Master-Arbeit Univ. St. Gallen, 2008.

Bachelor-Arbeit Univ. St. Gallen, 2008.

Thesis (M.A.)--York University, 2007. Graduate Programme in Interdisciplinary Studies. / Typescript. Includes bibliographical references (leaves 183-202). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR38768

Boston University. University Professors Program Senior theses. / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-02

L’objectif de cette thèse est de comprendre l’influence de l’équité sur la fidélité des cadres du secteur de la téléphonie mobile en Côte d’Ivoire. En nous appuyant sur la revue de la littérature, nous avons construit un modèle de recherche et formulé des hypothèses.Les données collectées auprès de 111 salariés cadres ont été analysées en suivant une approche plutôt quantitative. Les principaux résultats obtenus mettent en évidence que l’équité a une influence sur la fidélité des cadres. Mais cette relation entre ces deux variables est essentiellement indirecte. Cela suppose que certains facteurs importants, en l’occurrence la satisfaction des salariés, jouent un rôle majeur sur la fidélité des salariés. Enfin, la relation entre l’équité et la fidélité est fortement modérée par des paramètres personnels, principalement celui relatif à l’âge des salariés. / The intent of this thesis is to understand the influence of equity on the executives’ loyalty, especially those working in the mobile phone industry in Ivory Coast. Relying on literature review, we built a research model and came up with hypotheses.Data collected from 111 salaried managers have been quantitatively analyzed. The principal results exhibit the impact of equity on managers’ loyalty. However, the relationship between those two variables is essentially indirect. These imply that other relevant factors, in this case the satisfaction of the wage-earner, significantly impact the loyalty of the salaried managers. Finally, the relationship between equity and loyalty is strongly moderated by personal parameters, mainly the one related to the age of employees.

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Recognising the injustices of South Africa’s apartheid past, there is a responsibility on employers to ensure that employment equity practices are implemented, without harming important aspects regarding the employment relationship, such as the psychological contract. The psychological contract is a construct that is relevant to employment and yet there is little research on the influence of external regulations on the psychological contract. To cater for this void, this study therefore focussed on the effects that employment equity legislation and practices have on the psychological contract. In this regard special attention was given to the influence of employment equity on employees’ intention to resign, which forms an important part of the psychological contract. The study also focussed on the differences that exist between the three social groupings that are present in South African organisations, namely white males, Africans and a group consisting of white females, Coloureds and Indians, regarding their perceptions about how employment equity influences the psychological contract. A structured questionnaire comprising standardised scales was used to explore the effect of employment equity legislation on the psychological contract in the context of a tertiary institution. A sample of 399 employees from a tertiary institution participated in the study. A number of statistically significant relationships between the research variables were evident for each of the three groupings of participants. The overall outcome of the study was that employment equity does not have a significant effect on the psychological contract in a tertiary institution and no significant differences were found between the responses of the three social groupings involved in the study. This study makes an important contribution to an area potentially rich in research opportunities; with subsequent meaningful practical implications for managers implementing employment equity strategies. / Dissertation (MPhil)--University of Pretoria, 2014. / gm2014 / Human Resource Management / unrestricted

Magister Commercii (Industrial Psychology) - MCom(IPS) / After the 1994 elections South Africa had to undergo drastic changes for it to become a more just society to address past injustices experienced by various ethnic groups. Issues such as equality and social justice have frequently appeared on top of various organisations’ agenda. The South African Government realised legislation was of paramount importance to guide organisations in promoting justice in the workplace. These changes in the legislation have had several impacts on organisations operating in South Africa, namely turnover, recruitment and retention of employees in the workplace. Attempting to preside over the promotion of social justice and eliminate inequalities experienced in the workplace, Government realised it had to intercede, not only to prevent additional discrimination, but also to promote the employment and advancement of individuals who were disadvantaged by previous policies. The Government therefore in 1998 implemented the Employment Equity Act to fulfil a constitutional mandate to prohibit discrimination in the workplace and encourage Affirmative Action (AA) measures. Describing and explaining the role of fairness as a concern in the workplace, the term organisational justice was coined. Individuals will base fairness judgements by taking into consideration the actual decision or the procedures used to reach a decision. Organisational justice can be divided into distributive, procedural and interactional justice. Organisations in South Africa face the challenge of finding ways to implement EE strategies to gain competitive advantages without creating negative employee attitudes; attention will focus on how to overcome the barriers that hinder the successful implementation of EE practices and procedures.

The objective of the study is the exploration of consumer brand name equity for established products and services. There is little research on consumer brandname equity for established products, despite the general assumption within the literature of the central importance to consumers of the brand name element. To achieve isolation of the brand name element the study focuses on name changes brought about by global marketing. Adopting both a critical realist position and a functional based approach towards consumer brand equity, a mixed methods three stage sequential study design is employed. The first stage of the research focuses on the theoretical literature relevant to consumer brand name equity. In particular it seeks to derive a theoretical model of the consumer impact of a change in brand name for an established product. The second stage of the research uses qualitative analysis to empirically explore established product brand name functions. The model developed in the first stage of research is used as a framework but research is not limited to the empirical exploration of this model. The final stage of the research uses quantitative analysis to empirically explore the importance of the brand name of established product to consumers. The research makes a number of contributions to the existing literature. It empirically identifies a number of ways in which the brand name of established products can provide equity to consumers; specifically through rational, relationship, habitual and symbolic functions. One key finding is the discovery that much of the symbolic value appears to be customer rather than corporate driven. A further contribution from the quantitative work is an indication that the overall importance of the brand name of established products holds significant variance. A minority of research participants placed great importance on the brand name element, whilst for the majority the brand name held little importance. This places in context the above functions of the brand name element. Key implications from this study are that the accepted centrality of the brandname element within branding needs qualification and the active role of the consumer within brand equity creation requires greater recognition. In addition, whilst the research findings provide a good rationale for why corporations are able to change the brand name of their products with minimal impact for most of their customers, it also suggests that for a minority of customers this name change will cause an insurmountable long term problem, which will have to be borne by the corporation.

Thesis advisor: Vincent Cho / Leading for equity is a challenging endeavor. One leadership practice that fosters equitable learning environments is engaging in dialogue and reflection. When district leaders participate in dialogue and reflection, their discourse helps them derive meaning, and in turn, shapes their understanding of the critical and complex issues related to fostering equity. As part of a group qualitative case study about district leadership practices that foster equity in one diverse Massachusetts school district, the purpose of this individual study was to better understand how district leaders used framing during dialogue and reflection. More specifically it addressed how they used framing processes (Bedford and Snow, 2000) when engaging in equity talk. Utilizing inductive reasoning for data gathered by semi-structured interviews, observations, and document review, this study identified equity talk manifesting as one of three themes: diversity as an asset, decision-making processes, and use of data and feedback. Understanding how and when specific framing processes are used can empower district leaders to be more strategic in impacting stakeholder thinking and language and maintaining an equity focus. / Thesis (EdD) — Boston College, 2020. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.