Thesis (M.A.)--Catholic Theological Union at Chicago, 2005. / Vita. "May 2005." Includes bibliographical references (leaves [213]-221).

Escalation of Commitment (EoC) behaviour occurs when a Decision Making Unit (DMU), such as an individual or group, continues with a course of action despite receiving negative feedback about it. Much research exists, within multiple disciplines, which attempts to explain why DMUs continue with failing courses of action. To date however, there has been very little critical inquiry of such research. Using a historical research approach, this thesis reviews and critically assesses all existing EoC behaviour research and concludes that a number of serious issues exist. These include the use of multiple labels by authors to describe the phenomenon; the considerable uncertainty that exists regarding which DMUs are subject to EoC behaviour; the existence of multiple, concurrent definitions for each ‘theory label’ and important EoC behaviour concepts, such as escalation, DMU, resource, success, failure and commitment, not being adequately defined. It is contended that these and other issues exist primarily because of the scope of the phenomenon and the resultant high quantity and complexity of research; all of which impair research technique. However, independent, pre-existing research technique issues are also proposed as reasons. Ultimately, it is argued that the state of EoC behaviour research is poor. It is considered that the mere recognition of the issues raised in this thesis will assist in the improvement of the research. Yet this aspect in isolation is deemed inadequate. In response, a prescriptive technique is developed which is bifurcated between resolutely defining the important concepts related to EoC behaviour research and creating an ‘integrated framework’ which includes all existing EoC behaviour determinants from all research disciplines. The proposed framework also identifies a number of new potential determinants of EoC behaviour, including the Autoepistemic Sunk Cost Effect (ASCE), the age of the DMU and anthropomorphic revenge motives. It is suggested that these two prescriptive responses will also promote focussed future EoC behaviour research, designated in the thesis as research direction. This thesis contributes to existing knowledge by not only recognising research issues that have not previously been acknowledged but also by prescribing for these issues through a complete concept exploration, coupled with a complete collective framework.

Introduktion: Familjeföretag är betydelsefulla för den svenska ekonomin och utgör ungefär en tredjedel av Sveriges bruttonationalprodukt (BNP) och den totala sysselsättningen. Inom familjeföretag är det vanligt förekommande att ett generationsskifte sker, där den äldre generationen överlåter ägandet till den efterkommande yngre generationen. Med hjälp av teori och intervjuer analyseras bakgrundsfaktorerna till två svenska familjeföretag generationsskiften. Teorin som applicerades var sex-stegsmodellen, kultur och relationer. Syfte: Syftet med denna uppsats var att undersöka två familjeföretag och att med hjälp av sexstegmodellen och andra faktorer som familjerelationer och kultur. För att kunna identifiera anledningen till att företagen överlevt i flera generationer. Metod: Det genomfördes en kvalitativ fallstudie där två svenska familjeföretag analyserades. För att samla in material genomfördes 10 semistrukturerade intervjuer med respondenter från företagen Assbecks AB och KD Solskydd. För att analysera det insamlade materialet har en tematisk analys och kodning genomförts. Slutsats: Dessa två familjeföretag implementerar inte alltid hela sexstegsmodellen eller följer en skriftlig och strikt plan när de vill genomföra ett generationsskifte. De har emellertid genomgått processen flexibelt och utan några problem med hjälp av faktorerna såsom familjerelationer och företagskultur. Dessa faktorer kompletterar sexstegsmodellen. För ett framgångsrikt generationsskifte är det avgörande att upprätthålla balansen mellan kultur, värderingar, nytänkande och att bibehålla en stark familjerelation. / Introduction: Family businesses play a crucial role in the Swedish economy, which consists of about one-third of the gross domestic product (GDP) and total employment. The successionprocess is very common within family businesses, involving the transfer of ownership from the older to the younger generation. Different factors such as culture and relationshpis within the family buisness are analyzed usin theory and interviews from two Swedish family businesses. The applied theory includes the six-stairs model, culture, and relationships.  Purpose: The purpose of this thesis was to investigate two family businesses by utilizing the six-stairs model and other factors such as family relations and culture. In order to identify the reasons why these companies have survived across multiple generations. Method: Two Swedish family businesses were analyzed with a qualitative case study.. To collect material, 10 semi-structured interviews were implemented with respondents from the companies Assbecks och KD Solskydd. An thematic analysis and coding were used to analyze the collected material.  Conclusion: These two family businesses don't always implement the entire six-stairs model or follow a strict plan when executing a succession process. However, they have navigated the process flexibly and without any expirenced issues due to factors such as family relationships and family culture. These factors complement the six-stairs model. Which involves maintaining a balance between culture, values, innovation and maintaining a strong family relationship is crucial for a successful succession process.

L’objectif principal de ce mémoire est d’identifier les antécédents organisationnels de la supervision abusive. Alors, un modèle intégrant la culture organisationnelle a été élaboré. Les données primaires recueillies par l’Équipe de Recherche sur le Travail et la Santé Mentale (l’ERTSM) auprès de 2162 employés de 63 établissements au Québec de septembre 2009 à mai 2012 ont permis de tester nos hypothèses. Les analyses multiniveaux réalisées corroborent une relation significative entre la culture organisationnelle et la supervision abusive. Les résultats ont montré que la culture de performance est positivement reliée à la supervision abusive contrairement à la culture de relations sociales. Aussi, ces analyses révèlent que certains subordonnés seraient plus enclins à rapporter de la supervision abusive que d´autres. Enfin, d’autres caractéristiques organisationnelles comme la taille de l’établissement pourraient être associées à la supervision abusive. / The main objective of this thesis is to identify the organizational antecedents of abusive supervision. A model incorporating organizational culture was thus developed. The data collected by l’Équipe de Recherche sur le Travail et la Santé Mentale (l’ERTSM) with 2162 employees from 63 organizations located in Quebec from September 2009 to May 2012 was used to test our hypotheses. The linear multilevel models supported a significant relationship between organizational culture and abusive supervision. The results suggest that the performance culture positively affects abusive supervision. In contrast, the social relations culture is negatively related to abusive supervision. Also, these analyzes revealed that some employees are more likely to report abusive supervision. Finally, other organizational characteristics such as the organization's size are associated with abusive supervision.

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This thesis describes how and what Wattana-dharm Thai [Thai culture] has influenced Thai PR practice through the eyes of Thai PR managers and practitioners. It also provides some background information about the evolution of Thai PR practice to link to the current Thai PR practice. The study employs a qualitative paradigm with in-depth interviews as the main method. Documentary sources are mostly used as a supplement. This thesis provides detailed qualitative data describing how Thai public relations (PR) practitioners operate in Thailand both offline and online. The findings highlighted that Wattana-dharm Thai has a strong influence on Thai PR practice. There are eight main Wattana-dharm Thai aspects that influence Thai PR practice: 1) Relationship orientation (relationships in a Thai style including Bunkhun, Pen-Mitr, and Alum aluay relationships); 2) Community-based orientation; 3) Sanook orientation; 4) Hierarchical structure; 5) Buddhist orientation, 6) Monarchy institution respect; 7) Face and eyes in society; and 8) Form over the content. Thai PR practice has an emphasis on Saang Kwaampratabjai [impression building] through Wattana-dharm Thai. For example, historically, Thais accepted westerners because they did Saang Kwaampratabjai by bringing technology and development to the country. Thais have a positive attitude toward westerners because of this history of impression. Thai PR practitioners also try to use Saang Kwaampratabjai influence the public, such as journalists and opinion leaders by offering incentives altruistically (e.g. Namjai, Bunkhun, etc). Thai PR practice Saang Kwaampratabjai based on Buddhism and their respect of the monarchy. Thai PR place an importance on details of public’s personal information to instigate Saang Kwaampratabjai. For online PR, Thai PR use Information and Communication Technologies (ICTs) to support Saang Kwaampratabjai. It would appear that ICTs, in part, are used to promote company’s image rather than having any practical use. Hence, the core of Thai PR is how to practice Saang Kwaampratabjai based solely on personal and social relationship. This thesis aims to fill in the gaps in knowledge relating to PR and culture. It will make a contribution to the academic literature on culture and public relations, not only in the West but globally. This will also provide a framework for Thai PR practitioners to improve and develop their work. This thesis examines culture and PR through the lens of Thai terminology and discourse facilitated by a native inside-out view moderated by the distance obtained by leaving my country for a substantial proportion of the period of the study. This distance allowed me to re-consider many taken-for-granted aspects of my own culture, as well as allowing me to take on board other cultural perspectives available in a Western but international university. Thus this thesis is in part autobiographical, product of my research journey that allowed me to engage with a range of fundamental issues central to cross-cultural living such as hierarchy, religion, political and regal institutional frameworks, and gender.