193 research outputs found
Understanding the Agency of Diversity Managers: A Relational and Multilevel Investigation.
No full textPhDThis thesis aims to provide a critical realist account of diversity managers' agency,
incorporating a critique of the existing diversity management research. A multilevel and
relational analytical framework is offered in order to understand diversity managers'
agency. The framework interpreted and operationalised Bourdieu's key concepts,
`field', `habitus', `capitals' and `strategies' in the organisational context, for exploring
and explaining macro, meso and micro level influences on the agency of diversity
managers.
The macro-social field of diversity management is mapped out by analysing data from
an online national survey completed by diversity managers in the UK, and in-depth
interviews with diversity managers of large public and private sector organisations.
Then, findings of an extensive case study of Ford Motor Company, which includes
company documentation and interviews with the company's diversity managers, are
introduced to examine meso-organisational and micro-individual dynamics of diversity
managers' agency.
The analysis of the findings revealed that the agency of diversity managers is
multilayered and complex. Whilst the boundaries of this agency are drawn by the deeply
seated structures and mechanisms which are embedded in the fabric of social and
organisational lives, diversity managers own varying degrees of social, cultural and
symbolic capitals which are potential sources of power and influence, and they utilise
strategies in order to activate this potential and widen the scope of their agency.
The thesis addresses the limitations in diversity management literature, which are
associated with dualisms of agency and structure, and qualitative and quantitative
methods. It makes theoretical and methodological contribution by offering original
empirical evidence generated through a multi-method strategy and analysing diversity
managers' agency at the interplay of agentic and structural dynamics. It also offers
policy makers at organisational and national levels a realistic understanding of diversity
management processes that may inform design of more effective and progressive
policies and initiatives.School of Business and Management Queen Mary University
The role of perseverance, hope and gratitude in predicting loneliness of university students
Get PDFBu araştırma minnettarlık, azim ve umudun yalnızlığı hangi düzeyde yordadığını belirlemek amacıyla gerçekleştirilmiştir. Araştırmanın bağımlı değişkeni yalnızlık, bağımsız değişkenleri minnettarlık, azim ve umuttur. Araştırmanın katılımcı grubu üniversite öğrencilerinden oluşmaktadır. Veriler, devlet ve vakıf üniversitesi olmak üzere 79 farklı üniversiteden toplanmıştır. Araştırmaya, 215'i (%59,9) kadın ve 144'ü (%40,1) erkek olmak üzere toplam 359 üniversite öğrencisi katılmıştır. Veri toplama aracı olarak öğrencilerin demografik bilgilerine ulaşmak amacıyla "Kişisel Bilgi Formu", "Minnettarlık Ölçeği", "Azim Ölçeği", "Sürekli Umut Ölçeği" ve "UCLA Yalnızlık Ölçeği" kullanılmıştır. Minnettarlık, azim ve umudun yalnızlığı hangi düzeyde yordadığını belirlemek için çoklu regresyon analizi yapılmıştır. Analiz sonucunda minnettarlık, azim ve umudun yalnızlığı anlamlı düzeyde yordadığı görülmüştür (R=0.447; R2=0.200; F=27.857; p<.001). Öğrencilerin minnettarlık, azim, umut ve yalnızlıklarının cinsiyet ve sınıf düzeyi değişkenleri açısından anlamlı derecede farklılaşıp farklılaşmadığını belirlemek amacıyla bağımsız gruplar t-testi ve tek yönlü varyans analizi (ANOVA) kullanılmıştır. Araştırma sonuçlarına göre minnettarlık ve umut ile yalnızlık arasında orta düzeyde negatif; azim ile yalnızlık arasında ise düşük düzeyde negatif anlamlı bir ilişkinin olduğu görülmüştür.This research was carried out to determine to what extent gratitude, perseverance and hope predict loneliness. The dependent variable of the study is loneliness, and the independent variables are gratitude, perseverance and hope. The participant group of the research consists of university students. The data were collected from 79 different universities, including state and foundation universities. A total of 359 university students, 215 (59.9%) female and 144 (40.1%) male, participated in the study. As a data collection tool, "Personal Information Form" was used to reach students' demographic information. In addition, "Gratitude Scale", "Perseverance Scale", "Continuous Hope Scale" and "UCLA Loneliness Scale" were used. Multiple regression analysis was performed to determine the extent to which gratitude, perseverance and hope predicted loneliness. As a result of the analysis, it was seen that gratitude, perseverance and hope significantly predicted loneliness (R = 0.447; R2 = 0.200; F = 27.857; p <.001). Independent groups t-test and one-way analysis of variance (ANOVA) were used to determine whether students' gratitude, perseverance, hope and loneliness differ significantly in terms of gender and grade level variables. According to the research results, there is moderately negative between gratitude and hope and loneliness; On the other hand, it was seen that there is a low level negative relationship between perseverance and loneliness
Diversity management for innovation in social enterprises in the UK
No full textThis paper examines the linkages between diversity management (DM), innovation and high performance in social enterprises. These linkages are explicated beyond traditional framing of DM limited to workforce composition, to include discussions of innovation through networked diversity practices; reconciliation; and funding options. The paper draws upon a UK-based national survey and the case study data. Multiple data collection methods were used, including semi-structured interviews, questionnaires and workshops with participant observation. NVivo and SPSS software packages were utilized in order to analyse the qualitative and quantitative data, respectively. We used thematic coding and cropping techniques in analysing the case studies in the paper. A broad range of conflicting and supporting literature was enfolded into the conversations and discussion. The paper demonstrates that social enterprises exhibit unique characteristics in terms of size and location, as well as their double remit to add value both economically and socially. As a conclusion, we argue for social enterprises to consider options for DM in the interests of maximization of innovation and business performance. We contend that further research is needed to describe how social entrepreneurs draw upon their various 'diversity resources' in the process of innovation. © 2010 Taylor & Francis
First Phase Passive Heat Removal Facility (PHRF) Experiments for Westinghouse LFR
No full textThe Westinghouse Lead Fast Reactor (LFR) is a 450 MWe class, lead-cooled, fast neutron spectrum, pool-type reactor with passive safety systems. Its mission is to best complement Light Water Reactors (LWR) in the mid- to long-term by providing enhanced application versatility for global markets while targeting cost-effective deployment. The passive heat removal system (PHRS) is the emergency decay heat removal system of this advanced plant. A distinctive feature of the PHRS that it is always on, and does not require any operator intervention, signals of intelligence or moving is parts for the actuation and operation, consistent with the IAEA passive safety category B. The system initially removes heat through water boiling and subsequently transitions to (indefinite) air cooling. To assess the performance of the PHRS and provide experimental data for the verification and validation of modeling and simulation tools, the passive heat removal facility (PHRF) has been built at the Ansaldo Nuclear’s site in Wolverhampton, UK, with the support from the United Kingdom Government and international partners. The PHRF is a full-height separate effects test facility that follows the power-to-volume scaling rule to maximize its prototypicality. The test matrix of the first phase of testing included both air cooling tests and transition tests from water cooling to air cooling. A significant amount of experimental data has been generated in the first phase of testing, confirming the performance of the PHRS both in air cooling mode and during the transition from water cooling to air cooling
The passive heat removal facility (PHRF) and its first phase experiments
No full textThe Westinghouse Lead Fast Reactor (LFR) is a 450 MWe class, lead-cooled, fast neutron spectrum, pool-type reactor with passive safety systems. The passive heat removal system (PHRS) is the emergency decay heat removal system of this LFR. A distinctive feature of the PHRS is that it is always on, and does not require any operator intervention, signals of intelligence or moving parts for the actuation and operation, consistent with the IAEA passive safety category B. The system initially removes heat through water boiling and subsequently transitions to (indefinite) air cooling. To assess the performance of the PHRS and provide experimental data for the verification and validation of modeling and simulation tools, the passive heat removal facility (PHRF) has been built at the Ansaldo Nuclear's site in Wolverhampton, UK, with the support from the United Kingdom Government and international partners. The PHRF is a full-height separate effects test facility that follows the power-to-volume scaling rule to maximize its prototypicality. The test matrix of the first phase of testing included both air cooling tests and transition tests from water cooling to air cooling. A significant amount of experimental data were generated in the first phase of testing, confirming the performance of the PHRS both in air cooling mode and during the transition from water cooling to air cooling
Pierre Bourdieu, organisation and management
No full textPierre Bourdieu, the French sociologist, philosopher, and anthropologist, has been widely studied and analyzed in academic circles, particularly in sociology, where his ideas about power relations in social life helped to define the contemporary field. While many other sociological theories and figures have been extensively discussed and analyzed within the contexts of organization studies and management, Bourdieu’s ideas have, until recently, been largely ignored. Offering an authoritative evaluation of Bourdieu’s work, this book provides readers with conceptual frameworks, empirical examples, and methodological considerations for advancing theory and research in management and organization studies.This book presents an in-depth review of the relevance of Bourdieu’s social theory for organization and management studies, outlining the key aspects of Bourdieu’s approach and situating his work in its historical and intellectual context of the time. An outline of the treatment of Bourdieuan theory by management and organization scholars and a critique of the selective reception of his work are offered. The first edited collection to explore the benefits of Bourdieuan sociology for a management audience, this book is relevant for theory, research, and practice, and will appeal to an international scholarly audience of academics and research students
ELASTIC-CONSTANTS OF UVITE - TEMPERATURE-DEPENDENCE
No full textThe temperature dependence of the single-crystal elastic constants of uvite—CaMg3(MgAl5)B3Si6(O,OH)30 (OH, F)—was measured between 80 and 300 K by the ultrasonic pulse-echo-overlap method. The temperature dependence was linear, within experimental error, and the temperature derivatives of the six independent elastic moduli at constant pressure, in kb deg−1, are (, (, ( (, (, (. The adiabatic bulk modulus Bs, and its isobaric temperature derivative are Bs = 1215kb and (. The isotropic compressional and transverse wave velocities, VP and Vs, their temperature derivatives were also calculated from the single-crystal elastic constants data. The thermal Grüneisen parameter γth and the Anderson-Grüneisen parameter δ are 0.69 and 5.2
Development of independent MU/treatment time verification algorithm for non-IMRT treatment planning: A clinical experience
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