This thesis investigates the determinants and consequences for the CEO selection in Chinese family firms. Employing a special hand-collected database from IPO prospectuses of family controlled firms, I identify three sets of determinants for the CEO selection, to be specific, choice between family and non-family CEOs. The first set of determinants is traditional culture, including regional traditional culture and entrepreneurs' traditional ideology. Families affected more by such traditional culture less likely employ non-family CEOs. The second set of determinants is family human capital. Families with greater human capital have lower probability of choosing non-family CEOs. Among all available family human capital, male family members are more crucial for the CEO selection while female family members are irrelevant. Current CEO selection is part of preparation for future family succession, so the second generation members have negative impact on selecting non-family CEOs, and such effect is more pronounced for male second generations and those who already actively involved in business. The third set of determinants is family specialized assets, including family reputation and political connections. To preserve and capitalized such assets, families with more specialized assets tend to employ fewer non-family CEOs. These determinants also have similar impacts on selecting chairmen and directors. Different CEO selection has various consequences on performance. I first find that non-family CEOs are associated with smaller IPO underpricing. For the long-term performance, I use one and two stage regressions to investigate the consequences of different CEO selection. In one stage regression, I find that firms with non-family CEOs have worse performance, measured by Tobin's Q. In two stage regression, I find the estimated CEO selection has no significant impact on performance. These results can be explained from a comparative advantage perspective that if all firms select CEOs following certain patter, no firms will have comparative advantage over others and less conflict between CEO selection and firms' and families' characteristics. I further find that firms making "wrong" decisions against their specific conditions underperform much worse than peers, due to the comparative disadvantage caused by the conflict between non-family CEOs and firms' and families' specific features. / Li, Sifei. / Advisers: Cong Wang; Joseph P. H. Fan. / Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 61-63). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese.

Submitted by Gisely Teixeira (gisely.teixeira@uniceub.br) on 2018-07-19T14:01:16Z No. of bitstreams: 1 61500049.pdf: 1402747 bytes, checksum: 9e8a967667f4e0345dc8ee92c127e9af (MD5) / Rejected by Fernanda Weschenfelder (fernanda.weschenfelder@uniceub.br), reason: é mestrado on 2018-07-23T14:52:13Z (GMT) / Submitted by Gisely Teixeira (gisely.teixeira@uniceub.br) on 2019-01-14T15:35:39Z No. of bitstreams: 1 61500049.pdf: 1402747 bytes, checksum: 9e8a967667f4e0345dc8ee92c127e9af (MD5) / Approved for entry into archive by Fernanda Weschenfelder (fernanda.weschenfelder@uniceub.br) on 2019-01-14T16:22:59Z (GMT) No. of bitstreams: 1 61500049.pdf: 1402747 bytes, checksum: 9e8a967667f4e0345dc8ee92c127e9af (MD5) / Made available in DSpace on 2019-01-14T16:22:59Z (GMT). No. of bitstreams: 1 61500049.pdf: 1402747 bytes, checksum: 9e8a967667f4e0345dc8ee92c127e9af (MD5) Previous issue date: 2017 / Esta dissertação se propõe a analisar a existência ou não de uma deontologia aplicável ao Chief Compliance Officer (CCO) a partir da modelagem normativa, regulatória e de controle dos programas de compliance transplantados pela Lei nº 12.846/2013(Lei Anticorrupção), enquanto instrumentos da política pública brasileira de enfrentamento da corrupção transnacional. Para tanto, são inicialmente examinados os regramentos internacionais – hard e soft law – que conformaram a internalização dos programas de compliance anticorrupção no Brasil sob a ótica da governança pública em rede. Objetiva-se perquirir a necessidade ou não de harmonização do instrumento e, posteriormente, verificar os limites a serem observados na tradução dos direitos e deveres aplicáveis ao Chief Compliance Officer – CCO, com vistas a superar possíveis distorções na política pública e potencializar a contribuição desse profissional na configuração, implementação e execução de programas de compliance anticorrupção efetivos no Brasil. Consubstancia-se a análise a partir de revisão de literatura em produções acadêmicas nacionais e internacionais, exame de relatórios de organizações governamentais e não governamentais, julgados nacionais e estrangeiros bem como surveys produzidos por associações privadas.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-03-15T13:31:02Z No. of bitstreams: 1 Ulisses Prates Junior.pdf: 718268 bytes, checksum: f605a6e6c89069f7fafc1675a769bd46 (MD5) / Made available in DSpace on 2017-03-15T13:31:03Z (GMT). No. of bitstreams: 1 Ulisses Prates Junior.pdf: 718268 bytes, checksum: f605a6e6c89069f7fafc1675a769bd46 (MD5) Previous issue date: 2017-02-23 / Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPq / Pontifícia Universidade Católica de São Paulo - PUCSP / The growing attention which is given to public safety nowadays takes into a deep discussion related to the study of Chief of Police´s role, who is the first actor of criminal prosecution to take the initial steps that will lead to solving a crime and that, in most of times your decision is permeated of discretionary, space that reveals the importance of his ethics skills for taking decisions that must always preserve human dignity / O destaque cada vez maior que se é dado à segurança pública nos dias atuais enseja uma discussão e aprofundamento do estudo da atuação do Delegado de Polícia, que é o primeiro ator da persecução criminal a tomar as medidas iniciais que levarão ao esclarecimento de crimes sendo que, em muitas das vezes sua decisão é permeada de discricionariedade, espaço em que se revela importante a sua formação ética para a tomada de decisões que deverão preservar sempre a dignidade da pessoa humana

This study focused on five African American Fortune 500 CEOs and their leadership trajectory to becoming a Fortune 500 CEO, their recommendations to emerging leaders, ways in which they define diversity, how they leveraged diversity in their organizations and how if any the racial-social climate impacted how they navigated diversity within their organizations. The researcher identified only 16 African American current and former Fortune 500 CEOs in the history of the Fortune 500. Participants were interviewed either in person or via telephone with the exception of one who opted to submit questionnaire answers electronically. Participants completed a demographic data worksheet along with 10 interview questions. Two findings emerged as a result of this study: 1) All participants (100%) in this study agreed that a Fortune 500 CEOs leadership trajectory should encompass: leadership experience, educational degrees and institutions attended, mentorship and perseverance; 2) All participants (100%) believed they leveraged diversity in their organizations based on their definitions of the term and their methodical approach to incorporating it and; 2a) The majority of the participants (60%) believed that the racial-social climate has impacted their corporate diversity navigation by their actions whereas 40% believed the climate has no effect. This study included recommendations by the participants to aspiring CEOs and other minorities and researcher recommendations to Human Resource Professionals and White Executives. A recommendation by the researcher suggests that a study should be conducted on African American female corporate CEOs and their bouts with leading predominantly white organizations (i.e., critical incidents). The results of the demographic data correlations produced an outline of what characteristics makeup an African American Fortune 500 CEO, see Chapter 4.

This dissertation investigates the antecedents and consequences to pay disparity between the CEO and non-CEO executives from an equity-based perspective. While the principles of agency theory suggest that CEOs are granted higher compensation packages to better align their motives to those of the firm's shareholders, empirical research has not supported a positive relationship between rising CEO pay and firm performance. Some results even suggest a negative relationship. This dissertation argues that if organizational outcomes are determined by the integrated skills and talents of its dominant coalition, and if the management of a firm's trajectory is a shared process, then, the disparity in rewards between the CEO and those that work closest to him becomes an important area of study. / The dissertation investigates the antecedents of pay disparity and proposes that the quality of a firm's governance marked by independent boards as well as higher levels of blockholders will be more likely to temper and better align the CEO's compensation and thereby reduce pay disparity. Empirical results support the major propositions as firms with independent Chairman of the Board, fewer interlocking directors, and higher levels of blockholders were found to have lower levels of pay disparity between the CEO and non-CEO executives. Pay disparity was tested both at the firm level and at the individual executive level and both were found have a significant effect on non-CEO executive turnover for up to two years. / Central to the dissertation is a moderation model which proposes that pay disparity has a profound effect on an executive team's ability to integrate its diverse experience and educational background, and consequently, its capacity to respond strategically to its changing competitive landscape. The study examines the education, age, tenure and functional background of top management teams of Fortune 500 firms and finds support for the assertion that the positive relationship between heterogeneously composed teams and firm performance is contingent on rewards equality between the CEO and balance of the top team membership. The findings suggest that higher levels of pay disparity attenuate the negative aspects of cognitive diversity serving to impede the firm's competitive performance. / by Seema Pissaris. / Thesis (Ph.D.)--Florida Atlantic University, 2008. / Includes bibliography. / Electronic reproduction. Boca Raton, FL : 2008 Mode of access: World Wide Web.

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A trajetória de Silvino Jacques e o contexto histórico do qual fez parte são a razão deste estudo. Da Fronteira Oeste no Estado do Rio Grande do Sul, onde começou a agir como proscrito, à sua atuação na Fronteira Oeste na parte Sul de Mato Grosso, Jacques, eliminado em 1939, incorporou mundos controversos nos quais se inserem sua conduta legalista no combate ao Movimento Constitucionalista de 1932, seus contatos com os revolucionários do movimento comunista de 1935 e suas práticas fora dos parâmetros legais do Estado Nacional. A abordagem considera aspectos fundiários, coronelismo, campesinato e suas vertentes política, social e econômica à época em que o governo federal visava centralizar a violência no combate a bandidos, bandoleiros e revolucionários. O período estudado, 1929-1939, corresponde a um Brasil que caminhava entre os mundos pré-capitalista e capitalista, com adequações e alterações, num ambiente que até então se caracterizava pela fragilidade das instituições e pelo mandonismo dos chefes paroquiais. Sobre a análise da estrutura fundiária do Sul do antigo Mato Grosso na década de 1930, Edward Palmer Thompson foi uma valiosa referência neste estudo. A teoria do bandido social criada por Eric J. Hobsbawm é aqui explicada de acordo com posicionamentos de pesquisadores que fizeram inserção crítica a partir daquela formulação hobsbawmiana. Enfocamos as rebeldias pré-organização política que se configuraram como os primeiros movimentos de contestação do poder estabelecido a serviço de interesses hegemônicos. Fizemos análise diferencial do comportamento considerado banditista na Fronteira Oeste em relação a outras partes do país, o cangaço no Sertão nordestino, por exemplo. Ressaltamos os propósitos do cangaço no Nordeste brasileiro em comparação com o banditismo na Fronteira Oeste. / The trajectory of Silvino Jacques and his historical context of which he made part are reason for this study. Outcast of the West Border, in the State of Rio Grande do Sul, where he started acting like an outlaw man for his role in West Border in the southern part of Mato Grosso, Jacques, eliminated in 1939, incorporated controversial worlds, in which inserts his conduct in the legalistic combat Constitutionalist Movement and practices outside the legal parameters of the Nation State. The approach considers aspects of land, political chiefs, peasantry and the political, social and economic practices, to the time when the federal government sought to centralize the violence in fighting bandits, brigands and revolutionaries. The study period is 1929-1939, corresponding to a Brazil which walked between the precapitalist and capitalist worlds, with adjustments and changes in an environment that until then was characterized by weak institutions and parish heads. On the analysis of the agrarian structure of the old South Mato Grosso in the 1930s, Edward Palmer Thompson was a valuable reference in this study. The theory of the social bandit, created by Eric J. Hobsbawm, was explained according to researchers who have made placements critical insertion from that hobsbawmiana formulation. We focus on the rebellions pre-political organization that constitute the first movements of contestation of the established power in the service of hegemonic interests. We analyzed the differential behavior in the practices attributed to the bandits in the West Border in relation to other parts of the country, banditry in the Northeast, for example. We emphasize the purposes of banditry in the Northeast of Brazil compared to banditry in the West Frontier.

Made available in DSpace on 2016-03-15T19:48:34Z (GMT). No. of bitstreams: 1 Ricardo Pereira da Costa.pdf: 8678485 bytes, checksum: b46276ead6b204642cc34eaf78879d1e (MD5) Previous issue date: 2015-08-05 / In this research we looked to study the Protestant faith among the Terena ethnic group. Since the beginning of our project we were aware of the difficulty entering in such a unique universe, but we sought this goal as a challenge to understand a little more of the Protestant faith in an ethnic setting.We wanted to understand if the gospel we have here in the city of São Paulo is the same as the Terena Indians have. And beyond, we sought for more elements of faith that could demonstrate uniqueness between these two very different communities geographically and sociologically speaking eg: the dogma of Trinity, baptism rites, liturgy, singing and preaching evangelistic message among other issues. We concluded the research strongly influenced by the beautiful images and pleasant readings and convinced that the Christianity taught and practiced by the early church as we can see in the book of Acts of the Apostles is very much alive in the 21st century between the Terena. We understand that the people and the cultures aren t the same, but the gospel and their practices are worked the same way. We found the Church UNIEDAS in the village of Bananal and we met with its leadership, the current cacique and former chiefs. Besides, we talked to many indigenous pastors. In doing that we realized that they have an immense gratitude to God because they are "true believers" of have a beautiful history and felling that they are determined to lead this process of evangelization to other "fellow countrymen". The UNIEDAS is present on Brazilian soil since the early twentieth century. The process began with the pioneers of ISAMU and SAIM men. There was conflict at the beginning of the Protestant formation of Terenas and the case of the chief Marcolino Wollily is well reported by Cardoso Oliveira e Silva Altenfelder in his work in the 50s and 60s showing some political issues involving SPI. / Desde o início de nosso projeto tínhamos a certeza da dificuldade em adentrar um universo tão intrínseco. Buscamos pesquisar este grupo pelo desafio de entender um pouco da fé protestante em um ambiente étnico. Queríamos entender se o evangelho que temos aqui na cidade de São Paulo é o mesmo dos índios terena e, além do mais, buscar elementos de fé que demonstrassem unicidade por exemplo: dogma da trindade, batismo, ceia litúrgica, canto pregação e mensagem evangelística entre outras questões. Saímos da pesquisa bastante influenciados pelas belas imagens e leituras prazerosas; a certeza é que o cristianismo ensinado e praticado pelas igrejas primitivas do livro de Atos dos apóstolos está bem vivo no século 21 entre os terenas. Entendemos que mudam os povos e suas respectivas culturas, mas o evangelho e suas práticas são trabalhadas da mesma forma. Conhecemos a Igreja UNIEDAS na Aldeia do Bananal e nos reunimos com a liderança: cacique, ex-caciques além de pastores indígenas... muitos pastores, pudemos perceber que eles têm uma gratidão imensa a Deus pelo fato de serem crentes por terem uma bela história e sentirem-se determinados a levar este processo de evangelização para outros patrícios . A UNIEDAS está presente em solo brasileiro desde o início do século XX. O processo inicia-se com os pioneiros da ISAMU e com homens da SAIM. Houve confronto no início da formação protestante dos Terenas, e o caso do cacique Marcolino Wollily é bem relatado de questões políticas envolvendo o SPI, Cardoso Oliveira e Altenfelder Silva mostram isto em suas obras na década de 50 e 60.

Organizational leaders are unaware of the gender-specific leadership skillsets women possess to increase organizational effectiveness and how to address potential barriers for assuring these skillsets are recognized as effective. Of the estimated 69,000 police officers serving in Canada, approximately 14,000 are women. Of those 14,000, only 10% hold a senior rank, and less than 3% hold the position of Chief of Police. Technology speed, globalized crime, and shrinking budgets have created a need for a new style of leader in policing, and increasing the representation of women may address this need. This multiple case study used the concept of doing gender and transformational leadership for its conceptual framework, and was designed to identify the skillsets that women bring to the chief of police position to increase the effectiveness of recruiting and promotional boards' decision process. Data were gathered from government resources, newspaper articles, and information provided by 13 female participants who had held the position of Chief of Police in Canada. Coding and analyzing the responses showed 3 underlying themes that the participants considered mandatory for the position of chief of police: higher education, political and business acumen, and effective interpersonal skills. Higher education improves critical and creative thinking, while enhancing analytical skills and improved understanding of self. Political and business acumen is important for women, as their voices are often marginalized in community dialogue, and effective interpersonal skills. The implications for positive social change include promoting awareness of the skillsets women can develop while maximizing existing resource talent.

There is a lack of equitable representation of women of color in upper-leadership roles on college campuses. The purpose of this dissertation was to explore how women of color who serve as Chief Student Affairs Officers (CSAO), navigated both their racial and gender identities in their professional role, how they were prepared for this identity navigation throughout their career, and how they mentor younger professional women of color. Women of color CSAOs only make up about 4% of the population, so it was important to learn from their experiences in order to improve as a field. A qualitative study using a phenomenological approach, and Intersectionality as the theoretical framework, was conducted amongst women of color who serve as CSAOs at predominantly white, four-year colleges or universities. The theoretical framework was applied to illuminate the structural, political, and representational aspects of intersectionality that were experienced by the participants. The findings from this study illuminated the practices in the higher education and student affairs workplace that impact the racial and gendered experiences of women of color who serve as CSAOs. The results can and should be utilized to create more equitable workplace practices and policies for institutions of higher education. Overall, this study sought to add to the small body of research on women of color Chief Student Affairs Officers by continuing the much-needed conversation about the intersection of navigating both race and gender in a white and male dominated workplace.