• Refine Query
  • Source
  • Publication year
  • to
  • Language
  • 2249
  • 126
  • 111
  • 56
  • 44
  • 44
  • 44
  • 44
  • 44
  • 42
  • 23
  • 19
  • 16
  • 13
  • 13
  • Tagged with
  • 3702
  • 3702
  • 2658
  • 1607
  • 936
  • 849
  • 832
  • 444
  • 339
  • 325
  • 325
  • 308
  • 303
  • 247
  • 246
  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
511

Through the eye of a needle: A study of the conflict between personal values and the demands of organizations

Hurley, James Kevin 01 January 1989 (has links)
This study reports managers' accounts of conflict between their personal values and the values they perceived in the demands their organizations made on them. The purpose of the study was to identify and describe the characteristics of such experiences, including how the conflicts were resolved, impact on the managers, and impact on their organizational commitment. Twenty senior middle-level public sector managers were interviewed using a semi-structured interview procedure. The interviews provided 66 conflict accounts for analysis. Six major sources of conflict were identified, relationships to staff or people external to the organization accounting for 75% of the conflicts. Five major value orientations were identified: Public Service; Management; Professional; Personal; and, Political. More pervasive and underlying source lay in the shifting value orientations in the public sector, principally between an orientation to career service and professional management. Managers have a complex organizational relationship, identifying more with the ethos of the public service than with their particular Ministry, agency, or department. Three ways of resolving value conflicts were proposed and investigated: Conforming, Principled, and Integrative. Managers sought to achieve preferred outcomes rather than resolve the value dilemmas. On occasions when demands involved legal, public interest issues, or professional standards, managers conformed. Principled resolutions prevailed only in a few more subjective situations such as the extent of personal caring for staff. Eight strategies for managing for preferred outcomes were identified: using integrating values and superordinate values; seeking alternatives; delaying; relocating responsibility; protesting; and, leaving. Conflicts impact significantly on managers. Negative impacts include frustration and anger; unethical behavior; poor health; and interrupted career movement. If successfully resolved or managed they may lead to senses of confidence and well-being, and developmental change. Conflict impacts negatively on the relationship with the organization through loss of commitment. Social literacy theory (Freire, 1972), psychological contract theory (Schein, 1970), and faith development theory (Fowler, 1981) are useful theoretical perspectives with implications for management practice. Issues for management education and for further research are considered and the significance of the study is placed in the broader contexts of promoting personal growth and responding to major crises.
512

Near Midair Collisions - The Extent of the Hazard to General Aviation in Utah, Nevada, and Idaho

Hulsman, Robert B. 01 May 1970 (has links)
This thesis randomly sampled the general aviation pilot population of Utah, Nevada, and Idaho for the purpose of determining the extent of the near midair collision hazards in these areas. The conditions investigated were all possible situations associated with a flight, and all that could be readily answered on a data form without encountering bias in the study. The thesis provided certain insights into what hazards are to be expected in the general aviation population of the three states under study. It also indicated as much as possible, what the causes were of the hazards and what actions could be taken to remedy or, at best, lessen them.
513

Development of Leading Indicators for Housing Stars in Tremonton, Utah

Ward, Douglas I. 01 May 1967 (has links)
The possibility of developing leading economic indicators of housing starts, on a localized basis, was studied in Tremonton, Utah, for the period from 1958 to 1965. Data on any economic variable which might show a leading relationship to housing starts was gathered and synthesized to ascertain any predicting tendencies. Several of the variables researched, particularly contracts awarded to Thiokol and Thiokol employment, showed a high positive correlation to housing starts; however, none showed any consistent leading pattern. An accelerator relationship was found to exist between the average rate of change in Thiokol employment and housing starts. This finding, though not directly applicable to the study, resulted in the most economically rational explanation for the absence of a leading indicator.
514

Perceptions of Emotional Intelligence Preparation and Industry Expectations for Utah State University MBA Graduates

Waller, Arthur D. 01 May 2008 (has links)
This study sought to determine whether an MBA degree from Utah State University (USU) was meeting the emotional intelligence (EI) needs of the workplace from the perception of its graduates. This research assessed perception of EI skills with a researcher-designed instrument that consisted of a 22-question survey that was e-mailed to USU students who completed an MBA between 2000 and 2006. The survey questionnaire given to MBA graduates was titled Assessment of Emotional Intelligence and was divided into three distinct parts. The first category (questions 1-10) had to do with industry expectations as perceived by MBA graduates. The second category (questions 11-20) emphasized curriculum in USU’s MBA program, and the third category (21-22) asked for demographic information that was not available from student records or the initial participation postcard. The findings from this research present evidence of the MBA program’s strength in teaching teamwork and collaboration. There was strong agreement that the program taught these skills and that they are expected skills in the workplace. This finding, however, was both affirming and concerning at the same time because it was found that the ratings for none of the other related EI competencies were comparably equal with those of teamwork and collaboration. The lack of correlation between the latent variables, or constructs, employed in this analysis implied that the MBA program could benefit by offering more instruction in EI competencies.
515

Computerized reservations systems (CRS) : how to optimize the passenger's benefits

Ehlers, Nikolai P. January 1987 (has links)
No description available.
516

Les operations de leveraged management buy-outs au Canada au regard des experiences americaines, anglaises et francaises .

Crot, Jean-Phillippe January 1988 (has links)
No description available.
517

Contrats de distribution intégrée : classification et contenu

Laprise, Gisèle January 1992 (has links)
No description available.
518

Observer Responses to Workplace Mistreatment: A Competitive Test of Multiple Theoretical Perspectives

Bigelow, Bailey 01 January 2021 (has links) (PDF)
A growing body of research has demonstrated that the negative consequences of workplace mistreatment extend beyond just the perpetrator and victim of these incidents. Specifically, scholars have explored the outcomes of mistreatment for observers—individuals who witness acts of mistreatment between two parties at work but are not directly involved—and how observers' subsequent reactions impact the organization and its members. With this two-chapter dissertation, I review the existing research on observer responses to witnessed mistreatment and add to the literature by extending our knowledge of how and why observers respond to mistreatment. Chapter 1 provides a review of the extant literature on observer responses to mistreatment with the goal of developing an understanding of the empirical and theoretical foundations of the field. Chapter 2 then seeks to add to our understanding of how observers respond to witnessing mistreatment and what the underlying motivations of these responses are. To do so, I first conduct a competitive test between the three dominant theories in the existing literature (i.e., deonance, social emotional, and cognitive theories) utilizing a critical incident technique (Study 1). Additionally, I present a new theoretical basis for considering the self-focused motives (i.e., self-presentation theory) that might drive observer reactions, and in turn introduce additional responses that individuals might have in response to observing mistreatment. I test a full theoretical model that considers these newly proposed self-focused mechanisms and outcomes, in addition to dominant other-focused mechanisms and outcomes in an experimental study (Study 2) and field study (Study 3). Overall, my results support that observers engage in a wide array of responses after observing mistreatment and that a number of these responses are motivated by empathy and reputation management. These results indicate that social emotional and self-presentation theories are useful in explaining observer responses.
519

Entrepreneurial Pivoting

Allen, Jared 01 January 2021 (has links) (PDF)
A voluminous literature describes change in established organizations, but research investigating change in nascent firms, often called pivoting, is just emerging. Current research on pivoting raises questions about what it means for an entrepreneurial firm to pivot, what antecedents drive pivoting, the processes involved in pivoting, and the consequences of pivoting. A central challenge is that scholars have offered multiple pivot definitions that focus on various aspects of a venture that change during a pivot, (strategy, structure, overriding goals, resources, activities, and identity), making it difficult to identify distinctive characteristics of a pivot. Compounding this difficulty is the existence of numerous change-related constructs (e.g. strategic change, strategic reorientation, business model innovation) that share key characteristics with pivoting, making it difficult to distinguish pivoting as a distinct construct. With this multi-chapter dissertation, I tackle these conceptual challenges by first systematically reviewing the literature on pivoting and related constructs and analyzing key similarities and differences between pivot conceptualizations. In doing so, I have arrived at a consensus definition of pivoting that distinguishes it from other change-based constructs. I also compare this definition of pivoting with related constructs to uncover important similarities and differences between pivoting and other change related definitions. To more fully uncover the process of pivoting, I conduct a qualitative study by interviewing entrepreneurs to probe for information on the various elements of pivoting (antecedents, types of pivots, and consequences) and to assess different potential processes through which pivoting occurs. Overall, by linking this information together I provide clarity on how pivots differ from other change-related constructs and present an emergent theory of entrepreneurial pivoting.
520

When Fairness Fails: Using Territorial Behaviors to Cope with Uncertainty

Stein, Christopher 01 January 2021 (has links) (PDF)
Research on territorial behaviors in organizations is an emerging field (Brown, Crossley, & Robinson, 2014). Current theoretical approaches to territoriality rely heavily on a psychological ownership perspective; however, there is a wealth of theory organizational scholars can integrate from other disciplines (Altman, 1975; Ardrey, 1965; Brown, Lawrence, & Robinson, 2005). The purpose of this dissertation is to integrate an evolutionary perspective into organizational scholarship to explore new antecedents of territoriality. This research draws upon uncertainty management theory to hypothesize a moderated-mediated model predicting territorial behaviors. A measurement instrument is developed to test territoriality and findings from a three-wave field study are presented. Theoretical implications for the construct are discussed and areas for future research are suggested.

Page generated in 0.6733 seconds