Human Resource Training and National Sport Organization Managers: Examining the Impact of Training on Individual and Organizational Performance

Within sport, a tremendous amount of effort is committed to the on-the-field performance of athletes and coaches, neglecting the off-the-field performance and development of sport managers. This study examines the impact of human resource training on the performance of five Canadian national sport organizations (NSO) and their managers (N=22). Data were collected on three outcome variables (learning, individual performance, organizational performance) and three mediating variables (motivation to transfer, training design, organizational climate) at three time measures (pre-training, post-training1, post-training2). Results indicate that training improves the learning and individual performance of sport managers, as well as the organizational performance of NSOs. Varying relationships were found at each of the three time measures, demonstrating that a progression to training-related performance change exists, while providing support for three levels of analysis (individual, organizational, systemic). Implications and future research directions are discussed and highlight the need for on-going training opportunities for Canadian sport managers.

Youth Involvement in Organizational Decision Making: The Connection to Youth Initiative and Organizational Functioning

Studying positive adolescent development requires an examination of the mutually beneficial associations between youth and their environment. These youthcontext relations include both the contributions that youth make to others and society and the youth-context interactions that might predict positive youth outcomes. Community and youth-serving organizations, where youth may be involved in decision-making roles such as service delivery, advocacy, or on boards of directors, can provide one important context for youth contributions and for positive adolescent development. Research on the outcomes of youth involvement in organizational decision-making, however, is limited, and largely consists of exploratory qualitative studies. This dissertation is formatted as an integrated article dissertation. It begins with a review of the literature on contexts of structured youth activities and positive youth development. This review is intended to describe theory on development-context relations, in which development is considered an interactive process that occurs between individuals and their contexts, as it pertains the positive development of youth who are involved in various structured activities (e.g., volunteering). This description follows with a review of current research, and conclusions and rationale for the current studies. Following this theoretical and research background, the dissertation includes reports of two studies that were designed to address gaps in the research on youth involvement in organizational decision-making. The first was a qualitative research synthesis to elucidate and summarize the extant qualitative research on the outcomes of youth involvement in organizational decision making on adults and organizations. Results of this study suggested a number of outcomes for service provision, staff, and broader organizational functioning, including both benefits to organizations as well as some costs. The second study was a quantitative analysis of the associations among youth involvement, organizations' learning culture, and youth initiative, and relied on survey data gathered from adults and youth in community-based organizations with youth involvement. As expected, greater youth involvement in organizational decision making was associated with higher learning culture within the organization. Two dimensions of youth involvement, greater program engagement and relationships with adults, were related to greater youth initiative. A third dimension, sense of ownership, was not- .-.- associated with youth's level of initiative. Moreover, the association between relationships with adults and youth initiative was only significant in organizations with relatively low learning culture. Despite some limitations, these studies contribute to the research literature by providing some indication of the potential benefits and costs of youth involvement and by making an important contribution toward the early stages of context-level analyses of youth development. Findings have important implications for practitioners, funders, future research, and lifespan development theory.

Job Demands and Organizational Citizenship Behavior: The Roles of Organizational Commitment and Social Interaction

Drawing from the Job Demands-Resources (JD-R) model and research on social exchange relationships, this study investigates the impact of three job demands (work overload, interpersonal conflict, and dissatisfaction with the organization’s current situation) on employees’ organizational citizenship behavior (OCB), the hitherto unexplored mediating role of organizational commitment in the link between job demands and organizational citizenship behavior (OCB), as well as how this mediating effect might be moderated by social interaction. Using a multi-source, two-wave research design, surveys were administered to 707 employees and their supervisors in a Mexican-based organization. The hypotheses were tested with hierarchical regression analysis. The results indicate a direct negative relationship between interpersonal conflict and OCB, and a mediating effect of organizational commitment for interpersonal conflict and dissatisfaction with the organization’s current situation. Further, social interaction moderates the mediating effect of organizational commitment for each of the three job demands such that the mediating effect is weaker at higher levels of social interaction. The study suggests that organizations aiming to instill OCB among their employees should match the immediate work context surrounding their task execution with an internal environment that promotes informal relationship building.

An Analysis of Minor Hockey Officials and Perceived Organizational Support

Recent research suggests organizational factors should be considered in order to better understand the attrition of minor hockey. Consequently, the purpose of this quantitative study was to examine the extent to which minor hockey officials perceive organizational support (POS) from the minor hockey system, and to compare POS among minor hockey officials according to demographics. A total of 261 minor hockey officials were surveyed with the Survey of Perceived Organizational Support (SPOS). Results indicated significant differences according minor hockey official experience, certification level and extra-role performance. The findings are discussed in relation to POS and human resource management literature, and recommendations are made as to how administrators can better support these officials.

Untangling the Organizational Ambiguities in Supply Chain Risk Recognition, Assessment, and Response: The Role of Network Embeddedness

In this thesis, I focus on supply chain risk related ambiguity, which represents the ambiguities firms exhibit in recognizing, assessing, and responding to supply chain disruptions. I, primarily, argue that ambiguities associated with recognizing and responding to supply chain risk are information gathering and processing problems. Guided by the theoretical perspective of bounded rationality, I propose a typology of supply chain risk related ambiguity with four distinct dimensions. I, also, argue that the major contributor to risk related ambiguity is often the environment, specifically the web of suppliers. Hence, I focus on the characteristics of these supplier networks to examine the sources of ambiguity. I define three distinct elements of network embeddedness – relational, structural, and positional embeddedness – and argue that the ambiguity faced by a firm in appropriately identifying the nature or impacts of major disruptions is a function of these network properties. Based on a survey of large North American manufacturing firms, I found that the extent of the relational ties a firm has and its position in the network are significantly related to supply chain risk related ambiguity. However, this study did not provide any significant support for the hypothesized relationship between structural embeddedness and ambiguity. My research contributes towards the study of supply chain disruptions by using the idea of bounded rationality to understand supply chain risk related ambiguity and by providing evidence that the structure of supply chain networks influences the organizational understanding of and responses to supply chain disruptions.

Living in the Skin That I Am: An Organizational Autoethnography of an Adult Educator's Plight to Survive the Stigma of Invisible and Episodic Disability in an Academy of Administritiva

Through the reflective lens of an adult educator with invisible and episodic disabilities, this paper has been written as an organizational autoethnography. Through a process of autoethnographical sensemaking, it is intended to illuminate important gaps in organizational theory. Feminist/relational care ethics, critical reflection, and transformative learning serve as the educational theories that comprise its framework. In telling my story, embodied writing and performance narrative are used to convey the felt existence of a body exposed through words—where my “abled” and “disabled” professional teaching and learning identities may be studied against the backdrop of organizational policies and procedures. Words used to describe unfamiliar experiences and situations shape meaning for which new meaning may emerge. At the conclusion of this paper, an alternative frame of reference—a view from the margins—may be offered to articulate authenticity in the expectancy of workplace equity for adult educators with disabilities. Taken collectively on a larger level, it is hoped that this research may provide a source of inspiration for systemic organizational change in adult learning environments.

QUANTIFICATION AND EXTRACTION OF SURFACE FEATURES FROM DIGITAL TERRAIN MODELS

Digital Terrain Models (DTMs) are important in geology and geomorphology, since elevation data contains a lot of information pertaining to geomorphological processes that influence the topography. The first derivative of topography is attitude; the second is curvature. GIS tools were developed for derivation of strike, dip, curvature and curvature orientation from Digital Elevation Models (DEMs). A method for displaying both strike and dip simultaneously as colour-coded visualization (AVA) was implemented. A plug-in for calculating strike and dip via Least Squares Regression was created first using VB.NET. Further research produced a more computationally efficient solution, convolution filtering, which was implemented as Python scripts. These scripts were also used for calculation of curvature and curvature orientation. The application of these tools was demonstrated by performing morphometric studies on datasets from Earth and Mars. The tools show promise, however more work is needed to explore their full potential and possible uses.

Organizational Design of R&D Activities

This paper addresses the question of whether R&D should be carried out by an independent research unit or be produced in-house by the firm marketing the innovation. We define two organizational structures. In an integrated structure, the firm that markets the innovation also carries out and finances research leading to the innovation. In an independent structure, the firm that markets the innovation buys it from an independent research unit which is financed externally. We compare the two structures under the assumption that the research unit has some private information about the real cost of developing the new product. When development costs are negatively correlated with revenues from the innovation, the integrated structure dominates. The independent structure dominates in the opposite case.

Industrial Adjustment: Context, Causes, Impacts and Methods for Analysis

Adjustement is an ongoing process by which factors of reallocated to equalize their returns in different uses. Adjustment occurs though market mechanisms or intrafirm reallocation of resources as a result of changes in terms of trade, government policies, resource availability, technological change, etc. These changes alter production opportunities and production, transaction and information costs, and consequently modify production functions, organizational design, etc. In this paper we define adjustment (section 2); review empirical estimates of the extent of adjustment in Canada and abroad (section 3); review selected features of the trade policy and adjustment context of relevance for policy formulation among which: slow growth, a shift to services, a shift to the Pacific Rim, the internationalization of production, investment distribution communications the growing use of NTB's, changes in foreign direct investment patterns, intrafirm and intraindustry trade, interregional trade flows, differences in micro economic adjustment processes of adjustment as between subsidiaries and Canadian companies (section 4); examine methodologies and results of studies of the impact of trade liberalization on jobs (section 5); and review the R. Harris general equilibrium model (section 6). Our conclusion emphasizes the importance of harmonizing commercial and domestic policies dealing with adjustment (section 7). We close with a bibliography of relevant publications.

Everyday Ethics: Framing youth participation in organizational practice

Much of the literature on ethical issues in child and youth participation has drawn on the episodic experiences of participatory research efforts in which young people’s input has been sought, transcribed and represented. This literature focuses in particular on the power dynamics and ethical dilemmas embedded in time-bound adult/child and outsider/insider relationships. While we agree that these issues are crucial and in need of further examination, it is equally important to examine the ethical issues embedded within the “everyday” practices of the organizations in and through which young people’s participation in community research and development often occurs (e.g., community-based organizations, schools and municipal agencies). Drawing on experience from three summers of work in promoting youth participation in adult-led organizations of varying purpose, scale and structure, a framework is postulated that presents participation as a spatial practice shaped by five overlapping dimensions. The framework is offered as a point of discussion and a potential tool for analysis in ecipation in relation to organizational practice.

L'esprit de corps à l'oeuvre dans les équipes de football universitaire

Sur la base d’une étude des équipes de football universitaire, le présent mémoire de maîtrise cherche à mettre en évidence les éléments de l’« esprit de corps » — c’est-à-dire l’adhésion pas forcément consciente « des individus aux valeurs et à la valeur d’un groupe qui, en tant que corps intégré, dispose des espèces d’échanges propres à renforcer l’intégration et la solidarité entre ses membres » (Bourdieu, 1989, p. 258) — qui peuvent être applicables à ce groupe donné tout en analysant de quelle façon cette notion vient influencer les performances des équipes. En s’appuyant sur des notes de terrain recueillies lors d’une observation exploratoire et sur des entretiens semi-dirigés réalisés auprès de joueurs de football qui jouent ou qui ont joué au niveau universitaire, ce mémoire a pour objectif de mieux saisir en quoi un esprit de corps présent à l’intérieur d’une équipe de football vient influencer les performances de celle-ci. Sur la base des données recueillies, une équipe présentant un fort esprit de corps en ses rangs voit ses performances la mener au succès. Lorsque les composantes de l’esprit de corps sont présentes, partagées par tous les joueurs et suivies à la lettre, les équipes sont appelées à mieux performer dans la ligue de football universitaire, contrairement à d’autres formations où certains éléments caractérisant l’esprit de corps ont une importance moindre.

L'intégration de la différence en milieu de travail entre les travailleurs ayant des déficiences ou des incapacités et les travailleurs sans déficience, sans incapacité

co-directrice: Saint-Jean, Micheline

Towards a communicative understanding of organizational change : Koumbit's change process

Comment comprendre les dynamiques qui sous-tendent les changements des organisations? Le changement organisationnel fait partie de la réalité quotidienne des organisations et, comme en témoigne une vaste littérature, le sujet a été abordé à partir de diverses perspectives conceptuelles. Toutefois, plusieurs questions fondamentales demeurent quant à la façon dont le changement organisationnel est accompli (Tsoukas & Chia, 2002; Chia, 1999). Je suggère que la clé pour répondre à ces questions se trouve dans l’étude de la communication. Cependant, le rôle de la communication dans la production du changement reste peu exploré dans les conceptualisations actuelles sur le sujet. Ainsi, l’objectif principal de cette thèse est de décrire la façon dont le changement émerge dans la communication, en d’autres termes, comment il est accompli à partir des interactions. Dans cette recherche, je propose que la compréhension du changement passe par une vision de la communication comme un processus constant dans lequel les réalités sont créées, négociées et transformées de manière interactive. Cette conception est fondée sur a plurified view of interactions (Cooren, Fox, Robichaud & Talih, 2005; Cooren 2010) qui prend en considération la contribution d’êtres appartenant à diverses ontologies (e.g., ordinateurs, règlements, principes, émotions, règles, c.) dans l’action. En mobilisant cette vision de la communication, j’ai étudié les changements qui ont eu lieu à Koumbit — une organisation à but non lucratif basée à Montréal qui œuvre dans le domaine des technologies de l’information. L’observation, les entrevues ainsi que la révision de documents officiels ont été les techniques choisies pour cueillir les données. Ma recherche m’a permis de déterminer que le changement organisationnel est un processus progressif qui se matérialise d’interaction en interaction. C’est en composant et en recomposant des ensembles d’associations que se crée une différence dans l’état des choses. Si bien les interactions sont accomplies dans le ici et le maintenant, leur caractère hybride leur permet de rendre compte de ce que l’organisation a été et de ce qu’elle sera. Cette étude suggère que, d’un point de vue communicationnel, les mécanismes à partir desquels le changement organisationnel est accompli n sont pas aussi différents de ceux qui produisent les processus organisants (organizing).