<p> The central question addressed was what motivates small business leaders to incorporate social responsibility in their companies' mission, vision, and culture. In particular, there is a knowledge gap about what motivates small business leaders to take both financial and non-financial actions to support their employees, their local economies, and their communities. Interviews with three small business owners in Michigan were coded to identify key emergent themes explaining why small business leaders contributed to their local communities. Theoretical or conceptual support for the study included Carroll's social performance model, Vroom's expectancy theory, and CCI strategies. The literature review included that of motivation and social responsibility. The interviews were coded, analyzed, and six themes emerged. The participants were concerned with being socially responsible and motivation comes from defining social responsibility and finding ways to fulfill a need. Employees play a key role in creating and continuing an environment set by the example of the owner and this is done through repetition, thus aligning business practices with being socially responsible. Lastly, connection to people helps build relationships, while being cognizant of initiatives to protect the environment, thus Going Green initiatives. After the research, the researcher developed the Small Business Community Involvement model (SBCI), based on the themes. This model can help small business leaders looking to partake in socially responsible activities. This study is significant because it will improve understanding of social responsibility in the small business sector.</p>

Previous WFC research offered mixed (significant and non-significant) findings on relationships involving control at work, problem-focused coping, and SGP. Inconsistent results in the past may be due to confounded measures, and the focus on main effects has failed to model likely interactions between variables. Using a sample of 223 participants from diverse job settings, this study investigated the potential interaction between control at work and use of SGP on WLC. This study also explored whether SGP moderates the extent that WIL mediates the positive relationship between control at work and employee life satisfaction, such that the mediated relationship will be more positive among employees who use SGP. Established measures were used: Control at work scale, SGP, Satisfaction with Life Scale, WIL and LIW. Results supported these hypotheses and were analyzed using hierarchical multiple regression. Implications regarding the interplay of employer and employee behaviours and actions were discussed.

<p> Project management is an organizational construct used to achieve business objectives. The field of project management assumes a positive relationship between the use of project management practices and project outcomes. Research that has examined this relationship suggested that there are additional factors that influence the outcome of a project. This research examined the model that proposes that project management practices mediate the relationship between project complexity and project outcomes. The study used a survey to collect data from project managers about recently completed projects. The questions asked about project complexity, the project management practices used, and the outcome of the project. The Qualtrics national survey panel collected 243 responses, and the data analysis used a hierarchical component partial least squares structural equation model. The survey and structural model used existing instruments and latent variables for project management practice, project complexity, and project outcomes to examine the relationships among the latent variables and constructs. Three structural models examined the relationships among the constructs, and the models yielded mixed support for the mediation hypotheses. The first structural model tested all dimension of project complexity, project management practices, and project outcomes. The results from the model for the first-tier research question does not support mediation. The second and third structural models isolated the latent variables for project complexity to address the second-tier research questions. The second and third structural models support project management practices mediating the relationship between project complexity and project outcomes. The mixed results found in this study suggested that further research was needed to develop project management theory.</p><p>

The current growth in interest in risk management is well documented in management and governance literature alike, reflecting the increasing needs of organisations to protect people, assets and shareholder funds. There are many reasons cited for the growth in risk management and this research work addresses three drivers in particular, which it is argued, have given rise to a need to revisit the basic building blocks of understanding for how people address business risk. A significant work cited in this research and the element that contributes to its title is the increased pace of life, which in an industrialized context was labelled 'clockspeed' by the MIT Professor Charles Fine in his 1998 book. In an organisational context, letters taking days have been replaced by email attachments taking seconds. Production lines of people crafting product parts have in many areas been replaced by fast complex machines turning out much more than the workforce ever could for the same cost. The time from design to product has reduced, even for complex products. Charles Fine recognised two qualities in this increasing clockspeed world that he described in his work. Competitive advantage is transitory; nobody can afford to stand still and secondly, that the slower clockspeed industries could learn from the faster ones. Collectively, the drivers of increased complexity, reduced resource levels and increased clockspeed have led to a unique situation of requiring good risk judgement, delivered around complex decisions, with incomplete information and often within a limited time constraint. While the concept of risk has a long history, it has only been since the 1960's that significant research into how people react to risk has taken place. Seminal work from the 1960s, 1970s and 1980s into the psychology of humans still holds good and has relevance today to explain the behaviour of people called to manage risk in the workplace. With this research work, we go back to this work as the starting point and pick up on equally relevant work since that time to bring greater understanding to a very modern problem in risk management. The justification for this approach is in recognition that often people are able to manage risk very effectively and the scenarios of driving cars on today‘s busy roads are used to illustrate this very point. This apparent success in real time risk management is in contrast to the development of risk management as a discipline, characterised in this work through the recently published standards, which describe a process which assumes time is on the side of the decision maker. As part of the problem description, this fallacy is raised and the argument posed that the drivers of complexity, falling resource availability and increasing industrial clockspeed means that more than ever, people will need to rely on 'affective' (using the psychological meaning) based risk management to support their decision making. By revisiting the vast body of psychological, organisational management and risk management literature that now exists, two models were drawn to reflect the two modes of managing risk that align to the two dominant modes for decision making known as the 'dual processing' theories. While these models can stand on the body of literature, the application and thinking that emerged as 'risk clockspeed' depends on a greater understanding of how people use these two modes of decision making. For this reason a mixed method approach was used, consisting of simulation, a case study and a survey to unpick the basic elements of risk clockspeed thinking. The validity of the models was also tested around the three perspectives that appeared to be important in supporting the decision making process. The three elements tested being experience, competency and expectation which it is argued need to be considered and fostered if a good 'affective' response to risk is to be used as a legitimate tool of management. In conclusion, findings suggest that affective decision making can be a valid and effective method of risk management in many situations. It was also found that the 'mental models' that people use both on their own and collectively as a team are important and the three perspectives of experience, competency and expectation are widely used by a range of people in different roles when making real time risk carrying decisions. The value of the models is explored as a tool of management, but the scope of the work was not extended to testing the models within the workplace, although this is now happening in practice as the work is both published and cited. In closing, it is recognised that this is not the final word on 'risk clockspeed' and the thesis raises further questions that need to be picked up and addressed if risk clockspeed' is to become a main stream approach in risk management. The author of this work plans to continue to research and publish in this field and it is hoped that other researchers will also take up this domain for their research.

This thesis examines a proposition that it is possible to determine why security fails within organisations. Within the thesis, therefore, is a definition of security, both as an abstract noun, but more specifically as a matrix of security manpower, physical security assets, electronic systems and procedures. The operational effectiveness of these four, distinct security facets is often not capable of critical assessment by the very organisation that is paying for these assets and services. It has been necessary, therefore, to both determine and evidence a variety of security failures and, ultimately, contrast these sample conditions with examples of organisational security successfully achieving a range of targeted objectives, - to the complete understanding and budgetary capability of the target organisation. These contrasting situations have been illustrated within the thesis by means of sampling and testing 100 customer sites across 5 different business sectors and, more specifically, a detailed study of a multinational manufacturing organisation and the re-alignment of its security strategy following a comprehensive risk assessment and security audit. This thesis also posits that it is unlikely such security strategy can be effective unless it is based on the clear understanding of the threats, hazards and risks to which the organisation may subject. The issue of risk and security auditing is, therefore, a key feature of the thesis, as is the requirement to emphasise that the success of a security strategy, which would follow on from the assessment of risk and vulnerability, is not only dependant upon the accuracy of these processes, but a clear understanding of the specific corporate culture, organisational security awareness and fiscal imperatives. This thesis also examines the role of risk management in the planning of crisis, continuity and safety issues, again, from the perspective of contrasting the success of such planning when measured against the management of risks and the operationally assessed needs for the four elements of security, in whatever proportion each may, or may not, have a part to play.

Knowledge sharing (KS) has attracted increasing attention in business circles. Links between knowledge sharing practice and organisational performance have long been demonstrated. Knowledge sharing is driven by three key enablers, i.e. people (Fliaster, 2004; Jayasingam et al., 2010; Kulkarni, et al., 2006); organisation (Bartlett & Ghoshal, 1998; Tsai, 2002; Van den Hoof & Huysman, 2009); and information technology (Robinson et al., 2010; Tseng, 2008). Despite the breadth of research into the practice of knowledge sharing in commercial sectors, there is a lack of research into research-knowledge sharing (RKS) in higher education (HE). The practice of knowledge sharing in higher education institutions (HEIs) is critical, particularly in relation to RKS, which could influence university research activity and performance. However, the nature of research-knowledge and the process of sharing research-knowledge have not been practically explored. Most importantly, the relationship between RKS and university research performance has not yet been fully examined. This study attempts to ascertain the nature and the process of sharing research-knowledge in HEIs in general, and to examine the influence of the desired key determinants on RKS in particular. Eight UK universities are selected for this study, which are examined in two sub-groups: the Pre-1992 and the Post-1992 universities. Both qualitative and quantitative approaches are used to conduct the study. The study found that RKS is influenced by the three enablers, but implicit research culture is critical in determining the differences between Pre-1992 and Post-1992 University‘s research performance. In addition, RKS follows a distinctive process – knowledge hoarding-knowledge seeking-knowledge sharing. Furthermore, there is a positive relationship between research-leadership and research-knowledge sharing, which is centred on interactive relationship with professors. The findings of this study provide original insight into the specific field of knowledge sharing which adds knowledge to the body of knowledge management and organisational culture. They are of great importance to research-leaders in HEIs to develop and implement research strategies.

This thesis explores the influence of employees‟ personality types (Neuroticism (N), Openness to Experience (O), Conscientiousness (C), Agreeableness (A) and Extraversion (E)) on leadership styles (Transformational, Transactional and Avoidant) and on employees‟ attitudes to their organisation (Job Satisfaction and Turnover Intention) in banks in the Kingdom of Saudi Arabia. The objectives of this thesis are to identify the impact of personality traits on: perceptions of Leadership behaviour, Job Satisfaction and Turnover Intention among employees of Saudi banks. The data for this thesis were collected using online questionnaires from 343 branch employees from two Saudi commercial banks operating in Riyadh City in Saudi Arabia. The data obtained was analysed using the Statistical Package for the Social Sciences (SPSS) and structural equation modelling (AMOS) by means of correlation, multiple-regression analysis and a Sobel mediational test. The findings indicated that high Conscientiousness (C) has an influence on increasing Job Satisfaction while the personality traits of high Neuroticism (N) and high Conscientiousness (C) have positive and negative impact on Turnover Intention respectively. Secondly, the results of the study reinforce the hypothesis that Saudi Arabian employees who score high in Neuroticism (N) are less likely to perceive their banks‟ leader as either Transformational or Transactional. Third, it was found that high Conscientiousness (C) bank employees are more likely to perceive their leader to be Transformational or Transactional whereas Openness to Experience (O) Saudi bank employees are less likely to perceive their leader as having an Avoidant Leadership style. Finally, the results indicated that the relationship between Neuroticism (N) and Turnover Intention is negatively mediated by perceived Transformational and Transactional Leadership styles, wheares the relationship between Conscientiousness (C) and Turnover Intention is negatively mediated by perceived Transactional Leadership styles. The relationship between Conscientiousness (C) and Job Satisfaction is positively mediated by perceived Transactional Leadership style. This research thesis contributes to organisational behaviour and Leadership theory; it is one of the first empirical studies within the Saudi context to investigate the mediating role of perception of Leadership styles between personality traits and employees‟ attitudes to their organisation. It is also one of the first studies to establish a relationship between personality traits, Leadership styles and attitude to the organisation (Job Satisfaction and Turnover Intention) in a banking context.

This work takes the model of a climate of organisational engagement provided by Kahn (1990) as the theoretical basis for renewed research within the context of UK policing. It is argued that the fiscal, structural and political environment of UK policing has changed to such an extent as to both render some aspects of classic police cultural commentary out-dated, but also create an environment in which material job resources, such as equipment and the allocation of officers, are of crucial importance to police officer psychology. It is argued that this emphasis on material job resources is a necessary development of Kahn’s (1990) original theory of the preconditions for engagement due to the context of the policing environment which exhibits instances of physical danger, distinct from Kahn’s (1990) original case setting. The application of a critical realist research paradigm to a comparative study of employee engagement in two contrasting police forces produces a model that modifies Kahn’s (1990) psychological preconditions for engagement. To create the conditions in which officers can fully engage in their roles, policing organisations must provide a benchmark level of material job resources as a precursor to furnishing an environment in which officers feel psychological safety, availability and meaningfulness. Without these benchmark material resources it is argued that officers cannot psychologically engage in their work. Collectively it is argued that both the material and psychological preconditions form the climate of engagement that predicts in role personal engagement. In pursuit of study for a professional Doctorate in Business Administration the work then reflects upon this theoretical development in context, suggesting a number of HRM interventions which may be particularly applicable to achieving improved engagement within the organisational setting.

Renewable Energy (RE) is about more than reducing our environmental impact on the planet and the opportunity to develop RE for the UK is one of economic and social benefit as well as environmental. Furthermore, the UK is legally bound to deliver 15% of total energy supply from renewable sources by 2020 and beyond. This equates to approximately 30% of UK electricity generation but there exists significant technological and commercial barriers to the development, financing and implementation of renewable energy projects. The aim of this dissertation is to assess the current challenges and barriers to investment in the UK’s RE sector. This is done by analysing various stakeholders’ perspectives of the key factors, namely Regulation, Risk Resourcing (financing), and Return, in developing a model which will serve as a decision support framework for the investors in the RE space. The research develops an interpretive understanding through a mixed methods approach, using the implicit and explicit knowledge from energy industry experts and senior practitioners currently involved in energy companies and consortia who sponsor, develop, finance and manage RE schemes and projects. To support delivery of this research aim, the following research question is addressed: “What is the impact of Regulation, Risk and Resourcing on Return on investment in developing renewable energy projects in the UK?” This study investigated and examined the key factors that influence investment decisions in the UK’s RE sector and has focused on the aspects of Regulation and Risk in both at the macro and project levels. The research strategy used qualitative data derived from questionnaires and interviews with leading industry stakeholders and practitioners, including senior executives at prominent financial institutions, technical consultants, project developers and regulatory experts to validate a model of decision making support for investors. The study validated an R4 model that considers the impact of Regulation (R1), Risk (R2), Resourcing (financing) (R3) and Return (R4) in supporting investment decisions. The regulatory regime was found to be the primary Risk driver when Resourcing the finance of RE projects. The impact of these key parameters is not linear and varies through the three main project phases; namely i) during Project Inception, Development and Mandate to proceed, ii) during Engineering, Procurement and Construction (EPC), and lastly iii) the Operation and Maintenance and revenue generating phase. It is concluded that the influence of R1, R2, and R3 on Return on investment (R4) is shown to be a crucial output of the final, income generating phase of renewable energy projects. The findings have been already disseminated and presented at prestigious energy conferences in Oman, 2010; Milan, 2011; London, 2012; Cologne, 2012 & 2014; Vienna, 2013; and accepted for presentation at Powergen Europe conference in June 2015 in Amsterdam. Additionally, a journal paper is being submitted to the Energy Policy Journal for publication in 2015. Furthermore, the study has added to the epistemological approach in this research area and supports the business case for promoting the development of an Energy Centre at the University of Portsmouth.

The primary elements of the travel experience are transportation and accommodation. Travellers choose between various suppliers with the final choice being determined by an evaluation of a number of criteria. In the case of hotel accommodation, the choice is based on a multi-criteria assessment of a hotel’s perceived attributes. The aim of the thesis is to determine and analyse the weighting and ranking attributed by potential customers to a number of criteria used in selecting a 5-star hotel framed in the four perspectives of the balanced scorecard and confront with those made by hotel managers. The customer decision criteria identified in this study mirror key result areas used in hospitality management performance measurement tools such as the balanced scorecard. The 5-star hotel industry in Malta has performed exceptionally well in recent years, in a dramatically changed scenario in which the source of bookings for Malta visits changed from 70% package tours in 2006 to 45% in 2014, with 55% individual bookings. This was driven by the introduction of low cost carriers. Disintermediation necessitated a customer-centric approach by hotel managers entailing their full awareness of what the customer expects from a 5-Star hotel. This research study set out to confirm or otherwise reject this hypothesis by a survey of potential 5-star hotel customers complemented by a survey targeting managers in 5-star hotels in Malta. Strong correlation between survey results is noted and both sets of findings are subjected to sensitivity analysis, and practical implications are drawn.