Yan Jing Linda. / Thesis submitted in: December 2003. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 95-99). / Abstracts in English and Chinese. / ABSTRACT --- p.i / 中文摘要 --- p.iii / TABLE OF CONTENTS --- p.iv / Chapter CHAPTER 1 --- INTRODUCTION / Chapter 1.1 --- Background --- p.1 / Chapter 1.2 --- Research Question --- p.4 / Chapter 1.3 --- Zhejiang Provincial TV Station and the Economic Life Channel --- p.6 / Chapter 1.4 --- The Advertising Department --- p.9 / Chapter 1.5 --- Methodology --- p.11 / Chapter CHAPTER 2 --- """STRATEGIC ADAPTATION"": ANEO-INSTITUTIONAL-SOCIOLOGY APPROACH" / Chapter 2.1 --- Transaction Cost and Organizational Mode --- p.15 / Chapter 2.2 --- Organizations and Institutions in Transition Societies --- p.16 / Chapter 2.3 --- Studies on China's Media Reform --- p.19 / Chapter 2.4 --- """Strategic Adaptation""" --- p.21 / Chapter 2.5 --- "Behavioral Patterns of ""Strategic Adaptation""" --- p.22 / Chapter CHAPTER 3 --- INSTITUTIONAL CONFLICTS IN A TRANSITIONAL MEDIA ENVIRONMENT / Chapter 3.1 --- Partial Reform and Duality of Institutional Demands --- p.26 / Chapter 3.1.1 --- "“Old´حInstitutional Demands - the ""Propaganda Work Guidebook""" --- p.30 / News Censorship and Programming Policy --- p.31 / Propaganda Quality Responsible Contract --- p.32 / Chapter 3.1.2 --- “New´حInstitutional Demands 一 The Financial Responsible Contract --- p.34 / Revenue Target --- p.34 / Employment Terms and Performance Based Job Allowances --- p.35 / Chapter 3.2 --- Ambiguities and Conflicts --- p.37 / Chapter CHAPTER 4 --- STRUCTURAL ADAPTATION: DECOUPLING OF ACTIVITIES AND ORGANIZATIONAL STRUCTURE / Chapter 4.1 --- Structural Adaptation in a Transitional Context --- p.39 / Chapter 4.2 --- Spanning of Space --- p.42 / Chapter 4.3 --- Spanning of Practice --- p.47 / Chapter 4.4 --- Spanning of Identity --- p.50 / Chapter 4.5 --- Discussion --- p.52 / Chapter CHAPTER 5 --- SYMBOLIC ADAPTATION: BUILDING A SYMBOLIC BRIDGE / Chapter 5.1 --- Symbolic Adaptation in a Transitional Context --- p.55 / Chapter 5.2 --- Boundary Blurring --- p.56 / Chapter 6.3 --- Symbolic Packaging --- p.60 / Chapter 6.4 --- Ideological Framing --- p.63 / Chapter 6.5 --- Discussion --- p.68 / Chapter CHAPTER 6 --- RECIPROCAL BEHAVIORS / Chapter 5.1 --- Reciprocal Behaviors in a Transitional Context --- p.69 / Chapter 5.2 --- Emergent Networking --- p.72 / Chapter 5.3 --- Prospective Networking --- p.77 / Chapter 5.4 --- Discussion --- p.81 / Chapter CHAPTER 7 --- CONCLUSIONS / Chapter 7.1 --- Summary of Findings --- p.84 / Chapter 7.2 --- """Strategic Adaptation""" --- p.87 / Chapter 7.3 --- A Micro and Macro Link --- p.88 / Chapter 7.4 --- Generalizability and Boundaries of Findings --- p.90 / Chapter 7.5 --- Limitations and Agenda for Future Research --- p.92 / Bibliography --- p.95

Bibliography: leaves 350-402. This thesis is concerned with the process of change and adaptation in four Australian manufacturing companies in the period 1989 to 1996. The thesis seeks to explain the reaction of these companies to the pressures for change, and particularly for the adoption of 'best practice' management prescriptions in the organization of work and human resource management. The operating hypothesis adopted is that the pattern of changes undertaken by manufacturing organizations are shaped by a variety of factors both external to and within the company, but that management beliefs and orientations are a key element in understanding the pace and extent of change. The research is pursued through detailed case studies designed to explore at length pressures for change and continuity in corporate decision-making.

This thesis proposes a metatheory for the study of organisational transformation. A metatheory is a coherent conceptual system that analyses and accommodates the insights of other theory. In a time of rapidly changing organisational, societal and global environments there is a strong imperative for developing integrative conceptual frameworks that contribute to our understanding and explanation of transformational change. Like other areas of social science, the field of organisational transformation is made up of a multitude of diverse theories that offer useful and valid insights into aspects of transformational phenomena. These theories come from many different theoretical schools and research paradigms and they employ a wide range of explanatory concepts. There are however, no overarching theoretical frameworks specifically developed from metatheory building techniques that might give an overall coherency to the field. Consequently, there is no way of deciding on the relative conceptual merits of particular theories and there is often little justification for adopting one theory over another to explore some aspect of organisational transformation. To fill this gap, this thesis uses conceptual research methods to i) review extant literature, ii) develop a metatheory for organisational transformation and iii) apply this metatheory to the exemplar topic of organisational sustainability. The initial chapters introduce the topics of organisational transformation and metatheory building and provide a rationale for an overarching approach to radical organisational change. Following this, a method for metatheory building is developed and its application in this study is described. A rationale for the sampling procedure and organisational of data is also presented. The metatheory building method involves the use of conceptual theme analysis for identifying the core themes theorists use in describing and explaining organisational transformation. In subsequent chapters, core themes are analysed using the techniques of bridging and bracketing to derive a number of conceptual lenses. These lenses, and the relationships between them, form the central components for the integral metatheory. Having identified and described the basic set of conceptual lenses for transformation, the exemplar topic of organisational sustainability is used to show how the metatheory can be applied to a specific area of research. The final chapter evaluates the integral metatheory with some commonly used criteria for judging the results of conceptual research. A brief evaluation of the chief metatheoretical resource used in the study, i.e., AQAL metatheory, is also carried out. This thesis endeavours to contribute to the field of organisational, transformational and sustainability studies by i) developing a metatheoretical framework for the study of radical organisational change, ii) offering a comprehensive review of paradigms and theories of organisational transformation and their core explanatory concepts, and iii) proposing a more detailed metatheory building method which can make a significant contribution to the conceptual development of many fields within organisational studies.

Bibliography: leaves 350-402. / x, 412 leaves ; 31 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / This thesis is concerned with the process of change and adaptation in four Australian manufacturing companies in the period 1989 to 1996. The thesis seeks to explain the reaction of these companies to the pressures for change, and particularly for the adoption of 'best practice' management prescriptions in the organization of work and human resource management. The operating hypothesis adopted is that the pattern of changes undertaken by manufacturing organizations are shaped by a variety of factors both external to and within the company, but that management beliefs and orientations are a key element in understanding the pace and extent of change. The research is pursued through detailed case studies designed to explore at length pressures for change and continuity in corporate decision-making. / Thesis (Ph.D.)--University of Adelaide, Dept. of Economics, 2001

This research takes the perspectives of employees¡¦ perception towards Organizational Change; explore the influential factors of Career Development of Marsh insurance brokers and its relationship with Emotional Intelligence. Besides, this research takes personal differences of population variable as independent variable, independently explore each influential factor and analyze its variance. Having gone through the process of literature review, consulting professionals and interviewing with the employees, the research framework was then finalized. Taking into account the issue of language and terminology differences, apart from consulting four insurance professional on questionnaire design, comment from the head of Human Resources of each country was also sought. Finally it was decided to have 3 versions of questionnaire, i.e. the Traditional Chinese version, Simplified Chinese version and English version. 107 valid questionnaires were finally collected with a valid sample return rate of 36.27%. Regarding the statistical analysis, firstly a confidence analysis was done on each variable factor to validate its confidence. Those inapplicable questions were then deleted. Then other statistical tools like Independent T Test, one-way ANOVA, Pearson correlation analysis, multiple regression analysis were employed to perform further analysis. It is shown that there are only a few findings of significant variance on personal background of population statistics and its independent variables, dependent variables, moderating variables. This matches with the characteristics of cultural difference. Besides, in the aspect of ¡§Perception towards Organizational Change¡¨, there are only a few factors which have significant relations on ¡§Influential Factors of Career Development¡¨, implying that personal factor and the need for teamwork are the key factors. This also matches with the fact that servicing corporation emphasizing team-spirit, but not only heroic individualistic operation. Finally, in the relationship of Emotional Intelligence on ¡§Perception towards Organizational Change¡¨ and ¡§Influential Factors of Career Development¡¨, it appears ¡§Emotion¡¨and¡§Behavior¡¨with moderating effect on partial Influential Factors of Career Development. This shows that personal elements and teamwork have significant impact on interpersonal relationship. Hence, effectively enhance the interaction of employees with the participation of senior management and team leaders take care of subordinates will help to build good team spirit and working environment.

The purpose of the study is to explore the relationship between employees¡¦ perceived organizational support, positive psychological capital, readiness for organizational change and resistance to organizational change. The total valid sample consisted of 188 employees from companies in manufacturing industry, which was undergoing change. The data from matched supervisor and subordinate (a 1:4 supervisor -subordinate ratio) responses was analyzed by factor analysis, reliability analysis, and measured by LISREL model to examine the relationship among the constructs. Results showed that employees¡¦ readiness for organizational change had direct effects on their resistance to organizational change, and indicated that readiness for organizational change fully mediated the relationships between perceived organizational support and resistance to organizational change. In addition, readiness for organizational change fully mediated the relationships between positive psychological capital and resistance to organizational change as well. However, neither perceived organizational support nor positive psychological capital had direct effect on employees¡¦ resistance to change. Finally the study provided three suggestions for companies. Firstly, good communication environment and change-supporting culture should be constructed. Secondly, companies could build the competency index including positive psychological capital and implement it into HRM practice, such as recruitment, selecting, and training. Thirdly, employees¡¦ perceived organizational support could be cultivated by providing employees the employee assistance program.

Recent research has urged more comprehensive theoretical development and empirical validation in the field of organizational change. This study is aimed at further developing the change leadership construct and investigating its effect on employees¡¯ commitment to a particular change, along with investigating the moderating roles of leaders¡¯ general transformational leadership styles and subordinates¡¯ affective commitment to the larger organization. The results for the change leadership measure suggest that change leadership behaviors encompass two factors¡ªleaders¡¯ change-selling behavior and change- implementing behavior. Hierarchical linear modeling results indicate that the two aspects of change leadership have different effects on employees¡¯ affective commitment to change. Results on the three-way interaction also provided a more comprehensive view of organizational change situations. Additional theoretical and empirical implications are discussed.

Thesis (M.B.A.)--University of Hong Kong, 1981.

Thesis (M.B.A.)--University of Hong Kong, 1985.

published_or_final_version / Public Administration / Master / Master of Public Administration