is generally well accepted that structuring the interview improves its reliability and validity, little research has been conducted with respect to resistance to interviewer bias. Dipboye (1982) proposed that pre-interview impressions can impact on post interview decisions through the interviewer's behaviour and cognitive processes. This study used videotaped interviews to assess the impact of a negative/inaccurate pre-interview impression on subsequent interview ratings via the cognitive process. Predictor data consisted of pre- and post interview ratings and criterion data consisted of supervisor ratings of 'on-the-job' performance. Three types of interview formats were manipulated: question type (job relevant versus general), rating scale (graphic versus behaviourally anchored), and combination of ratings (clinical versus mechanical). There were considerable differences in the interview results when the pre-interview information about a candidate was positive (accurate) versus negative (inaccurate). Specifically, when positive (accurate) information preceded the interview the greatest contributor to interview reliability and validity was the use of job relevant questions. However, when the interview was preceded by negative (inaccurate) information about a candidate the use of job relevant questions, behaviourally anchored rating scales and a mechanical combination of ratings were all necessary to eliminate any impact of bias on the reliability and validity of the interviewer's decision. These results indicate that structuring the interview can minimize the potentially negative effects of interviewer biases on the reliability and validity of interview decisions.</p> / Doctor of Philosophy (PhD)