No / This study examines the effect of board composition on the likelihood of corporate failure in the UK. We consider both independent and non-independent (grey) non-executive directors (NEDs) to enhance our understanding of the impact of NEDs' personal or economic ties with the firm and its management on firm performance. We find that firms with a larger proportion of grey directors on their boards are less likely to fail. Furthermore, the probability of corporate failure is lower both when firms have a higher proportion of grey directors relative to executive directors and when they have a higher proportion of grey directors relative to independent directors. Conversely, there is a positive relationship between the likelihood of corporate failure and the proportion of independent directors on corporate boards. The findings discussed in this study support the collaborative board model and the view that corporate governance reform efforts may have over emphasised the monitoring function of independent directors and underestimated the benefits of NEDs' affiliations with the firm and its management. (C) 2013 Elsevier Ltd. All rights reserved.

本研究使用固守職位理論(Entrenchment theory)解釋在經理人更替後因風格不同及代理人問題造成繼任者有現金持有動機的轉換，此項交乘效果將造成公司現金持有決策的轉變。同時本研究使用多角化公司的財務決策轉變作為例子，解釋在能力配對理論(Ability-matching theory)中不同公司性質造成CEO更替之後決策轉變的原因。研究結果顯示在兩種理論之下，被強制替換或自動離職的狀況將會帶來經理人風格轉變、前任代理人問題減輕或在公司狀況不同下使得現金持有因素有顯著的增減。然而整體實證結果因增減效果彼此抵消，CEO更替對於現金持有的影響並不顯著。 / Our research used entrenchment theory to explain the changing in cash holding after CEO turnover can be caused by different managerial style and agency problem. The interaction of turnover and entrenchment effect will transform motivations of holding cash and further changing the liquidity policy. Meanwhile, we used the ability-matching theory to explain the changing of financial decision in diversified companies to show how different company characteristics affect corporate financial strategy after CEO turnover. Our results showed that based on the two theory, CEO characteristics, agency problem and firm characteristic will significantly affect the financial variables. However, the total effect of CEO turnover on cash holding policy is insignificant because the different effects off set the total effect.

<p>Background: The origin of this study was the negotiations around a EU takeover directive, aimed at making the market for corporate control more open. One of the proposals was to neutralise shares carrying multiple rights in takeover situations when a potential acquirer obtains 75% of the total share capital. For many Swedish ownership groups, this would mean that the system of unequal voting rights, constituting an important defense to their control, would decrease in effectiveness. In the middle of writing this thesis, an EU agreement was finally reached, making the proposal voluntary to adopt. The imminent threat posed to the Swedish system faded, but has though not disappeared since the present rules anew will be brought under inspection in five years. </p><p>Purpose: To give examples on potential tactics to adopt if unequal voting rights would risk to become neutralised in takeover situations, these tactics dependent on two different scenarios: (1) Present Swedish ownership structure is considered advantageous for the country and thus to be remained or (2) A more open market for takeovers is desired. Course of action: Interviews have been conducted with parties within Swedish trade and industry, partly in order to assess the value and necessity of the content of this thesis. </p><p>Conclusion: The threat of an abolition of the unequal voting rights is not perceived as imminent by parties within Swedish trade and industry and few alternative resistance strategies are suggested. If current Swedish ownership structure is to be remained, the author proposes competition-reducing defenses, if a more open market for takeovers is aimed for, auction-inducing resistance strategies. The choice of how to proceed should depend on how afraid the Swedish Government and Swedish companies are of a change in present ownership structure.</p>

<p>This thesis examines usage of English colour terms in context, based on an extensive computerised text corpus, the Bank of English. It describes the ways in which English colour terms may be used to refer to nuances outside their normal area of designation and to attributes outside the colour domain. Usage patterns are analysed on three different levels: with regard to the overall frequency of occurrences, nominal domains and individual tokens, respectively. </p><p>Cognitive linguistics supplies the theoretical framework employed in the analyses of the observed patterns. The study identifies three types of usage where colour terms refer to peripheral colour nuances or to concepts outside the colour domain: classifying, figurative and marked usage. </p><p>When a colour term has a classifying function, it can be used outside the normal area of designation. This usage is analysed as a type of reference-point construction where a term referring to a salient point in the colour domain is used to subcategorise an entity whose actual colour may be only a peripheral member of the category named by the colour term. An analysis of the OED and the Bank of English shows that this type of usage is primarily restricted to a few of the most salient basic terms. </p><p>This study points to the close affinities between classifying and figurative usage. Figurative expressions of colour terms frequently have a classifying function. I argue that figurative meanings are derived through two types of metonymy: +SALIENT ATTRIBUTE FOR OBJECT+ and +SALIENT CONCRETE ATTRIBUTE FOR SALIENT ABSTRACT ATTRIBUTE+. </p><p>Marked usage arises when specific colour terms are used in nominal domains where the specificity is not expected. This phenomenon is consequently confined to non-basic colour terms. </p><p>On the basis of the established patterns of usage and the frequency of occurrences, this thesis suggests that the colour category may be analysed as a radial category, with the basic colour terms forming the centre. </p>

This thesis examines usage of English colour terms in context, based on an extensive computerised text corpus, the Bank of English. It describes the ways in which English colour terms may be used to refer to nuances outside their normal area of designation and to attributes outside the colour domain. Usage patterns are analysed on three different levels: with regard to the overall frequency of occurrences, nominal domains and individual tokens, respectively. Cognitive linguistics supplies the theoretical framework employed in the analyses of the observed patterns. The study identifies three types of usage where colour terms refer to peripheral colour nuances or to concepts outside the colour domain: classifying, figurative and marked usage. When a colour term has a classifying function, it can be used outside the normal area of designation. This usage is analysed as a type of reference-point construction where a term referring to a salient point in the colour domain is used to subcategorise an entity whose actual colour may be only a peripheral member of the category named by the colour term. An analysis of the OED and the Bank of English shows that this type of usage is primarily restricted to a few of the most salient basic terms. This study points to the close affinities between classifying and figurative usage. Figurative expressions of colour terms frequently have a classifying function. I argue that figurative meanings are derived through two types of metonymy: +SALIENT ATTRIBUTE FOR OBJECT+ and +SALIENT CONCRETE ATTRIBUTE FOR SALIENT ABSTRACT ATTRIBUTE+. Marked usage arises when specific colour terms are used in nominal domains where the specificity is not expected. This phenomenon is consequently confined to non-basic colour terms. On the basis of the established patterns of usage and the frequency of occurrences, this thesis suggests that the colour category may be analysed as a radial category, with the basic colour terms forming the centre.

Background: The origin of this study was the negotiations around a EU takeover directive, aimed at making the market for corporate control more open. One of the proposals was to neutralise shares carrying multiple rights in takeover situations when a potential acquirer obtains 75% of the total share capital. For many Swedish ownership groups, this would mean that the system of unequal voting rights, constituting an important defense to their control, would decrease in effectiveness. In the middle of writing this thesis, an EU agreement was finally reached, making the proposal voluntary to adopt. The imminent threat posed to the Swedish system faded, but has though not disappeared since the present rules anew will be brought under inspection in five years. Purpose: To give examples on potential tactics to adopt if unequal voting rights would risk to become neutralised in takeover situations, these tactics dependent on two different scenarios: (1) Present Swedish ownership structure is considered advantageous for the country and thus to be remained or (2) A more open market for takeovers is desired. Course of action: Interviews have been conducted with parties within Swedish trade and industry, partly in order to assess the value and necessity of the content of this thesis. Conclusion: The threat of an abolition of the unequal voting rights is not perceived as imminent by parties within Swedish trade and industry and few alternative resistance strategies are suggested. If current Swedish ownership structure is to be remained, the author proposes competition-reducing defenses, if a more open market for takeovers is aimed for, auction-inducing resistance strategies. The choice of how to proceed should depend on how afraid the Swedish Government and Swedish companies are of a change in present ownership structure.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2018-02-28T18:20:12Z No. of bitstreams: 1 Fabian de Souza Silva.pdf: 1546502 bytes, checksum: 2815770db4b2426fce7bb3d472c86db5 (MD5) / Made available in DSpace on 2018-02-28T18:20:12Z (GMT). No. of bitstreams: 1 Fabian de Souza Silva.pdf: 1546502 bytes, checksum: 2815770db4b2426fce7bb3d472c86db5 (MD5) Previous issue date: 2017-09-01 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The present research studies the factors that motivate the permanence of citizen security officials in a profession that presents a high risk of death for themselves as well for their family, resulting from excessive violence present throughout the national territory, with a cut for this study the Metropolitan Civil Guard from Sao Paulo. It uses a quantitative approach from the following constructs: Career Success Perception Scale; Organizational Entrenchment Scale; Affective Organizational Engagement Scale; and finally, two variables to evaluate the intention to remain in the organization. With descriptive statistics, categorization and correlations, different characteristics were identified between new and experienced police professionals, as well as relationships between the constructs and the intention to remain in the police career. The conclusion can guide management actions in citizen security, especially regarding the commitment and retention of current and future professionals; understanding of the reasons that lead professionals to remain in high-risk occupations, and contribute with research on retention of professionals. / A presente pesquisa estuda os fatores que motivam a permanência dos servidores da segurança pública numa profissão que apresenta um alto risco de morte para si e sua família, resultante da violência desmedida e presente em todo o território nacional, tendo como recorte para este estudo a Guarda Civil Metropolitana de São Paulo. Utiliza abordagem quantitativa a partir dos seguintes constructos: Escala de Percepção de Sucesso na Carreira, Escala de Entrincheiramento Organizacional, Escala de Comprometimento Organizacional Afetivo e, por fim, duas variáveis para avaliar a Intenção de Permanência na Organização. Com estatísticas descritivas, categorização e correlações, foram identificadas características distintas entre os profissionais novos e os mais experientes na polícia, bem como relações entre os constructos e a intenção de permanecer na carreira policial. A conclusão aponta para o direcionamento de ações de gestão na segurança pública, sobretudo quanto ao comprometimento e à retenção dos atuais e futuros profissionais; à compreensão dos motivos que levam profissionais a se manterem em profissões de alto risco; e à contribuição com pesquisas sobre retenção de profissionais.

Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-03-15T14:35:17Z No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / Approved for entry into archive by Ana Portela (anapoli@ufba.br) on 2016-03-28T18:08:37Z (GMT) No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / Made available in DSpace on 2016-03-28T18:08:37Z (GMT). No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / CAPES / No estágio atual da agenda de pesquisa sobre vínculos com a organização, esforços têm sido empreendidos para revisar conceitos que, ao longo do tempo, acumularam questões teóricas e empíricas que ameaçam a validade dos resultados encontrados. Dentro dessa tendência mais ampla, estudos têm sido voltados para a revisão do modelo tridimensional do comprometimento proposto por J. Meyer e N. Allen, guiados pelo argumento de que esse modelo reúne mais de um tipo de vínculo. Um dos principais pontos de análise tem sido a pertinência da dimensão de continuação, que apresenta base teórica e comportamento semelhante ao entrincheiramento organizacional. A presente pesquisa buscou percorrer um caminho metodológico que possibilitasse alcançar maiores compreensão, precisão e delimitação desses construtos. Após a revisão e refinamento das medidas do entrincheiramento organizacional e do comprometimento de continuação, foram comparados seus modelos explicativos. Os resultados apontaram para o mesmo padrão de relação quando confrontados os modelos do entrincheiramento e da base de continuação, evidenciando validade convergente. Confirmada a hipótese de que a base de continuação é sobreposta ao entrincheiramento, e de que ambos se distinguem do comprometimento afetivo, foram identificados e discriminados quatro grupos com diferentes níveis de entrincheiramento e comprometimento organizacional: sentinela de oportunidades (níveis medianos dos vínculos), transeunte organizacional (níveis baixos dos vínculos), cidadão livre (alto comprometimento e baixo entrincheiramento) e prisioneiro colaborativo (alto comprometimento e alto entrincheiramento). Desses grupos, foram extraídos casos representativos para uma investigação qualitativa da dinâmica dos vínculos com a organização, com base em narrativas profissionais. Após as análises detalhadas de cada caso, foi elaborado um modelo teórico que reúne variáveis pessoais e organizacionais, além das trajetórias percorridas, que contribuem para a formação das diferentes configurações de vínculo. Conclui-se que o entrincheiramento e o comprometimento são vínculos distintos, que podem ser combinados em diferentes padrões, construídos com base em características pessoais e em experiências vivenciadas na organização. Esses padrões demonstraram a capacidade de ampliar o poder explicativo dos vínculos em comparação ao seu tratamento isolado. Ao término deste estudo, verifica-se o alcance de maior delimitação teórica e empírica do comprometimento e do entrincheiramento. As estratégias metodológicas aqui empregadas poderão ser retomadas e incrementadas em estudos futuros, contribuindo para maiores avanços teóricos e aplicações práticas dos vínculos com a organização. On the current agenda of research on organizational attachments, efforts have been made in order to review concepts which have accumulated theoretical and empirical issues, therefore, threatening the validity of the results of several of these studies. Following a broader perspective, other studies have revised the three-dimensional model of commitment proposed by J. Meyer e N. Allen. These other studies have been guided by the argument that this model included more than one type of bond. One of the key issues is the pertinence of the continuance commitment, which is characterized by similar behavior and theoretical basis, if compared to organizational entrenchment. This research intended to follow a methodological pathway which would enable the researcher reach a better understanding, precision and delimitation of these constructs. After reviewing and refining the measures of organizational entrenchment and continuation commitment, their explanatory models were compared. Results indicated the same pattern of relationship between the models of entrenchment and continuance dimension, evincing a convergent validity. Therefore, not only the hypothesis that the continuance dimension overlaps entrenchment was confirmed, but also that both are distinct from affective commitment. Four groups in different levels of entrenchment and organizational commitment were identified and discriminated: sentinel of opportunities (average levels of attachment), organizational passerby (low levels of attachment), free citizen (high level of commitment and low entrenchment) and collaborative prisoner (high level of commitment and high entrenchment). Representative cases were taken from these groups for a qualitative investigation of the dynamics of bonds in the organization, based on the narratives of the professionals. After a detailed analysis of each case, a theoretical model including personal and organizational variables, and also trajectories lived - which have contributed to the formation of different settings of bonds - was elaborated. It was concluded that entrenchment and commitment are distinct bonds, which can be combined in different patterns, built based on personal characteristics and experiences lived in the organization. These patterns demonstrate the ability of this study to increase the explanatory power of bonds, when compared to their isolated treatment. At the end of this study, the significance of a major theoretical and empirical delimitation of commitment and entrenchment was verified. The methodological strategies used here may be incorporated and improved in future studies, contributing to greater theoretical advances and practical applications of attachments in the organization.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The work can be seen by the individual as a job or as a career. Emmerling and Cherniss (2003) say that the choice of career/area of performance can not be taken under an isolated perspective, but the community of a series of decisions involving the individual levels of professional and personal aspirations. Thus, understanding the dynamics that embraces choice, and the bonds established with the career and area of performance, both individual and collective point of view, becomes significant, since a profession achieve its social statement if the individuals that composes it demonstrate commitment and dedication. Among the bonds formed by the individual are commitment and entrenchment. To Baiochhi and Magalhães (2004), these constructs are geared to explain the intention of the employee to remain on a course of action that defines his occupation and the investments that it makes. Therefore, this work was made whit the purpose to analyze how the choices about career and area of performance influence the relationships of commitment and entrenchment of the managers surveyed. It was conducted a descriptive study with a quantitative approach. Study participants totaled 208 administrators logged in Regional Management Board of Rio Grande do Sul (CRA-RS). A semi-structured questionnaire was applied, consisting of questions covering the respondents profile, the process of career choice and area of performance from Carvalho (2007) and about the bonds of commitment from Blau (1985) and Meyer and Allen (1984) and entrenchment from Carson et al (1995) with the career and area of performance. Data obtained were analyzed using descriptive statistics, nonparametric tests and correlations. It was evident that the administrators participants of the survey were predominantly male (52.88%), married (46.63%) with a mean age of 34 years. It was found that the process of career choice performed by administrators gave up predominantly by internal factors (45.94%), while the process of choosing the area of performance was guided by external factors (48.56%). In general, rates of commitment were more expressive than the levels achieved by the entrenchment bond, for career and area of performance. Correlations the bonds with the career and area of performance were significant and positive. However, the correlations between the choice process and the bonds, not reach significance, thus the study hypotheses were rejected. Finally, it is expected that this survey will serve to the better understanding of the administrator profession and how this professional form and establishes its bonds with the career and area of performance. / O trabalho pode ser visto pelo indivíduo como um emprego ou como uma carreira. Emmerling e Cherniss (2003) dizem que a escolha da carreira/área de atuação não pode ser tomada sob uma ótica isolada, mas pela comunhão de uma série de decisões, que envolvem níveis de aspirações pessoais e profissionais do indivíduo. Dessa forma, compreender a dinâmica que abarca a escolha, e os vínculos estabelecidos com a carreira e área de atuação, tanto do ponto de vista individual quanto coletivo, torna-se expressivo, já que uma profissão conseguirá sua afirmação social se os indivíduos que a compõe demonstrarem compromisso e dedicação. Dentre os vínculos formados pelo indivíduo, encontram-se o comprometimento e o entrincheiramento. Para Baiochhi e Magalhães (2004), esses são construtos voltados para explicar a intenção do trabalhador em permanecer num curso de ação que delimita a sua ocupação e os investimentos que faz. Diante disso, esse trabalho foi desenvolvido com o objetivo de analisar de que forma as escolhas em relação à carreira e à área de atuação influenciam as relações de comprometimento e entrincheiramento dos administradores pesquisados. Realizou-se uma pesquisa descritiva, de abordagem quantitativa. Os participantes do estudo totalizaram 208 administradores registrados no Conselho Regional de Administração do Rio Grande do Sul (CRA-RS). Aplicou-se um questionário semiestruturado, constituído de questões abrangendo o perfil dos respondentes, o processo de escolha da carreira e da área de atuação de Carvalho (2007) e sobre os vínculos de comprometimento de Blau (1985) e Meyer e Allen (1984) e entrincheiramento de Carson et al (1995) com a carreira e a área de atuação. Os dados obtidos foram analisados por meio de estatísticas descritivas, testes não-paramétricos e correlações. Evidenciou-se que os administradores participantes da pesquisa foram predominantemente homens (52,88%), casados (46,63%) e com idade média de 34 anos. Constatou-se que o processo de escolha da carreira realizado pelos administradores deu-se predominantemente pelos fatores internos (45,94%), enquanto que o processo de escolha da área de atuação foi guiado pelos fatores externos (48,56%). No geral, os índices de comprometimento apresentaram níveis mais expressivos do que os alcançados pelo vínculo de entrincheiramento, tanto para a carreira quanto para área de atuação. As correlações dos vínculos com a carreira e com a área de atuação foram significativas e positivas. No entanto, as correlações entre o processo de escolha e os vínculos, não obtiveram significância, dessa forma as hipóteses do estudo foram rejeitadas. Por fim, espera-se que a realização dessa pesquisa sirva para melhor compreensão da profissão de administrador e de como este profissional forma e estabelece seus vínculos com a carreira e a área de atuação.

This work was developed with the aim to investigate the influence of organizational commitment and entrenchment, as well as the perceptions of servers at UFSM about organizational support for transfer of training on impact of training on the job. To this end, we carried out a descriptive explicative study, drawing on quantitative methodologies. The search sample consisted of 392 civil servents of a Federal Institution of Higher Education, to which a questionnaire was developed from a model of self-assessment of Training at Work of Abbad (1999) and model assessment of Commitment Organizational Entrenchment proposed by Bastos et al (2008). The data were analyzed using the software Excel, SPSS and SAS. Did basic descriptive statistics, correlation and application of regression models. We have identified positive correlations between dimensions of commitment and positive correlations between the dimensions of entrenchment. Were also found positive correlations between the impact of training on the job, support the transfer and affective commitment. The most interesting were a negative correlations demonstrated between impact and the dimensions of entrenchment: Limitations of alternatives and bureaucratic arrangements. Yet, regression analysis revealed that the model with higher predictive power of the impact of training on work explained its variance by 25% by the variables: Support to training transfer, Affective and entrenchment dimensions: bureaucratic arrangements (this was correlated negative). Still, the predictive strength of support for the transfer of training on the affective commitment was statistically modest, with only 10% of variance explained. Based on these results, we can draw some strategic suggestions for strengthening the impact and that the employee develops ties with the organization. In this sense, organizations could look to the fact that support the transfer of training and affective commitment constitute predictors of impact. Therefore, it is interesting that organizations become aware of its members to provide a work environment characterized by support in the search for improvement, as well as for its employees to be able to transfer new knowledge to the work section. This support will make individuals feel more committed emotionally. / Este trabalho foi desenvolvido com o propósito de investigar a influência do comprometimento e do entrincheiramento organizacionais, bem como das percepções dos servidores da UFSM acerca do suporte organizacional à transferência de treinamento, sobre impacto do treinamento no trabalho. Para tanto, realizou-se uma pesquisa descritiva de caráter explicativo, valendo-se de metodologias quantitativas. A amostra da pesquisa foi composta por 392 servidores de uma Instituição Federal de Ensino Superior, aos quais foi aplicado um questionário elaborado a partir do modelo de auto-avaliação de Impacto do Treinamento no Trabalho de Abbad (1999) e do modelo de avaliação de Comprometimento e Entrincheiramento Organizacionais proposto por Bastos et al (2008). Os dados obtidos foram analisados por meio dos softwares Excel, SPSS e SAS. Foram realizadas estatísticas descritivas básicas, correlações e aplicação de modelos de regressão. Identificaram-se correlações positivas entre as dimensões de comprometimento e correlações positivas entre as dimensões de entrincheiramento. Também foram encontradas correlações positivas entre o impacto do treinamento no trabalho, suporte à transferência e comprometimento afetivo. O mais interessante foram as correlações negativas demonstradas entre impacto e as dimensões de entrincheiramento: Limitações de alternativas e Arranjos burocráticos. Ainda, as análises de regressão revelaram que o modelo com maior poder de predição do Impacto do treinamento no trabalho explicou sua variância em 25% pelas variáveis: Suporte à transferência de treinamento, Comprometimento afetivo e pela dimensão de entrincheiramento: Arranjos burocráticos (essa apresentou relação negativa). Ainda, a força preditiva do Suporte à transferência do treinamento sobre o comprometimento afetivo foi modesta estatisticamente, com apenas 10 % da variância explicada. Diante dos resultados obtidos, pode-se elaborar algumas sugestões estratégicas para o fortalecimento do impacto e dos vínculos que o funcionário desenvolve com a organização. Nesse sentido, as organizações poderiam atentar para o fato de que o suporte à transferência de treinamento e o comprometimento afetivo se constituem em preditores de impacto. Sendo assim, seria interessante que as organizações se preocupassem em proporcionar a seus membros um ambiente de trabalho caracterizado pelo apoio na busca por aperfeiçoamento, bem como para que seus colaboradores consigam transferir os novos conhecimentos para o setor de trabalho. Esse apoio fará com que os indivíduos se sintam mais comprometidos afetivamente.