Doctor of Philosophy / School of Family Studies and Human Services / Rick Scheidt / This exploratory collective case study utilized structured interviews to investigate retrospective reports of potential losses in resources resulting from childhood sexual abuse (CSA) and whether Selection, Optimization, and Compensation (SOC) “Solutions” were used by six adult male survivors to help offset these losses. Within- and between-case analyses of thematic reports are offered. Specifically, a description of each case is presented with an overview of the analysis of both unique and shared SOC Solution responses. SOC is presented in developmental research literature as a model of self-regulation across the life span. Retrospective reports of the participants suggest they did not engage in self-regulation in response to this childhood trauma. Rather, their reports evidenced the use of reactive “holding strategies” as opposed to deliberate use of selection strategies. This suggestive discovery supports previous research indicating that child survivors of trauma may have reduced self-regulation capacities. Childhood self-regulation may occur through the support of an adult (“dyadic regulation”). Findings further illustrate that the abuse may increase isolation in childhood. However, isolation, as an immediate childhood response to the abuse, may have reduced their potential for dyadic regulation as they dealt with the abuse on their own. Participants reports indicated the use” holding strategies” in childhood that were typically maladaptive. This may have led to the use of maladaptive optimization solutions in childhood that supported these holding strategies. Participants’ reports indicate that they were unable to deliberately access and implement adaptive compensation solutions until they reached adulthood, where these solutions seemed to contribute to more effective loss-directed responses. Baseline reserve capacity and developmental reserve capacity related to adaptive responding in the SOC model are discussed in the present context of trauma. The contributions of this case study to theory building in both the SOC developmental literature and clinical practice with male survivors of CSA are cautiously offered. Results may inform the theoretical reach of the SOC model, showing the limits of the self-regulation model when applied to childhood trauma. The study may inform clinical practice with this population by highlighting the importance of helping children self-regulate through dyadic regulation. Through this process, children may be guided by supportive adults to intentionally select adaptive goals to focus on following sexual abuse. Resources that male survivors may access and/or develop to adjust to the losses caused by childhood sexual abuse are offered.

I investigate the relation between CEO equity compensation and employee layoffs. In particular, this study seeks to examine CEO stock-based incentives and managerial opportunism behavior for the sample of CEOs of firms announcing layoffs during 1997-2006. I investigate two issues. First, I measure the extent of CEO stock selling in the year of the announcement of employee layoffs. CEOs may want to avoid negative press coverage regarding their compensation because it may send a negative signal to the market if they reduce the companies' work force and may choose to not sell equity, which is consistent with efficient contracting theory. I find different responses by layoff CEOs toward stock option awards and toward option exercise. Layoff CEOs sell substantial shares after receiving stock options to diversify their portfolio risk, especially during a boom economy and with layoffs constituting a greater percentage of a firm's workforce. They, however, retain substantial amount of shares acquired on the exercise of options to avoid intensive negative press coverage on both layoff and option exercises. Second, I examine CEOs' opportunistic behavior to maximize their stock-based compensation value by controlling the timing of stock option awards surrounding layoff announcements, or by controlling the timing of layoff news announcements. My finding provides evidence that CEOs of firms announcing employee layoffs are more likely to receive stock options in advance of value-enhancing layoff announcements but subsequent to value-destroying layoff announcements. However, my results show that these stock prices start declining after news of CEO stock option awards are disclosed in proxy statements (which are published approximately three months after the end of company fiscal years). This may indicate that the stock market responds negatively to this "your pain, my gain" leadership style, as that corporate executives of firms announcing layoffs may have no ethic of shared sacrifice. Overall, I find that negative press coverage may motivate CEOs of firms announcing layoffs to substantially change their portfolio or ownership. Public scrutiny also limits CEOs' ability of conducting opportunistic behavior regarding manipulation of the timing of option awards and layoff announcements.

Gender differences in salaries are prominent in most fields. Several laws exist to decrease the amount of pay discrimination and provide remedies for discriminatory organizational behaviors, yet these laws have proven insufficient to eradicate pay inequities. One source for such discrimination in pay stems from the evaluation of employee performance. Performance appraisal systems can be biased in very small ways that yield larger negative effects on later employment-related decisions, such as compensation. The goal of this study was to examine decision-making processes and conclusions raters make during the evaluation of employees. It was expected that the type of presentation and the content of the ratings of performance sub-dimensions would affect gender differences in composite ratings, salary increases, and merit bonuses. Specifically, women were expected to be rated lower when employee performance information was presented sequentially, where it would be harder to directly compare one employee with another and thus not mitigate sex bias. Comparatively, when employee performance information was presented in aggregate form, where comparisons among employees would be easier, no sex bias was expected. It was also hypothesized that in the sequential condition, participants would provide casuistry-based reasoning for their decisions such that explanations for men's better performance would be justified by their performance on the sub-dimension on which the male candidate was rated highly. No effect was found for target gender on any of the outcomes. There was a significant difference for participant gender in the amount of salary increases and merit bonuses assigned. Male participants assigned significantly higher raises and bonuses than female participants to employees. There was also a strong main effect for task-related skills across all outcomes. Employees who were higher in the task dimension were rated higher, awarded higher pay, and given larger bonuses. There were no gender differences in the task ratings. Qualitative data analyses support these conclusions. Although participants provided lengthy reasons for their decisions, none showed or explained a gender difference. Limitations and recommendations for future studies are discussed.

Les capteurs d’images CMOS sont de plus en plus utilisés dans le domaine industriel : la surveillance, la défense, le médical, etc. Dans ces domaines, les capteurs d?images CMOS sont exposés potentiellement à de grandes variations de température. Les capteurs d?images CMOS, comme tous les circuits analogiques, sont très sensibles aux variations de température, ce qui limite leurs applications. Jusquà présent, aucune solution intégrée pour contrer ce problème n’a été proposée. Afin de remédier à ce défaut, nous étudions, dans cette thèse, les effets de la température sur les deux types d?imageurs les plus connus. Plusieurs structures de compensation sont proposées. Elles reprennent globalement les trois méthodes existantes et jamais appliquées aux capteurs d’images. La première méthode utilise une entrée au niveau du pixel qui sera modulée en fonction de l’évolution de la température. La deuxième méthode utilise la technique ZTC (Zero Temperature Coefficient). La troisième méthode est inspirée de la méthode de la tension de référence bandgap. Dans tous les cas, nous réduisons de manière très intéressante l’effet de la température et nous obtenons une bonne stabilité en température de -30 à 125°C. Toutes les solutions proposées préservent le fonctionnement initial de l’imageur. Elles n’impactent également pas ou peu la surface du pixel / CMOS image sensors find widespread use in various industrial applications including military, surveillance, medical, etc. In these applications, CMOS image sensors are often exposed to large temperature variations. As analog circuits, these CMOS image sensors are very sensitive to temperature variations, which limit their applications. Until now, no integrated solution for this problem has been proposed. To solve this problem, we study, in this thesis, the temperature effects on the two most known types of CMOS image sensors. Several compensation structures are proposed. They generally return to the three existing methods and never applied to image sensors. The first method uses an entrance at the pixel level to be adjusted according to changes in temperature. The second method uses the ZTC (Zero Temperature Coefficient) technique. The third method is based on the method of the bandgap voltage reference. In all cases, we reduce a very interesting way the temperature effect and we get a good temperature stability of the sensor from -30 to 125°C. All the solutions preserve the initial operation of the imager. They also affect a little or not the surface of the pixel.

Shareholders can utilize internal and external governance mechanisms to minimize agency costs. Internal governance mechanisms purport to improve the alignment between shareholders' interests and those of management by empowering the board of directors, setting value-maximizing compensation packages, employing leverage, and using other internal policies. Extensive discussion on corporate governance and regulations has motivated financial experts to conduct research on governance mechanisms and their relations to firm value. This study is focused on one particular aspect of corporate governance, which is executive compensation. Specifically, this study investigates executive compensation restrictions during the regulatory period and their effect on the performance of firms that received Troubled Asset Relief Program (TARP) funds. TARP is a U.S. government program intended to restore the U.S. economy by purchasing assets and equities from troubled institutions. This study is important since it showcases the efficacy of government regulations to revamp unsound executive compensation and governance practices. It also contributes to the governance and regulatory literature by showing whether the public and shareholders benefit from the compensation rules. Using a clean sample of 84 public TARP firms that received at least $50 million from the government, with the period of analysis from 2003 to 2010, I find that firm performance is positively and significantly related to total compensation as well as to both of its components, i.e., equity-based pay and cash-based compensation. However, the magnitude of the relationship between cash compensation and firm performance is much lower than that for equity-based compensation. Testing the pay-for-performance sensitivity in three sub-periods of analysis, the findings show that the relationship between executive compensation and firm performance was significantly positive in the pre-crisis period. However, during the financial crisis and the regulatory periods, this relation was not statistically different from that during the pre-crisis period. During the crisis period, TARP firms did not make necessary adjustments to executive compensation despite the fact that they had been faced with financial difficulties. I also find that the change in firm value is negatively and significantly related to the change in total compensation for TARP firms that have paid back their debts to the government by December 11, 2009, but this relation is less negative than that for TARP firms that have not repaid the bailout money.

In accordance to the Swedish Act on Discrimination, chapter 5 section 1, a person that violates the forbidden discriminartiongrounds has to pay for the damages in order to compensate the victim for the damage the action caused. Since the Swedish Legal System is controlled by EU-law it is of importance to interpret some of EU directives on discrimination within the Swedish Act. The directives statues that all sanctions on discrimination should be effective, proportionate and dissuasive. The aim of this thesis is to investigate discrimination compensation as a non profit replacement especially regarding the harassment of women. The compensation comprises of an amount of money and came in year 2009 as a new form of sanction for discrimination in Sweden. It has two purposes, to compensate the individual for the violation and to prevent discrimination in society. The Labour Court has interpreted the sanction differently compared to the Supreme Court, where the assessments are more based on statements from the legislature. The investigated practice from the Labour Court shows that the compensation for women is pretty much the same, even if talking about different actions. It does not seem like the judges has discussed the exposure of women which the author means could help fullfilling the aim with the compensation, to prevent discrimination.

The aim of this diploma thesis is to examine the possible muscular dysbalance of category U13 football players from the team SK Dynamo České Budějovice. Draw up a compensation program on the basis of this examination and use it in the training plan for 2-3 months. At the end of this compensation program, make an output examination and on the base of it valorize the muscle condition and efficiency of this program. The analytical part is focused on the study and analysis of available literature in the area of specific strain in football, the occurrence of muscle imbalances and compensatory exercises. In the synthetic part is a set of individual exercises focused on the most shortened and weakened muscles of footballers. Verification of the compensation program showed improvement of the tested muscles in the output examination as compared to the initial examination.

abstract: Ever since the registration of private banks was deregulated in Taiwan in 1991, the sector has suffered significant decline in profitability. Facing such a dynamic sector yet vital to domestic economy, what should the banks do to successfully improve their competiveness? As external changes are often unpredictable, the exploration and buildup of internal resources is a critical approach. This article focuses on how to effectively manage internal competition so as to upgrade business performance and accomplish organizational goals. This article discusses the effects of the compensation system and employee incentives on business performance in banking in two areas. First of all, based on the statistics on the banking sector in Taiwan, it explores the regulating effects of different compensation systems on two conflicts in the industry. It also reviews the literature on Conflict Theory. Research shows that when people trust each other, they tend to accept a value statement different from theirs. And our research also shows that trust can minimize task conflict and relationship conflict between team members. Moreover, after identifying the role of compensation structure to trust and task conflict, this article further categorizes the structure into team performance reward and individual performance reward. Analysis points out that when the organization bases compensation payment on team performance reward, the relationship between trust and task conflict is higher than that on individual performance reward. That is, team performance reward better helps to reinforce such correlation compared to individual performance reward. Second, the research studies different forms of employee incentives in Taiwan’s banking sector as well as resulting performance. During the studied period, the majority of the financial institutions preferred cash bonus. In addition, financial institutions also take other incentives. Cash bonus covered the highest percentage, followed by share bonus, treasury repo and transfer, and options in order. We study the ROEs under different incentives and conclude it is higher and more stable in the institutions offering multiple employee shares instead of single method. Whether the incentives are implemented also influence the level of net ROE. / Dissertation/Thesis / Doctoral Dissertation Business Administration 2016

Topic of the thesis is to clarify the aims of living and values of the handicapped people. In the theoretical part the work deals with definitions of the basic terms related to a corporal defect, course and model of crisis as a radical change regarding physical image of human being, it highlights the main crisis starter, thus stress, and emphasizes the factors which have the greatest effect on mental state of the handicapped patient. Also, this work refers to sources of one{\crq}s reason for living, right to life and possibilities of social assistance for the handicapped. The empirical part is focused to find out in what extent the handicapped people experience their life as a meaningful, in what extent they are satisfied with their life and what values they prefer.

The topic of the submitted diploma thesis are matters which restrict the performance of work activity as legal facts which cause a temporary suspension of work obligation. Therefore it interferes fundamentally into the labor-law relationship between the employee and the employer. As no employment contract is carried out, it brings along significant effects, especially on the social status of the employee. At the same time the employer faces difficulties connected with organization of assignments as well as increased costs of workforce. The author of the thesis strives for a comprehensive description of this issue. In the first part of the thesis she gets a understanding of general definition of obstacles at work and their consequences in the labor-law relationship. The impact of obstacles on the stability of the employment, trial period and vacation is described in detail. In the next part of the thesis the author deals with the current law concerning individual obstacles at work. She examines its necessity and up-to-dateness as well as the possibilities of future directions and changes of the law de lege ferenda. At first the attention is focused on important personal obstacles to work on the employee's part - in particular the employee's temporary sick leave, maternity leave, parental leave and...