Thesis (M.S. in Business Administration and M.S. in Management)--Naval Postgraduate School, September 2006. / Thesis Advisor(s): Stephen L. Mehay, Elda Pema. "September 2006." M.S. in Business Administration awarded to William Arias, September 2006. M.S. in Management awarded to Selcuk Dal, September 2006. Includes bibliographical references (p. 115-120). Also available in print.

published_or_final_version / Public Administration / Master / Master of Public Administration

This thesis approaches the theme of Hispanics in the military utilizing both qualitative and quantitative methods to identify their role in meeting the militaryâ s future manpower needs. The qualitative portion of the study begins with an examination of the historical record of diversity in the military. Contemporary information is derived from interviews with active duty Hispanic personnel, high school counselors and JROTC instructors. The results of the interviews suggest positive views of diversity and reinforce the strong influence of family members and friends in the career decision-making process for Hispanics. The high school dropout rates of Hispanics were attributed to non-traditional family lifestyles and poor English-language skills. The quantitative portion of the study undertakes econometric analysis of military attrition, promotion, and retention of Hispanic enlistees. Enlisted cohort data for all services from 1992-2005 was used to estimate the multivariate attrition, promotion, and retention models. The results of the statistical analyses suggest that Hispanics have lower predicted rates of first-term and early attrition, and higher rates of retention beyond the first term and of promotion to E-4. The authors recommend additional studies focusing on JROTC, Hispanic Officers, marketing and diversity management training.

Thesis (Ph. D.)--University of Texas at Austin, 2004. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 1972. / Includes vita. Includes bibliographical references (leaves 208-212). Available online via OhioLINK's ETD Center.

A dissertation submitted to the Faculty of Education in fulfilment requirement for the Degree of Master of Education in the Department of Educational Psychology and Special Education at the University of Zululand, South Africa, 2009. / The study investigates the attitudes of educators towards the promotions that take place in schools. The intention of the Department of Education was to improve the quality of education through the involvement of all the stakeholders in the decision-making. There is a common dissatisfaction from the candidates especially those who have been unsuccessful after the selection process. i The main aim was to determine the attitudes of educators towards the school-based promotions. The results show that educators have a negative attitude towards the school-based promotions. They experience the manipulation of the process to favour certain individuals. Several studies indicate that the "glass ceiling" in promotions has been adopted in the past and even today another form of it, is being utilized. Politics play a major role in the promotion of educators in schools and some educators hold the position in the municipalities where they contest as politicians. The view of educators about the promotions was another aim, which the study investigated. The schools seem to adopt different strategies within one department with same policies. Monitoring is lacking from the department officials and the school governing bodies are entrusted with the selection processes, which they are unfamiliar with. The educators view the promotions as unjust and corrupt. The governing bodies are exposed-to promotions without training and others are illiterate which makes the selection process to be subjected to manipulation. Another aim was to determine the human relations after the promotions have been conducted. The sound human relations are important for the proper functioning of the school. The positions and the manner in which the school conducts promotions contribute to the deterioration of the human relations and the policies of the department discourage the approach, which depicts the policies of the school as an organisation with people who have been working. The educators feel that human relations are strained when there has been a competition and the principal is always linked with favouratism because he or she is the only representative of the department who also determines the needs of the cum'culum of a particular school.

No description available.

The degree of perceptual congruence of the importance of promotion criteria to superiors and subordinates was investigated. The relationship of congruence to job satisfaction was also evaluated. Fifty-two student workers and their superiors participated in the study. Perception of promotion criteria importance was measured through the rating of a list of promotion criteria using a seven point scale. An average discrepancy score of 7.925 was obtained between superiors' and subordinates' ratings indicating a significant degree of discrepancy, t(50) = 25.04, p< .001. Job satisfaction was measured using the Job Descriptive Index (JDI) and was correlated with the discrepancy scores. Perceptual congruence of promotion criteria was found to be significantly related to subordinates' satisfaction with supervision on the job, r = -.276, p < .05, and satisfaction with present pay, r = -.299, p < .05.

This research tried to explain the role of calculative commitment, loyalty commitment and power asymmetry on behavioral commitment in a business to business scenario. We specifically looked at the trade promotion scenario since retailers face more trade promotions than they can accept and extant research suggests that retailers always choose trade promotions that offer the greatest immediate benefit. This dissertation addressed the following managerial question, “How does a firm select a program (trade deal) when all its vendors offer the same short term economic incentives”. We proposed that other aspects of retailer’s relationship with its vendors determine / influence the program selection decision. First, incentives imbedded in channel relationships namely economic incentives (e.g., access to new products) and social incentives (e.g., affect toward vendor / salesperson) lead to a selection decision. Second, the power asymmetry the retailer has with the various vendors directly impacts decision making and also moderates the impact of the embedded economic / social incentives. We used commitment theory and an experimental design to test our model. We find that calculative commitment has the greatest impact on decision making followed by power asymmetry. We also find that loyalty commitment has the least impact. We also found that under high power asymmetry, calculative commitment has a bigger impact than loyalty commitment on behavioral commitment than under low power asymmetry when loyalty commitment has a bigger impact.

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration