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Dissertations / Theses on the topic 'Organizational values'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Beagles, Jonathan E., and Jonathan E. Beagles. "Organizational Values and the Network Governance of International Nongovernmental Organizations." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/625854.

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This study asks the following questions: What explains the governance structures of inter-organizational networks? Are the multiple levels of network governance studied in the public (forms of coordination) and nonprofit literatures (network boards) related or do they respond to different driving influences such a dominant stakeholder group (Brown, Ebrahim and Batliwala, 2012) or the need to balance internal tensions (Provan & Kenis, 2008)? And are the values outlined in a network's vision, mission and values statements related to the governance structures they adopt? From this comparative c

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2

Newland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.

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Organizational Citizenship Behavior (OCB) is considered behavior that benefits others, but is not a part of the employee’s job description. Research has indicated that OCB can be divided into two categories, behavior that is directed towards other individuals (OCBI) and behavior that is directed towards the organization (OCBO). Research has also suggested that there are three different motives behind OCB, impression management, prosocial values, and organizational concern. This study examines the relationship between the motives and the type of OCB that is performed. The results failed to indi

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3

O'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.

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This study examines the relationship between personal values, perceived organisational values and organisational commiunent. The study builds on the work of Finegan (2000). It is argued that the greater the congruence between a person's personal values and the perceived organisational values of the employing organisation, the greater would be their commitment to that organization. This study examines this issue in a school context, examining the teachers' values and their perceptions of their schools' values. As part of the study a survey was administered to a sample of teachers at eight schoo

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4

Vogds, Jean C. "Perceptions of organizational values and culture at various levels of an organization." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001vogdsj.pdf.

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5

Thomas, Tammara Petrill. "The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4920.

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Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the concept of value congruence between substance abuse counselors and their treatment settings, and its impact on perceived ethical work behaviors and organizational commitment. This study explored how the extent of fit between individual and organizational va

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6

Siegruhn, R. "Shared values : the road to reconstruction and success." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53053.

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Thesis (MBA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: Governments and organisations focus their efforts and resources on physical production factors and the skills of their employees. However, in order to focus the resources and skills of an organisation on a specific outcome there needs to be a common and binding set of values. Many empowerment efforts in South Africa have not succeeded and the reasons cited for their failures, concomitantly, have been based on physical production factors and lack of skills. This study will investigate whether a misalignment of values may

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7

Slaughter, Rodney A. "Tradition and Progress| California Fire Technology Directors Beliefs and Values." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10263725.

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<p> This study explores the basic assumptions, beliefs, and occupational values of California Fire Technology Directors as they influence and socialize the next generation of firefighters entering the fire service. Definitions of industry culture, occupational culture, and organizational culture were applied to the fire service as well as the influence that heritage, traditions, values, meaning, and context play in the socialization process. Research methodology included emic and etic data collection techniques that documented the opinions and observations of the study group. Data from the Org

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8

Johnson, Kimberly Michelle Sutton Charlotte. "The influence of organizational values on profitability." Auburn, Ala., 2009. http://hdl.handle.net/10415/1943.

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9

Evans, Amanda. "SOCIAL WORK VALUES AND HOSPITAL CULTURE: AN EXAMINATION FROM A COMPETING VALUES FRAMEWORK." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3499.

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The purpose of this study is to assess the perceptions of social workers employed in Florida hospitals in relation to the core values of their profession and the alignment of those values within the culture of their current work setting. The conceptual framework for the study was from organizational behavior theory specific to culture, values, and trust. The Competing Values Framework (Cameron & Quinn, 1999) provided a method to distinguish co-existing competing values within an organization. The research findings indicated that 65% of the professional social workers who participated in the st

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10

Santoriello, Anthony John. "Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2315.

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Extensive research suggests organizations have unique guiding principles, called core values, which play a central role in strategic decision making, sustaining high-performance cultures, and guiding organizational culture change. Although the Competing Values Framework (CVF) has been widely used to identify a standardized set of core values, it has not been used to identify unique core values at a given organizations. Unique core values help to distinguish organizations and drive market success. The present research focused on development of a technique to extend the application of the CVF to

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11

Mokadem, Abdelhafid. "The impact of individual values, organizational values and their interaction on attitudes, behaviour and organizational performance : the case of Algeria." Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329629.

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12

Tice, Lauren. "Working values : an analysis of language policies and their alignment with organizational values." Thesis, Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/4192.

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13

Persson, Jenny. "Basic values in software development and organizational change." Licentiate thesis, Uppsala universitet, Avdelningen för människa-datorinteraktion, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-86145.

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This thesis is to be seen as a preliminary version of my doctoral thesis. It deals with problems concerning how our basic values influence development processes, mainly within the areas of software development and organizational change. Two main foci are presented, one theoretical and one empirical. The theoretical focus deals with the question: Is there objectivity in the theoretical framework, the knowledge and the experience on which the choices of strategies are based? The empirical focus deals with the question: How can knowledge about healthy work, usability and organizational matters be

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14

Muniz, Elizabeth Jimenez. "The Role of Cultural Values in Organizational Attraction." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3855.

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The United States' (U.S.) workforce is more diverse than in previous decades in terms of race, gender, and native language (Fay, 2001). Such demographic shifts have changed how organizations attract applicants and how they motivate, reward, and retain employees (McAdams, 2001). Furthermore, organizations benefit from diversity by: (a) attracting the best talent available in the workforce (Cox, 1993), (b) increasing their product marketability to customers (Deshpande, Hoyer, & Donthu, 1986; Redding, 1982), and (c) fostering creativity, innovation, problem solving, and decision making in employe

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15

Trail, Galen Talbott. "Intercollegiate athletics : organizational goals, processes, and personal values /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487947501136163.

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16

Issah, Mohammed. "Communication of Organizational Values to Staff through Non-Formal Educational Activities: The Case of Not-For-Profit Organizations." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1276876720.

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17

Kallestad, Tommy. "Social Work Values : Empowerment, organizational values & professional doxa inside the social work field." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55153.

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This study explores the field of social work values in the social work profession. The aim of the study is to explore how social work values are related to empowerment practices and organizational structures inside the social work field. By using the perspective of empowerment and professional doxa these structures inside the social work field are explored in interviews with nine social workers. These nine interviews show how social workers relate to values insides their profession, how empowerment practices are done, and what kind of organizational conflicts social workers may experience. By

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18

Razavi, Tiffani D. B. "Values and occupational stress : the role of individual-organizational value congruence in the workplace." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.

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Lellis, Julie C. Boynton Lois A. "Voiced values communicating a local organizational identity for disability /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,1449.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2007.<br>Title from electronic title page (viewed Apr. 25, 2008). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the School of Journalism and Mass Communication." Discipline: Journalism and Mass Communication; Department/School: Journalism and Mass Communication, School of.

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20

Colonna, Federico <1995&gt. "From Organizational Identity to business values: Case Studies analysis." Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/15947.

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In questo elaborato si analizza l'identità dell'organizzazione e i valori che essa persegue. In particolare, nel primo capitolo viene definita l'identità dell'organizzazione, spiegando gli elementi che la compongono e la relazione tra identità, immagine e cultura. Viene proposto anche un nuovo modello che spiega il processo di formazione dell'identità. Nel secondo capitolo si esamina in maniera approfondita un aspetto alla base dell'identità: i valori. Seguendo il libro di R. Mordacci e S. Contesini ‘Fare impresa con i valori: Teoria e pratica dell’identity shaping’ (2018), vengono analizzati

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Lashley, Brandon Christopher. "Communicating Community at Tesla Motors: Maintaining Corporate Values in Blogging Communities." Thesis, Virginia Tech, 2017. http://hdl.handle.net/10919/78222.

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Knowing how organizations engage employees can help researchers and practitioners better understand how to effectively communicate and engage employees to create an efficient and collaborative work environment. This research sought to discover if Tesla Motors strategically communicated values from its Master Plan through company blogs to create an imagined community. The theory of imagined communities provided the theoretical foundation. This research used a content analysis of words and phrases within Tesla's Master Plan and 2015 corporate blog. Although the blog provided some indication that

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Rushworth, Susan. "The what, why and how of organizational values a study of the interpretation and implementation of organizational values within fast-growing Australian companies /." [Hawthorn, Vic.] : Swinburne University of Technology, 2008. http://hdl.handle.net/1959.3/42570.

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Thesis (PhD) - Australian Graduate School of Entrepreneurship, Swinburne University of Technology - 2008.<br>[Submitted as partial fulfilment of the requirements for the degree of Doctor of Philosophy], Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2008. Includes bibliographical references (p. 225-238)

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23

Trevan, Catherine. "The competing values framework : the interaction between gender, organizational culture, managerial competencies and organizational performance /." Title page, table of contents and abstract only, 1991. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpst8118.pdf.

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Li, Jiahui. "Employees' values, organizational communication climate, and organizational commitment : a study of multinational corporations in China." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/923.

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Charleton, Daralyn. "Perceptions of organizational values in the change management process a case study : a thesis submitted to Auckland University of Technology in partial fulfilment of the Master of Business, 2004." Full thesis. Abstract, 2004.

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26

Gill, Harjinder K. "The relation between values and organizational commitment, a multidimensional perspective." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0003/MQ42145.pdf.

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27

Ren, Run. "Quality of supervisor-subordinate relationship, cultural values, and organizational justice." online access from Digital Dissertation Consortium, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3296523.

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28

Overbeek, Leonie. "Values, communication and leadership : an organizational perspective on their relationship." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52603.

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Thesis (MPhil)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: When examining organizational values, communication and leadership, how can the relationship between them be defined? This thesis approaches the problem by examining the literature in this field during the past ten years that deals with these three concepts both in theory and in practice. The relationship postulated to exist is defined as one in which leaders are being challenged to communicate the values of the organization in order to focus its members and the organization to a common purpose. An organization that shar

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Argabright, Karen Jane. "Assessing Organizational Values Within The Ohio State University Extension System." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338339287.

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Kondaveeti, Srinivasa Kiran, and Andreas Kostoulas. "Successful Organizational Innovation and Key Driving Factors." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-17295.

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The aim of the thesis is to discuss the key driving factors influencing the success of innovation in high-tech firms based in Sweden. The thesis will discuss key determinant factors and how those factors are connecting with each other. Organizational innovation and Organizational culture relationship have been under research for many years. The success of organizational innovation can be captured by various factors. Similarly, the organizational culture can be captured by different factors. During the research process, we came across various theories and this thesis is based on Rao and Weintra

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31

Choudhury, Sabrina. "Organizational values at Swedbank : A comparative study of the Central region." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-157880.

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In this thesis, the author strives to examine commitment to organizational values at Swedbank – the Central region through a longitudinal study at three different organizational levels (regional management team, branch manager and assistant branch manager) and this by a broader perspective. In order to gain a better understanding of the chosen subject the study proceeds with a theoretical framework that is concentrated to commitment to organizational values and three factors that might affect this commitment, namely; education, employment time and organizational function. Furthermore, a qualit

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Threlkeld-Sullivan, Arielle. "OD practitioner values and the impact on environmental behavior." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10142045.

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<p>Organization Development has the potential to play an active role in supporting environmental change initiatives. This study explores the values of a group of OD practitioners who are working with environmental concerns as a consideration in their practice. Nine qualitative interviews were conducted to explore values and surface factors that have influenced those values. The Schwartz Value Questionnaire (SVQ) and the Nature Relatedness Scale were administered to better understand practitioner values. Elements of self-transcendent values were revealed amongst practitioners through both quant

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Maierhofer, Naomi Iris. "Linking values and behaviours across multiple levels in organisations." Thesis, Queensland University of Technology, 2002.

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34

Klemets, Emelie, Azra Blazevic, and Agevall Anna Svensson. "Internal Branding : Understanding Brand Values." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19242.

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Purpose- The purpose of the study was to investigate how employees perceive and understand their company brand values. The aim was to show the importance of internal branding when communicating brand values in an organization to employees. Design/methodology/approach- The methodology used in this research was a quantitative survey study. Three warehouses were chosen for the study, in Älmhult, Helsingborg and Malmö. The sample was 129 employees and questionnaires were handed out to them. The data from the questionnaires were analyzed in the data program SPSS. Findings- Result from the study sho

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Strandberg, Malin. "Förmedling och förankring i organisationers värdegrundsarbete : En intervjustudie ur ett sociokulturellt perspektiv." Thesis, Södertörns högskola, Pedagogik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-32001.

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The study has aimed to investigate how Human Resources (HR) and management are working to mediate and anchor values in organizations. I have chosen to apply a socio-cultural perspective with the help of artifacts and mediating tools. The issues researched are; (i) “How do organizations mediate and anchor common values, and how does this affect the work with values?”, and (ii) “How can mediation and anchoring in organizations be understood from a socio-cultural perspective, focusing on artifacts and mediating tools?”.I have via e-mail interviewed four people working with HR in four different or

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Nagel, Kevin Frederick. "Organizational values and employee health initiatives : influence on performance and functioning." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ36646.pdf.

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37

Järvensivu, Timo. "Values-driven management in strategic networks : a case study of the influence of organizational values on cooperation /." Helsinki : Helsinki School of Economics, 2007. http://aleph.unisg.ch/hsgscan/hm00180226.pdf.

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Desjardins, Nancy M. "A case study in organizational value communication : understanding value / behavior relationship /." View abstract, 2002. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1641.

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Thesis (M.S.)--Central Connecticut State University, 2002.<br>Thesis advisor: Glynis Fitzgerald. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organization Communication." Includes bibliographical references (leaves 37-43). Also available via the World Wide Web.

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Holmdahl, Filip, and Pegah Esmaeili. "Recreating meaning through cultural investments : A Case Study of Volvo IT in France." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-70961.

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Title: Recreating Meaning Through Cultural Investments – A Case Study of Volvo IT in France Swedish Title: Återskapa Mening Genom Kulturella Investeringar – En Fallstudie av Volvo IT i Frankrike Authors: Pegah Esmaeili and Filip Holmdahl Tutor: Lena Andersson Background For what reasons do organizations invest in culture? Could it be seen as an initiative from management to create some form of control and to manage the reality of employees? A company that systematically is working and investing in their organizational culture is Volvo IT by creating a cultural network consisting of a Cultural

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Stump, Carrie Anne. "Communicating relational values in organizational practices: A study of workplace discourse." Connect to online resource, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1460194.

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Olsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.

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Scholars suggest that organizational diversity management (DM) programs are useful not only to satisfy legal requirements or social demands, but also to further the achievement of business objectives. However, much is still to be learned about the effects of such programs on individuals' perceptions of the organization. After reviewing the relevant literature on organization-level DM programs, I present a theoretical framework using recent literature that takes a strategic perspective on DM. This research classifies organization-sponsored DM programs into qualitatively different categories. Us

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Becker, Malin, and Lisa Öhlund. "Non-Family Employees' Interpretations of Organizational Values : A Case Study of a Dispersed Family Business." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-78256.

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Geographically dispersed organizations are becoming increasingly common, however, the organizational culture is often weaker in this type of organization due to geographical distances. One important aspect of the organizational culture is the organizational values, and if shared by all organizational members they can benefit the company on many levels, for example by increasing motivation and communication. If employees, on the other hand, fail to interpret the organizational values it may lead to decreased working moral and overall dissatisfaction. In family businesses it is the values of the

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Meyer, Abel Hermanus. "Common values and competitiveness within a corporate culture and performance model." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52167.

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Thesis (MBA)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: The utilisation of human capital and its impact on organisational performance must rank as one of the key managerial concerns III South Africa. The message from international competitive studies is clear: corporations become competitive when people and practices change. The global market has exposed the lack of competitive strength and effectiveness of South African corporations. Against this background, managing complex organisations in the private and public sector remains a daunting, pervasive and urgent task. By focusi

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Dale, Kathleen M. (Kathleen Marie). "An Investigation of the Relationship between Work Value Congruence in a Dyad and Organizational Commitment as Mediated by Organizational Influences." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc277726/.

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Researchers suggest that value congruence in superior-subordinate dyads results in positive outcomes for an organization (Kemelgor, 1980; Meglino, Ravlin, & Adkins, 1989; 1990; Parkington & Schneider, 1979; Senger, 1971; Weeks, Chonko, Kahle, 1989). Further, evidence is presented which suggests that commitment at the organizational level is achieved, in part, through value congruence at the individual level of analysis. Analysis at the individual level reflects the effect of shared values on interpersonal relations. Work value congruence in a dyad enhances the development of a high quality dya

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Koenigsfeld, Nathan. "Verizon Communications: An Examination of Organizational Discourse "Before" and "After" 9/11." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/34307.

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In this thesis, Verizon's discourse was analyzed as a case study for corporate rhetoric. This rhetorical analysis examined Verizon's discourse before, during and after the crisis of 9/11. Press releases, executive speeches, and other internal documents were analyzed while media reports provided a context for the discourse. Renewal discourse coupled with the theories of organizational identification and values advocacy provided the basic framework for this thesis. Verizon's crisis situation during the crisis of 9/11 provided a unique context in which to study organizational discourse. By placin

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46

Hoyos, de la Garza Ernesto. "Organizational Values in a Family-Owned Aquatic Center A Case Study : A Neo-Institutionalist view on the influence of meaning systems, as manifested by organizational values, in a Family-Owned Aquatic Center." Thesis, Uppsala universitet, Institutionen för samhällsbyggnad och industriell teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-417578.

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The main objective of this case study is to understand how organizational values of a family business are influenced – or are the outcome of – the interactions between the controlling family, their employees, and the social context by which they are surrounded. To investigate this topic a case study research design was applied and a family-owned and -managed Aquatic Center was selected as the company in focus. First, the organizational values were determined through the application of semi-structured interviews and observations. The units of analysis for the case study were the Top Management

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Stevenor, Brent A. "Culture Shift: Values of Generation X and Millennial Employees." Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1560502107953501.

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48

Nguyen, Thuan Luong. "Assessing Knowledge Management Values By Using Intellectual Capital to Measure Organizational Performance." Thesis, Nova Southeastern University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10249504.

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<p> Measuring knowledge management performance was one of, if not the most challenging knowledge management activities. This study suggested using intellectual capital as a proxy for knowledge management performance in evaluating its impact on organizational performance. The Value Added Intellectual Coefficient model was employed to measure intellectual capital. Although being used widely in research, the model had its limitations. Also, for intellectual capital measurement, there was a lack of guidelines supported by empirical evidence or best practices. The present study aimed to test the cl

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Nguyen, Thuan L. "Assessing Knowledge Management Values by Using Intellectual Capital to Measure Organizational Performance." NSUWorks, 2016. http://nsuworks.nova.edu/gscis_etd/986.

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Measuring knowledge management performance was one of, if not the most challenging knowledge management activities. This study suggested using intellectual capital as a proxy for knowledge management performance in evaluating its impact on organizational performance. The Value Added Intellectual Coefficient model was employed to measure intellectual capital. Although being used widely in research, the model had its limitations. Also, for intellectual capital measurement, there was a lack of guidelines supported by empirical evidence or best practices. The present study aimed to test the classi

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Chew, Lim Fee-yee. "Evolution of organisational culture : a Singapore experience /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18969173.

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