MS Theses - DO NOT EDIT
http://hdl.handle.net/10106/25198
2024-03-28T11:59:56ZInternational Compensation: An Examination of the Relationship Between Societal Culture and Preferred Compensation Policies
http://hdl.handle.net/10106/29137
International Compensation: An Examination of the Relationship Between Societal Culture and Preferred Compensation Policies
In my thesis, I review the research literature on the influence of national culture on reward preferences and compensation practices. I first review the major models of culture used to
examine reward practices and then detail the convergence and divergence debate in international management by highlighting constraining forces in the host and home business environment that lead to standardization or localization. Finally, I review the research on cultural dimensions and preferred compensation practices and propose an integrative model.I conclude that culture is one of the many macro-variables that influence international compensation decisions and argue that the adaption of compensation practices can be viewed as pragmatic experimentation and adaptive space can be used to make a decision on standardization and localization in international reward management. I classify standardization as an “ordered response” and localization as an “entrepreneurial response”.
2020-06-08T00:00:00ZResources, innovative outcomes, and the symbolic and substantive performance of entrepreneurial firms: an examination of independent popular music artists
http://hdl.handle.net/10106/25444
Resources, innovative outcomes, and the symbolic and substantive performance of entrepreneurial firms: an examination of independent popular music artists
The importance of innovation to the success of entrepreneurial firms has been well established in prior work. Yet, important gaps still remain. I draw from the innovation literature, the resource-based view, and institutional theory in order to address how entrepreneurial firms are able to find success through innovation in competitive environments. Specifically, following Penrose’s (1959) approach to the resource-based view, I argue that two resource categories, creativity-related resources and management-related resources, form antecedent conditions for innovative outcomes. I divide these innovative outcomes into two separate components, innovative output and innovative uniqueness. Further, I argue that innovative output and innovative uniqueness have opposing effects on the symbolic and substantive performance of an entrepreneurial firm. Finally, I consider the moderating impact of institutional environments on the relationship between innovative uniqueness and the symbolic and substantive performance of an entrepreneurial firm. Empirical analysis of 800 popular music artists provides evidence to support the role of creativity-related resources and management-related resources in driving innovative outcomes. However, contrary to my predictions, I failed to find strong support for the opposing effects of innovative output and innovative uniqueness on the entrepreneurial firm’s symbolic and substantive performance. Strong support was found for the positive impact of innovative output on symbolic and substantive performance, while only mixed support was found for a negative relationship between innovative uniqueness and symbolic performance. Although I used independent recording artists in the popular music industry as a context, my arguments are likely generalizable to entrepreneurial firms that face strong pressure to innovate. Overall, this study provides clarity to the dilemma of entrepreneurial firms that are called to be both distinctive and conventional in order to find success in competitive markets.
2015-11-30T00:00:00ZA Review Of Team Learning
http://hdl.handle.net/10106/24455
A Review Of Team Learning
Lee, Sunhyung
The purpose of this thesis is to review literature on team learning published from 1985 to 2013. The papers were selected from academic journals from business, as well as psychology, education and management. I examine the various terms and definitions used for team learning, as well as measurement methods. I discuss models of team learning as a process of learning and its placement within the three levels of learning: individual, team, and organizational. I also suggest future directions and areas of focus for future research into team learning and its merits in the workplace.
2014-07-14T00:00:00ZThe Rise Of Glocal Generation Y: How Its Personality And Psychological Contract Is Affected By Global Forces And Local Context
http://hdl.handle.net/10106/9551
The Rise Of Glocal Generation Y: How Its Personality And Psychological Contract Is Affected By Global Forces And Local Context
Vaziri Bozorg, Seyedeh Hoda
When Generation Y started to enter the workforce in the early 2000s, discussions about their characteristics and their impact on organizations began among scholars around the world. A question has been raised whether the generational shift seen around the world shares common characteristics and whether globalization and technology advancement have lead to a Global Generation Y. This thesis criticizes the idea of Global Generation Y, and defines the concept of Glocal Generation Y, which is influenced by global forces but reacts differently based on its local context. However, there are still some common characteristics that can be used by human resource professionals to plan their practices in a way to attract and retain talented individuals from this generation.
2012-04-11T00:00:00Z