Thesis (M.A.)--Texas State University-San Marcos, 2008. / Vita. Appendices: leaves 81-95. Includes bibliographical references (leaves 71-80). Also available on microfilm.

Thesis (Ph.D.)--University of Texas at Arlington, 2009.

Thesis (M. Phil.)--Hong Kong University of Science and Technology, 2004. / Includes bibliographical references (leaves 69-75). Also available in electronic version. Access restricted to campus users.

Thesis (PhD) -- AUT University, 2009. / Includes bibliographical references. Also held in print ( xi, 268 leaves : ill. ; 30 cm.) in the Archive at the City Campus (T 658.022 YOU)

Thesis (D.B.A.)--New York University, 1989. / Text in English; appendix in English and Japanese. Includes bibliographical references (p. 189-203).

M.Com. (Accounting) / Please refer to full text to view abstract

Ethnic marketing highlights the significance of ethnic and cultural influence on the perception of the advertisement by the end customer. Ethnic marketing has existed for a long time, companies worldwide have been trying to excel at implementing ethnic marketing in an effort to target ethnic minorities. Along with immigration to a multicultural environment, comes the process of consumer acculturation which is developing a multi-ethnic identity. This implies that ‘Ethnic marketing’ theories are only viable to a certain extent. This challenges marketers in apprehending the knowledge required for actually implementing ethnic marketing. Furthermore, since the comprehension and significance of one’s ethnic identity is considered to be a complicated paradox, this study outlines the most important aspects to consider when targeting ethnic minorities. Due to Sweden welcoming a considerable amount of immigrants every year, this study is conducted with the intention of analysing the connection between ethnic marketing theory and developing a multi-ethnic identity from the consumers’ perspectives.

No description available.

This research investigated 1.how Malaysian public-listed multinational companies manage foreign exchange (FX) risk, and 2.what factors influence the companies' inclinations to undertake particular FX risk management (FERM) activities. Data were collected using questionnaires, from November 1997 to April 1998, from 106 of the 169 Malaysian-owned non-financial multinational companies listed on the Kuala Lumpur Stock Exchange (KLSE) in mid-1996. FERM practices were measured using 54 research variables that can be grouped into seven categories - 1.management of FX risk, 2.FX exposure type, 3.FERM objective, 4.FERM responsibility, 5.FERM centralisation, 6.FERM policies and procedures, and 7.FERM techniques. While the findings were broadly similar to other studies in developed Western countries, some key differences were noted. Companies in Malaysia, compared to those in the West, seem more willing to manage FX risk, but appear to have less capacity, need, and opportunity, to undertake sophisticated FERM practices. They also seem less able to centralise their domestic subsidiaries' FERM. Logistic regression analyses were used to identify possible predictors and their conditional effects on the companies' inclinations to undertake selected FERM activities, using 23 predictor variables that can be grouped into seven categories - 1.company size, 2.debt and leverage, 3.equity ownership, 4.listing board and sector, 5.FX involvement, 6.intra-company transactions, and 7.perceived FX risk attributes. Notwithstanding some shortcomings in the study, the findings suggested many new predictor effects, and indicated that the most important predictors, in descending order, are 1.FX exposure characteristics, 2.company size, 3.debt and equity, and 4.intracompany transactions. They also highlighted the importance of, and the differences in, the effects of various FX exposure dimensions - particularly, 1.perceived exposure, 2.individual exposure and exposure component, and 3.exposure ambiguity, apart from actual total exposure size.

The purpose of this study was to investigate the antecedents and consequences of commitment in the developing nation of Qatar. Specifically, the influence of personal variables, job characteristics, organizational characteristics, and facets of job satisfaction of employees were investigated in relation to affective, continuance, and normative commitment. A survey questionnaire was used to collect data from a random sample of 780 employees from government, public, and private sector companies and completed questionnaires were received from 544 employees representing a response rate of 69.7%. Research data were tested using Pearson's correlation, Analysis of variance, and T-Tests. Statistically significant relationships were found between affective/normative commitment and almost all of the personal characteristics. However, only two demographic variables were statistically related to continuance commitment. Results indicated that employees with a high level of education, who were male, married with dependents, with long tenure and contract employment, reported higher levels of commitment than others. Interestingly, non Qatari employees showed higher levels of commitment than Qatari employees. Relationships between job and organizational characteristics and components of organizational commitment were found to be significant, although the relationships were only weak to moderate. Generally, the results indicated that the lack of equity, inefficient personal growth, lack of job security, lack of autonomy, lack of task identity, and insufficient feedback on performance were stated as possible reasons for low commitment in this study. Relationships were also found between job satisfaction variables and affective and normative commitment. However, relationships between continuance commitment and job satisfaction variables were weak. Regarding consequences of OC, the research found that increasing organizational commitment among employees led to lower turnover intentions and more acceptance of organizational changes.