Changes in the top leadership position in U.S. airports occur frequently. The purpose of the present phenomenological study was to understand the shared, lived experiences of senior managers who work in a U.S. airport and who have undergone a change in the top leadership position. Airports are of critical importance to their local regions and communities and are economic engines for their respective regions. The results of the study may provide positive social change for airport staff and the surrounding community by drawing attention to the complexity in leadership transition. The study was grounded in organizational stress, uncertainty theory of stress, and person-environment fit theories. A purposive sampling method was used to recruit 11 participants who were senior managers at a U.S. airport and experienced a change in the top leadership position within the last 6 years. The interview data were analyzed using interpretive phenomenological reduction methods of epoche, eidetic reduction, and imaginative variation. Findings revealed that transitional leadership resulted in positive effects such as self-efficacy beliefs, commitment, and job satisfaction; it also resulted in negative effects such as disengagement, which appeared to be mediated by the active roles leaders took in meeting employee needs. Participants who valued their skills and contributions were better able to cope with changes and were more confident about their employment ability. This study contributes to positive social change by providing information for airport board members and staff to improve the process of hiring a CEO.

The research conducted for this thesis had two broad aims. The first was to provide descriptive information about the use of computer-based information systems (CBIS) in regional small business. The second of the aims was to examine the relationships among key constructs identified from the literature and to explore how they contributed to predicting CBIS success in regional small business.In the second phase of the analysis, Exploratory Factor Analysis (EFA) was used to examine the factorial constructs underlying the data. Constructs were identified that measured CEO characteristics, two measuring organisational characteristics, four measuring aspects of decision-making, and five measuring perceived CBIS success. Correlations among the constructs were examined prior to relationships among the constructs being explored using hierarchical regression analysis. The constructs were also examined in a single measurement model to determine their collective effect and relationships with the constructs measuring CBIS success based on structural equation modelling. Notwithstanding the limitations of the research, it resulted in the identification of relationships among key variables that predict CBIS success. The identification of items associated with decision-making processes, and the identification of the factorial constructs underlying the data is a major contribution to a portion of the literature that was non-existent. The final measurement model is also a significant contribution in identifying and specifying the relationships constructs measuring CEO characteristics, organisational characteristics, decision-making and CBIS success in regional small business. / Doctor of Philosphy (PhD)

Critics often cite poor executive compensation schemes as one of the leading causes of the recent credit crisis. This paper investigates whether compensation structures at the end of the 2006 fiscal year created incentives for Chief Executive Officers (CEOs) in the oil industry to take on excessive risk, which subsequently may have lead to weaker firm performance during the crisis. I find no evidence to support the argument that higher pay sensitivity through option and other incentive awards lead to worse firm performance. In fact, results do not provide any evidence that company performance during the crisis was related to CEO incentives.

The compensation of CEO’s has been at the forefront of the public’s mind for the past few years. During the recession, one could not go a day without hearing about the atrocious salaries and bonuses that executives were being paid. Although it only recently became an explosive topic, academics have been researching all aspects of compensation for many years. One of the earliest looked at the idea of pay for performance (Jensen and Murphy 1990), and the field has taken off from there. Many studies have been done on the determinants of compensation, and I was interested in how age relates to compensation. I created a model for determining compensation, but also took it one step further and looked at the compensation structure across different industries as well. I found that age did indeed influence compensation levels, but that it only had some effect on pay structure and only in certain industries.

Abstract Facing the trend of globalization and new era of regional economy, corporations in the economical fact of ECFA are standing to embrace a whole new beginning for new economy age! The researcher currently works at VATM International Business Managerial Consulting Co., Ltd. and the company¡¦s major services are to provide consultation for financial and tax affairs, and operational management for executive officers. In her own professional development, from offering consultation as an accountant to executive management, operational strategies, and innovative concept, she realized that within the whole process of operational service, the use of time for decision making and abilities for information interpretation become the greatest operational issue that corporations need to face when tackling competition. It is also the most neglected ability that entrepreneurs must cultivate. A consultant from one perspective is to provide major resources for corporation operators¡¦ decision making and from another angle is to sustain the quality of information of corporations. The importance of a consultant is undeniable.In other words, the role of a consultant is not as the doctor of a corporation from the traditional viewpoint, but as the invisible chief staff and external inspector and mentor. The researcher believes that a consultant should take Entrepreneur-Schweitzer¡¦s perspective and face the problems of corporations from a humanist standpoint. The present study focuses on the psychological journey of launching a new business and self-reflection of an individual consultant. The study offers appropriate roles and positions a competent consultant should take. From the whole process of self-reflection and launch for an enterprise, the researcher suggests ¡§ManageAccountanize¡¨(business management accountanize)for consultation field as a concept for problem solving but not the idea of Balanced scored which the consultants use in general. In addition, this study also investigates the consulting industry value chain and knowledge value chain so as to approve the value of professional consultants. The researcher provides insights of the necessities of consultants including academic theoretical applications and establishment of consultation authority.

Women make up a majority of those employed in higher education, yet they are still a minority in leadership positions. Completing a doctoral degree, relocating for career advancement, and working in demanding, high time commitment roles are typically required to achieve the chief student affairs officer (CSAO) position, as well as contributors to burnout and attrition in the field. This study sought to gain a deeper understanding of the intersection of career progression (work), balance (nonwork) and relationships (network) of women chief student affairs officers, specifically, how gender is an influence, understanding life roles and whether there is a cost of achievement in the field. The literature in the field suggests the achievement and constant maintenance of balance, which is viewed through a male construct, is the norm. It is evident that the need to understand the particular phenomenon of work and nonwork intersections of women, particularly in the chief role, gives voice to an issue for women that have been rarely heard in the field. This study utilized the naturalistic inquiry paradigm of research. The author conducted in-depth interviews of nine women CSAOs at colleges and universities across the United States. Data were analyzed using a constant comparative method which allowed the findings to emerge. The results show that women CSAOs felt that gender had a clear impact on their career both in their choices and how they were treated by others. The impact of gender has been felt at all stages in their careers including in their roles as CSAOs on issues of discrimination, leadership style, spousal expectations, and choices regarding if and when - or whether - to have children. Respondents also articulated the different domains of their life in terms of roles, but did not seem them as distinctly separate in the manner in which they manage their lives. Additionally, all of the respondents felt their public and private lives intersected and that keeping them in separate domains was not only impossible, but unnecessary. Lastly, there were significant and ongoing costs of achievement in the field, mostly notably lack of friends and short and/or long term health problems.

The structural development of Paiwan tribe traditional social ranks Abstract The Paiwan tribe, a native people in Taiwan, has a perfect traditional social rank. They have maintained their primitive, original tribal ranks in every tribe in Ping-tung county since the Japanese era till now in Taiwan. Before the primitive tribes were forced to move into level ground¡Xnew villages arranged by government, they lived a self-contained and self-sufficient lifestyle, poor and in lack of sources. However, their self-confidence, force of condense in their tribes are very steadily. Under being kept sight of their tribal tendency by Japanese, the common people in tribes always obey and respect their chief¡Xtribal leader, without being affected by the governors. The Japanese government had to face the big secret worries about how to control the conditions, than tried to persuade them to work as an attendant to manage their people. In 1945, the Chinese government ruled the Taiwan islands after World War II. Since the new ruler came from mainland China didn¡¦t have any awareness about the tribal culture in Paiwan primitive society, they regarded them as one kind of barbarian tribe came from China in ancient time. In order to control the conditions in a muddle within three months, they forced the native people in every tribal to accept the Chinese surname given by governor. Due to such kind of discriminative attitude against the tribal dignity, the native people were led to lose their traditional class consciousness and native identification to their original society until the declaration martial law ended in 1987. From 1987 to 1996, the new movement of asking human rights ¡V democracy and freedom like a rising wind and scudding clouds in whole islands. Consequently, the Paiwan tribe was also getting awareness to rebuild their primitive culture, Paiwan tribe consciousness, which had lost for forty-two years. The process of searching movement seems like looking for their relatives who had parted for more than forty years. Though they had their same blood relationship, they had lost the same life experiences for such a long time. Therefore, they could only make up for a few part even they tried to do their best effort. Thus, I¡¦ll try to analysis the phases of structural movement of Paiwan tribe traditional social ranks and the affections under the national policy, social background during these years. Chapter one includes the preface for introduction, the purposes of research, the study of bibliography, the ranges of the research, the methods and structures of the research to present the aspects of this paper. Chapter two discusses the original class forms, system of work, processes of the structural development of Paiwan tribe traditional social ranks to explain how the tribal chiefs manage their people, rule their tribal affairs in their territory before the external governor interrupted their principles of primitive society. Chapter three describes how the Taiwan external government new movement ¡§the policy of national assimilation¡¨ affected the tribal chiefs to control or manage their social orders and how the immigrants new idea ¡§communalism¡¨ works and what the government policy about managing the preservative land for tribal people is. Chapter four states what is the negative results of the traditional tribal ranks and ancestor sacrificial rites under the governor¡¦s plan control of their tribal resident movement and the external religions during the all-rounded communications between the tribal society and current society from 1950 to 1987¡Xthe phases of developing entire economics in Taiwan. Chapter five emphasizes on how the tribal people examined their own feelings and motives, thought deeply themselves critically from 1987 to 2005. Because of accepting the frame of democracy and being conscious of accumulation wealth help them to promote their cultural revives. Then every tribe and village founds one after another its relative groups, community culture associations, and shows their trials of class strength while holding their traditional wedding ceremony to strengthen their traditional awareness of class nature. Above all, we found that Taiwan tribes still maintained their essence of culture without being stoke down by the attack of the current social concepts and polices of government in every stage. That is, the system of firstborn inheritor is the basis of the ranks structure in Paiwan tribes till now. The firstborn inheritor influence the development of all relatives, certainly the other younger brothers and sisters not only give their respect to the original family but also offer all necessary helps to honor their original family. The firstborn inheritor also has the duty to hold the life rite for the relatives and give them supports in any emergency situations. Now, the real leading role and the ownership in traditional Paiwan tribe ranks society has changed into the leadership in spirit. Key words: Paiwan tribe, native people , tribal rank structure, cultural development , Tribal chief, common people.

The majority of mentoring research has explored mentoring from the vantage point of protégé perceptions, reactions, experiences, and development (Wanberg et al. 2003; Kram, 1988). Participants in mentoring studies have commonly been employees, college students, or mid-level managers. Little is known regarding the impact of mentoring roles in relation to top executives who are, over the span of their careers, likely to participate in developmental relationships as both mentor and protégé. In fact, accessing people who are active CEOs has been extremely problematic for a majority of interested researchers (Thomas, 1995). Limited research on mentoring and especially that on CEOs is used to inform the current Human Resource Development (HRD) scholarship and practice. The current study will inform HRD and provide insight into how mentoring relationships can be used to develop individuals in organizations. Key findings from this study were reported from a qualitative study (Moustakas, 1994) involving twelve CEOs of large for-profit US corporations who detailed their experiences as both mentors and protégés. Emerging themes from the larger study overlap, in part, with key mentoring functions as identified by Kram (1988). In addition to reinforcing and informing the work of Kram (1988), key CEOs provided insight regarding their experiences in long-term (several years or more) mentoring relationships. The combined themes resulted in a framework demonstrating the development of mentoring relationships. In addition to a general discussion of a mentoring framework, I focused the study primarily on CEO perceptions regarding the impact of their mentoring related experiences on 1) how their mentors have impacted their development; 2) how they mentor others; and 3) the relational elements in mentoring relationships. Because a rarely assessed population was studied, scholars and practitioners in HRD will gain a unique understanding and greater insight into how mentoring relationships develop professionals, particularly CEOs.

Chief Information Officers (CIOs) in contemporary enterprises should not only possess technology specialties, but also cultivate themselves with an in-depth understanding of business and technology management skills/knowledge in order to effectively improve their role performance, enhance sustainable competitive advantages and achieve business strategic goals. Based upon activity competency model and prior theoretical works, this study presents a conceptual model to investigate the capability of business technology management (BTM) required by CIOs and the impacts of that capability on the performance of their roles. Our strategy for identifying CIOs¡¦ critical roles and activities, and the skills/knowledge required by CIOs is anchored within a comprehensive framework of business technology management (BTM) practices. A scale to measure CIOs¡¦ role performance and BTM capability was first developed and validated. Nine hundred and sixty eight high-tech companies of Taiwan and China which have a formal MIS department and global logistic firms were randomly selected from the databases of China Credit Information Service Ltd. and Strait Exchange Foundation as representative samples in this study. The partial least squares method was used to empirically test the conceptual model and hypotheses through the large-scale survey data collected. The empirical results support the proposed hierarchy of BTM capability and confirm that both business technology and business management competencies have positive significant influences on BTM activity effectiveness and BTM capability also significantly impacts CIOs¡¦ role performance. The findings of this study are of particular value to those concerned with BTM capability training and competency development for CIOs. Executive management can take advantage of such BTM capability profiles to assist in making succession-planning decisions and implementing guidelines by evaluating the competency levels and development needs of their IS professionals.

Durch die Einführung der neuen mosambikanischen Verfassung 1990 und dem allgemeinen Friedensvertrag 1992 wurden die Bedingungen für die Demokratie in Mosambik geschaffen. Unterstützt werden die Demokratisierungsprozesse durch freie lokale Wahlen, Dezentralisie-rung und einem Wandel des öffentlichen und traditionellen Sektors. Parallel dazu entsteht eine Demokratieförderung durch den Staat und eine weitere Ausbildung bzw. Legalisierung der lokalen Gemeinschaftsautoritäten, die auch die ländliche Entwicklung beeinflussen. Die ständigen politischen Instabilitäten, die Marginalisierungen bzw. Ausnutzung der länd-lich-traditionellen Institutionen seit der Kolonialzeit und die schwache Legitimierung der so-zialistisch-marxistischen sowie westlich-demokratischen Institutionen führen in den Städten zu einer Wertekrise hinsichtlich der kulturellen Traditionen, der Geschichte, der öffentlichen Institutionen. Dies beeinflusst sowohl den allgemeinen Demokratisierungsprozess als auch die Entwicklung in den ländlichen Regionen. Jene Krisen-Phänomene um Identität und Legitimation sind nach Annahme zahlreicher For-schungsinstitutionen und Wissenschaftler eine unumgängliche Tatsache (u. a. Ética Moçam-bique, 2003), Ivala, 2003, Agenda 2025, 2004, Lalá & Ostheimer, 2004 und Magode, 2004). Die Ursachen dafür werden gesehen in den Folgen der 500jährigen Kolonialzeit, dem zehn Jahre dauernden Unabhängigkeitkampf, dem 16 Jahre währenden Burgerkrieg, in den politi-schen, Konflikt schürenden Wahlkämpfen, in der politischen Intoleranz gegenüber anderen Parteien oder ethnischen Gruppen, den ununterbrochen Gesetzesübertretungen, einem hohen Korruptionsniveau, in der Respektlosigkeit gegenüber lokalen und nationalen Symbolen, Werten, der Geschichte, Kultur, den Lokalinstitutionen und schließlich in moralische Fragili-täten. Mit der Reform des öffentlichen Sektors1 und der Anerkennung der etwa 5065 traditionellen und lokalen Gemeinschaftsautoritäten2 (autoridades tradicionais, sozialistisches System der Dynamisierungsgruppen) auf der ersten Stufe des Dekrets 15/2000 entsteht parallel zu den demokratischen Strukturen ein duales bzw. multiples System der Staatsverwaltung in den Dorfgemeinschaften und Distrikten. Genau in diesem Kontext entwickelt sich die Demokratisierung.In diesem Spannungsfeld steht auch der zentrale Untersuchungsgegenstand dieser Arbeit, der mit folgenden Fragen umrissen werden kann: In wieweit verzögern bzw. behindern die Spu-ren von Kolonialismus, Marxismus und kulturellen Traditionen die Demokratisierungsprozes-se in Mosambik? Gibt es auf der ländlichen Ebene Elemente, die mit dem entsprechenden Konzept von Demokratie korrespondieren? Und wenn ja, wie werden sie genutzt? Wie um-fangreich ist die politische Beteiligung der lokalen ländlichen Bevölkerung an den Demokra-tisierungsprozessen. Haben die Mosambikaner in den ländlichen Regionen eine alternative Perspektive bzw. Aussichten auf den Ausbau demokratischer Strukturen und die Entwicklung der ländlichen Institutionen? In einigen Ländern der SADC und des Commonwealth (z.B. Malawi, Uganda, Sambia, Na-mibia etc.) – auch Mosambik ist Mitglied – haben die ländlich-traditionellen Institutionen per Gesetz einen legalisierten Status. Aber trotz des mosambikanischen Dekrets 15/2000 sind die ländlich-traditionellen Institutionen immer noch ein problematisches Thema, das Politiker, Regierende, Wissenschaftler, Journalisten und die Bevölkerung beschäftigt. Dieses demokra-tische Problem spitzt sich regelmäßig zu während jeder exekutiven, legislativen und kommu-nalen Wahlkampagne. Schon ca. sechs Monate vor den ersten Provinzwahlen verschärft sich die Situation; für die ländlichen Regionen handelt es sich dabei um alltägliche Probleme. Die Verankerung der Demokratie auf der ländlichen Ebene wird zu einem Hauptfaktor der ländlichen Entwicklung. Ausgehend von dieser These beabsichtigt diese Forschungsarbeit, Erkenntnisse darüber zu gewinnen, wie die unterschiedlichen Akteure an den Demokratisie-rungsprozessen partizipieren, und welche Lokalinstitutionen, die mit der Reform des öffentli-chen Sektors in Verbindung stehen, dabei zum Tragen kommen.