Rapid advancement in technology and increased trade across national borders led to an international trend towards valuing technology and knowledge-based assets. Consequently, there is a growing recognition that adequate intellectual property protection of all forms - patents, trademarks, copyrights, and trade secrets ?? are necessary in order to sustain a firm??s competitive advantage created by these assets. The importance of protecting intellectual property rights is particularly crucial in cultural industries such as music industry. By examining the link between the operation of multinational recording companies and the institutional environment of copyright in Korea, this thesis attempts to demonstrate the role of MNEs in shaping the institutional environment of the host country. \r\n\r\nThe institutional perspective provides the theoretical foundation for this thesis. The focus of the institutional theorists in International Business so far has been limited to the unidirectional flow of influence in the host country institution and MNE link ?? MNE as an organisation shaped by host country institution. By examining three aspects of copyright institution of Korea ??regulative, industrial and cognitive aspects- we contend that institutional environment is not static, but evolves dynamically over time and the evolution reflects the dual institutional pressure. That is, institutions both affect and are affected by MNEs.

This portfolio is concerned with ascertaining the factors which are most important in determining employee turnover of high performing employees in the Electronics industry in Thailand. / Paper One represents the Literature Review on employee turnover. As would be expected, most of the literature is from Western sources and concerns studies undertaken in the West, especially in the USA. There are relatively few studies which are concerned with employee turnover in Thailand. It is interesting to note that virtually all past studies, wherever they have been located, have been concerned with employee turnover as a general phenomenon. No studies were able to be identified, which specifically examined the turnover of identified high performers. / In Paper Two, a case study is presented of the turnover of high performing employees in one Electronics company in Thailand. This is a qualitative research study. Fifty high performing employees, who had left the company over the previous period of five years (1999-2003), for the purposes of this study, were identified and were able to be contacted by telephone for telephone interviews based on a research framework or model of the turnover of high performing employees. In this model, a number of variable likely to singly or jointly cause employee turnover were identified. As indicated, these former high performing employees were interviewed by telephone interviews and their responses tested against the model's components. The results of the information obtained from these interviews were then analysed, summarised and presented in three staffing categories, managerial staff, technical staff and supporting staff. Various measures are then presented as recommendations which could lead to lower turnover levels of performing employees. / Paper Three then performs a further qualitative analysis study of a group of senior managers from the industry, CEOs and Personnel or HR Directors/Managers to test their reactions to the established model and if necessary, to further modify the model, taking these views of senior managers into account. As a result of these interviews, a number of changes were made to the turnover model, even though most of these changes represented 'fine tuning' of the model rather than fundamental disagreements or changes required to the model. The model is seen as relevant especially to the Electronics industry in Thailand but may also serve as an investigatory model for investigating the turnover of high performing employees, in other Thai companies and industries and even possibly for companies and industries located outside Thailand. It represents a substantial study for, as indicated, no other study of the turnover of high performing employees has been identified from the literature. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Thesis (Ph. D.)--Oregon State University, 1989. / Typescript (photocopy). Includes bibliographical references. Also available on the World Wide Web.

Thesis (Ph. D.)--University of North Texas, Aug., 2007. / Title from title page display. Includes bibliographical references.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Thesis (M.A.)--Univ. of Pennsylvania / Bibliography: p. 128-134. Also issued in print and microfiche.

Thesis (M.S.)--Ohio University, November, 1984. / Title from PDF t.p.

Thesis (Ph. D.)--University of Adelaide, Graduate School of Management, 1999. / Includes one computer disk in Work 6 format. System requirements for accompanying computer disk: Mackintosh or IBM-compatible computer. Other requirments: Microsoft Word 6 or compatible Word Processor. Includes bibliographical references (leaves 241-270).

Thesis (M.Ec.) -- University of Adelaide, 1948. / Typewritten copy.