Master of Arts / Department of Communication Studies, Theatre, and Dance / Timothy R. Steffensmeier / Previous language policy research and lawsuit rulings have shown that employers will implement language policies as a means to unify the workplace in hopes of creating a less hostile and more productive environment, which in turn, they believe will increase profits (Bergman, Watrous-Rodriquez, & Chalkely 2007; Crowe 2005; Pakiela 2002; Scott 2007). This study examined the values of an organization in order to determine how they are implemented and perceived by their employees in relationship to language policies. The reason this study looks to values is because they provide a foundation for culture and, subsequently, identity. A three part qualitative analysis utilizing Glaser and Strauss’s (1967) constant comparative method (CCM) was conducted to identify the values within the culture of one organization. It was uncovered that the current climate of the organization was not the result of the implementation of language policies. Instead, the language barriers and complications within the organization were the result of merging companies and the lack of one cohesive culture.

Sexual harassment is common in the workplace and leads to negative outcomes for individuals and organizations. Previous research has shown that turnover is a negative outcome of sexual harassment. Organizations can implement policies and procedures, but little research exists examining the impact of these policies on employee perceptions and intentions. Thus, the aim of this study is to examine perceived enforcement of organizational policies and procedures as a moderator of the relationship between sexual harassment and turnover intentions. Social exchange theory is used to explain this concept between women from male-dominated professions and gender-balanced professions. Participants were 66 employed females from different industries. A series of regressions and ANOVAs indicated that sexual harassment and turnover intentions had significant results. Future research directions and limitations are discussed.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2017-01-27T14:19:22Z No. of bitstreams: 1 JulianaG.Santos.pdf: 965373 bytes, checksum: e9ac2dac85934fdcd07c615473464973 (MD5) / Made available in DSpace on 2017-01-27T14:19:22Z (GMT). No. of bitstreams: 1 JulianaG.Santos.pdf: 965373 bytes, checksum: e9ac2dac85934fdcd07c615473464973 (MD5) Previous issue date: 2016-11-23 / Personal data protect procedures are organizational tools that properly used by the employee help in the prevention and personal data protect within a safety and transparency organizational limit. This study analyzed the factors that have influenced the perception of the employees of Brazilian organizations about perceived benefits of compliance on the policies established in the prevention and protection of personal data. The research was conducted through a quantitative research approach with analysis of structural equations and the study data were collected through a survey tool to obtain a valid sample of 220 respondents. The study concluded that trust in organization and the risk of loss of personal data are stimulus that positive influence the benefits perceived of the compliance. The results also show that the employees who had your data improperly used, reduces your credibility in organizational controls and increases their perceived risk of privacy loss. The result of the study can help organizations managers to achieve greater adherence of employees with regard to personal data protection policy of organization in which they work, in addition to demonstrate the importance of credibility in internal controls and trust in the organization as predictors of perceived benefits of compliance. / Políticas de proteção de dados pessoais são ferramentas organizacionais que, se usadas de maneira adequada pelos colaboradores auxiliam na prevenção e proteção dos dados pessoais dentro de um limite de segurança e transparência organizacional. Este estudo objetiva analisar os fatores que influenciam a percepção dos empregados de organizações brasileiras quanto aos benefícios percebidos de compliance sobre as políticas estabelecidas na prevenção e proteção dos dados pessoais. A pesquisa foi conduzida através de uma abordagem de investigação quantitativa, com análise por equações estruturais e os dados do estudo foram coletados por meio de um instrumento de pesquisa com obtenção de uma amostra válida de 220 respondentes. O estudo concluiu que a Confiança na organização e a Percepção do risco de perda dos dados pessoais são estímulos que influenciam positivamente os benefícios percebidos de compliance. Os resultados também evidenciam que o empregado que teve seus dados utilizados de forma indevida reduz a sua credibilidade nos controles organizacionais e aumenta a sua Percepção do risco de perda de privacidade. O resultado do estudo pode auxiliar gestores de organizações a obter maior aderência dos empregados quanto às políticas de proteção de dados pessoais da organização em que trabalham, além de demonstrar a importância da credibilidade nos controles internos e a confiança na organização como preditores dos benefícios percebidos de compliance.

Estimated worldwide losses due to cybercrime are approximately $375-575 billion annually, affecting governments, business organizations, economies, and society. With globalization on the rise, even small businesses conduct transactions worldwide through the use of information technology (IT), leaving these small businesses vulnerable to the intrusion of their networks. The purpose of this multiple case study was to explore the managerial strategies of small manufacturing business owners to protect their financial assets, data, and intellectual property from cybercrime. The conceptual framework was systems thinking and action theory. Participants included 4 small manufacturing business owners in the midwestern region of the United States. Data were collected via face-to-face interviews with owners, company documentation, and observations. Member checking was used to help ensure data reliability and validity. Four themes emerged from the data analysis: organizational policies, IT structure, managerial strategies, and assessment and action. Through effective IT security and protocols, proactive managerial strategies, and continuous evaluation of the organization's system, the small business owner can sustain the business and protect it against potential cyberattacks on the organization's network. The findings of the study have implications for positive social change by informing managers regarding (a) the elimination or reduction of cybercrimes, (b) the protection of customers' information, and (c) the prevention of future breaches by implementing effective managerial strategies to protect individuals in society.

Submitted by Haroudo Xavier Filho (haroudo.xavierfo@ufpe.br) on 2016-03-02T17:42:59Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) TESE (2015-08-18) - MILKA ALVES CORREIA BARBOSA.pdf: 3428736 bytes, checksum: 50718849d570efd18c0f472afb11312f (MD5) / Made available in DSpace on 2016-03-02T17:42:59Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) TESE (2015-08-18) - MILKA ALVES CORREIA BARBOSA.pdf: 3428736 bytes, checksum: 50718849d570efd18c0f472afb11312f (MD5) Previous issue date: 2015-08-18 / CAPES / CNPq / FACEPE / Considerando-se o cenário do ensino superior no Brasil, a tese que se propôs defender foi sistematizada da seguinte forma: existe uma lacuna de políticas públicas e políticas organizacionais de formação de professores para a gestão de instituições de ensino superior (IES) que incide na construção do papel social de professor-gestor, comprometendo a externalização e o reconhecimento de suas competências gerenciais, no desempenho de tal papel social. Esta investigação orientou-se pela seguinte questão de pesquisa: como a lacuna de políticas públicas e organizacionais voltadas à formação professores para gestão IES repercute na construção do papel professor-gestor competências gerenciais dos professores, considerando-se seu desempenho no gestor?. Na busca por respostas à problemática, realizou-se um estudo qualitativo interpretativo básico, tendo a Universidade Federal do Vale do São Francisco como lócus da pesquisa. Os dados foram coletados por meio de entrevistas semiestruturadas, observação participante e análise documental de dados secundários, caracterizando a triangulação metodológica. A Análise de Conteúdo foi adotada para o tratamento dos dados, com o suporte do software Atlas Ti. Tendo em vista as distintas naturezas epistemológicas dos construtos cominados na pergunta de pesquisa, a investigação orientou-se por uma perspectiva multiparadigmático, traduzindo-se em triangulação teórica, atribuindo caráter heterodoxo à tese. O aporte teórico constituiu-se dos seguintes temas: papéis sociais; papéis sociais do professor de ensino superior, com ênfase no papel de professor-gestor (academic manager); competências gerenciais de professores de ensino superior, políticas públicas e políticas organizacionais para a formação dos professores de ensino superior. Os modelos analíticos de Paiva (2007) e Mendonça et al (2012) também deram suporte ao estudo, culminando em uma proposta de integração representada no Framework para análise da formação de competências gerenciais para o papel de professor-gestor em instituições federais de ensino superior (Ifes). Os achados concernentes às cinco questões norteadoras confirmaram a tese defendida e levaram à seguinte conclusão, respondendo à pergunta de pesquisa proposta: a lacuna de políticas públicas e políticas organizacionais para formação de professores de ensino superior para a gestão de Ifes incide na construção e socialização dos sujeitos no papel de professor-gestor, comprometendo o processo de externalização, legitimação e desenvolvimento das competências profissionais de gestão, perenizando assim a atuação não-profissional dos mesmos no desempenho do referido papel. Longe de esgotar as discussões, esse trabalho reafirma o entendimento de que a complexidade e a dinâmica da realidade educacional brasileira vêm demandando a adoção de políticas públicas e organizacionais para formação dos professores de ensino para a gestão de IES pautada no desenvolvimento de competências gerenciais que concorram para o desempenho desses sujeitos no papel de professor-gestor, levando-os a contribuir para alcance de níveis de excelência em ensino, pesquisa e extensão nas Ifes. / Considering the higher education scenario in Brazil, the thesis that proposed defend it was systematized as follows: there is a lack of public policies and organizational policies of teacher training for the management of higher education Institutions (HEI) which focuses on building the social role of academic manager, compromising the outsourcing and the recognition of their managerial competencies, in performing such social role. This investigation was guided by the following research question: how the gap of public policies and organizational policies related to teacher training for the management of HEI reflected in the construction of academic manager role and management of managerial competencies skills of teachers, considering their performance in the role of manager?. In the search for answers to the problems, took place a basic interpretive qualitative study, with the Federal University of São Francisco Valley as a place of research. Data was collected through semi-structured interviews, participant observation and document analysis of secondary data, characterizing the methodological triangulation. The Content Analysis was adopted for the processing of data, with the support of the Atlas Ti software. Given the distinct natures of epistemological constructs imposed on survey question, the research guided by a multi-paradigmatic perspective, translating into theoretical triangulation, giving heterodox character to the thesis. The theoretical framework consisted of the following themes: social roles; social roles of higher education teacher, emphasizing the role of academic manager; managerial skills of higher education teachers, public policies and organizational policies for the training of higher education teachers. The analytical models of Paiva (2007) and Mendonça et al. (2012) also gave support to the study, culminating in a proposal for integration represented in the Framework for analysis of formation of managerial skills of the academic manager in federal universities. The findings concerning the five guiding questions confirmed the defended thesis and led to the following conclusion: the gap of public policies and organizational policies for training of higher education teachers for federal institutions of high education (Ifes) management focuses on the construction and socialization of subject in the role of academic manager, compromising the process of outsourcing, legitimacy and development of professional management skills, everlasting thus the unprofessional actions of the same in the exercise of that role. Far from exhausting discussions, this study reaffirms the understanding that the complexity and dynamics of the Brazilian educational reality are demanding the adoption of public and organizational policies of formation of teacher for the Ifes management, based on the development of managerial competencies that contribute to the performance of these subjects in the academic manager role and help them to promote teaching, research and extension in excellence levels.

Introduction Work-Life Balance is an area of interest to both researchers and organizations who strive to understand the various facets of work, life and work-life. For an individual and society today, balance is of paramount interest affected by the personality aspects, family aspects, support scenario, organizational culture and the existence of policies and their usage at the organizational level. The changing aspirations of individuals with time, across economies have made this a global issue . In India, the rapid urbanization in major cities and the manner in which individuals are embracing a 24*7 work environment, makes it crucial to understand Work-Life balance in a holistic and contextual manner. The efforts of the government and the organization along with the individual drive determines how the scales tilt in this strive for Work-Life balance. Literature Review The gamut of literature shows that Work-Life balance has been studied across countries and industries. Work-Life balance as an issue has been explored from both an organizational and individual perspective. The impact of demographic aspects like gender, age, education, marital status, family type, children and care taking responsibility have been delineated, along with personality aspects like leadership and motivation. Support has been delved into, both at family level and at organizational level; coupled with the impact of mentoring and networking. Researchers have worked towards understanding policies at the organizational level that help an individual attain Work-Life balance, along with individual philosophy and family culture. Work-Life balance attained by an individual is exhibited in their behavior towards their team and organization; the loyalty and commitment exhibited by them. It is evident in the satisfaction they experience and their positive attitude towards work. The positive impact on their families is also evident, in terms of the time they are able to spend with their family. While the literature looks at various aspects, the view is an isolated one and there is a need for a holistic and multi-construct understanding of Work-Life Balance. Research Objectives and Methodology The ensuing gaps from literature lead to the objectives of the study. The specific objectives of the study are: 1 To evolve and validate a multi-construct model of Work-Life Balance (WLB) in the Indian Context 2 To identify and relate organizational, individual and family factors affecting WLB. 3 To critically analyze the role of gender, organizational policies, self efficacy and organization type in understanding work-life issues 4. To suggest ways and means of mitigating WLB in the Indian context. The various variables in the study were identified and the information framework was put in place. The preliminary study and the pilot study helped to finalise the questionnaire for the main study. The questionnaire comprised of two sections: Part B: My Perceptions of My Home and Work. Random sampling, coupled with the snowballing technique was the sampling technique adopted. The questionnaires were mostly administered in a face to face format; and in some cases, it was done over email as the respondents found that more convenient. The total sample of the study was 426 respondents 248 from public organizations, 118 from private organizations and 60 from entrepreneurial organizations. The data thus collected was subjected to statistical analyses. Major Findings First part of the analysis was carried out to establish the validity and the reliability of the questionnaire. This was done through factor analysis and by calculating the Cronbach's alpha. The factors analysis shows that the explanatory factors that emerge significant are aspects of culture, leadership and support; along with motivation towards family and work; including aspects of mentoring and networking. The mediating factors that emerge important revolve around aspects of Work-Life issues and impact of conflict; awareness and benefit of organizational policies; the perception of policy usage and individual thought. The output factors that emerge with high scores are the team and organizational engagement, impact of organizational support on work and family; the perception of work, the satisfaction with job and career and the citizenship behaviour exhibited. To understand how different the groups, categorised by age, education, children, marital status, gender, family type, care taking responsibility and the organization type public, private and entrepreneurial, are on the factors; manova and t test was carried out. The groups emerge significantly different in terms of their understanding of organizational culture and involvement in networking. The way they view organizational support and the role of mentoring, how they view family support and responsibilities at home. How confident individuals feel about handling challenges and how satisfied they felt with their jobs and career, also differ between the groups. The next step in analysis involved understanding the experience of Work-Life balance and the individual impact of the explanatory, mediating and interaction factors on the various output factors of team and organizational engagement, the positive impact of policies on family, the perception of work, the job and career satisfaction experienced and the citizenship proactive behavior exhibited by the individual. Apriori models based on literature were developed and regression analysis was carried out. Many of the models emerged insignificant showing that Work as a phenomena cannot be understood through isolated factors. For this, a full model was developed with explanatory, mediating and interaction factors (explanatory*mediating) and their causal impact on the output factors was studied. It was seen that the model for team and organizational engagement emerged the strongest with the factors explaining 69% of the model. The results of the full model showed that different factors had major impacts on different output aspects. It was seen that organizational culture, self efficacy and family values and the motivation towards work, interacting with the existence and awareness of policies have the greatest impact on team and organizational engagement. The support seniors/boss, perceived stress and networking interacting with the usage effect of organizational policies have the greatest impact on organizational policy positive impact on family. Organizational culture, perceived stress and networking interacting with the existence and awareness of organizational factors have the greatest impact on work perception. Job and career satisfaction is impacted the most by the motivation towards work, organizational policy existence, awareness and benefit and organization focus leadership interacting with the usage effect of policies. Finally, it is seen that networking, perceived stress and support from seniors and boss interacting with perceived stress have the greatest impact on citizenship proactive behavior. We thus see that Work Life balance is a multi-dimensional phenomena and its' comprehensive understanding is attained through multiple constructs. Conclusion This study provides a holistic understanding of Work Life Balance and is understood by looking at aspects of organizational culture, leadership, motivation, networking, mentoring, and support factors at both the organizational and the family level. The mediating role of organizational policies their existence, awareness and benefit and the usage effects on an individual; along with the role of self efficacy and family values and individuals' perception of stress becomes important. The experience of Work Life balance is understood through various behaviors exhibited team and organizational engagement shown by the individual, the positive impact of policies on family, the perception of work, the job and career satisfaction experienced and the citizenship proactive behavior exhibited by the individual. The comparison across groups and organization types public, private and entrepreneurial, show the importance of individual thought in mitigating Work Life issues. This study makes contributions at the theoretical level by developing and validating a multi-construct model for WLB. The study highlights the importance of organizational culture, organizational policies and the role of mentoring and networking that the organizations and managers need to delve into. This study entails scope in terms of extension of the model across organizations and cities in India and the development of a WLB measurement scale.