The Archive of Folk Culture : the national collection of American and world folklife.

Shipping list no.: 94-0038-P.

The heathen heart : an account of the reception of the gospel among the Chinese of Formosa /

Mode of access: Internet.

The emerging task of the foundations of education; the study of man, culture and education, a statement to the profession.

Mode of access: Internet.

Speech of Mr. Rayner, of North Carolina, on the question of the reception of abolition petitions. Delivered in the House of Representatives of the U. States on Tuesday, June 15, 1841.

Caption title.

"The little flowers" & the Life of St. Francis with the "Mirror of perfection."

The little flowers is newly translated by T. Okey; the Life of St. Francis is Bonaventura's newly translated by E. Gurney Salter; the Mirror of perfection [by Leo, Franciscan] is translated by Robert Steele.

Thomas Crawford and art in America. Address before the New York Historical Society, upon the reception of Crawford's statue of the Indian, presented by Frederic De Peyster ... April 6, 1875.

Published by order of the Society.

The reception of Goethe's Faust in England in the first half of the nineteenth century,

Issued also as thesis (PH. D.) Columbia University.

Report on the culture of the sugar beet and the manufacture of sugar therefrom in France and the United States /

Includes bibliographical references and index.

Anna Popovitch,In the Shadow of Althusser: Culture and Politics in Late Twentieth-Century Argentina, Ann Arbor, umi Dissertation Publishing, 2011, 238 páginas

Fil: Starcenbaum, Marcelo. Universidad Nacional de La Plata. Facultad de Humanidades y Ciencias de la Educación. Instituto de Investigaciones en Humanidades y Ciencias Sociales (UNLP-CONICET); Argentina.

The impact of organizational culture and reshaping capabilities on change implementation success: The mediating role of readiness for change

It was hypothesized that employees' perceptions of an organizational culture strong in human relations values and open systems values would be associated with heightened levels of readiness for change which, in turn, would be predictive of change implementation success. Similarly, it was predicted that reshaping capabilities would lead to change implementation success, via its effects on employees' perceptions of readiness for change. Using a temporal research design, these propositions were tested for 67 employees working in a state government department who were about to undergo the implementation of a new end-user computing system in their workplace. Change implementation success was operationalized as user satisfaction and system usage. There was evidence to suggest that employees who perceived strong human relations values in their division at Time 1 reported higher levels of readiness for change at pre-implementation which, in turn, predicted system usage at Time 2. In addition, readiness for change mediated the relationship between reshaping capabilities and system usage. Analyses also revealed that pre-implementation levels of readiness for change exerted a positive main effect on employees' satisfaction with the system's accuracy, user friendliness, and formatting functions at post-implementation. These findings are discussed in terms of their theoretical contribution to the readiness for change literature, and in relation to the practical importance of developing positive change attitudes among employees if change initiatives are to be successful.

Through the lenses of organizational culture: A comparison of state-owned enterprises and joint ventures in China

This study compared state-owned enterprises (SOEs) and joint ventures (JVs) in light of organizational culture practices. Data were obtained via a survey participated by 781 respondents from five enterprises. Factoring identified four cultural dimensions: Participation, Teamwork, Supervision, and Meetings. All four dimensions, except Participation, were rated significantly higher by respondents from SOEs as compared to the ratings in JVs. Based on the findings, this study concluded that culture practices valued in one type of enterprise might be liability in another. The implication for management is to gear culture practices to the characteristics of the organization to make it successful.