A study in work-force scheduling was conducted of the impact on labor utilization of six types of scheduling flexibility: shifts of fewer than eight hours (shift length); weekly tours shorter than five days (tour length); non-consecutive days-off pattern (days-off pattern); shift starts in any hour of the day (shift starts); shift starts in different hours of the day on subsequent days of a tour (start-time float); and meal breaks taken in any of a number of periods within a day (meal-break window). Four types of labor requirement variability were included: day length; labor requirement mean; amplitude; and pattern. / An integer linear programming formulation was developed to model the scheduling flexibility types. The formulation implicitly represents employee schedules that contain meal-break window and start-time float flexibility. The implicit formulation is more compact than traditional set covering approaches which explicitly represent employee schedules. / The results of the study showed meal-break windows and shift length effective in improving labor utilization without regard to the shape of the labor requirement pattern. Shift length, tour length, and shift starts were found to be important to labor utilization where the labor requirement pattern exhibited hourly and daily variation in the level of demand. Days-off pattern and start-time float provided virtually no improvement in labor utilization for any of the labor requirement patterns. Longer day length was associated with improved labor utilization for all labor requirement patterns. Mean labor requirement showed no relationship to labor utilization for any labor requirement pattern. High labor requirement amplitude was shown to have a strong adverse effect on labor utilization. In addition, many interaction effects were found significant. / The study concludes with a list of numerous suggested research extensions in the use of the compact formulation in labor scheduling applications and flexibility analyses. / Source: Dissertation Abstracts International, Volume: 50-08, Section: A, page: 2565. / Major Professor: Stephen E. Bechtold. / Thesis (Ph.D.)--The Florida State University, 1989.

This research reports the results of a systems analysis study in which a system dynamics simulation model of the commercialization of information technology by information technology producing industries was developed. This study focused on the system structures that give rise to complex dynamics involved with an industry's firms (a) recognizing the value of technical changes in information technology, (b) assimilating those changes, and (c) rapidly exploiting their potential to commercial ends. The system dynamics model was developed in two phases. In the first phase, a conceptual model was derived from an extensive review of the referent literatures. This review provided the theoretical bases for the system dynamics model. The second phase involved translating the conceptual model into a quantitative or parametric model. The quantitative model was parameterized and validated through an extensive case study analysis of the Micro-Winchester disk drive industry. The purpose of the model is to provide a platform or policy analysis tool for formulating and implementing national level institutional interventions designed to enhance the IT commercialization process. The validation process and a sample policy experimentation using the simulation model is presented. / Source: Dissertation Abstracts International, Volume: 57-03, Section: A, page: 0906. / Thesis (Ph.D.)--The Florida State University, 1996.

Causal maps are diagrammatical representations of the cause-effect relationships perceived to exist among the elements of a given phenomenon. Given this, these maps would seem to possess qualities that could help information systems analysts in determining information requirements in ill-structured, complex problem situations. Unfortunately, the effectiveness of causal maps is often undermined in real world situations because the maps grow so complex that participants become cognitively overloaded. This study addresses the issue of complexity in causal maps, and attempts to determine whether physical attributes such as signs, diagrammatic aids, and model symmetry can enable participants to more easily understand maps. A series of four laboratory experiments utilizing a total of 162 subjects is used to investigate these issues. These experiments result in four main findings. First, the major finding of the study is that understanding of a causal map can be significantly facilitated through the use of model symmetry. Second, subjects' perceptions of complexity increase when either the number of constructs or the number of causal interconnections between constructs in the map increases. Third, using signs to indicate relationship direction does not significantly influence understanding nor perceptions of complexity. Finally, the addition of diagrammatic aids to a causal map results in higher perceptions of complexity. / Source: Dissertation Abstracts International, Volume: 52-10, Section: A, page: 3655. / Major Professor: Robert W. Zmud. / Thesis (Ph.D.)--The Florida State University, 1991.

This investigation critically reviews current perspectives in turnover research and suggests attitude change as a better way to measure affective responses to the work situation. A competitive test of attitude change and attitude level was conducted. Results indicate that the attitude change approach predicted both changes in attitudes relevant to the turnover process and subsequent voluntary turnover behavior. Based on the results of this investigation, attitude change is proposed as a valid measure of affective response. Theoretical modifications and implications for further research in employee turnover are discussed. / Source: Dissertation Abstracts International, Volume: 51-12, Section: A, page: 4191. / Major Professor: Lee P. Stepina. / Thesis (Ph.D.)--The Florida State University, 1990.

The literature is replete with articles extolling the benefits or the drawbacks associated with the implementation of quality management programs. The divergent levels of performance associated with these programs may be associated with the breadth and depth to which the characteristics of quality management become ingrained within organizational structures and systems. / This study employed large sample questionnaire administration to gather measures of the key characteristics of quality management programs in ISO-9000 registered organizations. Use of data reduction techniques on the questionnaire data suggest that there are eleven key, statistically significant and statistically reliable, characteristics associated with quality management programs in ISO-9000 registered organizations. Prediction of profitability and liquidity measures with these eleven factors, across three levels of performance, suggested differential usage of these factors within above-average, average, and below-average performing firms that responded to the questionnaire. / Source: Dissertation Abstracts International, Volume: 57-03, Section: A, page: 1217. / Major Professors: Thomas D. Clark, Jr.; Ralph M. Stair, Jr. / Thesis (Ph.D.)--The Florida State University, 1996.

Early software project management practices have placed emphasis on technological solutions such as Computer-Aided Software Engineering (CASE) tools and contextual development methodologies (e.g. systems development life cycle, prototyping, and spiral development cycle). Unfortunately these technological solutions have not lived up to their promise of increased productivity. / Recent investigators have suggested that software development is a problem solving activity that is enacted in an organizational setting by people differentiated by their skills, tasks, and professions as well as their conceptions of how and what work needs to be done. Consequently, we must attempt to understand how human and organizational factors impact the nature and outcome of the software development process. Current literature on organizational behavior, organizational design, coordination, and task characteristics are used to propose a model of software development team performance based on the interactive effects of task interdependence, project goal conflict, and coordination strategy. The general hypotheses are that task interdependence/coordination strategy fit and project goal conflict/coordination strategy fit are better predictors of software development team performance than either of the three variables alone. A related hypothesis matches task interdependence, project goal conflict, and coordination strategy together to predict software development team performance. The study was implemented using a 2 x 2 x 2 factorial design using two-person teams working in a laboratory setting on software projects that required detailed design, coding, and integration. Although not significant, the data showed that there were some goal conflict--coordination strategy and task interdependence--coordination strategy interactions that approached statistical significance. In addition, there were task interdependence, goal conflict, and coordination strategy main effects; these main effects were not hypothesized. / Source: Dissertation Abstracts International, Volume: 57-04, Section: A, page: 1724. / Major Professor: Robert W. Zmud. / Thesis (Ph.D.)--The Florida State University, 1996.

In response to the current situation regarding the study of social influence in organizations, this study examined the role of target communicator style in managers selecting compliance-gaining strategies and communicator styles. / Subjects were 248 managers working in a variety of organizations located in a southeastern state. Respondents reflected a large number of occupations and professions. / Respondents were mailed a questionnaire. They were provided three target descriptions and requested to indicate how likely they would be to invoke various compliance-gaining strategies and communicator styles with a boss and subordinate having an attractive, unattractive, or contentious communicator style. / The study employed a repeated measures design with two within-subjects factors, target communicator style and target status. A MANOVA was performed to test four hypotheses and eight research questions. Two questions were noninferential and required the calculation of means. / Statistical significance was reached for the four hypotheses. Managers were (a) less likely to use "hard" strategies with an attractive subordinate versus an unattractive or contentious subordinate, (b) less likely to invoke "hard" strategies with an attractive boss versus an unattractive or contentious boss, (c) less likely to invoke "hard" strategies with their boss than their subordinate, and (d) more likely to use reason with a boss than a subordinate. / Statistical significance was also reached in answering the research questions. It was found that managers were (a) more likely to use reason with an attractive boss versus an unattractive boss, (b) more likely to use friendliness with their boss than subordinate, (c) more likely to use friendliness with an attractive subordinate than with an unattractive or contentious subordinate, (d) more likely to use bargaining with an unattractive boss than an attractive boss and (e) more likely to use bargaining with a contentious boss than an attractive boss. / Source: Dissertation Abstracts International, Volume: 49-12, Section: A, page: 3549. / Major Professor: James Potter. / Thesis (Ph.D.)--The Florida State University, 1988.

The purpose of this research was to test whether individual factors (demographic and personality variables) contributed to changes in individual perceptions of organizational politics and subsequent political behaviors. Additionally, this research tested whether the choice of political behaviors used was associated with changes in job satisfaction, job stress, and intentions to turnover. / It was found that the personality variable Machiavellianism was positively related to politics perceptions, and the variables Machiavellianism, Need for Power, and Locus of Control were significantly related to the choice of political (influence) behaviors. None of the demographic variables tested (age, gender, race, and educational level) were found to affect politics perceptions and political influence behavior use. / The choice of political influence behaviors used most often in the workplace, which are purported to constitute the individual's strategy with regard to organizational politics, were found to affect job satisfaction, job stress, and intent to turnover. For those individuals who were more likely to use Proactive influence tactics (intended to capitalize on some opportunity which the individual perceives), it was found that these individuals were more satisfied with their work and less likely to leave the organization. For individuals who were more likely to use Reactive influence tactics (intended to protect the individual from some threat or harm), it was found that these individuals were less satisfied and more likely to leave the organization. With regard to job stress, it was found that the practice of a proactive influence strategy was associated with increased stress, perhaps due to the extra effort and uncertainty involved in the practice of proactive influence. Implications for research and practice are discussed. / Source: Dissertation Abstracts International, Volume: 56-11, Section: A, page: 4468. / Major Professor: Pamela L. Perrewe. / Thesis (Ph.D.)--The Florida State University, 1995.

No description available.

Youth enterprise programmes (YEPs) have received substantial government funding and influenced the lives of thousands of young people yet have rarely been the subject of in-depth research. Consequently, there is little evidence on which to assess youth enterprise as a form of public policy. This thesis presents new research to help address this 'gap' in knowledge. This thesis presents a longitudinal study of youth enterprise experiences. It asks what sorts of identities 'disadvantaged' young people hoped to actualise through youth enterprise, how identities are influenced by a YEP and how identities develop through the process of planning, launching, trading in and, often, failing in business. These processes are conceptualised using a novel theoretical framework, the Relational Identity Development Model, which conceptualises identity as emergent from biographical experience and as in relationship with discursive and material structures. The 'disadvantaged' young people in this study hoped to actualise a range of frustrated identifications by starting a YEP business and, so, cannot be understood as simple 'types'. They wrote business plans that can be understood as lifeplans based on the discourse of enterprise as an open route of opportunity. These lifeplans were largely actualised during business launch (although few young people actualised the 'intention' in their business plans to become independent of benefits while trading). When start-up capital was exhausted, YEP participants lacked the material and social resources required to sustain their businesses. Business failure was interpreted in individualised terms, resulting in either devastating self-blame or a belief that, by learning from experience, each individual could employ their personal agency to found a new, profitable business. Business failure most commonly led to planning a new business but, again, these ventures were poorly resourced and seemed likely to fail. Ultimately, then, this thesis challenges the assumption that youth enterprise leads into paid work and argues that, as it stands, youth enterprise cannot be seen as an effective policy of social inclusion.