Suchergebnisse

If investment in the EEC countries has been the major preoccupation of the international business community in the 1960's, contracting in the Arab states seems to become one of the major trends of the 1970's. The need for multicountry business and tax information was felt simultane­ ously. Language difficulties, scarcity of legal and other sources, distance and, most of all, the novelty of business expansion in this direction made such information still more necessary than in the European or inter­ American setting. A few symposiums were held, corporate and tax laws were translated, research studies were initiated, among which the book of Mr and Mrs SIIILLING on Doing Business in Saudi Arabia and the Arab Gulf States, a rich mine of general business information. I was therefore very pleased when Mrs CLERIN, completing her tax studies at Ecole Superieure des Sciences Fiscales in Brussels, mentioned that she was going to live in the Middle East, had the opportunity to work with a well-known international accounting firm and proposed to focus her final dissertation at the School on the tax planning of operations in Arab countries. She devoted months of research to the study of sources both in Middle East and in industrial­ ized Western countries, to come up with a true planning study, clear, readable and practical. The description of the tax and corporate structure of the operating territories will be found in the first half of the book.

The study is intended to determine the effect of organizational culture to job satisfaction as mediated by organizational commitment of TOWSOL military personnel. The researcher considered the three theoretical frameworks such as Job Satisfaction of Paul Spector, Organizational Culture of Cameron and Quinn and Organizational Commitment of Meyer and Allen. It is limited to the military personnel assigned at TOWSOL (Tactical Operations Wing Southern Luzon). To achieve this purpose, it applied the descriptive research design to gather information. The researcher used percentage, mean, Pearson R and Multiple Linear Regression to determine the tendencies of the responses and to answer the objective of the study. Upon analysis, it was found out that under the nine facets job satisfaction, pay, promotion and nature of work obtained the highest satisfaction rates. While for organizational culture, under present perspective, dominant characteristics has control culture with 30.46 points while the remaining aspect such as leadership style, management of employees, organizational glue, strategic emphasis and criteria for success has collaborate culture. For organizational commitment, normative commitment got the highest commitment level. In determining the effect of organizational culture on the job satisfaction among the military personnel, it was found out under the current situation that adhocracy culture has the significant effect on the job satisfaction. While for five years projection, it was found out that adhocracy and market have significant effect on the job satisfaction of the respondents. As organizational commitment mediates the effect of organizational culture on the job satisfaction, it was found out that under the current perspective, the affective commitment does mediate the effect of organizational culture on the job satisfaction while for five years projection, normative aspect under organizational commitment has significant effect.

The study is intended to determine the effect of organizational culture to job satisfaction as mediated by organizational commitment of TOWSOL military personnel. The researcher considered the three theoretical frameworks such as Job Satisfaction of Paul Spector, Organizational Culture of Cameron and Quinn and Organizational Commitment of Meyer and Allen. It is limited to the military personnel assigned at TOWSOL (Tactical Operations Wing Southern Luzon). To achieve this purpose, it applied the descriptive research design to gather information. The researcher used percentage, mean, Pearson R and Multiple Linear Regression to determine the tendencies of the responses and to answer the objective of the study. Upon analysis, it was found out that under the nine facets job satisfaction, pay, promotion and nature of work obtained the highest satisfaction rates. While for organizational culture, under present perspective, dominant characteristics has control culture with 30.46 points while the remaining aspect such as leadership style, management of employees, organizational glue, strategic emphasis and criteria for success has collaborate culture. For organizational commitment, normative commitment got the highest commitment level. In determining the effect of organizational culture on the job satisfaction among the military personnel, it was found out under the current situation that adhocracy culture has the significant effect on the job satisfaction. While for five years projection, it was found out that adhocracy and market have significant effect on the job satisfaction of the respondents. As organizational commitment mediates the effect of organizational culture on the job satisfaction, it was found out that under the current perspective, the affective commitment does mediate the effect of organizational culture on the job satisfaction while for five years projection, normative aspect under organizational commitment has significant effect.

Der Beitrag analysiert und stellt dar, wie das Internet von der Diaspora Burundis und anderen interessierten Kreisen als Kommunikationsmittel genutzt und eingesetzt wird. Konkret geht es um das Netzwerk "Burundinet". Die Autorin versucht aufzuzeigen, dass das Internet es der im Ausland lebenden Diaspora burundischer Hutu und Tutsi ermöglichte, über große Entfernungen hinweg in eine friedliche Interaktion einzutreten und nach Lösungen des Konflikts zu suchen, der in Burundi selbst noch immer gewaltsam ausgetragen wurde. (DÜI-Kör)

ObjectiveThe purpose of this article is to examine whether and how the residential racial diversity of transracially adopted children (i.e., nonwhite children adopted by white parents) varies from those of biological children in white monoracial families and biological children in mixed‐race families.MethodUsing the restricted access 2009 American Community Survey, we take advantage of the large number of adoptive families not only to investigate differences among these families, but also to explore whether racial socialization within transracial adoptive families varies by the race and nativity of the child.ResultsWe show that the context of racial socialization for transracially adopted children is more similar to that of white children in monoracial families than that of children in mixed race families.ConclusionThis article adds a quantitative, nationally representative picture of the context of racial socialization for specific groups of transracially adopted children, complementing existing research published in this area.