Mobile phone usage involves the mobile phone, the telecommunications system, mobile phone users, and the adoption and use of the system. Mobile communications is a complex and rapidly changing industry consisting of the hardware, software, network and business aspects. Mobile phone users are influenced by demographic, social, cultural and contextual factors that complicate the understanding of mobile phone usage. Advances in technology and market competition drive the addition of new services and features. In contrast, human cognition and attention are more constrained and many users find it difficult to cope with the cognitive demands of mobile phone technology. The aim of this study is to develop a model for representing the influence of motivational needs and cultural factors on mobile phone usage variety. The link between motivational needs and mobile phone usage variety, the cultural factors that influence mobile phone usage variety, as well as usage spaces as an approach to representing usage variety, are researched. The research encompasses a literature study, structured interviews, a pilot study and a survey. The pilot study and survey yielded data about mobile phone usage of university students under the age of 30 in South Africa. The results from the statistical analysis were triangulated with the findings of the literature study and the observations made about mobile phone usage during this two-year period. A final survey was conducted to verify the model. The contribution of this study is a mobile phone technology usage model (MOPTUM) for representing the motivational and cultural factors that influence mobile phone usage variety in such a way that users can use the model to express their mobile phone usage needs in non-technical terms while marketers and designers can use the model to convert the expressed user needs into the features required. MOPTUM draws on concepts and models from sociology, computer-supported cooperative work, human-computer interaction and technology adoption models from the field of marketing. MOPTUM verifies some existing findings on mobile phone usage and then integrates and extends these existing models to provide a new model for understanding the motivational and cultural factors that influence mobile phone usage variety. / Computing / Ph. D. (Computer Science)

Les études des déterminants de la motivation au travail ont jusque-là privilégié le rôle de facteurs intrinsèques et facteurs extrinsèques. Prolongeant ces travaux, cette thèse teste l’impact des traits culturels sur la motivation au travail dans les institutions publiques dans le contexte haïtien. Quatre construits ont été identifiés :(i) la croyance en l’omnipotence des divinités, (ii) la foi en l’aide des autres, (iii) la philosophie de passage et du détachement, (iv) la tension vers l’égalitarisme. Une démarche méthodologique basée sur le cadre conceptuel de Churchill (1979) a été adoptée. Une exploration du terrain a été effectuée à partir de l’analyse de cas multiples en vue de mieux comprendre la relation qui existe entre les valeurs culturelles et la motivation au travail des agents public haïtien. Cette approche qualitative a été succédée d’une approche quantitative. Ainsi, 617 questionnaires valides ont été codifiés et saisis sur SPSS. L’analyse en composantes principales a été adoptée. La méthode de régression linéaire multiple des MCO a été utilisée. Les résultats obtenus ont montré que les variables socio-culturelles (la croyance en la puissance divine, la solidarité et la Vie Instant présent) ont chacune une incidence positive et significative sur la motivation au travail. En revanche, la croyance en la limitation humaine, la médiation d’autrui, le niveau d’aspiration, l’Auto-Retrait, le conformisme, le déni de succès et l’absence de culture d’émulation ont tous une influence négative sur la motivation au travail. Par ailleurs, six facteurs intrinsèques et extrinsèques ainsi que des tactiques de mise en œuvre dans la fonction publique ont été identifiés. / The studies of work motivation’s determinants have so far favored the role of intrinsic and extrinsic factors. Extending these studies, this thesis tests the impact of cultural traits on Work motivation in public institutions in the Haitian context. Four constructs were identified: (i) Belief in the omnipotence of gods, (ii) Belief in the help of others, (iii) Philosophy of passage and unconcern, (iv) Tension towards egalitarianism. A methodological approach based on conceptual framework of Churchill (1979) has been adopted. An exploration study has been done from multiple case analysis to better understand the relationship between cultural values and Civil servants’ work motivation in Haiti. After this qualitative approach, a quantitative approach was used. 617 valid questionnaires were coded and entered using SPSS 16.0. Principal component analysis (PCA) was adopted. Multiple linear regression method was used. The results showed that the sociocultural characteristics: Belief in the omnipotence of gods, belief in the help of others, philosophy of passage and the tension towards egalitarianism significantly influence work motivation of Haitian civil servants. Indeed, we found that three of the socio-cultural variables (belief in god’s power, solidarity and Living in the moment) have a positive and significant impact on work motivation. However, the belief in human limitation, the mediation of others, the aspiration level, Self- Withdrawal, conformity, denial of success and lack of emulation culture have all negatively influence on work motivation. In addition, six intrinsic and extrinsic factors and tactics of implementation in the civil service have been identified.

Suicide in India is a complex social issue and a neglected area by the state. Research has focused on risk factors and the epidemiology of suicide; studies concerning the intersection of culture with attempted suicide are limited. The aim of this study is to explore cultural implications of attempted suicide and its prevention in Southern India by means of comparing and contrasting the accounts of survivors of attempted suicide, mental health professionals and traditional healers engaged in treating people with suicidal behaviour. Methodology: A qualitative design is used drawing on constant comparison method and thematic analysis. The analysis of the data is underpinned by the theoretical concepts of Bourdieu’s work. In-depth interviews were conducted with fifteen survivors of attempted suicide, eight mental health professionals and eight healers from Southern India. Results: Application of Bourdieu’s theory of symbolic power and violence, cultural capital and habitus to the analysis of data revealed the process of constant interaction among visible and invisible fields such as faith, power, control, family, religion and social systems which impact survivors’ disposition to situations. Disparities in gender and role structures within families, financial challenges, health concerns, abuse, and violence were commonly cited factors by all three groups of participants. A few survivors and healers attributed misfortunes and distress to magic, spells and ‘bad times’. Healers and professionals were particularly of the opinion that cultural transition has added to stress among people. Survivors considered religious and traditional methods of support as socially accepted norms. Medical assistance was sought only during apparent ill health. Psychosocial support was very rarely accessed and availed. A lack of awareness among family members and friends to identify mental health concerns and a wide gap between identification of severe stressors and treatment increased the risk of suicide and limited timely intervention. Conclusion: This study identified a set of cultural mechanisms that produced negative impact and led to attempted suicide. The role of culture in causing suicide and attempted suicide is explained by unraveling the dynamics of cultural mechanisms and support processes that survivors experienced and as reported by professionals and healers. This research evidence presents pathways into attempted suicide and a life away from suicide.

Magister Public Health - MPH / Globally, approximately 600,000 infants each year are born with HIV infection in Sub-Saharan Africa as a result of mother to child transmission (MTCT) (UNAIDS, 2001). Whereas there is significant progress in reduction of mother to child transmission of HIV in Uganda, the Western Region of Uganda has low rates of PMTCT service utilization. The progress has been hampered by many factors including low male involvement (MOH, 2005). The main objective of this study was therefore to identify some of the factors that discourage men from participating in PMCT services in this region. The study was conducted in Kibaale District in the Western Region of Uganda for a period of one month in mid 2009. Data was collected using a qualitative methodology. The tools that were used for data collection were key informant in-depth interviews and focus group discussions (FGDs) guides. Data was collected from PMTCT service providers, women of reproductive age group and men whose partners had given birth during the last year (2008). For the focus groups, a purposive sample of men and women who had some children born in 2008, followed by random sampling from the list of potential subjects was used to select participants. The study sample comprised of three FGDs of women who had given birth in year 2008 and male partners of women who had also given birth in 2008. Each FGD consisted of eight participants. One FGD was with women only, the other with men only, while the third was with both men and women.

The aim of this paper is to analyze the role of cultural and historical perceptions of parties to a conflict by prism of the protracted conflict model (PC). The theoretical part initially focuses on explication of the protracted conflict concept theory and argues for its presence in the IR theory. Subsequently, the clarification of the national narratives theory as a form of cultural and historical perceptions drawn from nationalism theories is included. Further, the analysis of national narratives in the PC model is conducted and its findings are presented. The last part contains characteristics of the Israeli-Palestinian conflict as a PC and the application of theoretical findings and conclusions in the conflict.

This study is an attempt to improve job satisfaction and work motivation of the Egyptian textile managers and to fill the gap in the managerial literature regarding the Egyptian textile working context. The main objective of this study is to explore the motivation and job satisfaction of the Egyptian senior and middle managers. A research model was developed in order to explain and to understand the satisfaction and motivation process of senior and middle managers and was empirically tested in the actual textile context. Egyptian textile managers¿ motivation and job satisfaction were explored by using a total of 247 survey questionnaires and 33 interviews. The major findings indicated that the personal, organisational, and cultural factors were found to influence managers¿ job satisfaction and motivation. Managers were satisfied with their working conditions, job security, and their personal relationships. However, managers were dissatisfied with their pay, promotion, company policies, training, and their appraisal system. Moreover, managers have placed more concern for job content factors rather than for job context factors. The Egyptian culture was positively related with managers¿ concern for good personal relationships, achievement, responsibility, and for seeking to more knowledge. However, it negatively affected women managers¿ status as it led to a gender-biased discrimination towards them. The findings suggest a need to consider the personal differences between managers, improve the promotion system, review salary structure, adopt a results-focused appraisal system, pay more attention to the content job factors, improve training system, increase coordination and delegation of authority, give women equal rights, and increase managers¿ involvement in decision-making process. / Appendices files are not available online.

No description available.

In the face of intensifying competition for skilled talent across industries, organizations are increasingly recognizing the strategic imperative of employer branding to attract, engage, and retain top talent. This study aimed to elucidate optimal employer branding strategies and processes that enhance talent outcomes throughout the employee lifecycle. Through an exploratory comparative case study approach, semi-structured interviews were conducted with talent management professionals from renowned organizations in the automobile and consulting industries. The findings revealed that organizations employ diverse approaches to designing and implementing employer branding strategies, ranging from centralized and data-driven models to decentralized and business unit-driven approaches. However, a common theme emerged regarding the criticality of aligning the employer brand with the organization's culture, reputation, and employee value proposition (EVP) to resonate with target talent segments. Additionally, the study underscored the significance of ensuring alignment between employer branding promises and the actual employment experiences through strategies such as fostering an engaging organizational culture, crafting a compelling EVP, managing psychological contracts, and implementing continuous monitoring and feedback mechanisms. Furthermore, the research highlighted the importance of employing a multi-faceted approach to measuring and evaluating the effectiveness of employer branding initiatives, incorporating both quantitative and qualitative methods, while acknowledging the challenges associated with comprehensive tracking systems and infrequent external perception surveys. The influence of cross-cultural factors on the design, implementation, and perception of effective employer branding strategies was also explored, emphasizing the need for tailored approaches while maintaining brand coherence. The study confirmed the significant impact of employer branding on talent attraction and retention across both industries, including attracting competent talent, fostering brand awareness, and enhancing retention. Overall, this research contributes to advancing the theoretical and practical understanding of employer branding strategies and their implications for talent management outcomes, while acknowledging limitations and providing recommendations for organizations, practitioners, and future research endeavors.   Keywords: employer branding, talent attraction, retention, employee value proposition (EVP), organizational culture, cross-cultural factors, talent management.

Humans, like all animal species, are subject to Bergmann's (1847) and Allen's (1877) environmental rules which summarize physical adaptations to the natural environment. However, humans are in addition cultural animals and other bio-cultural factors such as social, economic and political status, general health, and nutrition, have a noticeable influence on stature and body proportions. Importantly, socio-economic status has a powerful influence on stature, which has been used to elucidate status differences in past societies (Bogin and Loucky, 1997; Floud et al., 1990; Schutkowski, 2000a). Furthermore, bio-cultural factors influence all dimensions of the human body, including weight, relative limb length, and relative length of the different limb segments. Given minimal migration and shared natural environments, all populations in this study, coming as they do from the last 2000 years of English history, should demonstrate similar morphology (c. f Ruff, 1994) if climatic variables were the only influence on stature and body proportions. In order to assess such bio-cultural factors in individuals from archaeological populations, skeletal populations from sites such as known leprosaria and medieval hospitals, rural and urban parish cemeteries, victims from the battle of Towton in A. D. 1461, and individuals from monastic cemeteries were analysed. The osteometric data from these populations were assessedfo r within and between population variability and indicate effects of bio-cultural factors on attained body proportions and stature. The results indicate a strong relationship between bio-cultural factors and body proportions, body mass index, prevalence of pathologies, sexual dimorphism, secular trend, and general stature from Roman times to the post-medieval period. The usefulness of stature, weight, and physical indices as markers of the bio-cultural environment is demonstrated. The main findings include: a greater sensitivity to external stressors in the males rather than the females of the analysed populations, rendering male statures more susceptible to varying bio-cultural conditions; a potential for very tall stature has existed in the analysed populations but was only realised. in very high status individuals in medieval times, and from the beginning 20'h century with better socio-economic conditions for the population at large; a less stratified socio-political environment, as in the late Anglo-Saxon period resulted in taller average male statures that a more stratified one, such as the medieval Nation-States; and medieval monastic institutions could have high status, e.g., the Gilbertines, or lower status, such as the mendicant orders, while leprosaria had the lowest status of all.

Although the development of small businesses is generally considered important for income generation and job creation, there has been relatively little research in developing countries such as Ghana on understanding why some small firms succeed and grow rapidly while others do not in. This thesis investigates the influences on small firm growth rates in Ghana using data from a random sample of 252 manufacturing and services firms from the database of the Association of Ghana Industries. The general hypothesis is that, growth is a function of the characteristics of the entrepreneur; characteristics of the firm; strategic factors; environmental factors; and cultural factors. Consequently, the research tests 36 hypotheses drawn from the five main categories of variables using the turnover and the employment growth measures. It also uses logistic regression analysis to isolate significant factors differentiating rapid-growth firms from slow-growth firms. Overall, the research finds strong evidence which suggests that, perception of a market opportunity; university education; multiple founders; entrepreneurs with marketing skills; workforce training; new product development; presence of a clear vision and mission statement; majority non-family members in management and membership of professional or business associations were associated with rapid-growth firms. iv Factors which were significant in discriminating between rapid-growth and slow-growth firms but were more likely to be associated with slow-growth firms included threat of unemployment or actual unemployment as a motivation for starting a business; production skills; legal form (limited liability companies); access to external equity (post-formation); exporting; access to public or external aid; unionization and frequent management meetings.