This dissertation examines the relationship between computer technology and management science and changes in the role of profit planning within the commercial banking system of the U.S.A. The objective of the study is to develop a generalized profit-planning model which employs the existing decision processes to create pro-forma financial statements for a commercial bank. The study concentrated on the 300 largest commercial banks (ranked by deposits as of December 31, 1969) of the Federal Reserve System. These particular banks held the greatest potential for having a Planning Department, the computing capability necessary for problem solving, and a Management Science Department actively employing management science techniques to profit-planning problems. The research for the dissertation included an in-depth study of secondary sources, an interrogation of commercial bank executives and a detailed questionnaire which was submitted to each of the 300 largest banks. Sponsorship for the Financial Planning Questionnaire was obtained from the Southwestern Graduate School of Banking at Southern Methodist University, Dallas, Texas. The sponsorship helped obtain a large sample return (in excess of 50.0 percent) and thereby increased the statistical reliability of the results of the study.

The specific problem confronted by this dissertation research is this: Do college students who are quite decided about their vocational choices have more developed and implemented self-concepts than do college students who are quite undecided about their vocational choices? If the decided students have more developed and implemented self-concepts than the undecided students, it can be logically reasoned that the developing and implementing of the self-concept is essential in the vocational choice process of college students. The purpose of this study is to resolve the problem concerning the possible self-conceptual differences between highly decided and highly undecided college students.

This study is an examination of the hypothesis that selected contemporary American novels offer vivid illustrations of modern problems and practices of management as seen in business and industry. Too often, university management courses treat management processes as isolated cases in limited and static settings. Novelists, on the other hand, treat these same processes in a broader context and often deal quite subtly and perceptively with everything from the mammoth corporation to the single proprietorship. Students proposing to become businessmen, therefore, should benefit from this novelistic perspective so frequently overlooked.

The purpose of the research effort was to investigate the relationships that exist between managerial functions and organizational structure with the specific objective of employing the managerial function of coordination as a design parameter in designing organizations.

The problem with which this investigation is concerned is that of determining the predictors, correlates, and consequences of job satisfaction in a university library. A managerial model was constructed for the purpose of providing an overall framework of analysis. It was hypothesized, in the managerial model, that organizational effectiveness in any organization is linked closely to the concepts of job satisfaction and employee satisfactoriness. These two concepts, in turn, are closely related to managerial behavior.

One of the newest organizational developments in the junior college world is the multicampus junior college system. The purpose of this study was to determine whether there is a difference in the understanding of authority relationships between chief district administrators and chief campus administrators in multicampus junior college systems. This information should be valuable to junior college administrators who are now, or will be, faced with the problem of clarifying this authority relationship in daily activities and future planning. The semantic differential was the measuring instrument used in this study. Its use required that a questionnaire be developed to include functions to be differentiated against a set of corresponding bi-polar adjectives. The functions selected were evaluated by several individuals experienced in multicampus junior college administration. The nine pairs of bi-polar descriptive adjectives selected were from general adjectives previous factorial studies showed to have high factor loadings on either the evaluative, potency, or activity dimensions of connotative meaning.

The purpose of this study was to develop a probabilistic model that could be used by petroleum refiners to evaluate the economic potential of refinery capital investment proposals. The following two requirements were placed on the development at the outset: (1) that the model use linear programming to simulate refinery operations; and (2) that the model keep computer time within reasonable bounds. A probabilistic model was developed that requires the following steps for its application: (1) use linear programming to simulate both the operations of the existing refinery and the operations assuming that the investment is made; (2) select two variables that can be treated as probabilistic variables and assign either a theoretical or a subjective probability distribution to represent future values for the two variables; (3) develop return on investment interpolation data by computing a return on investment for all pair combinations of three tenth year values for each of the two probabilistic variables; (4) develop a return on investment distribution by selecting values at random from the two probability distributions and interpolating among the interpolation data to obtain return on investment data; (5) interpret the return on investment distribution. The model was applied to an actual refining situation …

The latest surge of corporate mergers has been characterized by a steadily increasing rate of conglomerate combinations. It would appear that one of the prime motivating factors in conglomerate merger is a firm belief in the principle of "synergism," or the mutually cooperating action of separate substances taken together to produce an effect greater than that of any component taken alone. It would also appear that in such instances wherein there is no direct relationship in regard to raw material source, product development, production technology, or marketing channels, the principle of synergism is not automatic, but must be implemented by appropriate management action. The hypothesis of the study is that the goal of achieving synergism through centrality of management influence has not yet become a reality in conglomerate business organizations as a group. It is the purpose of the study to investigate the degree of centralized management development in a number of management functions and relate this development to success in selected performance areas.

This study investigated the relationship between certain biographical and personality characteristics and decision-making ability of purchasing personnel as measured by the results achieved in a complex management game.

The objective of this study is to define differences and similarities in certain aspects of education, experience, and business practices of White, Black, and Latin American small businessmen, and approximately fifty questions relating to their operations were asked.

This study is designed to investigate the relationship between the age and tenure of the chief executive officer of a corporation and his participation in innovation. The chief executive is assumed to be the key participant in the innovation process. Two questions form the basis of the study, Firsts, are younger chief executives more innovative than older executives? And second, does the tenure of chief executives affect performance in innovation?

The problem with which this investigation is concerned is that of examining the association between personality as measured by a standard scale and the extent of projection in a social perception role projection task. The investigation assumes that perceptions regarding environment are systematically related to choice behavior. In this regard, the research examines those specific dimensions of personality that facilitate or inhibit social perception. Chapter I presents an introduction to the problem. Additionally, the background of the problem, purpose of the study, the hypotheses, the limits of the study, and the assumptions are given. Chapter II is the methodology. The nature of the subjects, the procedure, the research instrument and the methodological steps used for analysis of data are explained. Results of the investigation are given in Chapter III, while Chapter IV presents a discussion of the results, including the conclusions, implications of the study, and suggestions for further research.

This study tests whether criteria variance in five job-facet satisfactions and performance rating explained by selected demographic and personality variables is significantly greater than by the selected demographic variables. This study offers a useful procedure for treating job-satisfaction data and predictor variables and measures the significance in predictability between criteria variance accounted for by variables not generally found in personnel files and those usually found there. It was found that job satisfactions and performance rating differ both in terms of predictability and functional relationships with Predictor Sets.

Much has been done to promote the use of management techniques designed to develop human resources within the business enterprise. Unfortunately, most of these procedures are applied after the individual has become an employee of the firm. Similar management techniques are needed for the proper recruitment and placement of each new employee. A major source of employee dissatisfaction and turnover lies in the incapacity of some jobs to satisfy the aspirations and job values of certain types of employees. Therefore, one key to employment stability for the college graduate is the relative compatibility between his job values and the capacity of the job to provide fulfillment for those aspirations. Much needs to be done in the areas of predicting the job values of a college senior and matching the individual graduate with that job which is most apt to provide a productive and meaningful career. The purpose of this study is to investigate the relationships between grade point averages, job values, and career decisions as perceived by the Ma3 1973, graduating seniors of the College of Business Administration at North Texas State University, their professors, and their employment recruiters. The students provided background data such as grade point average, SAT …

The purpose of the study is to measure satisfactions for United States retired military officers and to determine if there is a relationship between retrospective military career satisfactions and current second career or retired satisfactions. Hypothesis I states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his current second career satisfactions. Hypothesis II states that there is a positive relationship between a retrospective measure of an officer's military career satisfactions and his retirement satisfactions. The first conclusion is that Hypotheses I and II are supported. Pearson coefficients of correlation indicate that a positive relationship exists for each hypothesis. For Hypothesis I coefficients range from .040 for pay to .270 for co-workers. All are significant at the .01 level except pay, and there is no evidence that the pay coefficient is statistically significant. The coefficients of correlations supporting Hypothesis II range from .164 for work to .415 for finances. All coefficients are significant at the .01 level. All distributions are skewed. The skewness and possible homogeniety of the sample may in all probability account for the low values of the coefficients. The second conclusion is that military officers receive greater satisfactions from …

This research is a systematic, in depth empirical test of the strong form of the efficient market hypothesis (EMH) using the dual-fund industry as the research subject. Unlike most strong-form EMH research, this study deals with a small, homogeneous sector of the investment company industry with a comparable origin date. To obtain homogeneity of the research subjects, the sample size is necessarily small (7), thus, making it difficult to find statistically significant results. In general, portfolio performance is negatively correlated with variability in measures of portfolio characteristics such as the major mix, common stock categories, portfolio turnover, etc. The better-performing dual funds were more consistently managed while the lower-performing companies had significant and sometimes frequent changes in portfolio policies. In line with the efficient market hypothesis, "passive" management, i.e., low turnover, few changes in major mix or common stock composition, shows better results in the dual-fund industry from inception through 1973.

This study has a twofold purpose. The first is to demonstrate the state of the art of corporate planning and forecasting activity, and the second is to determine the existence of any differences between the planning practices of the consumer service industry and the producer service industry. The study is organized into seven chapters. The introduction chapter contains background information, a description of the problem and opportunity followed by a definition of terms, the purpose of the research, hypothesis of the research. It also describes the scope of the research, methodology, significance and limitations of the study and provides a chapter bibliography. The study finds that though certain segments of the service industry have sophisticated planning capability, it is not generally widespread. The study concludes there is no significant difference in the planning methods between consumer services and producer services industries

The problem with which this study is concerned is that of determining and analyzing the problems of human resources created in Iran. These problems are rooted deeply and stream from Iranian history, culture, and social environment. The main purposes of this study are three. The first is to determine and analyze problems of human resources created in Iran, including social environment, education, and employment. The second is to study and evaluate the manpower policy of Iranian economic development. The third is to apply human resource development in planning, educating, training, and developing the human resources required for the economic development of Iran. Based on the reports and recommendations of the three research groups, a detailed plan and strategies are written to develop Iran's human resources.

The problem is to determine whether there exists a common body of procedures being followed by labor/management arbitrators in the United States. The agreement to arbitrate grievance disputes is the quid pro quo for an agreement not to strike. Currently some 95 per cent of all United States labor agreements provide for arbitration as the final step in the grievance procedure. Arbitration has increased at a steady pace over the years. The American Arbitration Association reports a 330 per cent increase in the number of cases between 1966 and 1975. A study, by the Federal Mediation and Conciliation Service, has found a 300 per cent increase in cases closed between 1968 and 1978. This increase in the use of arbitration to resolve industrial disputes shows the need to analyze the hearing procedures. The results of a study of this type are useful to all concerned in the labor arbitration process.

The purposes of this study were: (1) to present data resulting from an analysis of the ninety-seven published grievance-arbitration awards involving issues of racial discrimination occurring between April 1, 1974, and December 31, 1980? and (2) to determine from the data how labor arbitrators have reacted to Alexander v. Gardner-Denver Co., 415 U.S. 36 (1974) . The Supreme Court held that labor arbitration was a "comparatively inappropriate" forum for the resolution of employment discrimination disputes. However, the Court said that an arbitral award could be "accorded great weight" by a lower court when certain relevant factors are present in an award. The cases were analyzed to determine the extent to which arbitrators responded to the factors set forth in the Gardner-Denver decision.

This work derived attitudinal input from 397 female college business majors concerning their preference for various job factors drawn from previously validated studies and their expected levels of satisfaction with those job factors in new job situations following graduation. Data were collected through the distribution of a questionnaire consisting of three sections: (1) demographic categories, (2) a list of twenty job factors with a Likert-like scale for respondents to record the strength of desire for each, and (3) an identical list of job factors with a Likert-like scale for respondents to record the expected level of satisfaction with those job factors on their new job.

This study tested the existence of significant differences in levels of perceived job stressors between non-managerial individuals in boundary-spanning and nonboundary- spanning occupations. Correlations between selected demographic characteristics and levels of perceived job stressors were also determined.

This study examined the effectiveness of strategic planning systems in strategy formulation in a changing business environment. It also investigated differences in the designs, processes, levels of top management involvement, and perceived levels of achievement and performance of the strategic planning systems of companies classified as leaders, challengers, followers, and nichers in the electronic computing equipment community. For the most part no significant correlations were found between perceived levels of achievement and performance of planning systems and organizational performance measured by financial ratios. However, significant correlations were found between perceived level of achievement and performance and the design, process and level of top management involvement in the strategic planning process.

The organizational effectiveness and strategic management areas of organizational theory are the general focus of this study. Organizational effectiveness is defined as the extent to which an organization by the use of certain resources fulfills its objectives without depleting its resources and without placing undue strain upon its members and/or society. Strategic management is defined as an array of processes which leads to the development of an effective approach to achieve the organization's objectives. Little agreement appears to exist on how to evaluate organizational effectiveness and to what extent strategic management impacts organizational effectiveness. This is the problem this study addressed. This study presents an extensive review of the literature, formulates some syntheses and utilizes a questionnaire to gather pertinent data. The sample of respondents consisted of a group of key administrators from all the Jesuit colleges and universities in the United States. The questionnaire had a ninety percent response rate. This study was primarily a correlation study which emphasized the perceptions of the respondents regarding the elements and/or processes of strategic management and the concepts of organizational effectiveness. The Chi-Square and Spearman rank order tests were utilized for statistical measures. The analysis of data revealed any significant relationships between …