<p> Abstract This inductive, qualitative research study explore the construct of authentic leadership within the context of organizational leadership as demonstrated within the Matthew 3:11 &ndash; 5:48 pericope. Using the Matthew 3:11 &ndash; 5:48 pericope as a foundation for authentic leadership, this study seeks to answer the following research question: How does the pericope within the Christian sacred text that describes Jesus' baptism, temptations, subsequent start of ministry, and initial teachings as found in Matthew 3:11 &ndash; 5:48 contribute to our current understanding of how organizational outcomes are affected by leader morality when applied from within the intrapersonal, interpersonal, developmental, and pragmatic perspectives of authentic leadership? This research followed the exegetical foundation as described by Robbins (1996a, 1996b), and focused primarily on the frameworks associated with intertexture analysis and social and cultural texture analysis. Nine themes emerged from the data, suggesting the authenticity of Jesus was further enhanced through the intrapersonal perspective, the interpersonal perspective, the developmental perspective, and the pragmatic perspective. Specifically, the nine themes identified the following aspects of authentic leadership: (a) use of traditions, regulations, and pre-existing laws, (b) recitation of traditions, regulations, and pre-existing laws, (c) reconfiguration of traditions, regulations, and pre-existing laws, (d) use of reference, allusion, and echo to build authenticity as a leader, (e) use of social knowledge and its use in establishing authenticity, (f) use of reformist discourse to emphasize different authentic leadership approaches, (g) the concept of ascribed honor and its importance to authentic leaders, (h) the concept of challenge-response and its use in authentic leadership, and (i) the concept of purity and its role in authentic leadership. A discussion about the research findings and their implications to the contemporary organizational leadership context is included. This research also addresses the limitations of this study, as well as provides guidelines pertaining to possible future research related to the topic of authentic leadership studied from within a Christian worldview.</p>

<p> This study examined organization development (OD) practitioners' perspectives on the relative importance of the five domains of a neuroscience-based motivation framework that categorizes common issues that trigger <i> toward</i> or <i>away</i> responses in the brain. The SCARF Model's five domains include Status, Certainty, Autonomy, Relatedness, and Fairness (Rock, 2008). This study sought to understand if practitioners' perspectives are in line with existing research and ultimately to identify the most effective practices that provide the highest level of benefit relative to reducing threat responses and increasing rewards. The first phase of this study employed an online survey using pairwise comparison, or forced choice, of each domain on a weighted scale. This methodology required explicit choices be made among each of the SCARF domains in order to answer a single question: Active management of which reward/threat trigger poses the greater benefit to a change effort, and by how much? The survey methodology resulted in a prioritization by 48 OD practitioner respondents that depicts the magnitude of each domain's benefit and ultimately implies that active management of the highest ranking domain (Fairness) offers significantly greater benefit than the other four. The second phase of this study included interviews of eight OD practitioners during which the survey results were presented. This phase of the study discovered a dominant theme of communication as a means of threat trigger mitigation and reward trigger maximization for all of the SCARF domains.</p>

<p> The present study examined the effects of ethnic identity and ethnicity on hiring discrimination (via perceived job suitability ratings) and rater prejudice against Middle-Eastern applicants. A sample of <i> N</i> = 69 employed college students of Caucasian and African-American descent role-played recruiters rating fictitious job resumes (varying on job applicants' ethnicity) on Perceived Job Suitability. It was hypothesized that job applicants' ethnic identification would predict ratings, and that participants' ethnicity and ethnic identity were examined as moderators of the target relationship. The findings did not support the predictions. Specifically, the current study found that participants rated the Middle Eastern resumes higher than the Caucasian resume, regardless of the rater's ethnicity. Furthermore, the partially identified Middle Eastern resume received higher than the fully identified Middle Eastern resume from both Caucasian and African American groups. Lastly, the ethnic identity level of a rater did not affect his or her job suitability ratings.</p>

In this study, I define and assess the institutionalization of non-governmental organizations (NGOs) within transnational politics by examining the United Nations Framework Convention on Climate Change (UNFCCC) and its relationship to accredited non-governmental organizations (NGOs) from 1991 to 2007. I combine participant observation, interview, and network analysis in order to assess institutionalization as part of a multi-level polity, in which NGOs interact with states and international institutions in both domestic and international contexts. Embedded in this analysis is an examination of the Climate Action Network (CAN) in Canada and the United States following Canada’s ratification and the US’s non-ratification of the Kyoto Protocol. By assessing the intra- and inter-organizational dynamics of NGOs within the UNFCCC negotiations, I demonstrate that transnational coalitions may be one of the primary ways in which NGOs are becoming institutionalized in transnational politics. By assessing the construction of insider and outsider identities within one transnational coalition—CAN—I demonstrate that insiders enacted their identities by constructing and communicating the institutional memory of the framework. Outsiders, beginning in 2005, enacted their identities by doing the ‘emotion work’ of the mobilization around the 2005 Climate Change Conference in Montreal, Canada. Their enactment of these roles and their relationship to one another redefined the boundaries between institutionalized and contentious politics. Finally, I demonstrate how CAN’s institutionalization within the UNFCCC shifted down in Canada after Canada’s ratification of the Kyoto Protocol by acting as a cohesive coalition and engaging in institutionalized politics. In the US, by contrast, CAN organizations fell back upon relations outside of CAN and engaged in contentious politics. The insights of this study provide theoretical insight into NGOs’ institutionalizati / Dans cette étude, je définie et évalue l’institutionnalisation d’organisations non-gouvernementales (ONG) sous des politiques transnationales en examinant la Convention-cadre des Nations Unies sur les changements climatiques (CCNUCC) et sa relation avec l’accréditation d’ONG, de 1991 à 2007. Je combine observation participante, entrevues et analyse des réseaux dans le but d’évaluer l’institutionnalisation comme faisant partie d’une politique multi-niveaux, dans laquelle les ONG interagissent avec les états et les institutions internationaux, à l’échelle locale et internationale. Intégrée dans cette analyse est l’étude du Réseau action climatique (RAC) au Canada et aux États-Unis, suivant la ratification du Canada et la non-ratification des États-Unis du protocole de Kyoto.En évaluant les dynamiques intra et inter-organisationelles des ONGs dans les négociations du CCNUCC, je démontre que les coalitions transnationales seraient une des premières façons pour les ONG de s’institutionnaliser dans les politiques transnationales. En évaluant la construction des identités de l’initié et du profane à l’intérieur d’une coalition transnationale (RAC), je démontre que les initiés promeuvent leurs identités en effectuant du « travail émotif » de la mobilisation autour de la Conférence sur les changements climatiques de Montréal, Canada, en 2005. La promotion de leurs rôles, ainsi que leurs relations entre elles, ont redéfini les frontières entre politiques institutionnalisées et politiques contentieuses. Finalement, je démontre comment l’institutionnalisation du RAC sous le CCNUCC s’est détériorée au Canada, après la ratification du Canada au protocole de Kyoto, en servant de coalition cohésive et an s’impliquant dans les politiques institutionnalisées. Aux États-Unis, par ailleurs, les organisations du RAC se sont tournées vers des relations avec des non-initiés du RAC et se sont engagées dans$

The convergence of political and technical challenges is demonstrated in a case study on a collaborative initiative to develop a pan-Canadian Electronic Health Record (EHR) system. It is argued that the juxtaposition of different domains, procedures, knowledge bases, and entities involved in establishing a pan-Canadian EHR has resulted in the development of a new, hybrid form of collaboration. / Cette étude de cas d'un projet collaboratif de développement d'un dossier de santé électronique (DSE) pan-canadien démontre que le déroulement de ce projet a donné lieu à une convergence d'enjeux politiques et techniques. La juxtaposition de différents domaines, procédures, bases de connaissances, et entités impliqués dans l'établissement d'un DSE pancanadien a ainsi abouti à l'élaboration d'une nouvelle forme hybride de collaboration.

This exploratory study seeks to develop theoretical insight into positive institutional work via a qualitative inquiry into the practices that constitute and sustain organizational engagement in social purpose organizations. Synthesizing the emerging field of Positive Organizational Scholarship (POS) (Cameron, Dutton et al., 2003), I define 'positive' as a quality that reflects a state of intrinsic subjective fulfillment situated in a broader extrinsic framework of social, moral, and/or spiritual meaningfulness. The study focuses on organizational engagement as a particularly rich exemplar of the kinds of positive phenomena taken up by POS scholars. Based on existing empirical work (Kahn, 1990; Nakamura and Csikszentmihalyi, 2003; May, Gilson et al., 2004; Schaufeli, Bakker et al., 2006), I define organizational engagement as a resilient, intersubjective experience of attunement, growth, mutuality, and meaning. / Responding to the call of POS researchers to explore positive institution-building (Bernstein, 2003), and working from a neoinstitutional perspective (DiMaggio and Powell, 1991; Greenwood and Hinings, 1996; Scott, 2001), I develop comparative case studies of three social purpose organizations that have proven to be unusually engaging. / The case studies show that organizational engagement is constituted and sustained via three sets of practices: 1.Transboundary Work: Practices that challenge role, task, group, and purpose boundaries, making those boundaries more pliable and permeable. 2.Inscaping: Practices that surface the inner, subjective experiences of organization members. 3.Expression: Practices that simultaneously express the needs, perspectives, and experiences of individual organization members and the identity of the organization as a whole. These practices suggest a mode of positive institutional work that differs from the institutional work portrayed in the literature (Lawrence and Suddaby, 2006). I theorize that positive institutional work has the following qualities: it is aspirationally motivated rather than protectively motivated; it is rooted in experiential legitimacy rather than symbolic legitimacy; its primary mode of agency is dialogical inquiry rather than dialectical contest. / By integrating neoinstitutional theory with Positive Organizational Scholarship, this study fills significant gaps in our understanding of institutional work while simultaneously developing a robust typology of approaches to organizational engagement that should prove useful to social change practitioners. / Cette étude exploratoire développe une compréhension théorique du travail institutionnel positif par le biais d'une enquête qualitative des pratiques qui constituent et maintiennent l'engagement organisationnel dans les organismes à vocations sociales. Afin d'effectuer une synthèse du champ d'études émergeant qu'est le Positive Organizational Scholarship (Recherche concernant les phénomènes organisationnels positifs) (Cameron, Dutton et al., 2003), je définis le terme «positif» comme une qualité reflétant un sentiment intrinsèque et subjectif d'accomplissement au sein d'un plus vaste cadre extrinsèque de sens moral, social et/ou spirituel. Cette étude se concentre sur l'engagement organisationnel, qui est un exemple particulièrement riche du type de phénomènes positifs dont traitent les spécialistes en P.O.S. En me basant sur un travail empirique existant (Kahn, 1990; Nakamura and Csikszentmihalyi, 2003; May, Gilson et al., 2004; Schaufeli, Bakker et al., 2006), je définis l'engagement organisationnel comme une expérience d'harmonisation, de croissance, mutuelle et signifiante qui est à la fois résiliente et intersubjective. / Afin de répondre à l'appel des chercheurs en Positive Organizational Scholarship (P.O.S) qui invitent à l'exploration de la construction d'institutions positives (Bernstein, 2003) et en travaillant à partir d'une perspective néo-institutionnelle (DiMaggio and Powell, 1991; Greenwood and Hinings, 1996; Scott, 2001), j'ai rédigé des études de cas comparant trois organisations à vocations sociales qui se sont avérées particulièrement engageantes. / Ces études de cas démontrent que l'engagement organisationnel se constitue et se maintient par le biais de trois groupes de pratiques : 1- Le travail transfrontières: Constitué de pratiques qui remettent en question la délimitation des rôles, des tâches, des groupes et des objectifs, rendant ainsi ces frontières plus flexibles et perméables. 2-Le Inscaping : Constitué de pratiques qui ramènent à la surface les expériences intimes et subjectives des membres de l'organisation. 3- L'expression : Constitué de pratiques qui expriment simultanément les besoins, les perspectives et les expériences des membres individuels de l'organisation ainsi que l'identité de l'organisation dans son ensemble. / Ces pratiques suggèrent qu'il existe un mode de travail institutionnel positif qui diffère de celui décrit dans la littérature (Lawrence et Suddaby, 2006). Je théorise que le travail institutionnel positif possède les qualités suivantes : c'est un travail auquel on aspire plutôt qu'un travail qu'on tente d'éviter, il est basé sur une légitimité vécue plutôt que symbolique et son mode premier d'action est le questionnement dialogique plutôt que la compétition dialectique. / En intégrant la théorie néo-institutionnelle et le Positive Organizational Scholarship, cette étude comble des manques importants dans notre compréhension du travail institutionnel tout en développant une robuste typologie des approches à l'engagement organisationnel qui devrait être utile pour les praticiens du changement social.

This research examined the Strategic Performance Measurement System (SPMS) adopted by Singapore corporatised consultancy companies and its relevance to Chinese corporatised design institutes. / Thesis (DBusinessAdministration)--University of South Australia, 2008.

Thesis (Ph.D.) -- University of Western Sydney, Hawkesbury, 1999. / Thesis submitted for the degree of Doctor of Philosophy. Includes bibliographical references (leaves 291-312).

Diss.--Universität Mannheim, 2006. / Includes bibliographical references.

Thesis (MBus) -- Auckland University of Technology, 2002. / Figures 4.1-4.4 at end of file. Also held in print (138 leaves, 30 cm.) in Wellesley Theses Collection (T 658.406 WHI)