Multimedia communication arises as a theoretical issue according to the constant and fast progress in information and communication technology evolution. In relation to the process of digitalization, there are made a new instruments and possibilities of communication that integrate a lot of new and also standard approaches. Focus of the public and both the producers is directing mainly to the technologies and tools. Theoretical framework that predicts the impacts and advices effective using in society context retreated into the background of interest. It is going to start massive expansion of technological instruments without the general know-how of parameters of its using and without the importance in whole society contact. Literacy in this way is a key to effective information design which allows us to communicate the message we want to in the way we want to. This document deals with issue of analysis actual state and synthesis of the basics that are important for the development of theoretical base. Main goal of this base it to support effective production of multimedia content thru identifying elementary principles that affects the transfer of message by multimedia. In the process of multimedia communication is happening that the initiator is separated from the message and has no possibility to manipulate with it during the process. So it is very necessary to act consciously and qualified during the formulations and coding to media to avoid bad reinterpretations and so that message will be resistant to the disruptive effects.

The main objective of this research was to establish a model for emotional intelligence as a determinant of organisational climate. This model should help companies and organisational psychologists to better understand the interrelatedness of the two constructs in order to optimally enhance organisational performance. This research was conducted in a large organisation, utilising a large sample (n = 1 612) of employees in the financial services industry. During the first phase of this research, emotional intelligence was conceptualised from literature research within the trait paradigm and organisational climate as a molar construct. A theoretical model of emotional intelligence as a determinant of organisational climate was developed and suggested a link to organisational output. During the second phase of this research (empirical research), assessment instruments for emotional intelligence (the Gerber Emotional Intelligence Scale) and organisational climate (the High Performance Climate Questionnaire) were developed and validated. Thereafter an assessment instrument for work output was designed to test the link with performance. The structural equation model (SEM) produced a new best-fitting model of emotional intelligence, organisational climate and work output. The model indicates that emotional intelligence does not correlate with work output as expected, but organisational climate does correlates moderately with work output and explains almost 40% of the variance in work output. The strongest influence seems to flow from teamwork and management. The regression weights between emotional intelligence and organisational climate were trivial, although the model fit indices were all within an acceptable range. The researcher attributed the lack of support for the model to the characteristics of the employees of this type of organisation and concluded that emotional intelligence should not be seen as a determinant of organisational climate in this specific financial services sector. The results further indicate that significant differences exist between the organisational climate experiences of four biographical categories (race, position level, age and geographical region) and also for the categories of position level and age for work output. These differences need to be considered when developing future interventions. This research contributes towards a comprehensive understanding of the relationship between emotional intelligence, organisational climate and work output. The three newly developed questionnaires and the SEM could help researchers and practitioners to apply the research model in other industries and subsequently improve organisational outputs. / Industrial and Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)

本研究應用Petronio的傳播隱私管理理論(CPM)，探討在影音社交網站YouTube的情境中，使用者在資訊揭露與隱私之間的緊張關係，試圖了解使用者在影音社交網站YouTube情境中的隱私管理是如何，並從使用者的性別、使用動機、網路使用經驗、感知匿名/辨識、及感知風險程度的隱私考量，探討是否會對使用者在影音社交網站YouTube情境的隱私管理有所影響。 本研究嘗試從初探性的角度，針對上傳自己影音的使用者，發展出測量YouTube上傳自己影音的隱私測量量表在於了解目前使用者的使用現狀，而什麼樣的影響因素，會影響到這些使用者在上傳影音時的隱私管理行為，以供未來研究做為參考與指教。 本文完成有效樣本共有617位使用者，其中包含527位有上傳過自己影音的使用者，90位沒有上傳過自己影音的使用者；研究發現女性使用者會比男性使用者揭露較少，且個人資訊連結較少；而愈沒有消遣娛樂使用動機的使用者，對於個人資訊界線控制會愈多；具有自我表現使用動機的使用者，對於個人資訊揭露程度就會愈多，而不愈具有消遣娛樂使用動機的使用者，個人資訊連結會愈多，具有自我表現使用動機的使用者，個人資訊連結就會愈多。 此外在使用者自我感知與各自隱私管理行為之間關係中，發現上傳影音的使用者，不會因為個人內容所感知到的風險程度，而進行自我資訊控制等隱私管理行為；反而會因為從他人的影音內容中辨識出他人，以及因為外在環境感知到的風險程度，而進行自我資訊控制以及自我資訊揭露程度行為的隱私管理。 / This study applies Petronio’s Communication Privacy Management theory to explore how YouTubers manage their disclosure in YouTube videos; whether YouTubers’ gender, motivation, internet experience, the degree of perceived identification and perceived risk have any impact on their privacy management behaviors in social networking site, YouTube. In addition, this study uses Child, Pearson & Petronio’s (2008) WPMM scale as reference; attempts to create an explanatory scale to measure YouTubers’ privacy concern and management for future research. There are 617 YouTubers completed an online survey, including 527 YouTubers who have their video available in YouTube and 90 YouTubers who do not have their video available in YouTube. Results show female YouTubers disclose their personal information much less than male and have less linkage behavior. As for YouTubers’ motivation, users who do not regard using YouTube as entertainment will control their information; and users who often present themselves in YouTube will disclose their information. Additionally, users being used to presenting themselves will open more access and linkage to their personal information. What’s more, YouTubers who can identify others from their own videos and perceive threat or risk from internet environment have the tendency to have their information controlled and limited, not to disclose more personal information and disallow others have the access to their video in YouTube. Following the results of the present study, suggestions for future research in the online management of privacy, especially in YouTube context, are also listed and discussed.

Secure information exchanges over cyberspace is on the increase due to the convergence of wireless and mobile access technologies in all businesses. Accordingly, with the proliferation of diverse multicast group service subscriptions that are possible to co-exist within a single broadband network, there is also huge demand by the mobile subscribers to ubiquitously access these services over high speed broadband using their portable devices. Likewise, the Network Providers (NPs) invest hugely in infrastructure deployment to disseminate these services efficiently and concomitantly. Therefore, cyber security in any business is obligatory to restrict access of disseminated services to only authorised personnel. This becomes a vital requirement for a successful commercialisation of exchanged group services. The standard way to achieve cyber security in a wireless mobile multicast communication environment is through confidentiality using Group Key Management (GKM).The existing GKM schemes for secure wireless multicast from literature only target single group service confidentiality; however, the adoption of multiple group service confidentiality in them involve inefficient management of keys that induce huge performance overheads unbearable for real time computing. Therefore, a novel authenticated GKM scheme for multiple multicast group subscriptions known as slot based multiple group key management (SMGKM) is proposed. In the SMGKM, the handovers move across diverse decentralised clusters of homogeneous or heterogeneous wireless access network technologies while participating in multiple group service subscriptions. Unlike the conventional art, the SMGKM advances its security by integrating location based authentication and GKM functions. Both functions are securely offloaded from the Domain Key Distributor (DKD) to the intermediate cluster controllers, Area Key Distributors (AKDs), in a distributed fashion, using the proposed location based authenticated membership list (SKDL). A significant upgrade of fast handoff performance with reduced performance overheads of the SMGKM scheme is achieved. The developed numerical analysis and the simulation results display significant resource economy in terms of reduced rekeying transmission, communication bandwidth and storage overheads while providing enhanced security. The performance of the SMGKM in a high speed environment is also evaluated and has demonstrated that SMGKM outperforms the previous work. Finally, the SMGKM correctness against various attacks is verified using BAN logic, the eminent tool for analysing the widely deployed security protocols. The security analysis demonstrates that SMGKM can counteract the security flaws and redundancies identified in the chosen related art.

Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.

For more than three decades, the World Economic Forum’s annual Global Competitiveness Reports have studied and benchmarked the many factors underpinning national competitiveness. The quality of higher education and training is considered particularly crucial to ensure national competitiveness. The globalizing economy requires countries to nurture pools of well-educated workers who are able to perform complex tasks and adapt rapidly to their changing environment and the evolving needs of the economy. Vocational and continuous on-the-job training and the constant upgrading of workers’ skills is critical to sustain the economical status of the country. Despite the acknowledgement that education, training and development (ETD) is a key driver for a country's economical sustainability and growth, the contributions that companies make to this effect are a concern. This is ascribed to the difficulties experienced in companies regarding the management of ETD. In this study it is postulated that communication problems are at the heart of the challenges which are experienced in managing ETD. Strategic conversation is proposed as one of the methods to address the communication and performance shortcomings experienced by business and ETD managers. It is argued that if the level of conversations is raised to make them strategic, the potential to optimise results and make an impact at organisational and national level is increased. Hence, the purpose of this study was to propose a Strategic ETD Conversation (SETDC) model to optimise Return on Occupational Training Expectations (ROTE) that would contribute towards the achievement of organisational and national strategic goals. In lieu of the limited empirical research available on the strategic conversation phenomenon in general, the purpose of this study was inter alia to conduct empirical research to explore the essence of strategic ETD conversations in order to propose a model of practical value to ETD managers. Hence, the empirical research was situated in both an explorative paradigm and a pragmatic paradigm with the aim to provide practical solutions and an instrument to successfully engage in strategic ETD conversations which would enhance the quality of ETD and thus contribute to global competitiveness. / Educational Leadership and Management / D. Ed. (Education Management)

The current legislation that regulates internal managing and controlling system in administrative bodies of the public governance lags behind in the implementation of international experiences and standards for excersing the internal audits. This fact causes many reactions in the general public and also in the professional society. Alarming news about corruption and wasteful use of the public sources are just the token of the problem. The goal of this thesis is to define and analyze the process of implementing the managing and controlling system and subsequently to create a plan for a successful implementation of the effective managing and controlling system in the public governance. In the theoretical part are characteristics and goals of the managing and controlling system, legislative framework and description of components for the managing and controlling system, that are based on international experiences and practice. In the analytical part is the analyze of the particular elements from the managing and controlling system and finally in the practical part is the proposal of implementation managing and controlling system and also the proposal of directive for the internal control, which is supposed to simplify the practical use in the public governance. There is a draft of the assessment of Internal Control System Effectiveness in the practical part of this thesis.

The purpose of this study was to examine if there is an association between effective supervision and communication competence in divisions of student affairs at Christian higher education institutions. The investigation examined chief student affairs officers (CSAOs) and their direct reports at 45 institutions across the United States using the Synergistic Supervision Scale and the Communication Competence Questionnaire. A positive significant association was found between the direct report's evaluation of the CSAO's level of synergistic supervision and the direct report's evaluation of the CSAO's level of communication competence. The findings of this study will advance the supervision and communication competence literature while informing practice for student affairs professionals. This study provides a foundation of research in the context specific field of student affairs where there has been a dearth of literature regarding effective supervision. This study can be used as a platform for future research to further the understanding of characteristics that define effective supervision.

This thesis examined strategies employed by the Los Angeles Archdiocese in its communcation with the media during the initial phases of handling the child sexual abuse scandal. Internal and external messages from the archdiocese were analyzed in terms of how well they conformed to the five generally accepted principles that should govern crisis communication: timeliness, openness, honesty, regret and accessibility.

ABSTRACT The researcher set out to gain an in-depth understanding of the possible influence of a reality-altering event on interaction behaviour (communication). The alteration in interaction behaviour referred to within the context of this study, is the communication phenomenon identified, explained and labelled as part of the study, which the researcher termed “re-communication”. This study partly aims at developing a re-communication conceptual framework that explains the re-communication phenomenon. In order to explain this unexplored communication phenomenon and develop a re-communication conceptual framework for it, the study focuses on how either strategic or spontaneous communication could be utilised in any reality-altering event to disclose information that would alter the co-constructed social reality between people. This information could be communicated either by the individual, who experienced a reality-altering event, or by persons or forms of communication external to the individual. Within the context of this study, the disclosure becomes the reality-altering event. Therefore, the proposed re-communication conceptual framework firstly addresses the elements that influence disclosure or non-disclosure. Secondly, it focusses on self-preservation communication strategies used to avoid disclosing or concealing the reality-altering event. Thirdly, the framework focuses on the actual reality-altering event, which, in this case, occurs when a gay individual’s sexual identity is disclosed to colleagues. Lastly, the framework looks at re-communication, which involves a perceived alteration in communication post-disclosure due to the altered reality. It is argued that the co-constructed social reality between a gay individual and a colleague is altered from a position of being unaware of the individual being gay to becoming aware. It is further argued that, because heterosexuality is regarded as the norm and the language and meaning ascribed to dominant symbols in society support heteronormativity, people often assume that a colleague is heterosexual and construct their reality based on this notion. Going into an interaction, both the gay individuals and their colleagues have their own social reality, which they have constructed through their experiences, as well as the co-constructed social reality they share with each colleague with whom they interact. This study was conducted within an interpretivist research paradigm and from the position of the theoretical foundation of symbolic interactionism, social constructionism and constructivism. A qualitative, exploratory research design was selected to collect the data by means of in-depth semi-structured interviews and narratives. Based on the insights provided by the participants, re-communication as a communication phenomenon was identified, explained and labelled and the resultant re-communication framework was developed. The re-communication conceptual framework was synergised by means of a thematic textual analysis and was guided by a number of assumptions and postulations arising from a strong theoretical foundation and a comprehensive literature review, which were supported by the findings. In this study, it was found that a reality-altering event is complex and multiple elements influence the way in which gay individuals’ sexual identity are disclosed or not disclosed within the organisational context. However, it has been discovered that communication is the vehicle for self-preservation and for disclosing information that will lead to a reality-altering event. Regardless of how small the influence or how limited the time, post the reality-altering event, the disclosure influences interaction behaviour (communication) and alters the co-constructed social reality between gay individuals and their colleagues. The colleagues go from a position of not knowing an individual was gay to knowing. It is noted that disclosure of a sexual identity and/or any other reality-altering event is not a once off reality-altering event, but rather a continuous process for gay individuals, because each time a new colleague enters the organisational contexts of gay individuals, they need to consider if – and if so, how – they want to disclose. In some cases, disclosure take places by others and the gay individual needs to decide how to deal with colleagues now knowing s/he is gay. The most significant contribution of the study is the identification, explanation and labelling of a previously unexplored communication phenomenon – that of re-communication – and the development of a re-communication conceptual framework that could contribute to the organisational reality in a two-fold manner. Firstly, such a framework will provide insights into and possible sense making of the disclosure experiences of gay individuals in the organisational context. Secondly, the outcome illustrates the importance of inclusive and positive organisational climates and/or cultures and the concomitant impact of positive engagements on organisational practices such as inclusive climates and cultures for sharing, employee loyalty, better team cooperation, trust among employees, increased employee wellbeing and more effective communication processes within organisations. / Communication Science / D. Phil. (Communication)