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Dissertations / Theses on the topic 'Managerial influence'
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McCaghren, Kathy L. (Kathy Lea). "The Influence of Age on Public Sector Managerial Evaluations." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500979/.
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As the American population ages, the issues of aging and work have gradually come to the forefront. An older and increasingly diverse workforce has raised concerns over job performance, labor costs, and alternative work demands. At the same time, evidence indicates that older workers continue to experience extensive labor market problems due to false assumptions on the part of managers about the limiting effect of age on employee performance. The public sector's ability to respond to age-related issues in the workplace has largely been ignored by both public practitioners and researchers. This study addresses the questions of whether age negatively influences public personnel decisions, and if so, whether such influences adversely affect the treatment of older workers. The results of the survey indicate that public managers are susceptible to age bias when making personnel decisions.
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Bezjian, James Bradley. "Capabilities, recipes, & firm performance : how industry recipes influence the application of dynamic managerial capabilities." Thesis, University of Edinburgh, 2017. http://hdl.handle.net/1842/23519.
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Dynamic managerial capabilities are frequently viewed as a source of influence among decision-making managers within environments of volatility. Conversely, managers postulate that decision-making in rapidly changing environments is never perfect and faces a variety of influencing factors. In addition, industries represent a collection of firms that produce similar goods or services for a particular market. This recipe is often recognized by all industry related firms and adapted accordingly. Similarly, firms comprised as “incumbents” and “challengers” are firms that are well established in the industry and firms that seek to change the industry. Recognizing which influencers affect the managerial decision-making process is necessary to adapt and evolve a firm’s decision-making logic. This thesis presents a detailed study of the Hollywood Film Industry Recipe as it relates to the influencing factors within the green lighting process of feature films among incumbent and challenger studios. An inductive research approach is used to investigate four case studies throughout the Hollywood Film Industry. Two case studies are recognized as industry incumbents while the other two are recognized as industry challengers. The analysis identifies an industry recipe, firm adopted industry and adaptations, and dynamic managerial capabilities utilized through the influence of the process. In addition, an illustration of the industry recipes influence dynamic managerial capabilities adopted by firms. Findings suggest that dynamic managerial capabilities is an output of industry recipes adopted amongst firms, and that refinement of those capabilities is a circular renewal process between managerial judgement and firm/managerial dominant logics. In addition, industry recipes influence the way in which dynamic managerial capabilities are acquired, processed, and absorbed. This study contributes to the field of strategy as it suggests a coherent framework that illustrates how industry recipes influence incumbent and challenger studios within a given industry. Additionally, it also demonstrates how dynamic managerial capabilities are formed and structured based on the adopted industry recipe. Finally, it outlines how decisions are made by managers within incumbent and challenger firms, highlighting a circular process of decision-making with regards to the creation an distribution of an industry related product.
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Topolnytsky, Laryssa. "Perceptions of justice in layoff decisions, the influence of managerial explanations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ28674.pdf.
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Dosanjh, Nawtej. "Shaping an ambidextrous orientation : managerial activity configuration & top management influence." Thesis, Northumbria University, 2017. http://nrl.northumbria.ac.uk/30241/.
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This study examines managerial activity configurations with a view to understand the influences on attention middle managers give to activities they carry out. The role of top management in orienting managerial work is a fundamental influence that mediates other aspects such as task environment characteristics and response to performance feedback. Enhancing managerial performance under varying task situations and iterative performance feedback calls for an evaluation of content, and of practice. This would entail looking within the remits of past experience with existing activity configuration to enhance effectiveness and/ or looking outside to explore novel approaches to improving activities and their mutual fit. The balance between exploitation and exploration while seeking to do well at both makes such calibration in activities being marked by what I call aspirations of ambidexterity. Reflecting on constructs like managerial work environment characteristics, performance feedback, risks and benefits of pursuing ambidexterity, nature of activities, and the interaction between top and middle management, is not new to research. However, what remain missing is an empirical examination of top management influence on ambidexterity in managerial practice, and also, a focussed examination of how managers’ scope and orient attention to activities that they do. From this perspective, the study situates the unit of analysis as activities carried out by individual managers, as in how the top management influences the ambidextrous orientation of subordinate managers. The study uses data collected through a semi structured survey instrument. This is complemented with data from meeting observation memos. The survey instrument has been rigorously pre-tested and modified prior to data collection from the study research site which is federated organisation with a rather flat structure hierarchically relative to others in the industry. Several findings from the study contribute to both research and practice, and include: evidence for top management encouraging selective ambidextrous practice by looking at managers who do well; the strategic and operational alignment perception in middle managers affecting their propensity to make changes to their activity portfolios; evidence for the need for demonstrative inclusion of feedback for greater buy in by middle management; the mediation by and variation in work environment characteristics being an influence, among others. A behavioural and cognitive interface with influencing antecedents and consequences for how managerial work is shaped and evolves along aspirations of ambidextrous capability underpins the discussion in this study. The study provides support to and extends the conceptualisations along trajectories in research, primarily those that concern themselves with managerial attention, managerial activity configurations and ambidextrous practice in evolving what managers do.
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Liu, Yue. "Does institutional investor composition influence managerial myopia? : the case of accounting restatements /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1192184781&sid=2&Fmt=2&clientId=11238&RQT=309&VName=PQD.
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Thesis (Ph. D.)--University of Oregon, 2006.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 63-65). Also available for download via the World Wide Web; free to University of Oregon users.
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Jafar, Haitham. "Influence of managerial connectivity on strategic choice : the role of middle managers." Thesis, University of Glasgow, 2017. http://theses.gla.ac.uk/7957/.
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This thesis aims to craft a richer description, and deeper understanding, of the work of middle managers in strategy making. In so doing, this study brings together the concepts of connectivity and strategic choice in order to elaborate how middle managers’ roles unfold during a strategy building exercise. The influence of connectivity on middle managers’ strategic choices is traced over the life span of a major strategic initiative in a telecommunication company. A careful examination of the connectivity literature paved the way for a conceptualised working mechanism of connectivity. The thesis introduces this conceptualised working mechanism to the strategic management stream of literature. The proposed mechanism captures managerial connectivity and investigates connectivity’s influence throughout various periods of the formulation and implementation phases of the strategic initiative. The context for the research project is a telecommunication company located in Jordan. The collection of data comes from an in-depth case study with reference to a significant strategic initiative. The initiative concerned a major expansion to the firm’s operations that concerned extending the company’s offerings to wider range of services and newer geographical areas. The case study approach in this research is informed by critical realism ontology. Furthermore, the interviews with managers -top and middle- who worked on the expansion project constitute the primary source of data. An inductive reasoning to the research inquiry along with a theory building exercise led to the development of the research propositions. These propositions are then depicted in a theoretical model aimed at addressing the research question which centres on how connectivity influences strategic choice of middle managers. The research findings, and their related discussions about connectivity’s role in forming middle managers’ strategic choices, disclose the importance of incorporating managerial connectivity to understand strategy making and implementation processes. This thesis makes the case for the introduction of managerial connectivity as a primary influence in the organisational studies. The thesis argues that presenting strategy process via a connectivity lens sheds light onto how different states of connectivity, under varying conditions, influence the strategy work of managers and the progression of strategic 3 initiatives. Theorising through the lens of connectivity will aid in understanding of complex processes such as of strategy making in the organisation. This thesis sheds light on the interplay between managers, the connection of their interplay to organisational strategy formation, and the formation of choices managers make while strategising. Including connectivity in strategy process research enriches strategic management conversation revolving around participation and involvement. Such inclusion also has implications on middle management perspective of strategy process research in terms of fine graining both their roles and contribution dynamics in strategy making and implementation. Finally, viewing strategy making and implementation from a standpoint of managerial connectivity has implications for management as to how and when to compress and/or expand connectivity to suit the requirements of a given strategy in order to realise its objectives and obtain its benefits.
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Freij, Adam, and Josefine Olsson. "How does managerial leadership influence organizational ambidexterity? : a study of the public sector." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12408.
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Organizational ambidexterity is a widely researched and known phenomenon amongst academics; however there are still research gaps. Most of the studies are in private sector; however, lately researchers have called for more studies in the public sector. The purpose of this dissertation is to explain casual relationships between different leadership styles and their influence on organizational ambidexterity in public sector organization. The dissertation use a positivistic philosophy and a deductive approach; hence, a cross sectional design is used. The quantitative method chosen was a web based survey, distributed by e-mail to 171 managers operating in waste management and water and sewerage industries in the Swedish public sector. The findings of the study are that are that it is not possible to differentiate a higher level of organizational ambidexterity in any public organizational form. Another finding is that organizational ambidexterity can be positively influenced by managerial leadership in the local government administration The limitations of this dissertation are that only two industries are included and that the results cannot be generalized for other populations due to a small sample. The implications of this study are that organizational ambidexterity is a concept that is present in the public sector and can be influenced by managerial leadership under certain circumstances
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Bogodistov, Yevgen [Verfasser], Albrecht [Akademischer Betreuer] Söllner, and Markus [Akademischer Betreuer] Vodosek. "Psychological microfoundations and activation of dynamic managerial capabilities: Influence of affective states on managerial behavior / Yevgen Bogodistov. Gutachter: Markus Vodosek. Betreuer: Albrecht Söllner." Frankfurt (Oder) : Europa-Universität Viadrina Frankfurt, 2015. http://d-nb.info/1070464589/34.
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Shotter, Magdalena. "The influence of Marshallian neo-classical economics on management accounting in South Africa /." Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-08112006-160141.
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Thesis (D. Comm.(Financial management sciences))-University of Pretoria, 2005.Summary in English. Includes bibliographical references (leaves 121-130). Available on the Internet via the World Wide Web.
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Buil, Fabregà Marian. "Influence of individual dynamic managerial capabilities over business sustainability commitment, stakeholder engagement and gender." Doctoral thesis, Universitat de Girona, 2017. http://hdl.handle.net/10803/406962.
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In today's dynamic environment, which is characterized by continuous and unpredictable changes, companies need new strategies to maintain their competitive advantage in the market, ensure long-term sustainability and consider the demands of stakeholders. The role of the manager of the company is relevant and he/she should have new capabilities to respond to new market demands. This thesis, through a survey of 339 managers using an empirical methodology based on a structural equation model, proposed as new managerial dynamic capabilities of the manager (IDMC), the entrepreneurial skills (alertness, creativity and self-awareness) and individual dynamic capabilities (sensing, seizing and transforming). The results suggest that there is a direct and positive relationship between the degree of development of the IDMC and the level of social and environmental commitment and stakeholders’ commitment. It is proposed that IDMC of the manager drive their commitment to sustainability and this in turn drives engagement with stakeholders. Finally, it is analyzed for the first time, if there are gender differences in the previous relationships, resulting that women have greater social commitment and environmental sustainability than men; although, it is concluded that the company requires a top management team committed to long-term sustainability regardless of gender of its membersEn el complex i hostil entorn econòmic actual que acompanya des del seu inici al segle XXI, les empreses requereixen de noves estratègies, per mantenir el seu avantatge competitiu en el mercat, garantir la sostenibilitat a llarg termini i considerar les demandes de les parts interessades. En aquesta situació, el paper del manager de l'empresa és rellevant i aquest ha de disposar de noves capacitats que li permetin donar resposta a les exigències del mercat. Aquesta tesi doctoral, a través d'una enquesta realitzada a 339 mànagers utilitzant una metodologia empírica basada en un model d'equacions estructurals, proposa com a noves capacitats de gestió del manager (individual dynamic managerial capabilities- IDMC), les competències emprenedores (alertness, creativity and self-awareness) i les capacitats dinàmiques individuals (sensing, seizing i transforming). Els resultats obtinguts suggereixen que hi ha una relació directa i positiva entre el grau de desenvolupament de les IDMC i el nivell de compromís social i ambiental i amb els grups d’interès (stakeholders). Es proposa que les IDMC que posseeix el/la manager són les que impulsen el seu compromís amb la sostenibilitat i aquest al seu torn, impulsa el compromís amb els stakeholders. Finalment, s'analitza per primera vegada si hi ha diferències de gènere en les relacions anteriors, resultant que la dona disposa de més compromís tant social com mediambiental amb la sostenibilitat; si bé, es conclou que l'empresa requereix d'un equip directiu compromès amb la sostenibilitat a llarg termini independentment del gènere dels seus membres
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Taylor, Michael. "The influence of transformative coaching on managerial behaviour, leadership style, individual and team engagement." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/19811.
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Thesis (MPhil) -- Stellenbosch University, 2011.This research study not only links three important business concepts, namely, leadership development, employee engagement and executive coaching, but is also an important body of research that contributes in a meaningful way to the debate around the role of executive coaching and its impact on leadership effectiveness. It outlines a transformative framework for executive coaching that shows a significant shift in managerial behaviour. This behaviour shift acts as a catalyst for the enhancement of key dimensions of employee engagement. This is an important finding, as the field of professional coaching is undergoing much scrutiny in terms of its return on effectiveness and its ability to accelerate the development of high-potential talent. The reseach findings in this report further serve to reinforce the importance of aligning leadership development, and specifically executive coaching practices, with organisational strategies. The global financial crisis has highlighted the need for organisations to adopt prudent leadership development strategies. The intelligent integration of transformative coaching into talent management practices such as retention, promotion, deployment and development of high-potential leadership, will create the necessary impetus for building sustainble leadership capacity and provide an outstanding return on investment for organisations wherever they might be in their maturity cycle.
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Spitzer, Sarah. "The diffusion of new book titles : diffusion process, factors of influence, and managerial implications." Unterwössen Ed. Altavilla, 2009. http://d-nb.info/991496388/04.
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Shao, Lin Han. "The Influence of Environmental, Organizational and Managerial Factors on Export Decisions and Export Performance." Electronic Thesis or Diss., Bordeaux, 2020. http://www.theses.fr/2020BORD0156.
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La question de la performance des entreprises à l'exportation est une composante importante de l’ensemble des questions de recherche possibles tenant à l’exportation. Les facteurs associés au succès à l'exportation sont nombreux et complexes, comme ceux du pays, de l'entreprise, de la gestion, du niveau culturel, etc. ; ils gravitent autour de trois grands axes que sont les facteurs organisationnels, environnementaux et de gestion (Leonidou et al. 2002). La présente recherche vise à déterminer comment les performances à l'exportation sont affectées par les facteurs environnementaux, organisationnels et managériaux, en particulier la distance psychique et culturelle, la gestion des relations, les voyages d'affaires internationaux, les capacités financières des entreprises et les capacités complémentaires. Car la manière dont les entreprises peuvent exporter avec succès vers des pays lointains n'est encore pas totalement comprise (Lages et al., 2009). Le fonctionnement des relations avec les pays lointains reste étonnamment sous-examiné (Griffith & Dimitrova, 2014), en particulier la distance psychique - la mesure dans laquelle les normes et les valeurs de deux pays diffèrent en raison de leurs caractéristiques nationales distinctes (Ford,1984, p. 102), lorsqu'il s'agit de l'interaction potentielle entre la distance commerciale et culturelle et les facteurs managériaux. L'autre observation est que le commerce international dépend progressivement de la transmission d'informations complexes par le biais de la communication (Cristea, 2011). Les performances des entreprises varient parce qu'elles utilisent leurs ressources de différentes manières (Shuleska et al. (2016). Les voyages d'affaires internationaux jouent un rôle très important dans les affaires d'exportation, en particulier pour le commerce du vin, car les responsables des exportations pratiquent des voyages d'affaires internationaux rituels pour rencontrer les clients potentiels à l'étranger, organiser des dégustations de vin, participer à des foires internationales du vin. Néanmoins, jusqu'à présent, nous savons très peu de choses sur l'impact de ces voyages sur les performances à l'exportation. La thèse est donc organisée comme suit: nous avons d'abord réalisé une étude bibliométrique en analysant 1344 publications de 1900 à 2019. Deuxièmement, nous avons fait un travail empirique en étudiant l'effet d'interaction de deux formes de distance psychique (commerciale et culturelle) sur la gestion des relations à l'exportation. Plus précisément, cette recherche examine le rôle modérateur de la distance culturelle dans l'effet de la distance commerciale sur différentes dimensions de la gestion des relations et des performances financières à l'exportation. Cette recherche s'appuie sur un échantillon de 174 cadres français à l'exportation à qui il a été demandé de donner leur avis sur leur relation avec leur homologue chinois dans le commerce du vin, et sur leurs performances en la matière. Troisièmement, un autre travail empirique examine l'impact des voyages d'affaires internationaux sur les performances à l'exportation en se fondant sur la théorie resource-based view (RBV) et en intégrant les facteurs organisationnels (chiffre d'affaires annuel) et le management stratégique (capacité complémentaire) dans l'analyse des exportations françaises de vin. L'étude bibliométrique et deux études empiriques révèlent des résultats significatifs et apportent de nouvelles et importantes implications théoriques et managérialesExport performance is an important research part of export study. Extensive empirical research has been carried out to identify and study the determinant factors of successful export performance. The factors associated with the three major axes of organizational, environmental, and managerial factors in the work of (Leonidou et al. 2002). The research aims to find how export performance is affected by environmental, organizational, managerial factors, especially, the psychic business distance and cultural distance, relationship management, international business travel, firms’ financial capabilities and complementary capabilities, specially, psychic distance – the extent to which the norms and values of two countries differ (Ford,1984, p. 102), when it comes to the potential interplay between business distance and cultural distance with managerial factors. The other observation is that international business depends gradually on transmitting complex information through vis-à-vis communication (Cristea, 2011). Companies vary in their performance because they use their resources in different ways (Shuleska et al. 2016). International business travel plays very important role in export business, especially for wine business, as the export managers practice ritual international business travel to meet the overseas prospective customers, organize wine tasting, participate in international wine fairs. Nevertheless, up to now, we have known very little about the impact of such travel on export performance.Hence, the thesis is organized as follows.First, we present a bibliometric study by analyzing 1344 publications from 1900 to 2019. Second, we examine the interacting effect of the two forms of psychic distance (business and cultural) on export relationship management. Specifically, this research examines the moderating role of cultural distance in the effect of business distance on different dimensions of relationship management and financial export performance. This research builds on a sample of 174 French export executives who were asked to rate their views of their relationship with their Chinese business counterpart in the wine trade,and their related performance. Third, we examine the impact of international business travel on export performance by integrating organizational factors (annual turnover) and strategic management (complementary capability) into the analysis with equally 174 French wine exporting firms.The systematic bibliometric study and two empirical studies reveal meaningful results which shed light on the export literature study and provides numerous contributions on the theoretical, methodological, and managerial levels related to export performance
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Birk, Thomas Spencer 1958. "THE IMPACT OF RELATIONSHIP TYPE, OTHER BENEFIT, LEADERSHIP STYLE AND GENDER ON MANAGERIAL INFLUENCE TACTICS." Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276428.
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This study examined situational and individual difference variables that impact message strategy selection in superior-subordinate influence attempts. The study predicted and found a significant interaction between other benefit and concern for people. The results indicate that employee-oriented subjects are more un willing to employ aggressive strategies when compliance does not benefit the target. In addition, the study predicted and found a significant interaction between the type of relationship between superior and subordinates and concern for task. Results obtained suggesting that task-oriented subjects use more aggressive strategies when attempting to gain compliance from employees in noninterpersonal relationships only. Females reported a greater degree of concern for people than males and more un willingness to employ verbally aggressive strategies. This supports the conclusion that females may be more empathic than males, resulting in an unwillingness to employ strategies that may be perceived as lacking in concern for other's feelings.
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Napshin, Stuart Alan DeCarolis Donna. "Exploratory innovation, the influence of core technical knowledge structure and the breadth of managerial attention /." Philadelphia, Pa. : Drexel University, 2009. http://hdl.handle.net/1860/3164.
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Hightower, Sonja. "Who Makes the Decision? Managerial Influence on Corporate Boards and Auditor Selection, Change, and Compensation." Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1707251/.
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This dissertation examines whether managers influence corporate boards of directors in their auditor selection, change, and compensation decisions. This topic is important because it addresses concerns that the Sarbanes-Oxley Act of 2002 (SOX) is not effective in eliminating managerial influence over auditor engagement decisions and that it may provide a false sense of security to investors. These concerns are based on the implicit assumption that managers prefer weaker governance oversight and lower audit quality. However, empirical research testing associations between managerial influence and audit-related decisions post-SOX is scarce and generally guided by agency theory. Incorporating agency, stewardship, and resource dependence perspectives, I find that managerial preferences for auditor selection are not aligned. Specifically, CEOs positively influence the selection of higher quality auditors, whereas CFOs have the opposite effect. Further, CEOs who hold powerful roles as chairs of their companies' boards of directors appear to mitigate the negative influence of CFOs and inside directors on audit quality. CEOs serving in dual roles also oppose auditor turnover when lower earnings quality prompt higher demand for audit effort. Finally, my study provides some evidence that management exercises downward pressures on audit fees, suggesting that managers utilize their authority beyond the regulations established by SOX to negotiate auditor compensation.
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Belling, Ruth. "Transferring managerial learning back to the workplace : the influence of personality and the workplace environment." Thesis, Cranfield University, 2000. http://dspace.lib.cranfield.ac.uk/handle/1826/11360.
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This thesis identifies the influences of individual characteristics, particularly
psychological type preferences, and workplace environment features, on managers’
perceptions of the barriers and facilitators to transferring their learning from
management development programmes. In doing so, it provides information and
insights to help increase understanding of the transfer of learning process through the
building of a model of transfer.
Guided by a Realist perspective, this research was conducted using longitudinal survey
methodology, incorporating both questionnaires and interviews. The survey gathered
data at three time points, establishing a chronological ‘Base Map’ representing
programme participants’ journeys through four kinds of learning event/experience,
their expectations of those programmes, resulting learning outcomes and applications
of learning back in their workplaces. This research identified 26 perceived barriers and
17 perceived facilitators to transfer of learning from 17 organisations, incorporating a
wide range of workplace environments, described how these barriers and facilitators
operate and identified the need to take the nature of the learning event/experience into
account to provide a meaningful context for the transfer of learning outcomes.
This research presents a series of ‘Route Maps’, highlighting the significant
associations between individual characteristics, workplace features and elements of the
learning and transfer processes, based on programme type. Psychological type was
found to influence perceptions of barriers and facilitators to transfer and is associated
with critical elements in the transfer process.
This thesis contributes to theory and practice about transfer of learning from
management development programmes and has implications for organisations,
programme designers and future participants on such programmes.
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Forsberg, Johan, and Carl-Michael Verner. "A Call For Attention : External Stakeholder Influence on Executives Within Swedish Banks." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-227074.
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In 2008, a financial crisis struck the world economy, causing a risk of a potential system-crash. In order to stabilize the financial system within Europe, European Banking Authority (EBA) presented new guidelines (GL44) as a way, among others, to increase the transparency among financial institutions. As a result of GL44, Swedish Financial Supervisory Authority (FSA) implemented new regulations, with minor adjustments and amendments. At present, the guidelines are weeks from being completely implemented, thus meaning that the financial industry is able to start seeing the changes from the regulations.The authors have chosen to conduct a study regarding how the banks have been affected from the external authority demands during the previous recession.The focus of the study has been on three of Sweden’s four large banks, which are considered systematically important, as well as one niche bank.The study showed that the work in board and top-management was affected by external demands from authorities. The attention on business development was disturbed during the recession since more focus was put on controlling factors such as compliance, risk management and internal audit as well as on board composition and board competence.
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Mahnke, Volker, Björn Ambos, Phillip C. Nell, and Bersant Hobdari. "How Do Regional Headquarters Influence Corporate Decisions in Networked MNCs?" Elsevier, 2012. http://dx.doi.org/10.1016/j.intman.2012.03.001.
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In networked MNCs where knowledge and power are distributed, corporate strategy processes benefit from input arising from many different levels of the organization. Recently, the regional (i.e., supra-national) level has been emphasized as an important additional source of knowledge and input, and as a bridge between local subsidiaries and global corporate headquarters. This paper builds theory on the antecedents to regional headquarters' influence on corporate decisions (i.e., organizational, behavioral, and motivational). Based on a survey of regional headquarters in Europe and their relations with MNC headquarters, we provide empirical evidence that a regional headquarters' autonomy and signaling behavior have significant effects on its influence on corporate strategy. Furthermore, we find support for our hypothesis that the regional headquarters' charter moderates such bottom-up influence. (authors' abstract)
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Tjernberg, Emma, and Samuel Wincent-Dodd. "SPELAR CHEFENS ANSTÄLLNINGSFORM NÅGON ROLL? : En kvalitativ studie om anställningsformers betydelse på chefsuppdraget." Thesis, Umeå universitet, Sociologiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-188377.
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Does the managers’ form of employment matter? A qualitative study of the form of employment’s significance to a managerial appointment The aim of this study is to examine the experiences and attitudes of managers with regards to the significance of the specific terms of their employment. To achieve this, a qualitative approach was deemed to be suitable and a thematic analysis was conducted. Ten middle managers at a Swedish County Council with contrasting terms of employment (permanent positions and short-term managerial appointments) were interviewed over a two week period. To complement the thematic analysis, a theoretic framework and previous research were considered and used. The study found that there is a strong preference among the managers towards a permanent form of employment rather than short-term managerial appointments. The analysis, on the other hand, found that the terms of employment had a negligible impact on the managers’ actual work, whereas it impacted the managers’ perception of their own ‘managerial value’ and their perceived importance to the organisation. On the other hand, our study has shown that the form of employment can also affect the work and organisation. Finally, the study found that this particular field of research is yet to be fully explored and thus further research is needed to reach a greater understanding of the effects of the form of employment to the individual manager, the organisation and its workers.
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ERIKSSON, MALIN, and CAMRAN DJOWEINI. "Artificial Intelligence’s Impact on Management : A literature review covering artificial intelligence’s influence on leadership skills and managerial decision-making processes." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279737.
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This thesis aims to study how Artificial intelligence (AI) can help enhance leadership skills and managerial decision-making processes. The research will be done through a systematic literature review, reviewing articles that deem relevant and objective. The problem formulation could be described as ‘the adaptation of leadership skills and managerial decision-making processes due to the implementation of AI in the workplace’, as that has been found to be the research gap during the literature review. The research led to the conclusions that there will occur a shift regarding leadership styles. As the harder elements of leadership will be replaced by AI, managers need to lean toward more uniquely human skills to succeed in the future, for example motivating employees and enhance creativity in the workplace. As for how the process of decision-making will change due to the implementation of AI, the study concludes that it is not fully clear how the process will change. However, the implementation of AI will enhance the speed and the accuracy of decisions being made, if AI has quality assured training data.Detta examensarbete syftar till att studera hur artificiell intelligens (AI) kommer att påverka våra ledarskapsstilar samt de beslutsprocesser som är kopplade till chefskap. Undersökningen har utförts genom en litteraturstudie, där artiklar som författarna funnit objektiva samt relevanta till frågeställningen har att granskats. Uppsatsen problemformulering kan förklaras som ‘anpassning av ledarskapsstilar och chefers beslutsprocesser på grund av implementering av AI på arbetsplatser’, eftersom detta har kartlagts som forskningsgapet under litteraturstudien. Studien har lett till slutsatsen att det kommer ske ett skifte avseende vilka ledarskapsstilar som kan föredras i framtida organisationer. När de hårda elementen av ledarskap ersätts av AI behöver chefer lägga större vikt vid för människor unika färdigheter, såsom att motivera medarbetare och främja kreativitet i organisationerna. Studien drar även slutsatsen att det inte är fullt kartlagt i litteraturen hur chefers beslutsprocesser påverkas av implementeringen av AI på arbetsplatser. Implementeringen av AI kommer dock öka både hastigheten och korrektheten i de beslut som fattas, förutsatt att AI har kvalitetssäkrad träningsdata.
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Aboshnaf, Abdalla. "The influence of performance measurement systems on managerial performance through cognitive and motivational mechanisms : evidence from manufacturing companies in Libya." Thesis, University of Huddersfield, 2015. http://eprints.hud.ac.uk/id/eprint/26450/.
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This research study endeavours to offer a better understanding of the relationship between performance measurement systems (PMS) and managerial performance in large and medium-sized manufacturing companies in a developing country, taking into account the role of cognitive and motivational mechanisms. Drawing on an extensive review of relevant literature in management accounting and psychology, a framework is developed to investigate the possible effect of comprehensive PMS on individual outcomes comprising job satisfaction and managerial performance through cognitive and motivational factors, including role clarity, psychological empowerment, mental model confirmation and mental model building. Included in the analysis are the potential different effects of financial and non-financial performance measures and rewards. Primary data were collected by means of a purposely constructed survey questionnaire from 122 strategic business unit managers at large and medium-sized manufacturing companies, from diverse industrial sectors in Libya. In addition to descriptive analysis, inferential statistical tools are used to investigate direct and indirect relationships between PMS and managerial performance. To fully comprehend the mediating effects of cognitive and motivational factors in these relationships, the most advanced and up-to-date tool - the Hayes’s (2013) macro called Process through the SPSS package – was applied to examine a total of twelve hypothesised mediated relationships, as well as to determine and report the result of measuring the effect size (i.e. the magnitude of an effect) related to these relationships. It was established from the descriptive analysis that the comprehensiveness of PMS is significantly high in the participating companies, noting that these companies use a mix of financial and non-financial performance measures and rewards, albeit putting slightly less emphasis on the importance of the latter. The study indicated that there are significant positive effects on the outcome variables of job satisfaction and managerial performance in the direct relationships involving comprehensive PMS, financial and nonfinancial performance measures and rewards. Interestingly, however, non-financial performance measures and rewards seem to have more impact on both outcome variables than the financial ones. Moreover, role clarity is also found to have a direct positive relationship with psychological empowerment, as does job satisfaction with managerial performance. Although each of the four cognitive and motivational variables explored in this study has a mediating effect on the relationship between comprehensive PMS and the outcome variables, large effect size was achieved only through role clarity and psychological empowerment by testing the indirect effect of comprehensive PMS on job satisfaction. The other indirect relationships of comprehensive PMS account for a medium effect size only. With regard to the indirect effects of both financial and non-financial performance measures and rewards, the results were also significant, except that, as with the direct relationships, non-financial performance measures and rewards seem to have more impact on both outcome variables than the financial ones. The largest effect size here is obtained from the indirect relationship between non-financial performance measures and rewards and job satisfaction through psychological empowerment; all other effects were medium. Being the first study of its kind on the complexities of PMS in companies operating in a rapidly changing emerging economy, this study contributes to knowledge by combining and testing four cognitive and motivational variables in one comprehensive model, distinguishing between various indirect effects by succeeding in separating and comparing between the effects of financial and non-financial performance measures and rewards and precisely measuring effect size of mediator factors Despite its novel and comprehensive approach, the study’s limitations are acknowledges and this leads to constructive suggestions for future research on a multi-faceted topic that needs exploring further in both developed and emerging economy environments.
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Ables, Sharneigh. "The influence of organisational culture on organisational commitment amongst managerial and supervisory staff at a beverage bottling organisation in the Western Cape." University of the Western cape, 2016. http://hdl.handle.net/11394/5554.
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Magister Commercii (Industrial Psychology) - MCom(IPS)At present organisations are faced with considerable changes in the business environment due to globalisation illustrated through specialisation and individualisation in the workplace (Rastegar & Aghayan, 2012). To stay abreast of these changes, organisations attempt to gain competitive advantage within the competitive business environments they operate. The competitive advantage referred to is, enhancing the organisation's culture, so as to ensure the employees in the workplace stay committed (Acar, 2012). Dwivedi, Kaushik and Luxmi (2014) further add that organisation culture is a fundamental element to any activity in the organisation. The authors also purport that a good organisational culture, which yields self-actualisation needs such as capability development, empowerment, achievement and recognition leads to a greater level of commitment between employees. The inverse, that is, poor organisational culture, leads to lower levels of commitment with consequences such as increased employee turnover and lower productivity rates (Dwivedi et al., 2014). The purpose of this study was to examine the influence of organisational culture (sub-dimensions being, mission, involvement, adaptability and consistency) on organisational commitment (sub-dimensions being, affective commitment, normative commitment and continuance commitment). The sample was chosen by means of convenience sampling. Two hundred and thirty – six supervisory and managerial staff who were employed at a beverage company in the Western Cape partook in the study. Three questionnaires were utilised to collect the data namely, a self - developed biographical questionnaire, containing six items which was used to collect information pertaining to the demographics of the sample. The second questionnaire utilised was the Denison Organisational Culture Survey, which contained 60 items and the final questionnaire administered was Allen and Meyer's (1990) Organisational Commitment Questionnaire, which contained 24 items. The data was computed using the Statistical Programme for the Social Sciences (SPSS) software version 23 using a multiple regression technique, yielding the following results: The results indicated that a significant proportion of the variance in organisational commitment was explained by mission, involvement, adaptability and consistency. The most statistical significance predictors of organisational commitment were mission and consistency, however, mission contributed to the highest variance. Additionally, the results indicated that a significant proportion of the variance in affective commitment was explained by mission, involvement, adaptability and consistency amongst staff. Involvement, adaptability and mission were found to be significant predictors of affective commitment with involvement accounting for the highest variance. Furthermore, the results showed that a significant proportion of the variance in normative commitment was explained by mission, involvement, adaptability and consistency. Moreover, the most significant predictor of normative commitment was found to be consistency. Further findings found that a significant proportion of the variance in continuance commitment was explained by mission, involvement, adaptability and consistency amongst staff. Moreover, the results indicated that the most significant predictor of continuance commitment was mission. Lastly, limitations for the current study were presented and recommendations for future research and for the organisation were offered.
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Inamori, Takao. "An exploration into managerial perception and its influence on performance in cross cultural setting : the case of Japan International Cooperation Agency's support for development." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4890.
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There is a wealth of studies which suggest that manager's positive perceptions/expectations can considerably influence organisational performance; unfortunately, little empirical evidence has been obtained from development studies. This first time research explores how Japanese aid workers' perceptions towards the local staff affects their behaviour and performance in cross-cultural project settings. Moreover, this research focuses on the perceptual and behavioural trait differences of successful and unsuccessful aid workers. With cooperation from Japan International Cooperation Agency (JICA), 244 valid responses were obtained from the aid workers (managers) through a webbased survey. As a result of statistical analysis, positive causal relationships were confirmed between perception related factors and behaviour related factors and the organisational performance variable. These results strongly suggest that aid worker's positive perceptions result in positive behaviour in local colleagues and subsequently higher organisational performance. In addition, it was discovered that the aid workers' positive perception/expectation about work and their local colleagues was related to higher organisational performance, whilst conversely, the negative perception on their part was generally associated with negative behaviour and lower organisational performance.Although the differences in perceptual tendencies suggested by that these findings apply to Japanese aid managers; however, as human nature is universal, positive perception and behaviour should bring out positive output in most organisations. It is recommended that there is a need for people-related and cross-cultural management skills to ensure successful future activities, and stress management competencies to maintain positive managerial perception on the part of aid workers.
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Luvison, Dave. "Bridging the Managerial Relevance Gap in Strategic Alliances: An Investigation of the Influence of Supervisors and Workgroup Peers on Collaborative Attitudes, Behaviors and Performance." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/68.
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There is increasing evidence that relational behaviors play a role in helping firms improve the performance of their strategic alliances, but there is still a preponderance of attention given to firm level elements and a dearth of literature investigating lower levels of analysis. This has helped create a "managerial relevance gap" (Bell, den Ouden, & Ziggers, 2006) between theoretical and operational requirements. This study attempts to fill one portion of that gap by investigating individual and team level factors that shape decisions to promotively collaborate with partners in alliances. The question of interest in this paper was whether supervisors and workgroup peers influence individuals to collaborate in an alliance, and whether those individuals consequently perform collaborative behaviors that improve performance. An analysis of survey responses from 1,242 members of a pharmaceutical sales organization produced three key findings. The first indicates that individuals' attitudes toward collaboration are related to collaborative behaviors, and that these behaviors in turn are positively related to performance. The second outcome of the study shows that attitudes of one's peer group do influence collaborative attitudes while those of one's supervisor do not. Third, there is an insignificant relationship between collaborative attitudes and performance. While evidence of indirect effects mediation was shown, it is therefore not possible to demonstrate either a full or partial mediation effect between collaborative attitudes and performance. These findings, along with the limitations of this study, are discussed. Finally, implications for future research and managerial practice are explored.
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Mahmud, Anis. "An empirical investigation of the nature of management development with particular emphasis on the influence of learning styles on the levels of accumulated managerial tacit knowledge in the Malaysian Public Service." Thesis, University of Hull, 2006. http://hydra.hull.ac.uk/resources/hull:5658.
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This study explored the broad learning patterns associated with the acquisition of managerial tacit knowledge. The study then proceeded to examine whether levels of accumulated managerial tacit knowledge (LAMTK) may be associated with managers' learning styles and/or the extent to which a person's style is consonant with the context of their work environment. The possibility that deliberate learning strategies normally associated with formal rather than informal learning would be unrelated to LAMTK was also examined. The research employed a cross-sectional, mixed-method approach incorporating both qualitative interview and survey data collection. For the qualitative element, interviews were conducted with 14 public sector managers based on a method developed by Nestor-Baker (1999). For the quantitative element, survey data were collected from 356 public sector managers attending management development training courses at the Malaysian National Institute of Public Administration. Respondents completed a questionnaire designed to measure tacit knowledge based on Stemberg et al's (2000) Tacit Knowledge Inventory for Managers, learning styles based on Geiger et al's (1993) normative version of Kolb's Learning Style Inventory, learning strategy based on Warr & Downing's (2000) Learning Strategies Questionnaire, and a range of other self developed items. The interviews revealed that most managers were unaware of the learning associated with the acquisition of tacit knowledge, as it occurs in an unplanned and unintentional manner. Several adult learning principles such as reflection and learning from experience emerged from the analyses. While learning styles were found to be significant in predicting LAMTK, a rather surprising finding was that learning strategies, believed to be associated with declarative as opposed to tacit knowledge, were also related to LAMTK. Based on these findings it was concluded that the process of tacit knowledge acquisition involves the interaction of learning that takes place in both formal and informal settings. Outcomes of the research suggest that in management development initiatives, formal approaches should be blended with informal approaches in order to achieve effective learning.
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Parsons, Angelina Ruth. "Managerial influences on police decision-making." Thesis, University of Cambridge, 2015. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709291.
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Stathopoulos, Konstantinous. "UK executive compensation : risk, managerial power and regulatory influences." Thesis, University of Manchester, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.556651.
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Love, A. C. "Modelling support of charities by individuals : key influences and managerial implications." Thesis, Swansea University, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.637951.
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This thesis is concerned with donations of time and money to charitable institutions in Britain. The Charities Aid Foundation annual Charity Household Survey is statistically analysed and profiles of individuals likely to donate money to charity, and those likely to donate at different levels, are produced. A model of direct and indirect influences on charity donations is developed and the implications of the results for fundraising managers discussed. These analyses are then repeated for volunteers. Those most likely to volunteer and those who are likely to give at higher levels are profiled. A model of both direct and indirect influences on volunteering is developed and again the implications of the results for charity managers are discussed. In addition to the statistical analyses, interviews with fundraising managers from large British charities were conducted. These provided an additional check of the validity of the original findings and indicated areas where further research would be desirable.
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Harrison, David Shelby. "Activity-Based Costing & Warm Fuzzies - Costing, Presentation & Framing Influences on Decision-Making ~ A Business Optimization Simulation ~." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30412.
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Activity-Based Costing is presented in accounting text books as a costing system that can be used to make valuable managerial decisions. Accounting journals regularly report the successful implementations and benefits of activity-based costing systems for particular businesses. Little experimental or empirical evidence exists, however, that has demonstrated the benefits of activity-based costing under controlled conditions. Similarly, although case studies report conditions that may or may not favor activity-based costing decision making, controlled studies that measure the actual influence of those conditions on the usefulness of activity-based costing information are few.
This study looked at the decision usefulness of activity-based costing information under controlled, laboratory settings. An interactive computer simulation tested the ability of 48 accounting majors to optimize profits with and without activity-based costing information and tested to see if presentation format or decision framing would influence their outcomes.
The research showed that the activity-based costing information resulted in significantly better profitability decisions and required no additional time. Presentation in graphic (bar charts) or numeric (tabular reports) format did not influence profitability decisions but the graphs took longer for analysis and decision making. Decision framing influences were shown to beneficially affect profitability decisions but did not require additional time. Decision framing was especially helpful with the non-activity based costing information; it had no significant effect on activity-based costing performance.Ph. D.
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鄭惠民 and Wai-man Jimmy Cheng. "A fundamental study of how Chinese thinking influences westerners and managerial practices." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267026.
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Cheng, Wai-man Jimmy. "A fundamental study of how Chinese thinking influences westerners and managerial practices /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18003746.
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Lewis, Colon T. "Intermediate, Middle and Junior High School Principals' Perceptions of ContextualInfluences on their Leadership Behaviors." Ohio University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1426164374.
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Pražák, Petr. "Motivace a stimulace zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223231.
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This diploma thesis focuses on the motivation and stimulation of workers in the specific transport company. It states who is responsible for the proper motivation of employees and simultaneously compares the theoretical knowledge of the facts. Further work includes design of an incentive system, tailor the company. Information for this system I get from a questionnaire survey.
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Shim, Young Soo. "INVESTIGATING THE DETERMINANTS AND ENDOGENOUS INFLUENCES OF ENVIRONMENTAL REPUTATION." OpenSIUC, 2017. https://opensiuc.lib.siu.edu/dissertations/1459.
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AN ABSTRACT OF THE DISSERTATION OF Young Soo Shim, for the Doctor of Philosophy degree in Accountancy, presented on 03/10/2017, at Southern Illinois University Carbondale. TITLE: INVESTIGATING THE DETERMINANTS AND ENDOGENOUS INFLUENES OF ENVIRONMENTAL REPUTATION MAJOR PROFESSOR: Dr. Royce D. Burnett This study investigates (1) the determinants of a firm’s environmental reputation and (2) the impact of this reputation on employee productivity and financial performance. I extend existing work in this area by focusing on both the endogenous and exogenous benefits of the reputation. The endogenous benefits refer to positive impacts of the reputation on employee morale and employee productivity, which have generally been ignored by prior research. In developing my research hypotheses, I draw on the following five well-established theories: the costly signaling theory, the resource-based view of firm, the Porter’s eco-efficiency perspective, the social identity theory, and the third-person effect theory. A sample of 271 companies was drawn from the 500 largest U.S. public companies listed in the 2010 Newsweek’s green report. The corporate environmental data for this study were gathered from this report. Meanwhile, the corporate financial data were obtained from the Mergent database. Via multiple regression analyses, I find (1) environmental reputation is significantly and positively predicted by environmental management when firm environmental reputation is high; (2) environmental reputation is significantly and positively related to environmental performance when firm environmental reputation is low; (3) across the board, environmental reputation does not predict employee productivity; (4) environmental reputation is a significant and positive predictor of financial performance only for firms with high environmental reputation; and (5) employee productivity positively and significantly predicts financial performance only for firms with a high environmental reputation.
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Abdulhadi, Jessica, and Vjollca Haradinaj. "Kvinnors och mäns arbetsmiljö : En kvantitativ jämförande studie om hur kvinnor och män upplever den psykosociala arbetsmiljön." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-21790.
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Syftet i vår undersökning är att undersöka skillnader mellan mäns och kvinnors upplevelse av den psykosociala arbetsmiljön. För att kunna uppnå vårt syfte har följande frågeställning utformats: Är det någon skillnad mellan män och kvinnors upplevelse av stress, mobbning, sexuella trakasserier, socialt stöd, chefsstöd och autonomi i deras arbetsmiljö? Studien har utförts via vår webbenkät på sociala medier, Facebook och LinkedIn. Vår metod har varit av kvantitativ art och genomförts med 112 respondenter. För att få så många svar som möjligt har vi delat enkäten offentligt och via Messenger med vänner som kunde ta del av den. Motiveringen till att detta material används i denna studie är att det kan bidra till en förståelse för respondenternas upplevelse av stress, mobbning, socialstöd, chef stöd, sexuella trakasserier, autonomi, inflytande och egenkontroll, samt för att kunna jämföra skillnader mellan män och kvinnor i dessa avseenden. Resultatet avslöjade inga skillnader mellan män och kvinnor som var statistiskt säkerställda Eftersom respondenterna i studien har deltagit på eget initiativ avviker de sannolikt från populationen i sin helhet avseende intresse för och erfarenheter av könsskillnader och frågor om arbetsmiljö. Resultatet kan därför inte generaliseras till andra grupper i samhället. Vidare forskning bör använda sig av randomiserade urval för att undersöka könsskillnader gällande stress, mobbning, sexuella trakasserier, socialt stöd, chefsstöd, autonomi, inflytande och egenkontroll.The purpose of our study is to investigate men's and women's experiences of their psychosocial work environment. To fulfil our purpose and our questions the following research question were formulated “Is there any difference between men and women's experience of stress, bullying, sexual harassment, social support, management support and autonomy in their work environment?” The study has been conducted via our web survey on social media, Facebook and LinkedIn. Our method has been of a quantitative nature and implemented with 112 respondents. To get as many answers as possible, we have shared the questionnaire publicly and via messenger with friends who could take part of it. The reason why this material is used in this study is that it can contribute to an understanding of the respondents' experience of stress, bullying, social support, manager support, sexual harassment, autonomy, influence and self-control, and to be able to compare differences between men and women in these aspects. The result showed that in some cases there are differences between men and women. However, the result showed that there were no significant gender differences. This suggests that further research should continue to investigate gender differences regarding stress, bullying, sexual harassment, social support, managerial support, autonomy, influence and self-control, since the result can be interpreted as being that generalizing conclusions in this regard cannot be drawn at this time.
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Berrio, Rueda Diana, Monsalve Angelica Echeverria, and Jaramillo Andres Hoyos. "Managerial practices and perception of how music affects customers’ shopping behaviour: an insight from clothing retailers :." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15196.
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Background Several researchers have studied atmospheric factors like crowding, col-ours, music and olfactory cues and tested their effect on shopping behav-iour. In the particular case of the influence of music in consumers‟ be-haviour, several notable observations have been made. Yet, the majority of the studies have focused on the phenomena of the music and the influences of its different factors towards consumers‟ be-haviour but little research has focused on managerial awareness of such effects on its consumers. Thus, there are still a lot of doubts about man-ager‟s practices and perception regarding the use and effects of atmos-pheric music. In line with the approaches mentioned above, this thesis intends to fill this gap in the literature through the attainment of two objectives: the first one is to study what exactly clothing retailers are doing in terms of atmospheric music and the second objective is to examine their implicit theories about the impact of the music on consumers‟ shopping behav-iour. Purpose The purpose of this thesis is to study managerial practices and percep-tions of how music affects customers‟ shopping behaviour in clothing retailers in Sweden. Method This study employs a qualitative method. The Data was obtained through semi-structured face to face interviews with managers and staff of clothing retailers in Jönköping. These interviews were conducted in clothing stores located in the two main commercial areas of the city where the majority of the stores were located. Conclusions Our research found that in the big retailers the atmospheric music is used in a more systematically way than in the small ones. This level of sys-tematization is directly related to the level of centralization in decision-making and to the size of the store. On the other hand, with regards to our second objective we found thatnot only managers but also the salespersons working in the clothing stores have a high degree of knowledge about how music affects their customer´s shopping behavior. Some of their implicit theories coincided with what previous researchers have found while others didn´t.
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Davis, Phillip E. "Explicating the Managerial Processes of Dynamic Capabilities and Investigating How the Reconceptualized Construct Influences the Alignment of Ordinary Capabilities." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc700096/.
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In the last three decades, strategic management scholars have explored the organization’s need to reconfigure its capabilities to leverage opportunities in a changing environment. The first objective of this study was to identify the underlying elements of the managerial processes of dynamic capabilities, and to offer a reconceptualization of the dynamic capabilities construct. The second objective of this investigation was to determine how the reconceptualized dynamic capabilities construct could influence the alignment of ordinary capabilities. Findings from this investigation indicate that organizational processes and managerial processes are unique components of dynamic capabilities. In addition, these organizational processes were found to be significantly and positively correlated with the alignment of ordinary capabilities. Furthermore, managerial processes were found to moderate the relationship between organizational processes and one type of ordinary capability alignment (i.e. innovation-operations capability alignment). Taken together, the findings of this study support the notion that dynamic capabilities are context specific, and that understanding how they influence the organization’s ability to change is complex. The developments and findings in this study offer a reconceptualized and empirically tested framework for the capability alignment process, thereby providing a more comprehensive picture of the underlying processes.
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Bukhatir, Alya. "Managerial differences in higher education in the United Arab Emirates and the United Kingdom as influenced by national and organizational cultures." Thesis, University of Westminster, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442114.
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McLucas, Alan Charles Civil Engineering Australian Defence Force Academy UNSW. "An investigation into the integration of qualitative and quantitative techniques for addressing systemic complexity in the context of organisational strategic decision-making." Awarded by:University of New South Wales - Australian Defence Force Academy. School of Civil Engineering, 2001. http://handle.unsw.edu.au/1959.4/38744.
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System dynamics modelling has been used for around 40 years to address complex, systemic, dynamic problems, those often described as wicked. But, system dynamics modelling is not an exact science and arguments about the most suitable techniques to use in which circumstances, continues. The nature of these wicked problems is investigated through a series of case studies where poor situational awareness among stakeholders was identified. This was found to be an underlying cause for management failure, suggesting need for better ways of recognising and managing wicked problem situations. Human cognition is considered both as a limitation and enabler to decision-making in wicked problem environments. Naturalistic and deliberate decision-making are reviewed. The thesis identifies the need for integration of qualitative and quantitative techniques. Case study results and a review of the literature led to identification of a set of principles of method to be applied in an integrated framework, the aim being to develop an improved way of addressing wicked problems. These principles were applied to a series of cases in an action research setting. However, organisational and political barriers were encountered. This limited the exploitation and investigation of cases to varying degrees. In response to a need identified in the literature review and the case studies, a tool is designed to facilitate analysis of multi-factorial, non-linear causality. This unique tool and its use to assist in problem conceptualisation, and as an aid to testing alternate strategies, are demonstrated. Further investigation is needed in relation to the veracity of combining causal influences using this tool and system dynamics, broadly. System dynamics modelling was found to have utility needed to support analysis of wicked problems. However, failure in a particular modelling project occurred when it was found necessary to rely on human judgement in estimating values to be input into the models. This was found to be problematic and unacceptably risky for sponsors of the modelling effort. Finally, this work has also identified that further study is required into: the use of human judgement in decision-making and the validity of system dynamics models that rely on the quantification of human judgement.
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Chang, Wei-Kuang, and 張維光. "How Does Managerial Ability Influence the Firms’ Debt Maturity?" Thesis, 2018. http://ndltd.ncl.edu.tw/handle/t68mff.
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碩士國立中山大學
財務管理學系研究所
106
This study examines the relationship between managerial ability and firms’ debt maturity by adopting MA-score (Demerjian et al., 2012) and book-value weighted numerical estimation of debt maturity in U.S. from 1983 to 2015. Firms with higher managerial ability have shorter maturity of debts, among financial constrained firms in particular. Additionally, managerial ability helps mitigate the impact on debt maturity during recession period. At last, preference for risk-taking activities namely along with higher risk emerges due to higher managerial ability and this contributes to better firm performance. Overall, the results imply that managers transfer wealth from creditors to shareholders through riskier behavior, which forces creditors to supervise firms with higher managerial ability more frequently by means of shortening maturity of debts.
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Fang, Chi-Yuan, and 方啟元. "The Influence of Human Resource Managerial Activities on Job Satisfaction." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/29451699944747587379.
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碩士國立中央大學
人力資源管理研究所碩士在職專班
93
The global trade liberalization has already become the current condition. The domestic electronic industry will face more rigorous industrial environment change and competition. Therefore, it is very important to recruit and to keep an outstanding talented person’s involve and to maintain the competitive advantage of the company. Birkinshaw (2004) pointed out that a long-term successful high performance organization should balance both its adaptability which emphasize on the long-term development and its alignment ability which emphasize on the short-term extend, rather than the few line both end. In the operation process, different human resource practices decisions made by the organization would influence the perception of the staffs, make them feel that the organization is voluntarily supporting them and satisfying their expectation. Besides fully apply the limited resources and make them more flexible, it also can help the organization to avoid certain extent of lost because of the external environment change. This research takes Taiwan electronics industry as sampling main body proceeding questionnaire survey. The main study has four issues. First, the influence of human resources management practices on job satisfaction. Second, human resource best practices have positive effect on the employees’ perceived organizational support. Third, employees’ perceived organizational support has positive effect on the employees work satisfaction. Fourth, employees’ perceived organizational support has completely intermediary effect on the work satisfaction. This research had send out 240 questionnaires to employees. There are 208 responses and 38 of them are invalid. The percentage of valid respondents is 70.8%. Among the 208 respondents, 153 of them are from the mainland subsidiary and the last 55 respondents are from Taiwan. Base on the regression analysis, we concluded that. First, the human resource best practices have positive effect on the employees’ satisfaction. Second, employees perceived organizational support would be affected by human resource management practices. Third, employees’ job satisfaction would be affected by the perceived organizational support. Forth, there will be relatively high job satisfaction when the employees perceived organizational human resources practices can meet their expectation.
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Tsai, Ju-Lan, and 蔡如嵐. "The Influence of Managerial Moral Philosophy on Corporate Philanthropic Donation." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/zm6rke.
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博士淡江大學
管理科學研究所博士班
103
Using questionnaire experimental approach conducted by sophisticated managers in Executive MBA, the present study extended Miska, Hilbe, and Mayer’s (2013) rationalistic approach to examine the degree to which managerial philanthropic decision-making behavior is dominated by morality. This dissertation integrated twofold separate work but closely related essays. The purpose of first essay is to make insightful connections between moral philosophy and corporate donation decision considering the role of agency problem; whereas the second essays aims to investigate the impact of moral philosophy and compensation incentives on corporate donation decision under a premise of symmetric information. In the first essay, the results found that the relationship between moral philosophy and donation decision was affected by agency problem (non-existent/existent) and donation amount (small/large). And, there is no interaction between donation relation (close/remote) and moral philosophy on charitable donation. According to the findings in first study confirmed that agency environments provide opportunities and incentives for managerial donation intention, we further controlled for compensation contracts (long-term/short-term) and future prospects (pessimistic/optimistic) while observing different moral levels on philanthropic donation under the premise of symmetric information. The empirical results suggested that both moral philosophy and future prospects dominate the charitable intention of managers. This paper has contribution to fill the gap in philanthropic donation literature by conceptualizing and investigating an integrated model of moral hazard, and corporate philanthropic in emerging countries. Our findings are evidence of the potential issues that illustrate the inherent difficulties associated with managerial responsibility (Miska et al., 2013), and could be used to answer questions on how and why managers strive to engage in philanthropy. We believed this research offers academics for future research directions to do comprehensive analyses, and challenge current practitioners’ thinking on designing human resource management and corporate governance mechanisms in this area by offering an integrated model that responds to a strong sceptical bias or a high premium placed on morality.
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Chang, Shu-Hui, and 張淑惠. "The influence of enterprise characteristics on compensable factors of managerial roles." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/87561539585031295429.
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碩士國立中央大學
人力資源管理研究所在職專班
104
How to motivate managers is the key to an organization’s success. The aim of this study is to investigate the influence of enterprise characteristics, including organizational structures, corporate life cycles, and in a differentiation strategy, on compensable factors of managerial roles by 154 samples. This study concludes that there is opposite relationship between centralization of organizational structures and compensable factors of decisional roles, but it exists positive relationship between formalization of organizational structures and compensable factors of decisional roles. Next, there is not relationship between corporate life cycles and compensable factors of managerial roles. In addition, it exists positive relationship in a differentiation strategy both between compensable factors of decisional roles and informational roles. Finally, in a differentiation strategy enhances the positive relationship between formalization and compensable factors of decisional roles. Meanwhile, it also has a moderating effect between organizational structures and compensable factors of informational roles.
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Lin, Huang-Kun, and 林煌坤. "The Study of Influence Factors to Managerial Mechanism of Technology Transfer in CSIST." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/90591805413659496761.
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碩士中原大學
企業管理研究所
93
Abstract This research primary concern national defense science and technology effective transfer folk relationship between the「implementation step」and 「influence factor」. There exist 12 items of the implementation step from the criteria of literature that carries 15 items influence factor respectively for each. The three differences are discovered from the final synthesis of implementation step& influence factor entire interview material. First of all the technology transfer implementation step exist two modification in the 「the transfer technique to plan and to confirm」& 「influence factor」. Secondly,「the technology transfer examines and checked 」and 「influence factor」has one modification item. Finally, it has a deletion in 「the merchant qualification examination 」and 「the influence factor」. The rest of 9 items 「implementation step」and 「influence」obtain the same result as the literature discussion from the reciprocity homogeneous phase. Obviously, the CSIST technology transfer similar with the merchant way except 「implementation step」and「influence factor」exist minor difference and law detail differences. This research obtain following conclusions already after the discussion in detail： First, policy law aspect : (1)The CSIST fundamental basis are 「the technical fundamental law」and 「the motional defense two law」promulgate three sub laws. It is the means of the way to formulate the integrity administrative regulations. It is also formulated by the Ministry of National Defense (MND) Bureau of Armament and Acquisition（BAA）currently. (2)The specialist of tend cal transfer is essential to the merchant explained hesitation and administration work puzzle for relative R&D and merchant . It is great for promote the wish of the participation. Second, technical level aspect: (1)The national defense technology transfer must pay attention to the security for military goods the way of project transfer from the reverse engineering must more concern the IP right protection. (2)Technical matures not complex then transfer both sides will interact the communication darer as well as the receiver ability stronger then the technique extension more will be success and smooth. (3)The public way by fair seeks the authorization and the technique transfers the object. (4)How does the IP protect and maintenance as well as the monitoring mechanism and avoids signing a treaty the dispute lawsuit occurrence, still waited for diligently. (5)It is essential to consider about importance and the integrity of the laboratory notebook. (6)The product will have to consider the future quantity to the R&D stage to require technical , the equipment economic efficiency estimation as well as the technique transfer factor and condition and so on . (7)Reinforce with the merchant interaction communication channel and the initiative marketing as well as assistance merchant solution. Third, organization and human resources aspect: (1)The organization of technical transfer confirmation and localization has to precise. (2)The talented human resources must take for the intangible asset. (3)The technical transfer must have the reward mechanism, enhances cause of the participation. (4)The R&D ambient with market performance is confirmedly the environment monitor. (5)The IP management training is good for IP implementation in the CSIST. (6)The affiliation manufacture, the official, study, Research consultant are connected each specialized aspect information require to strengthens. Based on the policy, the CSIST devotes to transform the national defense special technique into the relative dual-use technology. Furthermore , it provides the industrial field omni-direction technical service and the consultation that are extend effective to the industrial field and succeeding studies the innovation the advanced technology . As matter of fact, the IP cognition and the execution compare with the relative dual-use technology are in the initial stage. There are exist a space to growth for IP utilization and promotion.
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Huang, Chunhao, and 黃俊豪. "The Influence of Managerial Ability and Business Intelligence System Adopting on Firm Performance." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/84665203172989681130.
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碩士國立中正大學
會計與資訊科技研究所
102
In the information age, enterprises that use information system rely on the Business Intelligence System (hereinafter referred to as BI). For business mamager, BI helps the company to make the right decisions. However, BI is also an important decision making tool. Because BI system is so important, the study intend to study firm performance after adopting BI. The evaluation of the performance of adopting BI is necessary. The most direct way is the use of "profitability" measure to evaluate the operating performance. We Hope that this study on empirical analysis helps understand the actual effect of BI after adoption, and the determinants of related factors in this study. In this study, takes t-test as a test method, and finds factor that graduated from public school has substantial influence.
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YOU, ZHE-WEI, and 游哲維. "The Influence of Managerial Characteristics on Corporate Social Responsibility Performance-Evidence from Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gyad4z.
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Chang, Yu Chi, and 張彥彤. "The Influence R&D to the Regional Managerial Performance ofChina: Data Envelopment Analysis." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/30385188380564140676.
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碩士嶺東科技大學
財務金融研究所
99
The Data Envelopment Analysis (DEA) was introduced to measure the managerial performance of Chinese regional economy. Labor force, capital and R&D are put in to measure their influences to the production efficiency and the change of productivity for chinese regional economy. The result shows that, the average score of production efficiency is 0.8337 during 1997 to 2007, which means there remains 16.63% of economical efficiency can be improved. The east is better than the central and western regions. Of the production inefficiency, 10.97% inefficiency is from internal management of the government, 6.15% of inefficiency is from lack of scale. The Chinese production efficiency kept increasing but with the middle and western regions slower than eastern areas
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Holzinger, Ingo. "Sensemaking under ambiguity : the influence of functional and cultural experience on managerial information processing /." 2004. http://catalog.hathitrust.org/api/volumes/oclc/61748773.html.
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Bottaro, Michelle Reser. "The influence of the daughter's managerial style on father-daughter work relationships in family-owned businesses." Thesis, 1993. http://hdl.handle.net/1957/37410.
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The purpose of this study is to investigate the influence of a daughter's managerial style and her personal relationship with her father in father-daughter work relationships in family-owned businesses. This research is an attempt to reveal daughters' perceptions of these occurrences and interactions which often are overlooked in current research and everyday practices. The theoretical framework stems from four distinct but connected areas of research: family-owned businesses, father/daughter relationships, father-son relationships in and outside of family-owned businesses, and men and women in management. The data in this study revealed that the majority of the daughters chose and implemented managerial styles different from their fathers'. However, the daughters reported that differences in style did not create substantial problems for their father/daughter work relationships. Six of the seven daughters reported that having had the experience of working outside of their family-owned businesses provided them the opportunity to develop their own personal differences in management styles. Yet, the apparent incongruence of these daughters' reports reveals that the daughters were more concerned with preserving intergenerational continuity than with facing up to conflicting beliefs in management. Furthermore, the research found that the decision-making styles in which the fathers and daughters engaged did differ and the differences affected their familial relationships in limited ways. Overall, the daughters perceived the interaction between their managerial style and personal relationships with their fathers to be compatible and not debilitating.Graduation date: 1993